共查询到20条相似文献，搜索用时 750 毫秒
1.
Dorothy F. Garrison-Wade Gregory A. Diggs Diane Estrada Rene Galindo 《The Urban Review》2012,44(1):90-112
This article highlights some of the obstacles facing tenure-track faculty of color in academia. Through the perspective of
Critical Race Theory (CRT) and by using a counterstories method, four faculty of color share their experiences as they explore
diversity issues through engaging in a 1-year self-study. Findings of this qualitative study provide important insights from
the perspectives of faculty of color to address ways in which to identify supports that lever barriers during the tenure process. 相似文献
2.
Employing critical race feminism, this article explores how black and Latina women faculty alter the teaching and learning environment at a predominantly white, research institution (PWI). The limited research on faculty of color at PWIs focuses on barriers to career success, yet places less emphasis on how these faculty negotiate barriers and facilitate structural change. Furthermore, higher education literature links faculty of color to a climate of inclusion, yet there is minimal empirical literature on how the presence of diverse faculty affects the well-being of campus communities. This study, then, aims to examine how black female and Latina faculty navigate and contribute to the classroom environment at a premier public institution. Though not mutually exclusive, the key findings from this qualitative study are that the participants navigate and contribute in two key ways: enacting legitimacy and employing equity-based pedagogy. Both strategies reflect oppositional positions, an awareness of being part of a socially marginalized group, combined with resistance against individual and collective subordination. 相似文献
3.
《Ethnography and Education》2013,8(3):328-342
This paper analyses the role that forms of documentation play in faculty members' experiences of tenure and promotion. Taking an institutional ethnography approach, it examines inconsistencies and ambiguities in documents and connects them to the experiences of science, technology, engineering and mathematics (STEM) faculty at one institution in the USA. The authors argue that the university documentation surrounding tenure and promotion does not capture the actual practices and experiences of faculty members as they prepare for their tenure or promotion and that the documentation creates a ‘flexibility bind’ of tenure and promotion. Faculty members' strategies for navigating this bind are also examined. The implications of these findings for diversity among STEM faculty are also explored. 相似文献
4.
Research on the experience of faculty of color in predominately White independent schools (PWIS) is limited. This study explored faculty of varying racial backgrounds and their initiation of, interactions with, and stress reactions to racial conflicts within the school settings using an online survey. Several measures were developed according to the Racial/Ethnic Coping Appraisal and Socialization Theory (recast) model and administered to 339 faculty participants. Using factor analytic and correlational analyses, results from the highly reliable measures found that Black faculty show significantly less trust in schools to manage racial conflict, lower sense of school membership, greater racial stress, and more racial socialization than their White counterparts do. With reliable and valid measures on the racialized experiences of faculty in PWIS, future research can ask better questions on how much racial politics influence diversity initiatives, including faculty and student recruitment and retention, supportive racial and intellectual climate, and organizational mission and professional development. Implications for the development of racially relevant measures in schools are discussed. 相似文献
5.
Eddie R. Cole Brian L. McGowan Desiree D. Zerquera 《Equity & Excellence in Education》2017,50(1):1-12
The experiences of first-year, tenure-track faculty have been missing in the literature about new or junior faculty. Furthermore, the extant literature about new faculty does not offer a critical outlook on how oppressive institutional structures shape how first-year faculty of color approach faculty work. Drawing from analytical narratives, the authors reframe how doctoral student socialization and new-faculty support systems are discussed, especially pertaining to first-year faculty of color. In doing so, and utilizing narrative inquiry as a methodological framework, the authors draw out the distinct voices of new faculty of color. The implications offered are important for scholars who study faculty experiences and for faculty advisors to doctoral students interested in the professoriate. 相似文献
6.
This article explores how two African American professors both “outsiders” to the inner workings of the academy created a
support system, which began nearly 10 years ago as a part of their formal advisee/advisor relationship. When they began their
relationship one was a junior African-American female faculty member (promoted to associate professor in 2004) and one was
an African-American female doctoral student (currently a tenure track professor). Utilizing elements of scholarly personal
narrative and case study methods they reveal the process they engaged in over a nine-year period, which resulted in their
retention and success in the academy.
Sharon Fries-Britt and Bridget Turner Kelly received their Ph.D.’s from The University of Maryland. Dr. Kelly is an Assistant
Professor of Education, Integrated Professional Studies, The University of Vermont, Burlington, VT, USA. Her research centers
on marginalized students and faculty in higher education, namely women and people of color. Dr. Fries-Britt is an Associate
Professor at the University of Maryland. Her work focuses on the experiences of high achieving Black collegians and their
success and retention in higher education. She is also interested in patterns of success for Black faculty and administrators
in higher education. 相似文献
7.
Sandra Acker Michelle Webber Elizabeth Smyth 《British Journal of Sociology of Education》2012,33(5):743-761
The focus of this article is the tenure review process in Canadian universities, a rigorous and high-stakes evaluation of junior academics that serves as a prime exemplar of ‘disciplining academics', our project's title. In-depth interviews in seven Ontario universities with 30 knowledgeable informants such as senior managers and faculty association personnel provide the data. Literature on tenure and the persistence of equity issues suggests that we might expect some concern on those grounds to be raised by participants, especially as the faculty complement slowly grows more ethnically diverse and more gender balanced. Although not usually raised without direct questions, some discourses around equity did appear in the interviews. We argue that apparently equal outcomes in the tenure review process may be obscuring differential experiences of evaluation that need further examination. 相似文献
8.
In this article, we explore the personal mentoring experiences of two female scholars of diverse ethnic backgrounds across research-intensive institutions. Female faculty of color face substantial barriers to success in academe including mental and emotional discomfort, being treated as symbolically representing their race and gender, and social isolation. There is a distinct paucity of literature that describes the experiences of American Indian women in the Academy. Many women of Western European descent face similar barriers, regardless of racial majority status. This auto-ethnographic comparative study explores the degree to which the experiences of women from differing ethnicities might lend insight into the ways in which barriers to success both converge and differ at the microlevel. These convergent themes of mentorship have the possibility of providing insights for the development of intentional mentorship practice to support junior faculty and doctoral students engaged in scholarship. 相似文献
9.
Brenda Lloyd-Jones 《Mentoring & Tutoring: Partnership in Learning》2014,22(4):269-283
African-American women and other underrepresented faculty members often report experiences of social exclusion and scholarly marginalization in mainstream institutions of higher education. This lack of inclusion challenges their retention and hinders them from becoming productive members of the professoriate, positioning them at a disadvantage for achieving tenure and promotion. In this article, mentoring is conceptualized as socialization and examined as a strategy for addressing social exclusion and scholarly marginalization as associated with the advancement of African-American women faculty in academe. Highlighting traditional and nontraditional mentoring initiatives and formal and informal networks, the discussion features the idea of a broad, flexible network of support. In addition, recommendations from the existing literature are offered for mentors, mentees, and academic department chairs to facilitate effective mentoring strategies. 相似文献
10.
美国大学教授协会(AAUP)与终身教职 总被引：12，自引：0，他引：12
生云龙 《清华大学教育研究》2003,24(1):76-82
本文介绍了终身教职的基本内容，美国大学教授协会(AAUP)对学术自由和终身教职原则的确立与捍卫，对教师获得终身教职后评估的政策调整等。并且指出，虽然对于终身教职的改革势在必行，但AAUP倡导的“重教师发展而非教师责任”、“教师与学校管理者通力协作”等原则是值得借鉴的。 相似文献
11.
This paper presents the views and educational experiences of two African American female scholars, from a critical race and
black feminist theorist perspective, teaching in the area of social justice to predominantly white female pre-service teachers.
These testimonies reveal the struggles encountered by these scholars when engaging students in a historical and contemporary
examination of race, privilege, and systemic inequalities. The objectives of this paper are to expand on the literary dialogue
of such resistance and attempt to bring awareness into the arenas that need the most exposure, i.e. departmental, faculty,
and tenure review meetings. It is commonly written and verbalized that institutions are interested in attracting and retaining
faculty of color. We argue that the ways we are supported must shift. This problem of student resistance, who they resist
and why, should become open for discussion on college campuses across the nation.
Dawn G. Williams is an Assistant Professor of Educational Administration and Policy at Howard University. Venus Evans-Winters
is an Assistant Professor in the Department of Educational Studies at Illinois Wesleyan University. 相似文献
12.
General experiences + race + racism = Work lives of Black faculty in postsecondary science education
Eileen R. C. Parsons Domonique L. Bulls Tonjua B. Freeman Malcolm B. Butler Mary M. Atwater 《Cultural Studies of Science Education》2018,13(2):371-394
Existent research indicates that postsecondary Black faculty members, who are sorely underrepresented in the academy especially in STEM fields, assume essential roles; chief among these roles is diversifying higher education. Their recruitment and retention become more challenging in light of research findings on work life for postsecondary faculty. Research has shown that postsecondary faculty members in general have become increasingly stressed and job satisfaction has declined with dissatisfaction with endeavors and work overload cited as major stressors. In addition to the stresses managed by higher education faculty at large, Black faculty must navigate diversity-related challenges. Illuminating and understanding their experiences can be instrumental in lessening stress and job dissatisfaction, outcomes that facilitate recruitment and retention. This study featured the experiences and perceptions of Black faculty in science education. This study, framed by critical race theory, examines two questions: What characterizes the work life of some Black faculty members who teach, research, and serve in science education? How are race and racism present in the experiences of these postsecondary Black faculty members? A phenomenological approach to the study situates the experiences of the Black participants as valid phenomena worthy of investigation, illuminates their experiences, and seeks to retain the authenticity of their voices. 相似文献
13.
In order to co-create teaching and learning for enhanced student engagement, faculty–student partnership in higher education is emerging as a distinguished practice in the West especially for undergraduates. However, little is known about the impact of such practices in the East. This article reports the benefits of a term long collaboration between the faculty and students in designing and delivering classroom instructions through the experiences of faculty–student partnership of post graduate students. The findings indicate that while students had positive experiences, they were also distinct in a number of ways when compared with the experiences of students in the West. Students also provided insightful information on the mechanism of navigating through their newly assigned roles of partnership with their faculty. The implications are discussed for higher education practitioners and recommendations are provided for further investigation to achieve better understanding of this practice. 相似文献
14.
Using a short story fiction counter-narrative, this critical race study examines how faculty of color within higher education and student affairs doctoral-granting programs bring critical epistemologies to their decision-making in the student admissions process and work to decolonize the academy despite neoliberal pressures. Faculty of color depart from current accounts of faculty decision-making in doctoral education in two key ways—by disregarding standardized measures of success and by considering diversity throughout the entire admissions process—leading us to important insights about how faculty of color differ from white faculty in their perception of and in their emphasis on diversity, equity, and justice in the admissions process. The implications are both broad and specific for creating dynamically diverse campus climates in an era of persistent challenges to affirmative action. The findings speak to the ways that those concerned with educational diversity and equity can support diversity and equity efforts in a neoliberal, color-blind environment. In a world defined by such policy and practice and a country that determines options and opportunity based on race, this study centers the voices of faculty of color in their institutions and analyzes how identity and institutional logics influence behavior.
相似文献15.
In this qualitative study we address two primary research questions: What are the experiences of women faculty of color (WFOC) who departed the tenure track at predominantly White, research universities? Using the modified lens of the newcomer adjustment framework, what socialization factors may have contributed to the WFOCs’ departure? Through a longitudinal, in-depth examination of three WFOC who left their university prior to earning tenure, themes of gendered and racialized tokenization and isolation, a need for a more intrusive style of mentoring, and poor institutional fit were identified. Implications for future research on faculty members’ social identity and promising practices for faculty development are shared. 相似文献
16.
Luis Urrieta Jr. Lina Méndez Esmeralda Rodríguez 《International journal of qualitative studies in education》2013,26(10):1149-1168
This article examines how Latina/o professors perceive, experience, and reflect on the tenure and promotion process. Findings for this longitudinal study are drawn from a purposive sample of nine female and seven male, Latina/o tenure-track faculty participants. Using a Critical Race Theory, Latino Critical (LatCrit) Race Theory, and Chicana Feminist framework, this article documents fundamental inequities in the tenure and promotion policies and practices that affected the Latina/o faculty in this study. Using narrative data, educational biographies, in-depth semi-structured interviews, and unstructured ethnographic interviews, this study found four common themes: (1) tenure and promotion processes functioned as a “tool of fear,” (2) the tenure and promotion process was like a “moving target,” (3) tenure provided limited forms of respect but not full membership, and (4) Latina/o supervivencia enabled the professors to thrive despite unsupportive and sometimes hostile campus and departmental climates. 相似文献
17.
《Studying Teacher Education》2013,9(3):245-260
This article reports a literature review of self-studies by beginning teacher educators examining their experiences of the transition from classroom teaching to teacher educator. The authors conclude that becoming a teacher educator involves several complex and challenging tasks: examining beliefs and values grounded in personal biography, including those associated with being a former schoolteacher; navigating the complex social and institutional contexts in which they work; and developing a personal pedagogy of teacher education that enables construction of a new professional identity as a teacher educator. This research provides beginning teacher educators with a reference point for understanding their personal and professional transition to university-based teacher education. It also provides teacher education faculty and administrators with key information about how the transition from teacher to teacher educator can be supported and enhanced within professional learning communities. 相似文献
18.
Sean Bulger Emily M. Jones Andrea R. Taliaferro Valerie Wayda 《Quest (Human Kinetics)》2015,67(1):73-92
There are persistent concerns in the literature related to recruitment and retention of highly qualified teacher candidates who are capable of achieving contemporary goals and meeting the professional expectations associated with the delivery of quality physical education programs in schools. The purpose of this article is to provide physical education teacher education faculty with recommendations for best practice in the area of teacher candidate recruitment by reviewing literature in the following areas: (a) identification of the characteristics of successful teachers as a basis for recruitment efforts, (b) fundamental principles of effective marketing and recruitment, (c) generational characteristics of college-bound students and the practical implications, and (d) recruitment of underrepresented populations. The recruitment tactics identified include actionable recommendations for faculty, departments/programs, universities, and community partners in teacher education. 相似文献
19.