Women of color (WoC) continue to be underrepresented in engineering programs across the United States. Many scholarly reports on faculty demographic characteristics do not provide measures regarding the representation of WoC faculty due to data reporting restrictions or lack of relevant data. Using 14 years of data from the American Society for…

Despite increasing numbers, women faculty are still underrepresented at higher ranks and in leadership positions in the professoriate. Recent research suggests that gendered microaggressions, a particular expression of subtle gender bias, have a powerful, cumulative negative impact on women faculty's access to research support and advancement.…

This study uses Black feminist thought to explore the experiences of Black women faculty that earned tenure and promotion to associate professor. We found that participants who reported positive experiences on the tenure track received strong support from various sources. Conversely, those devoid of competent support consistently reported negative…

Feminist scholars have long documented the complex, multiple ways in which academic institutions reproduce gender inequalities (National Academy of Sciences, National Academy of Engineering, & Institute of Medicine, 2007). In times of crisis, institutional commitments to diversity, equity, and inclusion may be sidelined (Tulshyan, 2020).…

Allyship is increasingly viewed as a crucial practice to address social and economic inequities faced by marginalized groups. However, little research explores how dominant group members can behave as allies and what marginalized group individuals consider as valuable. Research shows that women faculty in male-dominated academic disciplines…

Intergroup dialogue (IGD) is a critical dialogic pedagogy that calls for extraordinary care and labor. So, why as women of color (WOC), who expend disproportionate emotional labor in the academy, do we teach IGD? In this collaborative critical autoethnography, we braid our individual narratives through a critical collaborative autoethnography…

In this scholarly personal narrative (SPN), I illustrate how I have engaged with a system that does not reflect who I am and against prevailing currents as an associate professor in higher education who came to the U.S. as an international student in the late 1990s from South America, to finally find my place and voice developing the International…

Many professors, especially at the associate level, say yes to service requests despite the pervasive advice to "just say no." Much of this service constitutes "invisible labor" that diverts time and energy from efforts required to advance to the full professor rank. Based on in-depth interview research with 25 tenured…

Although the demand for faculty service has increased substantially in recent years, the workload is not shared equitably among tenure-track faculty (Guarino & Borden, 2017; Pyke, 2011). Women faculty tend to spend more time on service activities than men, and they tend to perform important yet less institutionally recognized forms of service…

Racialized and gendered imbalances impact tenure-track faculty service workload and ultimately, career advancement for women faculty, especially women of color faculty. This article reports on a 3-year study examining the barriers to career advancement for women/women of color tenure-line Science, Technology, Engineering and Math (STEM) faculty at…

This qualitative study examines the ways in which 15 full-time non-tenure-track Women of Color faculty members (NTWCFs) at historically White colleges and universities experienced identity taxation in their work. Critical race theory and critical race feminism were used as theoretical frameworks. Participants experienced identity taxation in 3…

Can gender-based diversity programs benefit everyone? We tested whether and how a broadening participation program intended to benefit women working within male-dominated academic fields of science, technology, engineering, and mathematics, may relate to job satisfaction for all who feel involved. Informed by self-determination theory (Deci &…

Female faculty of color need mentoring opportunities that recognize, validate, and nurture their perspectives and experiences as assets--rather than liabilities--to their work. Among studies of faculty of color, there have not been specific studies focused on intragroup mentoring for Asian American female faculty. This collaborative…

In this qualitative study, we highlight the stories of a diverse group of 27 women academics who rebuffed many of academia's taken-for-granted pathways and approaches for success. To share their pathways and approaches, we offer a counternarrative composed of 3 themes: challenging linearity, refusing dualism, and rejecting individualism. Given our…

The representative bureaucracy theory posits that the passive representation of women in an organization leads to their active representation in terms of gender equity in policy implementation. The present study examines how women's representation in administration and faculty positions may explain gender equity-oriented policy outcomes, focusing…