In the wake of COVID-19, academia needs new solutions to ensure gender equity
In the wake of COVID-19, academia needs new solutions to ensure gender equity
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DOI：
10.1073/pnas.2010636117
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发表时间：
2020-07-07
影响因子：
11.1
通讯作者：
Deitloff, Jennifer
中科院分区：
文献类型：
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作者：
Malisch, Jessica L.;Harris, Breanna N.;Deitloff, Jennifer
在印度，老年人护理和身体限制增加了学生和教师的心理健康需求，并减少了进行学术工作的时间。流行病自然会凸显特权，例如财务安全和获得精神卫生保健的机会。它还放大了学术界先前存在的不平等所造成的精神、身体、社会和经济影响。更糟糕的是，在流行病等压力时期，有偏见的决策过程会受到青睐 (2)，这可能会降低公平倡议的优先级。所有这一切意味着，即使在那些拥有特权地位的人中，包括许多学者，女性也可能在这场流行病中承受更大的负担。对于面临种族、种族、性取向、性别、年龄、经济阶层、依赖地位和/或能力等交叉压迫系统的女性来说，负担会更重。因此，学术界需要制定解决方案，以留住和提拔已经在成绩、任期和晋升方面面临不平等的女教师 (3)。在这里，我们研究了 COVID-19 是如何加剧女性职业发展的已知障碍的。我们提出了可行的解决方案，其中包括成立流行病应对教员研究员或流行病教员优点委员会（PFMC）、上述委员会创建的新的/修订的任期和晋升指标，以及确保新指标和政策在全校范围内采用的框架。我们还警告不要流行的终身教职时钟快速解决方案，这对学术界多元化的未来构成潜在威胁。
IN IO N eldercare, and physical confinement have increased students’ and faculty’s mental health needs and reduced the time available to perform academic work. A pandemic naturally highlights privileges, such as financial security and access to mental health care. It also amplifies the mental, physical, social, and economic impacts attributable to preexisting inequities in academia. Making matters worse, in times of stress, such as pandemics, biased decision-making processes are favored (2), which threaten to deprioritize equity initiatives. All this means that even among those with privileged positions, including many academics, women will likely bear a greater burden of this pandemic. The burden will be even heavier for women who face intersecting systems of oppression, such as ethnicity, race, sexual orientation, gender, age, economic class, dependent status, and/or ability. Thus, academia will need to enact solutions to retain and promote women faculty who already face disparities regarding merit, tenure, and promotion (3). Here, we examine ways in which COVID-19 is amplifying known barriers to women’s career advancement. We propose actionable solutions, which include the formation of a Pandemic Response Faculty Fellow or Pandemic Faculty Merit Committee (PFMC), new/revised tenure and promotion metrics created by the aforementioned committee, and a framework to ensure that the new metrics and policies are adopted college-wide. We also caution against the popular tenure clock quick fix that poses a potential threat to a diverse future for academia.