Updated: May 3, 2021
AN INTERSECTIONAL APPROACH TO INVESTIGATING PERSISTENCE AMONG WOMEN OF COLOR TENURE-TRACK ENGINEERING FACULTY
Ebony O. McGee, Joyce B. Main, Monica L. Miles, Monica F. Cox
Diversification of faculty is a priority for many higher education institutions, but it has been met with little success (Ahmed, 2012; Espinosa, 2011; McGee et al., 2020; Ong et al., 2018). Many diversity initiatives have targeted recruiting and retaining underrepresented populations in STEM, but when it comes to women faculty, there is a lack of specificity in relation to women of color (WOC) (Berry et al., 2014; Espinosa, 2008). While scholars have explored the culture and climate of engineering environments as hostile or unwelcoming for future WOC faculty (e.g., Robinson et al., 2016), less attention has been given to why WOC continue to seek faculty positions and why they remain in the academy.