Long-Term Impacts of COVID-19 on the Future Academic Careers of Women in STEM Proceedings of a Workshop—in Brief (2022) / Chapter Skim
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Long-Term Impacts of COVID-19 on the Future Academic Careers of Women in STEM: Proceedings of a Workshop - in Brief
Long-Term Impacts of COVID-19 on the Future Academic Careers of Women in STEM: Proceedings of a Workshop - in Brief
Pages 1-13
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and not exacerbate Academies) held a virtual workshop to explore the existing inequities in the STEM enterprise.
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The evidence available in 2020 suggested for promoting greater diversity, equity, and inclusion." that the disruptions caused by the pandemic endangered the engagement, experience, and retention of women in Planning committee chair Terri Kinzy, Illinois State academic STEM, Fuentes-Afflick reported. The study also University, thanked McNutt, committee members, and recognized it would take time to fully understand the speakers for participating in the workshop.
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collaboration can adapt in inclusive and effective ways. Third is how to develop work climates so the pandemic Fox studies how work settings bear on women's prompts positive change toward the thriving of academic participation and status in the STEM academic workforce.
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In other inclusive ways." Both presenters emphasized that "going findings, women reported worse self-care, Asian and back to normal" or "recovery" is not the solution, as the Black faculty experienced more stress than white faculty, past was not equitable. and faculty with younger children had higher concerns about productivity.
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. sidelined equity concerns in the past few years, but those most successful in riding out the pandemic "kept equity Misra stressed the need to retrain evaluators by providing front and center." clear training on COVID-19 impacts, ensuring evaluators discuss case studies to identify evaluation strategies Joya Misra, UMass Amherst, described an innovative based on pandemic statements and external reviewers' resource that institutions may consider adapting to letters, as well as developing best practices before recognize impacts: pandemic statements, which UMass 14 evaluations take place.
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No research shows that STEM workers have many of the mean demographic differences were seen in scholarly same demands as workers in other fields, but they tend production, work dedication, or work hours. Yet, she to leave STEM at much higher rates than in other fields.
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; faculty/staff caregiving representation on most. Given the schema around scientific excellence and relevant committees; academic leadership accountability; work devotion, these faculty groups could incur risks if definition of faculty/staff work life in ways that they advocate for and utilize pandemic-impact policies.
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For example, paying an excellent caretaking roles, and trainees, especially those on visas. lecturer to deliver a course is not expensive compared to In the extramural survey,23 55 percent said the pandemic losing excellent faculty who do not get tenure because would negatively impact their career trajectory, especially of pandemic-related issues or become frustrated and lab-based researchers and early and mid-career faculty.
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Extramural researchers reported a data-coordinating center aimed at women attaining the advantages of virtual conferences related to greater leadership. access, less cost, reduced carbon footprint, improved participation of women, and increased access for people Tigno said NIH initiatives are informed by what is with disabilities or international stakeholders.
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She said and other agencies to achieve gender equity. Areas of her research shows the division of labor in tech firms collaboration might include child and elder care (which creates barriers to advancement, with white women translates into unpaid care work)
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Patton Davis called it a "both/and" situation: or sexism, but the confluence that resulted in her not "Alternative pathways signals to me that rather than being invited to join research teams or learn about other deal with structural issues, we will create another piece. opportunities or to receive feedback that her research on Alternative pathways place the burden on women to Black women was "too narrow." go in a different direction, rather than disrupting what currently exists." She called attention to the HERS Intersectional failures related to Black women include Institute, which supports women in higher education being invisible and hypervisible; being expected to leadership,41 but also urged leadership training with the love unconditionally, such as maintaining loyalty even men who occupy the overwhelming majority of these in toxic work environments; being overextended and roles.
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Ogilvie saw levels increased when "work became home," but some benefits in online graduate education, but also expressed faculty worried about the stigma if they expressed their concern about the loss of protective support from faculty difficulties. It has been important to think about support advisors.
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to virtual environments, while still adhering to their mission. WORSKHOP PLANNING COMMITTEE MEMBERS TERRI KINZY the views of all meeting participants; the planning committee; (Chair)
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