Understanding Gender Equity in Author Order Assignment

Women remain underrepresented in many fields in computer science, particularly at higher levels. In academia, success and promotion are influenced by a researcher's publication record. In many fields, including computer science, multi-author papers are the norm. Evidence from other fields shows that author order norms can influence the assignment of credit. We conduct interviews of students and faculty in human-computer interaction (HCI) and machine learning (ML) to determine factors related to assignment of author order in collaborative publication. The outcomes of these interviews then informed metrics of interest for a bibliometric analysis of gender and collaboration in research papers published from 1996 to 2016 in three top HCI and ML conferences. Based on our findings, we make recommendations for assignment of credit in multi-author papers and interpretation of author order, particularly in regard to how this area affects women

Introduction to a Special Issue on Inequality in the Workplace (“What Works?)

[Excerpt] While overt expressions of racial and gender bias in U.S. workplaces have declined markedly since the passage of the original Civil Rights Act and the creation of the Equal Employment Opportunity Commission a half century ago (Eagly and Chaiken 1993; Schuman, Steeh, Bobo, and Krysan 1997; Dobbin 2009), a steady stream of research indicates that powerful, if more covert forms of bias persist in contemporary workplaces (Greenwald and Banaji 1995; Pager, Western, and Bonikowski 2009; England 2010; Heilman 2012). In line with this research, high rates of individual and class-based lawsuits alleging racial and gender discrimination suggest that many employees perceive workplace discrimination to be an important, continuing employment problem (Hirsh 2009). Hence, to ensure workplace equity, prevent legal claims of discrimination, and/or rectify past and potential problems of bias, employers have implemented a growing array of organizational policies and practices aimed at reducing discrimination and increasing inclusion. Sometimes these efforts are voluntary; other times they are driven by specific mandates assigned to firms by courts as part of verdicts or settlements in cases involving charges of discrimination. Given the millions of dollars spent on making and monitoring such changes, surprisingly little evidence exists on the efficacy of various policies and practices adopted by organizations to address the problems and to capture the benefits of having a demographically diverse workforce. And even less evidence is available on the conditions that may moderate the impact of these policies and practices. Within the past decade, however, a limited but increasing body of research has focused on gauging how different practices associated with the label ‘‘diversity management’’ actually affect outcomes for women and minorities in organizations. The aim of this special issue is to bring together contemporary research that builds on this foundation in order to extend our understanding of the current variety of organizational arrangements that are intended to reduce bias and to promote more inclusive workplace

Tertiary teaching: Reflecting on human change and influence from the crucible

This article draws on the metaphor of ‘a crucible’ to describe the tertiary classroom context, where I work in initial teacher education with early childhood education (ECE) student teachers. Stories are told about the classroom participants (students and an educator) in an attempt to find meaning in terms of development, both the students and mine. This storytelling highlights ongoing questions for me about the impact of what happens in the classroom we bring our selves to, and the significance of informed actions for social justice for teachers and teaching. In telling these stories I highlight my deepening understanding of education pedagogy, and perception of myself as a teacher, a practitioner of human influence and change. I hope that these stories echo and illuminate the experiences of other educators as they too seek to understand their practice

SPEC Kit 356 Diversity and Inclusion

Today, diversity is defined beyond racial and ethnic groups and includes gender, sexual orientation, ability, language, religious belief, national origin, age, and ideas. The increase of published literature about cultural competencies, microaggressions, and assessment of diversity issues, as well as the inclusion of social justice movements in libraries, suggests diversity-related activities have increased and evolved over the last seven years. Over this time span, several libraries have obtained funding to support strategies to increase the number of minority librarians on their staff and support their advancement within the organization. There also appears to be an increase in the number of diversity or multicultural groups at the local, state, and national levels. However, these changes have not been consistently documented. Therefore, it is important to re-examine this topic to evaluate the impact of evolving endeavors, to see if more ARL libraries are involved, to see how diversity plans have changed over the years, and to document the current practices of research libraries. The main purpose of this survey was to identify diversity trends and changes in managing diversity issues in ARL libraries through exploring the components of diversity plans and initiatives since 2010, acknowledge library efforts since the 1990s, provide evidence of best practices and future trends, and identify current strategies that increase the number of minority librarians in research libraries and the types of programs that foster a diverse workplace and climate. The survey was conducted between May 1 and June 5, 2017. Sixty-eight of the 124 ARL member institutions responded to the survey for a 55% response rate. Interestingly, only 22 of the respondents to the 2010 SPEC survey participated in this survey, but this provides an opportunity to explore the diversity and inclusion efforts of a new set of institutions in addition to seeing what changes those 22 institutions have made since 2010. The SPEC Survey on Diversity and Inclusion was designed by Toni Anaya, Instruction Coordinator, and Charlene Maxey-Harris, Research and Instructional Services Chair, at the University of Nebraska-Lincoln. These results are based on responses from 68 of the 124 ARL member libraries (55%) by the deadline of June 12, 2017. The survey’s introductory text and questions are reproduced below, followed by the response data and selected comments from the respondents. The purpose of this survey is to explore the components of diversity plans created since 2010, identify current recruitment and retention strategies that aim to increase the number of minority librarians in research libraries, identify staff development programs that foster an inclusive workplace and climate, identify how diversity programs have changed, and gather information on how libraries assess these efforts

Casting And Recasting Gender: Children Constituting Social Identities Through Literacy Practices

Considers how gender, identity and literacy are entangled and mutually constitutive. Concludes that social experience, desire, proximate others, and the ways in which children can draw upon these in the classroom are aspects of the situated condition that deserve more prominence in literacy and identity research

Two, Three Many Rosas! Rebellious Lawyers and Progressive Activist Organizations

The cast of prototypic rebellious lawyers promoted by Gerald Lopez is incomplete. It leaves out a very important mode of lawyering: that of working for a progressive activist organization. To fill that gap, this essay introduces “Rosa,” a lawyer on the staff of an organization of low-wage workers fighting for workplace justice and systemic change. The essay argues that working for such organizations in a way that is accountable to the organizations is an especially effective way for lawyers to contribute to economic, racial, gender, social and environmental justice. It examines three current models of such practice: in-house, in an independent law center dedicated to collaborating with progressive activist organizations, and in a law center that is controlled by the organizations it serves. It proposes a database and discussion forum, more research and teaching about historic and current examples, and expanded opportunities for students to learn from direct experience working in lawyer role with progressive activist organizations

Examining the Impact of Parental Socialization on the Coping Styles of Black Graduate Students Faced with Microaggressions

This article explores case examples of two graduate students who endure microaggressions from their math professor at a predominantly White university. The role that parental socialization plays in how these students developed their racial identities and the coping strategies they employed, is analyzed through the lens of Triple Quandary theory (Boykin and Toms 1 985). Findings from this investigation suggest that parental socialization is critical in preparing these students to cope with and respond to microaggressions in protective and adaptive ways. This paper illuminates coping styles, although divergent, that served these graduate students\u27 needs and protected their individual racial identities. Further, the support these students received from their faculty advisor who is also Black, exemplifies the importance of mentorship and advocacy from faculty of color to Black college students\u27 success. Direction for continuity in parental teachings for K-12 and university level educators are discussed

Self-Narratives for Christian Multicultural Educators: A Pathway to Understanding Self and Others

As cultural diversity increases in classrooms, it becomes imperative for teachers to gain multicultural competency so that they can provide effective instruction to diverse students. This paper argues that the development of multicultural competency should be solidly grounded on reflective, empathic, and critical understanding of one’s own culture as well as others. This cultural understanding, particularly from a Christian perspective, recognizes the connectivity of self and others in God. To enhance the cultural understanding, the author recommends studying self-narratives written by others and writing one’s own cultural autobiography. Keywords: cultural autobiography, self-narratives, self-reflection, multicultural teacher education, discourse of others

Interdistrict Choice and Teacher Beliefs: Implications for Educational Expectations, Equity, and Policymaking

Interdistrict choice, which allows families to choose between schools outside of their districts of residence, is currently serving more students than any other choice program in the United States. Yet, despite this popularity, there is a pressing need for more research on how interdistrict choice may affect educational equity within U.S. public schools. Drawing on the analytic framework of educational racial contract, this study examines the issue of teacher beliefs in the context of interdistrict choice at a large, urban high school in Arizona, where market-based school choice programs have been continually expanded for nearly three decades. Data were collected through a survey of 112 teachers, who rated their in- district and out-of-district students based on their perception of three developmental skill categories: 1) academic, 2) communication, and 3) behavior. Results speak to negative teacher beliefs about the educability of Students of Color and hold significant implications for teachers’ academic expectations, educational equity, and future policy decisions