• 文献检索
  • 文档翻译
  • 深度研究
  • 学术资讯
  • Suppr Zotero 插件Zotero 插件
  • 邀请有礼
  • 套餐&价格
  • 历史记录
应用&插件
Suppr Zotero 插件Zotero 插件浏览器插件Mac 客户端Windows 客户端微信小程序
定价
高级版会员购买积分包购买API积分包
服务
文献检索文档翻译深度研究API 文档MCP 服务
关于我们
关于 Suppr公司介绍联系我们用户协议隐私条款
关注我们

Suppr 超能文献

核心技术专利:CN118964589B侵权必究
粤ICP备2023148730 号-1Suppr @ 2026

文献检索

告别复杂PubMed语法,用中文像聊天一样搜索,搜遍4000万医学文献。AI智能推荐,让科研检索更轻松。

立即免费搜索

文件翻译

保留排版,准确专业,支持PDF/Word/PPT等文件格式,支持 12+语言互译。

免费翻译文档

深度研究

AI帮你快速写综述,25分钟生成高质量综述,智能提取关键信息,辅助科研写作。

立即免费体验

解决教师留任中的偏见问题。

Addressing bias in faculty retention.

机构信息

Institute of Environment & Department of Biological Sciences, Florida International University, 11200 SW 8th Street, Miami, Florida, 33199, USA.

Department of Biology, Bryn Mawr College, 101 North Merion Avenue, Bryn Mawr, Pennsylvania, 19010, USA.

出版信息

Ecol Appl. 2021 Sep;31(6):e02346. doi: 10.1002/eap.2346. Epub 2021 Jun 28.

DOI:10.1002/eap.2346
PMID:34181313
Abstract

The field of ecology in the United States is not fully harnessing the diverse perspectives of the American population. Two major limitations to advancing diversity and inclusion include insufficient awareness of biased attitudes and the lack of large-scale faculty engagement in diversity and inclusion programs. Academic institutions must recognize and value individuals that participate in diversity and inclusion programs. Valuing this work will motivate all ecologists to accept the responsibility for these efforts and not simply assume that the few minorities in their field can do this work.

摘要

美国生态学领域尚未充分利用美国民众的多元化视角。在推进多样性和包容性方面存在两个主要局限,包括对有偏见的态度缺乏认识,以及没有大规模的教员参与多样性和包容性方案。学术机构必须认可和重视参与多样性和包容性方案的个人。重视这项工作将激励所有生态学家承担这些努力的责任,而不是简单地认为该领域的少数少数群体可以完成这项工作。

相似文献

1
Addressing bias in faculty retention.解决教师留任中的偏见问题。
Ecol Appl. 2021 Sep;31(6):e02346. doi: 10.1002/eap.2346. Epub 2021 Jun 28.
2
Underrepresented faculty play a disproportionate role in advancing diversity and inclusion.代表性不足的教职员工在推进多样性和包容性方面发挥了不成比例的作用。
Nat Ecol Evol. 2019 Jul;3(7):1030-1033. doi: 10.1038/s41559-019-0911-5. Epub 2019 Jun 3.
3
Retention of Underrepresented Minority Faculty: Strategic Initiatives for Institutional Value Proposition Based on Perspectives from a Range of Academic Institutions.保留少数族裔代表性不足的教师:基于一系列学术机构观点的机构价值主张战略举措。
J Undergrad Neurosci Educ. 2015 Jul 7;13(3):A136-45. eCollection 2015 Summer.
4
LGBT Trainee and Health Professional Perspectives on Academic Careers--Facilitators and Challenges.LGBT 受训者和健康专业人员对学术生涯的看法——促进因素和挑战。
LGBT Health. 2015 Dec;2(4):346-56. doi: 10.1089/lgbt.2015.0024. Epub 2015 Aug 3.
5
Recruitment, Promotion, and Retention of Women in Academic Medicine: How Institutions Are Addressing Gender Disparities.学术医学领域女性的招聘、晋升与留用:机构如何应对性别差异
Womens Health Issues. 2017 May-Jun;27(3):374-381. doi: 10.1016/j.whi.2016.11.003. Epub 2017 Jan 4.
6
Limitations on diversity in basic science departments.基础科学部门多样性的限制。
DNA Cell Biol. 2012 Aug;31(8):1365-71. doi: 10.1089/dna.2012.1756. Epub 2012 Jul 9.
7
National Heart, Lung, and Blood Institute Workshop Summary: Enhancing Opportunities for Training and Retention of a Diverse Biomedical Workforce.美国国立心肺血液研究所研讨会总结:增加培训机会并留住多元化生物医学人才队伍。
Ann Am Thorac Soc. 2016 Apr;13(4):562-7. doi: 10.1513/AnnalsATS.201509-624OT.
8
Developing the ecological scientist mindset among underrepresented students in ecology fields.在生态学领域中培养代表性不足学生的生态科学家思维模式。
Ecol Appl. 2021 Sep;31(6):e02348. doi: 10.1002/eap.2348. Epub 2021 Jun 28.
9
Remote interviews in nurse practitioner programs: Addressing bias.远程面试在护士从业者项目中:解决偏见问题。
J Prof Nurs. 2023 Nov-Dec;49:155-157. doi: 10.1016/j.profnurs.2023.09.008. Epub 2023 Oct 10.
10
Mentoring the Mentors: Implementation and Evaluation of Four Fogarty-Sponsored Mentoring Training Workshops in Low-and Middle-Income Countries.导师指导导师:在中低收入国家实施和评估四个由福格蒂基金会资助的导师培训研讨会。
Am J Trop Med Hyg. 2019 Jan;100(1_Suppl):20-28. doi: 10.4269/ajtmh.18-0559.

引用本文的文献

1
Community voices: the importance of diverse networks in academic mentoring.社区声音:学术指导中多元化网络的重要性。
Nat Commun. 2022 Mar 25;13(1):1681. doi: 10.1038/s41467-022-28667-0.