(2023, June), Exploring Institutional Retention Support Initiatives for Retaining Women of Color STEM Faculty  Paper presented at 2023 ASEE Annual Conference & Exposition, Baltimore , Maryland. 10.18260/1-2--43619

\bibitem{asee_peer_43619}
   (2023, June), \emph{Exploring Institutional Retention Support Initiatives for Retaining Women of Color STEM Faculty}
  Paper presented at 2023 ASEE Annual Conference \& Exposition, Baltimore , Maryland.
  10.18260/1-2--43619

.  "Exploring Institutional Retention Support Initiatives for Retaining Women of Color STEM Faculty".  2023 ASEE Annual Conference & Exposition, Baltimore , Maryland, 2023, June.  ASEE Conferences, 2023.  https://strategy.asee.org/43619 Internet.  28 Jul, 2024

\bibitem{asee_peer_43619}
  .
  "Exploring Institutional Retention Support Initiatives for Retaining Women of Color STEM Faculty".
  \emph{2023 ASEE Annual Conference \& Exposition, Baltimore , Maryland, 2023, June}.
  ASEE Conferences, 2023.
  https://strategy.asee.org/43619 Internet.  28 Jul, 2024

@INPROCEEDINGS{asee_peer_43619
author = ""
title = "Exploring Institutional Retention Support Initiatives for Retaining Women of Color STEM Faculty"
booktitle = "2023 ASEE Annual Conference \& Exposition"
year = "2023"
month = "June"
address = "Baltimore , Maryland"
publisher = "ASEE Conferences"
note = {https://strategy.asee.org/43619}
number = {10.18260/1-2--43619}
}

TY  - CPAPER
AB  - Although women’s representation has generally increased in some STEM fields in the professoriate [1], Women of Color (WOC) still face unique challenges due to unfavorable institutional climates [2], racial and gender biases [3], and hostile departmental climates [4]. As a result, WOC experience chilly work environments [5], including isolation and tokenism [6]. While the literature on the challenges incurred by WOC STEM faculty is significant, these challenges are operationalized within the institutional context, wherein the problem of underrepresentation of WOC STEM faculty continues to persist [1], [7], [8]. As such, it is essential to deeply examine institutional structures and actions to upend the unique challenges facing WOC STEM faculty.

Institutional transformation and support initiatives are critical to retaining WOC faculty [9]. WOC STEM faculty experience a sense of relevance to institutions when support initiatives recognize their unique identity [1]. Within the institutional context, retention is an essential bridge between recruitment and promotion of WOC STEM faculty. However, to date, little empirical research exists on the retention of WOC in STEM [8]. Therefore, using Griffin et al.’s [10] institutional model for increasing faculty diversity as a guiding framework, we undertook this qualitative case study to examine institutional support initiatives for retaining WOC STEM faculty. Data sources included semi-structured interviews with 10 tenured and tenure-track WOC STEM faculty and publicly available documents at five minority-serving institutions (MSIs) in the United States. Our findings revealed that initiatives such as having a community of support through cluster hiring, formal mentoring support structures, and transparent and equitable start-up packages were instrumental to retaining the participants. To this end, we provide implications for policy and practice that are salient to retaining WOC STEM faculty that may be transferable to institutions beyond MSIs. 


CY  - Baltimore , Maryland
DA  - 2023/06/25
PB  - ASEE Conferences
TI  - Exploring Institutional Retention Support Initiatives for Retaining Women of Color STEM Faculty
UR  - https://strategy.asee.org/43619
DO  - 10.18260/1-2--43619
ER  -