ANNOUNCING THE KITENGE-TRAUTMAN SURVEY OF WHAT REALLY COUNTS IN FACULTY HIRING, TENURE, AND PROMOTION DECISIONS

2021 ◽  
Author(s):  
Erick Kitenge ◽  
Lawrence J. Trautman
Keyword(s):  
Faculty Hiring

The faculty hiring network for PhD-granting communication programs

2021 ◽  
Vol 126 (5) ◽  
pp. 3983-4003
Author(s):  
Thomas Hugh Feeley ◽  
Frank Tutzauer
Keyword(s):  
Faculty Hiring ◽  
Communication Programs

Gender bias in reference letters for residency and academic medicine: a systematic review

2021 ◽  
pp. postgradmedj-2021-140045
Author(s):  
Shawn Khan ◽  
Abirami Kirubarajan ◽  
Tahmina Shamsheri ◽  
Adam Clayton ◽  
Geeta Mehta
Keyword(s):  
Systematic Review ◽  
Gender Bias ◽  
Academic Medicine ◽  
Medical Faculty ◽  
Gendered Language ◽  
Men And Women ◽  
Faculty Hiring ◽  
Match Rate ◽  
Significant Difference ◽  
Meta Analyses

Reference letters play an important role for both postgraduate residency applications and medical faculty hiring processes. This study seeks to characterise the ways in which gender bias may manifest in the language of reference letters in academic medicine. In particular, we conducted a systematic review in accordance with Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. We searched Embase, MEDLINE and PsycINFO from database inception to July 2020 for original studies that assessed gendered language in medical reference letters for residency applications and medical faculty hiring. A total of 16 studies, involving 12 738 letters of recommendation written for 7074 applicants, were included. A total of 32% of applicants were women. There were significant differences in how women were described in reference letters. A total of 64% (7/11) studies found a significant difference in gendered adjectives between men and women. Among the 7 studies, a total of 86% (6/7) noted that women applicants were more likely to be described using communal adjectives, such as “delightful” or “compassionate”, while men applicants were more likely to be described using agentic adjectives, such as “leader” or “exceptional”. Several studies noted that reference letters for women applicants had more frequent use of doubt raisers and mentions of applicant personal life and/or physical appearance. Only one study assessed the outcome of gendered language on application success, noting a higher residency match rate for men applicants. Reference letters within medicine and medical education exhibit language discrepancies between men and women applicants, which may contribute to gender bias against women in medicine.

scholarly journals The dynamics of faculty hiring networks

2021 ◽  
Vol 10 (1) ◽  
Author(s):  
Eun Lee ◽  
Aaron Clauset ◽  
Daniel B. Larremore
Keyword(s):  
Network Models ◽  
Structural Mechanism ◽  
Faculty Hiring ◽  
Network Characteristics ◽  
Institutional Prestige ◽  
Structural Mechanisms ◽  
Global And Local ◽  
Global Placement ◽  
New Hire

AbstractFaculty hiring networks—who hires whose graduates as faculty—exhibit steep hierarchies, which can reinforce both social and epistemic inequalities in academia. Understanding the mechanisms driving these patterns would inform efforts to diversify the academy and shed new light on the role of hiring in shaping which scientific discoveries are made. Here, we investigate the degree to which structural mechanisms can explain hierarchy and other network characteristics observed in empirical faculty hiring networks. We study a family of adaptive rewiring network models, which reinforce institutional prestige within the hierarchy in five distinct ways. Each mechanism determines the probability that a new hire comes from a particular institution according to that institution’s prestige score, which is inferred from the hiring network’s existing structure. We find that structural inequalities and centrality patterns in real hiring networks are best reproduced by a mechanism of global placement power, in which a new hire is drawn from a particular institution in proportion to the number of previously drawn hires anywhere. On the other hand, network measures of biased visibility are better recapitulated by a mechanism of local placement power, in which a new hire is drawn from a particular institution in proportion to the number of its previous hires already present at the hiring institution. These contrasting results suggest that the underlying structural mechanism reinforcing hierarchies in faculty hiring networks is a mixture of global and local preference for institutional prestige. Under these dynamics, we show that each institution’s position in the hierarchy is remarkably stable, due to a dynamic competition that overwhelmingly favors more prestigious institutions. These results highlight the reinforcing effects of a prestige-based faculty hiring system, and the importance of understanding its ramifications on diversity and innovation in academia.

Faculty Hiring in Social Work: Dilemmas for Educators or Job Candidates?

1989 ◽  
Vol 25 (2) ◽  
pp. 117-125 ◽  
Author(s):  
Dianne F. Harrison ◽  
Karen Sowers-Hoag ◽  
Brenda J. Postley
Keyword(s):  
Social Work ◽  
Faculty Hiring ◽  
Job Candidates

Methodology of the Repressed in Faculty Hiring

2021 ◽  
Vol 10 (3) ◽  
pp. 65-81
Author(s):  
Liliana Conlisk Gallegos
Keyword(s):  
People Of Color ◽  
Faculty Hiring ◽  
Teaching Research ◽  
Push Out ◽  
Successful Teaching

This essay documents forms in which repressed supremacy—with the purpose to ultimately push out and exclude people of color professors—is enacted. My endurance within toxic spaces is the result of channeling Tlazolteotl and putting my Coyolxauhqui together, referring to the act of constantly reinventing myself by turning excrement into life and rejoining the pieces of my experience. I also share a successful teaching, research, and service agenda of resistance that fulfills requirements as it is simultaneously defiant. By referring to covert acts of violence as the methodology of the repressed, my goal is to expose and promote their collective eradication.

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