The Journal Club was established to advance learning about Diversity, Equity, Inclusion, and Sense of Belonging (DEIS) issues and developments among Advocates and Allies (A&A) members. Meetings are also open to interested faculty and staff. The Club meets every other week at C-Cubedto discuss a pre-selected article. Articles are selected by members of the Advocates and Allies Advisory Board (A3B) or the Advocates team for their relevance, insight, and readability. Occasionally, an invited guest facilitates the meeting.
Meetings and Readings
Location
C-Cubed Lunch, Memorial Union Building, Alumni Lounge
Time
Noon to 1 p.m.
Date | Reading Link |
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2/23 | Rose, Suzanna M., Kirsten Wood, and Sanaz Farhangi. 2022. "Motivating Bystander Intervention to Reduce Bias in Faculty Interactions." ADVANCE Journal 3 (1). |
3/16 | NOTE THE CHANGE IN DATE! Hillard, Amy L., Tamera R. Schneider, and Sarah M. Jackson. 2022. "Reducing Stereotyping of Women in STEM: Do Personal Relevance and Efficacy of Messages Boost Persuasion?" ADVANCE Journal 3 (2). |
3/23 | Anicha, Cali L, Canan Bilen-Green, Ann Burnett, Roger Green, and Christi R. McGeorge. 2020. : "Just UnDo It: Men Faculty Addressing Gender Inequities in Academia." ADVANCE Journal 1 (2). |
4/6 | Gibau, Gina Sánchez, Rachel Applegate, Margaret R. Ferguson, and Kathy E. Johnson. 2022. "Disrupting the Status Quo: Forging a Path to Promotion That Explicitly Recognizes and Values Faculty Work Focused on Diversity, Equity, and Inclusion." ADVANCE Journal 3 (2). |
4/20 | Anicha, Cali L., Canan Bilen-Green, and Ann Burnett. 2022. "The Men Need to Be Involved: A Critical Frame Analysis of Gender+ Equity Narratives.” ADVANCE Journal 3 (1). |
5/4 | Sperzel, T., W. Fancillon, E. Cabrera, E. Lobello, and N. Leonhardt. "Reflections on Challnge, Change and Transition: How Relationhsip Building Supported Change Management, Transitions and the Unexpected in a Multi Institutional AGEP Alliance for Faculty Diversity." ADVANCE Journal 3 (1): May 16, 2022. |
Past Semesters
Title | Bibliography |
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Blindspot: Hidden Biases of Good people |
Banaji, M. & Greenwald A., Blindspot: Hidden Biases of Good people. Bantam Books, 2013. |
Kramer, A., "Bias Holds Women Back." Forbes.com, February 2022. | |
McGee, E., Main, J., Miles, M., Cox, M. (2021). "Intersectional Approach to Investigating Persistence Among Women of Color Tenure-Track Engineering Faculty." Journal of Women and Minorities in Science and Engineering. 27(1), 57-84. doi:10.1615/JWomenMinorScienEng.2020035632 |
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Grifski, J., Dringenberg, E., Delpech, D. M. (2021, July) "Thinking as Argument: A Theoretical Framework for Studying how Faculty Arrive at Their Deeply-held Beliefs About Inequity in Engineering." Paper presented at the 2021 ASEE Virtual Annual Conference |
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Bowles, H., Thomason, B., Macias-Alonso, I. (2022). When Gender Matters in Organizational Negotiations. Annual Review of Organizational Psychology and Organizational Behavior. 9(1), 199-223. doi:10.1146/annurev-orgpsych-012420-055523 |
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Mentors’ Perceptions of Their African American Undergraduate Protégés’ Needs and Challenges |
Mondisa, J. Main, J. (2021). "Mentors’ Perceptions of Their African American Undergraduate Protégés’ Needs and Challenges." Journal of Negro Education. 90(2), 195-210. Project MUSE |
Crenshaw, K. (1989). "Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory and Antiracist Politics." University of Chicago Legal Forum. 139-168. |
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Un/Doing Intersectionality through Higher Education Research |
Harris, J., Patton, L. (2019). Un/Doing Intersectionality through Higher Education Research. Journal of Higher Education. 90(3), 347-372. DOI: 10.1080/00221546.2018.1536936 |
Bauer, G., Churchill, S., Mahendran, M., Walwyn, C., Lizotte, D., Villa-Rueda, A. (2021). "Intersectionality in quantitative research: A systematic review of its emergence and applications of theory and methods." SSM-Population Health. (14). doi:10.1016/j.ssmph.2021.100798 |
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Committees with implicit biases promote fewer women when they do not believe gender bias exists |
Régner, I., Thinus-Blanc, C., Netter, A. et al. (2019). Nature Human Behavior. (3) 1171-1179. doi:10.1038/s41562-019-0686-3 |
National Academies of Sciences, Engineering, and Medicine. 2018. Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine. Washington, DC: The National Academies Press. https://doi.org/10.17226/24994. |
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National Science Foundation Daniel Larremore Waterman Lecture Video, 2022 Alan T. Waterman Award Distinguished Lecture |
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Leveraging, Checking, and Structuring Faculty Discretion to Advance Full Participation |
O'Meara, K. (2021). "Leveraging, Checking, and Structuring Faculty Discretion to Advance Full Participation." The Review of Higher Education 44(4), 555-585. https://doi.org/10.1353/rhe.2021.0012 |
Stressing Out: Connecting Race, Gender, and Stress with Faculty Productivity |
Eagan, M.K., Jr., & Garvey, J.C. (2015). "Stressing Out: Connecting Race, Gender, and Stress with Faculty Productivity." The Journal of Higher Education 86 (6), 923-954. https://doi.org/10.1353/jhe.2015.0034 |
Resilience Post Tenure: The Experience of an African American Woman in a PWI |
Behar-Horenstein, L., West-Olatunji, C., Moore, T., Houchen, D., Roberts, K. (2012). Resilience Post Tenure: The Experience of an African American Woman in a PWI. Florida Journal of Educational Administration & Policy 5(2), 68-84. |
Exploring Sanctions and Early Interventions for Faculty Sexual Harassment in Higher Education |
Stubaus, K. and Harton, M. (Eds.). 2022. Exploring Sanctions and Early Interventions for Faculty Sexual Harassment in Higher Education. Washington, DC: National Academies of Sciences, Engineering, and Medicine. https://doi.org/10.17226/26646 |