Obstacles to Sustaining Diversity: Historical Context and Current Experiences of Underrepresented Minority Women and Men in Sociology and Economics

Roberta M Spalter-Roth

doi:10.3390/su132111858

Abstract

White men predominate in the top ranks of the professorate, but recent efforts have attempted to decrease inequality and increase diversity in the academy by hiring more faculty, especially women of color. Have equality and diversity efforts worked or has negative departmental climate limited efforts to make diversity sustainable? Despite the long history of and many contributions by women of color (URC) as public intellectuals, activists, and founders of organizations to promote Blacks and Latino/a people, we find that much of their work is still marginalized and is not viewed as legitimate science. This treatment may lessen the ability to increase equality and sustain diversity in academic institutions. The paper tests whether URC women scholars are still experiencing inequalities in comparison to their male peers of color in two disciplines, that of sociology and economics. We include these two disciplines because of similarities in origin and of topics. First, we hypothesize that women of color have significantly more negative experiences in sociology and economics departments than do men of color, when other conditions are held constant. Second, we hypothesize that structural conditions, are related to experiential outcomes for these scholars. Third, we hypothesize that participation in minority-oriented organizations improves women of color’s experiences. Fourth, we hypothesize that interacting gender with participation in minority-oriented organizations, significantly improves women of color’s situation. The study results show that women of color continue to experience greater problems of access, marginality, inclusion, and harassment in sociology and economics departments. The sustainable development goals of achieving gender equality and increase educational opportunities cannot be achieve without addressing these inequities and inclusion issues.

Highlights

White men predominate in the top ranks of the professorate, but recent efforts have attempted to decrease inequality and increase diversity in the academy by hiring more faculty, especially women of color
We ask if this goal of gender equality as part of diversity efforts have become sustainable in institutions of higher education in the United States (U.S.)
We hypothesize that participation in organizations designed for scholars of color in sociology and economics can mitigate negative experiences

Summary

Introduction

White men predominate in the top ranks of the professorate, but recent efforts have attempted to decrease inequality and increase diversity in the academy by hiring more faculty, especially women of color. Despite the long history of and many contributions by women of color (URC) as public intellectuals, activists, and founders of organizations to promote Blacks and Latino/a people, we find that much of their work is still marginalized and is not viewed as legitimate science This treatment may lessen the ability to increase equality and sustain diversity in academic institutions. White men predominate in the top ranks of the U.S professorate [1] but recent efforts attempt to decrease inequality and increase diversity in the academy by hiring more faculty, especially women of color. We examine negative departmental climates and suggest that they may limit efforts to make equality and diversity efforts sustainable?

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Results

Conclusion