Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Education
The underrepresentation of minorities in college and university faculties has been well documented (Kosoko-Lasaki, Sonnino & Voytko, 2006). Non-whites and women are both underrepresented at the university level. As few as 3.9% of medical school faculty are non-whites or female (Palepu, Carr, Friedman, Ash & Moskowitz, 2000). When women are members of faculty, they often occupy lower ranks of their profession, including assistant professorial roles rather than full tenured posts (Daley, Wingard & Reznik, 2006).
This indicates an experience of the glass ceiling, whereby women and minorities secure an entry-level post but fail to be represented or supported and thus fail to move up to more secure ranks of their profession. As a result there is a high rate of "revolving door" patterns for minority and female faculty in higher education (Parker, Clayton-Pedersen, Moreno, Teraguchi & Smith, 2006). This is especially true for first year faculty members, who are not receiving the support they need from senior staff and administration. A review of literature reveals the extent of the problem, focusing on the experiences and expectations of minority first...
This does significant damage in institutions that are in need of a greater number of faculty members to serve an increasingly diverse student population. Particularly, this phenomenon exists in spite of the high representation of minorities and female students in fields like medicine and psychiatry (Seritan, Bhangoo, Garma, DuBe, Park & Hales, 2007). An underrepresentation of minority faculty is therefore damaging the credibility of academia, hurting its ability to support students as well as faculty. It is important to study the experiences of first year faculty, in order to better understand the structural issues, managerial and leadership factors, and human resources strategies that are causing the problem.
Job satisfaction is a variable that has been significantly correlated with minority status. Palepu et al. (2000) found that underrepresented minority faculty were less satisfied with their jobs, at a rate that was statistically significant. First year minority faculty members were far more likely than their non-minority counterparts to…
References
Daley, S., Wingard, D.L. & Reznik, V. (2006). Improving the retention of underrepresented minority in faculty in academic medicine. Journal of the National Medical Association 98(9): 1435-1440.
Kosoko-Lasaki, O., Sonnino, R.E. & Voytko, M.L. (2006). Mentoring for women and underrepresented minority faculty and students: experience at two institutions of higher education. Journal of the National Medical Association 98(9): 1449-1459.
Palepu, A., Carr, P., Friedman, R., Ash, A. & Moskowitz, M.A. (2000). Specialty choices, compensation, and career satisfaction of underrepresented minority faculty in academic medicine. Academic Medicine 75(2): 157-160.
Parker, S., Clayton-Pedersen, A., Moreno, J.,Teraguchi, D. & Smith, D. (2006). The revolving door for underrepresented minority faculty in higher educaton. Folio.
gifted and talented education for minority students. The writer explores the screening process for gifted and talented programs and the various problems that screening process causes when it comes to locating and educating minority students. The writer also explores the societal mindsets and the urban areas that play a part in the overlooking of minority gifted students. The bulk of the exploration is done with a literature review on
African-American Children in Special Education Programs The large amount of minority children, specifically African-American children, who have ended up in special education programs for students who have learning disabilities, behavioral disabilities, emotional disabilities, or mental disabilities, has remained a very strong reality even though it has been recognized for more than 20 years (Townsend, Thomas, Witty, & Lee, 1996). After looking at many of these patterns and how often they
" According to Patton (1998) the overrepresentation of African-American children in special education programs that are intended for students that have serious emotional or behavioral disorders, learning disabilities, and mental disabilities has continued to be a problem even though many researchers have recognized the problems that have occurred as a result of such overrepresentation. In fact there is exhaustive amounts of literature that explains the "causal factors that range from failure
One of the most difficult and fundamental problems this presents is a language barrier, as many of the minority students are from Hispanic households and some only recently arrived in the country. In contrast, we only have 2 Hispanic employees, both of whom work in food service, and two teachers, one of whom is the ESL teacher, who speak Spanish. If we were to have a diversity-centered recruitment program,
men are a growing academic minority in graduate schools? During the Second Wave of the feminist movement of the 1970s, one of the key lobbying points of the women's movement was the need for women to achieve parity amongst males in undergraduate and graduate education. Today, the reality of gender disparities in education is far more complex. Women already outnumber males as undergraduates and are beginning to outnumber them in
Thus, the relation between students is imperative for determining such disorders (Organization for Economic Co-Operation and Development, 2007). As with the previous two categories, this is seen as incredibly subjective in the idea that no medical diagnosis or visible physical symptoms are needed to be placed within the category. Stratification. Stratification is essentially the ranking of individuals within a hierarchy based on the structures present in a functioning society. Sullivan and