忘记打扫房间和做服务,保持你的理智:一位科学家和母亲在COVID-19大流行期间不仅生存,而且蓬勃发展的故事

Sonya M. Schuh
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引用次数: 0

摘要

在这里,我描述了我在大流行期间作为一名STEM教授的个人经历,以及作为三个孩子的单身母亲,我在在线教学、研究和应对COVID-19方面的挣扎和成功。我分享我的故事和建议——脏盘子,不完美,等等。基于我和我的许多同事的生活经历、基于证据的事实和研究,我的信息很简单——我们必须学会说不,把我们的精力和力量集中在那些能直接促进我们的晋升和我们热爱的事情上,而不是我们通常做的无休止的、打折的服务角色上。我认识到我们这样做的能力因等级、种族、性别、性取向和年龄的不同而不同。我还阐明了有关性别机构服务和护理差异、压力和疾病生理学、系统性种族主义以及大流行对妇女和BIPOC(黑人、土著和有色人种)教师造成的不成比例的放大影响的研究。性别和种族不平等、压力、服务和护理需求随着大流行呈指数级增长,除非进行重大的制度变革,否则这将造成远远超出COVID-19的长期健康和经济影响。我强调我的机构在哪些方面做得好,哪些方面做得不好,还有哪些方面需要做。除了R&T(职级和终身教职)过程中典型的扩展(这明显使女性和BIPOC教师远离他们的研究和更高的工资)之外,我还概述了更重要的制度战略和适应,这些战略和适应是女性、BIPOC和护理教师以及整个高等教育的生存和健康所需要的。重要的是,那些表现最好的机构将是那些关心他们的教师和学生,并提供真正有意义的帮助的机构,而不仅仅是他们的使命宣言和修辞。
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Forget Cleaning the House and Doing the Service, Keep Your Sanity: One Scientist’s and Mother’s Story of Not Just Surviving, but Thriving during the COVID-19 Pandemic
Here, I describe my personal journey as a STEM professor during the pandemic, and my struggles and successes with online teaching, research, and dealing with COVID-19, as a single mother of three children. I share my story and advice—dirty dishes, imperfections, and all. My message, based on the lived experiences of myself and many of my colleagues, evidence-based facts, and research is simple – we must learn to say no and focus our energy and strength on those things that will directly advance our promotion and that we are passionate about, not on the endless, discounted service roles we typically do. I recognize our ability to do so varies across differences of rank, race, gender, sexuality, and age. I also shed light on research on gendered institutional service and caregiving disparities, the physiology of stress and disease, systemic racism, and the disproportionate, amplified impacts the pandemic is having on women and BIPOC (Black, Indigenous, and People of Color) faculty. Gender and racial inequalities, stress, service, and caregiving demands have exponentially increased with the pandemic, which will result in long term health and economic impacts far beyond COVID-19, unless great institutional changes are made. I highlight what my institution has done well, has struggled with, and what still needs to be done. In addition to the typical extensions in the R&T (Rank and Tenure) process, which notably take women and BIPOC faculty farther away from their research and higher wages, I outline more important institutional strategies and adaptations that are needed for the viability and health of women, BIPOC, and caregiving faculty, and hence higher education as a whole. Importantly, those institutions that will fare the best will be those that take care of their faculty and students and provide truly meaningful assistance in more than just their mission statements and rhetoric.
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