Systemic biases in tenure decisions: How decision-making nudges can address racial equity in academia
Original framing: “Decision-making nudges can improve racial equity in tenure decisions” — Phys.org
The history of racial disparities in academia is rooted in the legacy of slavery, Jim Crow laws, and other forms of systemic racism. The tenure and promotion process has been shaped by these historical forces, perpetuating biases and disparities. Decision-making nudges are a Band-Aid solution that fails to address the root causes of these biases.
The tenure and promotion process in academia is plagued by systemic biases, which can lead to racial disparities in career advancement.
Decision-making nudges, such as implicit bias training and diverse evaluation committees, can improve racial equity in tenure decisions. However, a more comprehensive approach is needed to address the root causes of these biases. This requires diversifying senior faculty ranks, implementing systemic changes to the tenure and promotion process, amplifying marginalized voices, and implementing intersectional implicit bias training. By addressing the systemic and structural factors that perpetuate bias, institutions can promote more equitable tenure and promotion decisions and reduce the perpetuation of biases.