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Factors influencing underrepresented geoscientists' decisions to accept or decline faculty job offers.
Duffy, Margaret L; Barnes, Liza Y; Wirz, Christopher D; Ranganathan, Meghana; Freilich, Mara A; Freese, Lyssa M; Lalk, Ellen; Wilcots, Julia.
Afiliación
  • Duffy ML; Climate and Global Dynamics Laboratory, NSF National Center for Atmospheric Research, PO Box 3000, Boulder, 80307, CO, USA.
  • Barnes LY; LeBow College of Business, Drexel University, 3141 Chestnut Street, Philadelphia, 19104, PA, USA.
  • Wirz CD; Mesoscale and Microscale Meteorology Laboratory, NSF National Center for Atmospheric Research, PO Box 3000, Boulder, 80307, CO, USA.
  • Ranganathan M; School of Earth and Atmospheric Sciences, Georgia Institute of Technology, 311 Ferst Drive, Atlanta, 30332, GA, USA.
  • Freilich MA; Cooperative Program for the Advancement of Earth System Science, University Corporation for Atmospheric Research, PO Box 3000, Boulder, 80307, CO, USA.
  • Freese LM; Division of Applied Mathematics, Brown University, 170 Hope Street, Providence, 02906, RI, USA.
  • Lalk E; Department of Earth, Environmental, and Planetary Sciences, Brown University, 324 Book Street, Providence, 02912, RI, USA.
  • Wilcots J; Department of Earth, Atmospheric, and Planetary Sciences, Massachusetts Institute of Technology, 77 Massachusetts Avenue, Cambridge, 02139, MA, USA.
Res Sq ; 2024 Apr 29.
Article en En | MEDLINE | ID: mdl-38746224
ABSTRACT
Many geoscience departments are taking steps to recruit and retain faculty from underrepresented groups. Here we interview 19 geoscientists who identify as an underrepresented race or gender who recently declined a tenure-track faculty job offer. A range of key factors influenced their decisions to accept or decline a position including commitment to diversity, equity, and inclusion (DEI) including personal identities, DEI initiatives, and mentorship; (in)civility during job interviews; values revealed in negotiation; and compatibility with personal life including family and geography. Many of the participants experienced hiring processes inconsistent with existing recommendations to increase faculty diversity. Therefore, we leverage our results to provide actionable recommendations for improving the equity and effectiveness of faculty recruitment efforts. We find that departments may doubly benefit from improving their culture in addition to benefiting current members of the department, it may also help with recruitment.
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Texto completo: 1 Colección: 01-internacional Base de datos: MEDLINE Idioma: En Revista: Res Sq Año: 2024 Tipo del documento: Article País de afiliación: Estados Unidos Pais de publicación: Estados Unidos
Texto completo
Añadir a Mi BVS
Imprimir
XML
PubMed Links
Buscar en Google

Texto completo: 1 Colección: 01-internacional Base de datos: MEDLINE Idioma: En Revista: Res Sq Año: 2024 Tipo del documento: Article País de afiliación: Estados Unidos Pais de publicación: Estados Unidos