有色人种教师在实现多元化和包容性方面的服务负担：少数民族税。
The burden of service for faculty of color to achieve diversity and inclusion: the minority tax.
机构信息
Department of Pharmacology, School of Medicine, University of California, San Diego, La Jolla, CA 92093.
出版信息
Mol Biol Cell. 2020 Dec 1;31(25):2752-2754. doi: 10.1091/mbc.E20-08-0567.
The exclusion of Blacks/African-Americans, Latinx/Hispanics, and Indigenous people from science has resulted in their underrepresentation in the biomedical workforce, especially in academia. Faculty diversity at academic institutions is unacceptably low (<6%) and has remained unchanged in the past 20 years. Despite low representation, faculty of color are disproportionately tasked with service to enhance diversity and inclusion of the academy, often to the detriment of their research and academic success. This essay offers a perspective on the undue burden of service placed on underrepresented faculty to achieve institutional diversity and inclusion. I reflect on the challenges that faculty of color face trying to maintain a competitive research program while serving the needs of the academy, often in a capacity greater than that of their well-represented peers. I also discuss opportunities for faculty of color to leverage related diversity and inclusion work to boost their career progression and academic advancement.
将黑人/非裔美国人、拉丁裔/西班牙裔和原住民排除在科学之外，导致他们在生物医学劳动力中代表性不足，尤其是在学术界。学术机构的教师多样性（<6%）低得令人无法接受，并且在过去 20 年中没有变化。尽管代表性低，但有色人种教师承担着不成比例的服务任务，以增强学院的多样性和包容性，这往往会损害他们的研究和学术成功。本文探讨了将服务负担不合理地强加给代表性不足的教师以实现机构多样性和包容性的问题。我反思了有色人种教师在努力维持有竞争力的研究计划的同时，满足学院需求所面临的挑战，他们的服务往往超过了那些代表性较高的同行。我还讨论了有色人种教师利用相关多样性和包容性工作来促进其职业发展和学术进步的机会。
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