Equity and Inclusion Leadership Toolkit: Intersectionality

Intersectionality regards structural challenges one faces due to multiple marginalizations and/ or presumptions of privilege. As the purpose of THRIVE is to change institutional culture, build support systems, and remove barriers to equity, chairs should be aware of the ways in which race/ethnicity, gender identity, sexuality, ability, age and other identities influence faculty work.

• Do you have cultural humility? (University of Oregon)
• “The combination of different minority identities (e.g., race/ethnicity and gender) has a greater effect on stress than each identity does on its own” (Liu et al., 2019, p. 33).  Learn more about the “double bind” here (Louisiana State University).
• What is subfield bias? Why does subfield bias matter for faculty diversity? Learn more about Subfield Bias in Faculty Hiring Decision (University of Michigan)
• Peer-reviewed Journal Article: Epistemic Exclusion of Women Faculty and Faculty of Color: Understanding Scholar(ly) Devaluation as a Predictor of Turnover Intentions.
• The Use of an Existential Psychological Framework to Better Conceptualize the Minoritized Experience: A Novel Way to Help Improve ADVANCE Project Outcomes (University of Missouri-St. Louis)
• Black, Indigenous and People Of Color (BIPOC) Faculty Retention at the University of Michigan: INTERVIEWS WITH MICHIGAN FACULTY – How can we better retain BIPOC faculty?
• Learn about Experiences of Faculty and Staff with Disabilities & Accommodations (University of Michigan)
• Academia does not live in isolation from broader societal injustices – We can not ignore this (University of Colorado Colorado Springs).