Retention and promotion of women and underrepresented minority faculty in science and engineering at four large land grant institutions

Marcia Gumpertz,Emily Griffith,Alyson Wilson,Raifu Durodoye,Joshua L Rosenbloom

doi:10.1371/journal.pone.0187285

Marcia Gumpertz, Emily Griffith + Show 3 more

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https://doi.org/10.1371/journal.pone.0187285

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Journal: PloS one	Publication Date: Nov 1, 2017
Citations: 61	License type: CC BY 4.0

Affiliation: North Carolina State University, Virginia Tech

Abstract

The current climate on college campuses has brought new urgency to the need to increase faculty diversity. In STEM fields particularly, the dearth of underrepresented minority (URM) and female faculty is severe. The retention and success of African American, Hispanic/Latino, American Indian and female faculty have direct implications for the quality and diversity of the future scientific workforce. Understanding the ways retention patterns differ by discipline and institution is crucial for developing a diverse faculty. This study investigates tenure attainment, retention, and time to promotion to full professor for women and URM faculty. We analyze personnel records for assistant and associate professors hired or appointed from 1992 to 2015 at four large land grant institutions. Representation of women and URM faculty in STEM disciplines increased substantially from 1992 to 2015, but mostly for women and Hispanic faculty and more slowly for black and American Indian faculty.Results by genderIn 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.Results for underrepresented minority facultyURM 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.

Highlights

In Fall 2015, protests at about 60 college campuses across the U.S brought new attention to demands and initiatives focused on increasing faculty diversity (e.g., [1,2,3,4,5,6])
In the biological and biomedical and physical and mathematical sciences no underrepresented minority (URM) faculty left without tenure
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

Summary

Introduction

In Fall 2015, protests at about 60 college campuses across the U.S brought new attention to demands and initiatives focused on increasing faculty diversity (e.g., [1,2,3,4,5,6]). In recent years there has been great concern about the “revolving door for underrepresented minority faculty” [9,10,11], with evidence for the view that retention is at least as important as recruitment [12]. Concerning women, Thomas et al [13] constructed stochastic models to demonstrate that faculty composition will never converge to parity unless recruiting, retention, and promotion to full professor are equal to men’s. Recruiting, retention, and career progression must all be increased in order to reverse under-representation of women and minority faculty in science and engineering faculties [14]

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