Sean Ratican, K. Miller, M. Kathleen Cripe, Crystal Ratican, Susan M. Miller
Strategic investments in organizational leadership within the education sector can reap significant dividends in attracting and retaining quality teachers. These investments include comprehensive cultural competency training for all school administrators, teachers, and staff as well as the inclusion of these groups in creating a collaborative organizational culture. Such investments are particularly important in inner-city schools, where research reveals that cultural incompetence and the absence of a collaboratively developed organizational plan contribute to high levels of teacher attrition and substantial difficulties in attracting new teachers. Because scholarship has already recognized and identified the problem of attracting talented teachers to low-income and urban districts, this article takes the next step to suggest novel evidence-based solutions to the problem. Central to this approach is the school administrator’s responsibility to build an organizational culture that ensures equity, educational rigor, and opportunities for meeting teachers’ and administrators’ work-related needs. Building this culture requires (a) delivery of empirically supported cultural competency training; (b) self-assessments of management style to create an approach designed to enhance employee satisfaction; (c) creation of a shared vision and organizational leadership plan designed to make the work environment more attractive and satisfying to current and prospective teachers; and (d) development of a flexible yet practical service delivery framework that enables employees’ workplace needs to be met. In creating this culture, we argue that inner-city teacher attraction and retention rates can be dramatically improved.
{"title":"Harnessing Organizational Leadership and Cultural Competence to Attract and Retain Quality Teachers: The Case of Inner-City Schools","authors":"Sean Ratican, K. Miller, M. Kathleen Cripe, Crystal Ratican, Susan M. Miller","doi":"10.3138/jehr-2021-0036","DOIUrl":"https://doi.org/10.3138/jehr-2021-0036","url":null,"abstract":"Strategic investments in organizational leadership within the education sector can reap significant dividends in attracting and retaining quality teachers. These investments include comprehensive cultural competency training for all school administrators, teachers, and staff as well as the inclusion of these groups in creating a collaborative organizational culture. Such investments are particularly important in inner-city schools, where research reveals that cultural incompetence and the absence of a collaboratively developed organizational plan contribute to high levels of teacher attrition and substantial difficulties in attracting new teachers. Because scholarship has already recognized and identified the problem of attracting talented teachers to low-income and urban districts, this article takes the next step to suggest novel evidence-based solutions to the problem. Central to this approach is the school administrator’s responsibility to build an organizational culture that ensures equity, educational rigor, and opportunities for meeting teachers’ and administrators’ work-related needs. Building this culture requires (a) delivery of empirically supported cultural competency training; (b) self-assessments of management style to create an approach designed to enhance employee satisfaction; (c) creation of a shared vision and organizational leadership plan designed to make the work environment more attractive and satisfying to current and prospective teachers; and (d) development of a flexible yet practical service delivery framework that enables employees’ workplace needs to be met. In creating this culture, we argue that inner-city teacher attraction and retention rates can be dramatically improved.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"12 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114901147","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This case study explains factors that prevented a predominately White suburban district from diversifying its teaching staff despite the stated desire of administrators to provide more diverse teachers for the district’s students. The researcher interviewed three central office administrators, five district curriculum directors, and four principals in the school district and reviewed hiring documents. Interviews revealed that administrators may have incorrectly perceived culturally diverse candidates as not interested in teaching in the case district. Some administrators said that they were unable to identify which applicants were from diverse backgrounds, and the district’s favoring of individuals already tied to the district professionally or personally might inhibit culturally different candidates from teaching in the case district. Findings should compel practitioners and policymakers to ensure that teacher hiring is more equitable by being reflective about practices that may inhibit teacher diversity. Districts should consider leveraging technology to increase the number of candidates screened, partnering with districts with different demographics, and increasing recruitment from colleges and universities that serve culturally diverse teacher candidates. Researchers should study the experiences of culturally diverse candidates applying to predominately White school districts to report on their perspectives.
{"title":"Barriers to Teacher Diversity in a Predominantly White District","authors":"Justin Sulsky","doi":"10.3138/jehr-2021-0035","DOIUrl":"https://doi.org/10.3138/jehr-2021-0035","url":null,"abstract":"This case study explains factors that prevented a predominately White suburban district from diversifying its teaching staff despite the stated desire of administrators to provide more diverse teachers for the district’s students. The researcher interviewed three central office administrators, five district curriculum directors, and four principals in the school district and reviewed hiring documents. Interviews revealed that administrators may have incorrectly perceived culturally diverse candidates as not interested in teaching in the case district. Some administrators said that they were unable to identify which applicants were from diverse backgrounds, and the district’s favoring of individuals already tied to the district professionally or personally might inhibit culturally different candidates from teaching in the case district. Findings should compel practitioners and policymakers to ensure that teacher hiring is more equitable by being reflective about practices that may inhibit teacher diversity. Districts should consider leveraging technology to increase the number of candidates screened, partnering with districts with different demographics, and increasing recruitment from colleges and universities that serve culturally diverse teacher candidates. Researchers should study the experiences of culturally diverse candidates applying to predominately White school districts to report on their perspectives.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"181 ","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133356568","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In an extensive study of part-time academic faculty, Gappa and Leslie ( The Invisible Faculty: Improving the Status of Part-Timers in Higher Education. San Francisco: Jossey-Bass, 1993) developed a typology consisting of four employment profiles based primarily on academic background, employment history, and career motivations: career-enders, specialists/experts/professionals, aspiring academics, and freelancers. Using a survey research design, the authors sought to determine whether the categories developed by Gappa and Leslie held in recent times and whether there were statistical differences in contingent faculty members’ desired mentoring functions and work engagement based on employment profile. As the current study included both full-time and part-time contingent faculty, the results of a thematic analysis produced a fifth employment profile, true teachers. Multivariate Analysis of Covariance (MANCOVA) was run to identify differences in desired mentoring functions and work engagement among employment profile groups while controlling for employment status, years teaching, and history of mentorship. Aspiring academics were the largest employment profile group, representing one-third of all respondents. This finding supported an earlier study that indicated a disproportionately large segment of contingent faculty desiring a permanent position in academia. The results of the multivariate analyses revealed that aspiring academics and career-enders had a significantly higher need for career-related mentoring than other groups. Furthermore, career-enders and specialists reported the highest levels of engagement, while aspiring academics reported the lowest levels of engagement. These findings indicate a need for attending to the career development needs of a large segment of contingent faculty in higher education.
{"title":"Moving the Needle: Uncovering the Engagement and Mentoring Needs of Contingent Faculty","authors":"Heidi Batiste, Cecilia Maldonado","doi":"10.3138/jehr-2021-0045","DOIUrl":"https://doi.org/10.3138/jehr-2021-0045","url":null,"abstract":"In an extensive study of part-time academic faculty, Gappa and Leslie ( The Invisible Faculty: Improving the Status of Part-Timers in Higher Education. San Francisco: Jossey-Bass, 1993) developed a typology consisting of four employment profiles based primarily on academic background, employment history, and career motivations: career-enders, specialists/experts/professionals, aspiring academics, and freelancers. Using a survey research design, the authors sought to determine whether the categories developed by Gappa and Leslie held in recent times and whether there were statistical differences in contingent faculty members’ desired mentoring functions and work engagement based on employment profile. As the current study included both full-time and part-time contingent faculty, the results of a thematic analysis produced a fifth employment profile, true teachers. Multivariate Analysis of Covariance (MANCOVA) was run to identify differences in desired mentoring functions and work engagement among employment profile groups while controlling for employment status, years teaching, and history of mentorship. Aspiring academics were the largest employment profile group, representing one-third of all respondents. This finding supported an earlier study that indicated a disproportionately large segment of contingent faculty desiring a permanent position in academia. The results of the multivariate analyses revealed that aspiring academics and career-enders had a significantly higher need for career-related mentoring than other groups. Furthermore, career-enders and specialists reported the highest levels of engagement, while aspiring academics reported the lowest levels of engagement. These findings indicate a need for attending to the career development needs of a large segment of contingent faculty in higher education.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"36 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-04-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123983473","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Luis A. Rodriguez, Karin Gegenheimer, Matthew G. Springer
The utility of teacher evaluation depends on meaningful teacher engagement with evaluation processes. However, critics of traditional tenure policies suggest that tenure nullifies teacher engagement with practices to improve performance. This study investigates whether tenured teachers exhibit perceptions that reflect disengagement with evaluation and feedback and whether perceptions of evaluation vary based on teachers having received tenure under a reformed system that restricts lifetime protections conditional on continual high evaluation scores. Using statewide administrative and survey data from Tennessee, the study employs propensity score methods to isolate differences in perceptions between comparable groups of tenured and untenured teachers. Results show that tenured teachers report more negative perceptions of evaluation in their district; however, this difference is concentrated among those who received permanent tenure status prior to the reformed tenure system. The study concludes by discussing implications and directions for future research.
{"title":"An Examination of Tenure and Teacher Perceptions of Evaluation: Evidence from Tennessee","authors":"Luis A. Rodriguez, Karin Gegenheimer, Matthew G. Springer","doi":"10.3138/jehr-2021-0050","DOIUrl":"https://doi.org/10.3138/jehr-2021-0050","url":null,"abstract":"The utility of teacher evaluation depends on meaningful teacher engagement with evaluation processes. However, critics of traditional tenure policies suggest that tenure nullifies teacher engagement with practices to improve performance. This study investigates whether tenured teachers exhibit perceptions that reflect disengagement with evaluation and feedback and whether perceptions of evaluation vary based on teachers having received tenure under a reformed system that restricts lifetime protections conditional on continual high evaluation scores. Using statewide administrative and survey data from Tennessee, the study employs propensity score methods to isolate differences in perceptions between comparable groups of tenured and untenured teachers. Results show that tenured teachers report more negative perceptions of evaluation in their district; however, this difference is concentrated among those who received permanent tenure status prior to the reformed tenure system. The study concludes by discussing implications and directions for future research.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"36 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131514075","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The COVID-19 pandemic has heightened the visibility of economic inequality and the inadequacy of current minimum wage laws in the United States. Changes in the minimum wage, a living wage, or just employment practices may be compelled by law or voluntarily enacted by employers. A literature search failed to yield a concise and practical tool to comprehensively assess existing just employment policies or practices in higher education institutions. This article describes the development of a concise and practical assessment based on the Model Just Employment Policy from the Kalmanovitz Initiative for Labor and the Working Poor at Georgetown University. The resulting Just Employment Policy Assessment is used to evaluate the publicly available policies of four disparate higher education institutions in the United States. The article concludes with a discussion of implications for future research and administrative practice.
{"title":"Development and Application of the Just Employment Policy Assessment in American Higher Education Institutions","authors":"C. Weidner","doi":"10.3138/jehr-2021-0034","DOIUrl":"https://doi.org/10.3138/jehr-2021-0034","url":null,"abstract":"The COVID-19 pandemic has heightened the visibility of economic inequality and the inadequacy of current minimum wage laws in the United States. Changes in the minimum wage, a living wage, or just employment practices may be compelled by law or voluntarily enacted by employers. A literature search failed to yield a concise and practical tool to comprehensively assess existing just employment policies or practices in higher education institutions. This article describes the development of a concise and practical assessment based on the Model Just Employment Policy from the Kalmanovitz Initiative for Labor and the Working Poor at Georgetown University. The resulting Just Employment Policy Assessment is used to evaluate the publicly available policies of four disparate higher education institutions in the United States. The article concludes with a discussion of implications for future research and administrative practice.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"59 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123785850","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Building a Better Education Workplace","authors":"Henry Tran","doi":"10.3138/jehr-40-2-001","DOIUrl":"https://doi.org/10.3138/jehr-40-2-001","url":null,"abstract":"","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"173 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124938131","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The COVID-19 pandemic, recent awakening of society to its enduring racial pandemic, rising expectations for employer accountability, and an increasingly diverse populace jointly indicate that times are changing for the future of education work. Yet the approach to human resource management (HRM) employed in schools has been criticized for being outdated, and even the “reform” model from the accountability era has been based on debunked and antiquated models. This article synthesizes the literature to summarize talent-centered education leadership (TCEL) and its seven core principles. TCEL is a new education HRM model that promotes inclusivity and humanization of the education workplace and has been suggested as a framework to aid education employers with embracing the future of education work.
{"title":"Embracing the Future of Education Work with Talent Centered Education Leadership","authors":"Henry Tran, Zach Jenkins","doi":"10.3138/jehr-2021-0051","DOIUrl":"https://doi.org/10.3138/jehr-2021-0051","url":null,"abstract":"The COVID-19 pandemic, recent awakening of society to its enduring racial pandemic, rising expectations for employer accountability, and an increasingly diverse populace jointly indicate that times are changing for the future of education work. Yet the approach to human resource management (HRM) employed in schools has been criticized for being outdated, and even the “reform” model from the accountability era has been based on debunked and antiquated models. This article synthesizes the literature to summarize talent-centered education leadership (TCEL) and its seven core principles. TCEL is a new education HRM model that promotes inclusivity and humanization of the education workplace and has been suggested as a framework to aid education employers with embracing the future of education work.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"38 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129691539","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This article analyzes the approach of human resource management (HRM) and its practice in teacher education, exploring the effect that the casualization of academic staff at universities has on initial teacher education and vice versa. Drawing on a framework based on criteria of HRM practices, antecedents, and organizational commitment within the confines of academic identity, the article reviews the literature, considering the changing context of teacher education in Ireland, and explores the HRM concerns of part-time teacher education employees within this analytical framework. The article concludes by highlighting key issues and challenges in unbundling the traditional HRM approach, particularly in the context of educational research and the imperative of doing so within the evolving teacher education landscape.
{"title":"Exploring Human Resource Management Practices in University Initial Teacher Education: An Analytical Framework","authors":"C. Connolly","doi":"10.3138/jehr-2021-0043","DOIUrl":"https://doi.org/10.3138/jehr-2021-0043","url":null,"abstract":"This article analyzes the approach of human resource management (HRM) and its practice in teacher education, exploring the effect that the casualization of academic staff at universities has on initial teacher education and vice versa. Drawing on a framework based on criteria of HRM practices, antecedents, and organizational commitment within the confines of academic identity, the article reviews the literature, considering the changing context of teacher education in Ireland, and explores the HRM concerns of part-time teacher education employees within this analytical framework. The article concludes by highlighting key issues and challenges in unbundling the traditional HRM approach, particularly in the context of educational research and the imperative of doing so within the evolving teacher education landscape.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"55 3","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"113978590","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Teacher turnover is widely understood to be among the most pressing challenges facing the American public education system. Who and where are the mid-career teachers who choose to stay in the profession? Why do they stay? Researchers need to attend to these questions to inform both national dialogue and local actions regarding how to retain and sustain mid-career teachers who positively impact student learning. This quantitative study explored mid-career teachers’ responses to the 2015–2016 National Teacher and Principal Survey to ascertain if certain demographic factors (e.g., race, school location) and school climate and teacher attitudinal factors (e.g., job satisfaction, career pathway and opportunities, support from administrators and/or sources beyond school leaders and colleagues, and influence over school policy) affect a mid-career teacher’s decision to remain in the teaching profession. Findings indicate that mid-career teachers (5 to 20 years of teaching experience) in a secondary setting are significantly more likely to intend to stay in the profession than their peers in an elementary setting, and non-White mid-career teachers (Black/African American, Asian, Native Hawaiian/Other Pacific Islanders, and Native American/Alaskan Native) than their White peers, respectively. Suburban mid-career teachers are more likely to express a desire to remain in the profession than their counterparts in urban, town, and rural settings. Related to the climate and attitudinal factors, mid-career teachers with more positive perceptions of school climate are more likely to remain in the profession. The most important factor in mid-career teacher retention is the teacher’s level of satisfaction with workplace conditions that directly impact teaching.
{"title":"Mid-career Teacher Retention: Who Intends to Stay, Where, and Why?","authors":"B. Gimbert, Ryan R Kapa","doi":"10.3138/jehr-2020-0037","DOIUrl":"https://doi.org/10.3138/jehr-2020-0037","url":null,"abstract":"Teacher turnover is widely understood to be among the most pressing challenges facing the American public education system. Who and where are the mid-career teachers who choose to stay in the profession? Why do they stay? Researchers need to attend to these questions to inform both national dialogue and local actions regarding how to retain and sustain mid-career teachers who positively impact student learning. This quantitative study explored mid-career teachers’ responses to the 2015–2016 National Teacher and Principal Survey to ascertain if certain demographic factors (e.g., race, school location) and school climate and teacher attitudinal factors (e.g., job satisfaction, career pathway and opportunities, support from administrators and/or sources beyond school leaders and colleagues, and influence over school policy) affect a mid-career teacher’s decision to remain in the teaching profession. Findings indicate that mid-career teachers (5 to 20 years of teaching experience) in a secondary setting are significantly more likely to intend to stay in the profession than their peers in an elementary setting, and non-White mid-career teachers (Black/African American, Asian, Native Hawaiian/Other Pacific Islanders, and Native American/Alaskan Native) than their White peers, respectively. Suburban mid-career teachers are more likely to express a desire to remain in the profession than their counterparts in urban, town, and rural settings. Related to the climate and attitudinal factors, mid-career teachers with more positive perceptions of school climate are more likely to remain in the profession. The most important factor in mid-career teacher retention is the teacher’s level of satisfaction with workplace conditions that directly impact teaching.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130732959","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Intersectionality reminds us that women of color face a particular kind of marginalization due to both gendered and racial oppression and underrepresentation. As such, they are more often “presumed incompetent” and may not feel as innately supported in social and professional structures as their white male and female counterparts. Additionally, the silencing effect of being one of very few women of color in academic departments puts us at risk for further marginalization, requiring that we engage in significant invisible labor that is neither recognized nor compensated. Grounded on our intersectionalities, we discuss our respective trajectories within our own fields and research, beginning with research that emphatically perpetuates the cycle of gender inequity in the academy. The discussion is then supported by analyzing the theoretical research on the salience of race, gender, and other axes of identity for the experiences of women of color. As authors, we present these narratives in an attempt to engage with ways of reflexivity that are, especially for women of color in academia, not usually discussed.
{"title":"Leaning On Our Academic Shields of Gendered Support","authors":"Soribel Genao, Angie Beeman, Tsedale M. Melaku","doi":"10.3138/jehr-2021-0014","DOIUrl":"https://doi.org/10.3138/jehr-2021-0014","url":null,"abstract":"Intersectionality reminds us that women of color face a particular kind of marginalization due to both gendered and racial oppression and underrepresentation. As such, they are more often “presumed incompetent” and may not feel as innately supported in social and professional structures as their white male and female counterparts. Additionally, the silencing effect of being one of very few women of color in academic departments puts us at risk for further marginalization, requiring that we engage in significant invisible labor that is neither recognized nor compensated. Grounded on our intersectionalities, we discuss our respective trajectories within our own fields and research, beginning with research that emphatically perpetuates the cycle of gender inequity in the academy. The discussion is then supported by analyzing the theoretical research on the salience of race, gender, and other axes of identity for the experiences of women of color. As authors, we present these narratives in an attempt to engage with ways of reflexivity that are, especially for women of color in academia, not usually discussed.","PeriodicalId":269791,"journal":{"name":"Journal of Education Human Resources","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125133654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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