Gumpertz Marcia, Durodoye Raifu, Griffith Emily, Wilson Alyson
Office for Institutional Equity and Diversity, North Carolina State University, Raleigh, North Carolina, United States of America.
Office of Institutional Research and Effectiveness, Virginia Tech, Blacksburg, Virginia, United States of America.
PLoS One. 2017 Nov 1;12(11):e0187285. doi: 10.1371/journal.pone.0187285. eCollection 2017.
In the most recent cohort, 2002-2015, the experiences of men and women differed substantially among STEM disciplines. Female assistant professors were more likely than men to leave the institution and to leave without tenure in engineering, but not in the agricultural, biological and biomedical sciences and natural resources or physical and mathematical sciences. In contrast, the median times to promotion from associate to full professor were similar for women and men in engineering and the physical and mathematical sciences, but one to two years longer for women than men in the agricultural, biological and biomedical sciences and natural resources.
URM faculty hiring is increasing, but is well below the proportions earning doctoral degrees in STEM disciplines. The results are variable and because of the small numbers of URM faculty, the precision and power for comparing URM faculty to other faculty were low. In three of the four institutions, lower fractions of URM faculty than other faculty hired in the 2002-2006 time frame left without tenure. Also, in the biological and biomedical and physical and mathematical sciences no URM faculty left without tenure. On the other hand, at two of the institutions, significantly more URM faculty left before their tenth anniversary than other faculty and in engineering significantly more URM faculty than other faculty left before their tenth anniversary. We did not find significant differences in promotion patterns between URM and other faculty.
在最近的2002 - 2015年队列中，男性和女性在STEM学科中的经历存在显著差异。在工程领域，女性助理教授比男性更有可能离开机构且未获得终身教职，但在农业、生物与生物医学科学以及自然资源或物理与数学科学领域并非如此。相比之下，在工程以及物理与数学科学领域，女性和男性从副教授晋升为正教授的中位时间相似，但在农业、生物与生物医学科学以及自然资源领域，女性比男性要长一到两年。
代表性不足的少数族裔教师的招聘人数在增加，但远低于在STEM学科中获得博士学位的比例。结果存在差异，并且由于代表性不足的少数族裔教师数量较少，将其与其他教师进行比较的精度和效力较低。在2002 - 2006年期间招聘的四个机构中的三个机构中，未获得终身教职而离开的代表性不足的少数族裔教师比例低于其他教师。此外，在生物与生物医学以及物理与数学科学领域，没有代表性不足的少数族裔教师未获得终身教职就离开。另一方面，在其中两个机构中，在入职十周年之前离开的代表性不足的少数族裔教师明显多于其他教师，而在工程领域，在入职十周年之前离开的代表性不足的少数族裔教师也明显多于其他教师。我们没有发现代表性不足的少数族裔教师和其他教师在晋升模式上存在显著差异。
