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Shifting Concepts
This chapter defends two closely related theses. The first is that race is a fragmented concept w... more This chapter defends two closely related theses. The first is that race is a fragmented concept with at least two divergent, yet theoretically important, meanings. One is a social race concept; the second is a population naturalist race concept. The second turns on the question of what to do in the face of conceptual fragmentation. Should a single theoretical term (‘race’) be used to refer to each concept? Or should ‘race’ be eliminated in one or more context(s)? Currently fashionable among race scholars is the idea that ‘race’ ought to be selectively eliminated and replaced with closely related terminology when the population naturalist concept is at work, but retained when a social race concept is at work. This chapter argues that this is not the right way to go and consider the pros and cons of ‘race’ pluralism and ‘race’ eliminativism.
2021 ASEE Virtual Annual Conference Content Access, Jul 26, 2021
2021 ASEE Virtual Annual Conference Content Access Proceedings
vestigates the adoption and implementation of new employment practices and corporate social behav... more vestigates the adoption and implementation of new employment practices and corporate social behaviors. Across her research, Dr. Vican explores how organizational policies and practices, managerial behavior, and workplace culture shape individual career outcomes as well as broader patterns of labor market inequality. Her current research includes a qualitative study of corporate diversity management strategies and a series of mixed-methods projects on diversity in the academic workforce.
2017 ASEE Annual Conference & Exposition Proceedings
is UNIDEL Prof. of Mathematics and Associate Dean of Engineering for Faculty at the University of... more is UNIDEL Prof. of Mathematics and Associate Dean of Engineering for Faculty at the University of Delaware (UD). Her research interest is in applied mathematics modeling and simulation particularly of complex, viscoelastic, fluids. She is PI on the University of Delaware NSF ADVANCE IT grant to improve the representation and leadership opportunities of women among the STEM faculty at UD.
2017 ASEE Annual Conference & Exposition Proceedings
Women engineers are underrepresented in the U.S. workforce and at all levels in academiaundergrad... more Women engineers are underrepresented in the U.S. workforce and at all levels in academiaundergraduate, graduate, postdoctoral, and all faculty ranks. One strategy for increasing the number of women engineering students and professionals is to increase the number of women faculty who teach, advise, and mentor students. For this reason, programs like NSF ADVANCE devote resources to improve institutional climate with the goal of recruiting, retaining, and advancing to leadership women STEM faculty. As part of an NSF ADVANCE grant (NSF HRD 1409472), the University of Delaware (UD) initiated a biannual faculty climate survey in the spring of 2014. Because faculty satisfaction has been linked to retention and advancement, one goal of this survey is to better understand the relative importance of different aspects of faculty work life on career satisfaction and potential gender differences therein. Based on earlier research 6 and on data from the UD faculty climate survey, we used path analysis to examine potential gender differences in pathways to career satisfaction. The variables that we explored were formal and informal mentoring, academic resources (e.g., lab space, research assistants), collegial support, effectiveness of the department chair, and transparency of policies and procedures (e.g., for promotion and tenure, family leave). factors in faculty career satisfaction 19,38. Several studies report gender disparities in lab/office space, teaching/service loads, and other types of research support 19,27. Internal relational support refers to collegial relationships among departmental colleagues of a type that make a faculty member feel valued, included, supported, and respected by her peers. Such supports are important to career satisfaction, in part, because they provide opportunities for collaboration, assistance, and information. Perhaps due to low representation, women faculty report feelings of isolation and, thus, may not receive the same internal relational supports as men 3,4,12,15,24,25,27,35,39. Yet, collegial exchange may be even more important for women than for men in finding job satisfaction 4,12. Faculty Career Satisfaction Model 1
2020 ASEE Virtual Annual Conference Content Access Proceedings
The Journal of Higher Education, 2019
Higher education faces a conflict between the traditional logic of professionalism and an increas... more Higher education faces a conflict between the traditional logic of professionalism and an increasingly prominent corporate logic. Using interviews with 30 faculty at a single institution, we seek to understand the consequences of these competing logics. Across our interviews, faculty express a misalignment between their professional values and the corporate logic applied by administrators. This incompatibility contributes to faculty dissatisfaction, much of which is centered around three themes: increasing managerial control, quantification of faculty performance using commensurable metrics, and the university's financial climate, where generating revenue is perceived to take priority over educational mission. We identify four strategies faculty employ to manage conflicting logics: respondents resist the corporate logic through collective action, insulate themselves by engaging with a community of colleagues who share their professional logic, disengage from fully participating in university life, and consider moving to an institution where the corporate logic is less prevalent. We argue that the institutional logics framework confers several analytic advantages. As a meta-theory that specifies cross-level effects between individual actors, organizations, fields, and institutional orders, it provides a framework to capture top-down and bottom-up change, providing a more robust and inclusive understanding of how corporate logic is being incorporated into higher education.
Oxford Scholarship Online, 2017
The focus of this chapter is on the argument from inductive risk in the context of social science... more The focus of this chapter is on the argument from inductive risk in the context of social science research on disparate impact in employment outcomes. It identifies three types of situations in the testing of scientific theories, not sufficiently emphasized in the inductive risk literature, that raise considerations of inductive risk: choice of significance test, choice of how to measure disparate impact, and the operationalization of scientific variables. It argues that non-epistemic values have a legitimate role in two of these situations but not in the third. It uses this observation to build on the discussion of when and under what conditions considerations of inductive risk help to justify a role for non-epistemic values in science.
The Oxford Handbook of Philosophy of Biology, 2008
This article focuses on ethical issues of biomedical research. The ethical concerns raised mainta... more This article focuses on ethical issues of biomedical research. The ethical concerns raised maintain that potential benefits outweigh potential harms. The benefit is that collecting and reporting race data will help pharmacologists gain a better understanding of health, disease, and response to drug treatment. This, in turn, may help to eliminate many racial disparities in health outcomes. While there are some legitimate concerns associated with the use of race in medicine, these problems can be overcome. Answers to questions about the origins of racial variation in health outcomes are likely to vary from disease to disease and is likely to involve interactions among multiple environmental and social factors. The question of whether genetic factors are likely to play an important role in explaining race—associated health differences is largely unanswered—and can be answered only by future research.
Biology & Philosophy, 2004
Many contemporary race scholars reject the biological reality of race. Elsewhere I have argued th... more Many contemporary race scholars reject the biological reality of race. Elsewhere I have argued that they have been too quick to do so. Part of the reason is that they have overlooked the possibility that races can be defined cladistically. Since the publication of the cladistic race concept, a number of questions and objections have been raised. My aim in this paper is to address these objections.
Shifting Concepts
This chapter defends two closely related theses. The first is that race is a fragmented concept w... more This chapter defends two closely related theses. The first is that race is a fragmented concept with at least two divergent, yet theoretically important, meanings. One is a social race concept; the second is a population naturalist race concept. The second turns on the question of what to do in the face of conceptual fragmentation. Should a single theoretical term (‘race’) be used to refer to each concept? Or should ‘race’ be eliminated in one or more context(s)? Currently fashionable among race scholars is the idea that ‘race’ ought to be selectively eliminated and replaced with closely related terminology when the population naturalist concept is at work, but retained when a social race concept is at work. This chapter argues that this is not the right way to go and consider the pros and cons of ‘race’ pluralism and ‘race’ eliminativism.
2021 ASEE Virtual Annual Conference Content Access, Jul 26, 2021
2021 ASEE Virtual Annual Conference Content Access Proceedings
vestigates the adoption and implementation of new employment practices and corporate social behav... more vestigates the adoption and implementation of new employment practices and corporate social behaviors. Across her research, Dr. Vican explores how organizational policies and practices, managerial behavior, and workplace culture shape individual career outcomes as well as broader patterns of labor market inequality. Her current research includes a qualitative study of corporate diversity management strategies and a series of mixed-methods projects on diversity in the academic workforce.
2017 ASEE Annual Conference & Exposition Proceedings
is UNIDEL Prof. of Mathematics and Associate Dean of Engineering for Faculty at the University of... more is UNIDEL Prof. of Mathematics and Associate Dean of Engineering for Faculty at the University of Delaware (UD). Her research interest is in applied mathematics modeling and simulation particularly of complex, viscoelastic, fluids. She is PI on the University of Delaware NSF ADVANCE IT grant to improve the representation and leadership opportunities of women among the STEM faculty at UD.
2017 ASEE Annual Conference & Exposition Proceedings
Women engineers are underrepresented in the U.S. workforce and at all levels in academiaundergrad... more Women engineers are underrepresented in the U.S. workforce and at all levels in academiaundergraduate, graduate, postdoctoral, and all faculty ranks. One strategy for increasing the number of women engineering students and professionals is to increase the number of women faculty who teach, advise, and mentor students. For this reason, programs like NSF ADVANCE devote resources to improve institutional climate with the goal of recruiting, retaining, and advancing to leadership women STEM faculty. As part of an NSF ADVANCE grant (NSF HRD 1409472), the University of Delaware (UD) initiated a biannual faculty climate survey in the spring of 2014. Because faculty satisfaction has been linked to retention and advancement, one goal of this survey is to better understand the relative importance of different aspects of faculty work life on career satisfaction and potential gender differences therein. Based on earlier research 6 and on data from the UD faculty climate survey, we used path analysis to examine potential gender differences in pathways to career satisfaction. The variables that we explored were formal and informal mentoring, academic resources (e.g., lab space, research assistants), collegial support, effectiveness of the department chair, and transparency of policies and procedures (e.g., for promotion and tenure, family leave). factors in faculty career satisfaction 19,38. Several studies report gender disparities in lab/office space, teaching/service loads, and other types of research support 19,27. Internal relational support refers to collegial relationships among departmental colleagues of a type that make a faculty member feel valued, included, supported, and respected by her peers. Such supports are important to career satisfaction, in part, because they provide opportunities for collaboration, assistance, and information. Perhaps due to low representation, women faculty report feelings of isolation and, thus, may not receive the same internal relational supports as men 3,4,12,15,24,25,27,35,39. Yet, collegial exchange may be even more important for women than for men in finding job satisfaction 4,12. Faculty Career Satisfaction Model 1
2020 ASEE Virtual Annual Conference Content Access Proceedings
The Journal of Higher Education, 2019
Higher education faces a conflict between the traditional logic of professionalism and an increas... more Higher education faces a conflict between the traditional logic of professionalism and an increasingly prominent corporate logic. Using interviews with 30 faculty at a single institution, we seek to understand the consequences of these competing logics. Across our interviews, faculty express a misalignment between their professional values and the corporate logic applied by administrators. This incompatibility contributes to faculty dissatisfaction, much of which is centered around three themes: increasing managerial control, quantification of faculty performance using commensurable metrics, and the university's financial climate, where generating revenue is perceived to take priority over educational mission. We identify four strategies faculty employ to manage conflicting logics: respondents resist the corporate logic through collective action, insulate themselves by engaging with a community of colleagues who share their professional logic, disengage from fully participating in university life, and consider moving to an institution where the corporate logic is less prevalent. We argue that the institutional logics framework confers several analytic advantages. As a meta-theory that specifies cross-level effects between individual actors, organizations, fields, and institutional orders, it provides a framework to capture top-down and bottom-up change, providing a more robust and inclusive understanding of how corporate logic is being incorporated into higher education.
Oxford Scholarship Online, 2017
The focus of this chapter is on the argument from inductive risk in the context of social science... more The focus of this chapter is on the argument from inductive risk in the context of social science research on disparate impact in employment outcomes. It identifies three types of situations in the testing of scientific theories, not sufficiently emphasized in the inductive risk literature, that raise considerations of inductive risk: choice of significance test, choice of how to measure disparate impact, and the operationalization of scientific variables. It argues that non-epistemic values have a legitimate role in two of these situations but not in the third. It uses this observation to build on the discussion of when and under what conditions considerations of inductive risk help to justify a role for non-epistemic values in science.
The Oxford Handbook of Philosophy of Biology, 2008
This article focuses on ethical issues of biomedical research. The ethical concerns raised mainta... more This article focuses on ethical issues of biomedical research. The ethical concerns raised maintain that potential benefits outweigh potential harms. The benefit is that collecting and reporting race data will help pharmacologists gain a better understanding of health, disease, and response to drug treatment. This, in turn, may help to eliminate many racial disparities in health outcomes. While there are some legitimate concerns associated with the use of race in medicine, these problems can be overcome. Answers to questions about the origins of racial variation in health outcomes are likely to vary from disease to disease and is likely to involve interactions among multiple environmental and social factors. The question of whether genetic factors are likely to play an important role in explaining race—associated health differences is largely unanswered—and can be answered only by future research.
Biology & Philosophy, 2004
Many contemporary race scholars reject the biological reality of race. Elsewhere I have argued th... more Many contemporary race scholars reject the biological reality of race. Elsewhere I have argued that they have been too quick to do so. Part of the reason is that they have overlooked the possibility that races can be defined cladistically. Since the publication of the cladistic race concept, a number of questions and objections have been raised. My aim in this paper is to address these objections.