Jafari, Zahra
Permanent URI for this collectionhttps://hdl.handle.net/10222/84753
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Item Open Access A Systematic Review of Racial and Gender Inequities in Faculty Positions in Academia(2024-12-10) Jafari, Zahra; Hickey, Ellen; Johnstone, Marjorie; Habibnezhad, MohammadBACKGROUND Academia, as a cornerstone of societal progress through education, innovation, and policy, thrives on the inclusion of diverse scholars. Embracing a diverse spectrum of scholars within academia is imperative to maximize this progress. However, entrenched racial and gender disparities within academia create barriers that obstruct the recruitment and retention of scholars from diverse racial and gender backgrounds and erode the overall scientific impact of academic pursuits. Empirical evidence from various academic institutions across Canada highlights the significant underrepresentation of gendered, racialized, and Indigenous faculty, and indicates that racialized women are the most under-represented among full-time professors and instructors. OBJECTIVES In light of ongoing discussions on equity, diversity, and inclusion (EDI), and the complex interplay of race and gender within academic environments, this review aimed to assess and illuminate the current state of diversity in faculty hiring. Specifically, it examined the representation of race and the intersection of race and gender in academic institutions. METHODS This systematic review focused on peer-reviewed articles from the last ten years and adhered to the PRISMA 2020 guidelines. A comprehensive search was conducted across six databases: Sociological Abstracts, APA PsycINFO, CINAHL, Gender Studies Database, and MEDLINE. The searches were performed on July 30, 2024, and results were limited to publications from 2014 onwards. Inclusion and exclusion criteria were defined using the PICOS framework: Participants—individuals from underrepresented racial or gender minority groups seeking tenure or promotion; Comparator—non-racialized or gender minority groups, or no comparator; Outcomes—diversity statistics in faculty hiring, reported challenges, and factors contributing to these outcomes; Study design—peer-reviewed research publications. Of the 8,423 publications identified through the systematic search, 72 were included in the final knowledge synthesis and narratively synthesized and discussed. RESULT & CONCLUSIONS This review highlights persistent racial and gender disparities in academic faculty positions, with underrepresented racial groups, particularly racialized women, facing significant barriers in recruitment, retention, and promotion. White male faculty dominate senior and leadership roles, while other groups remain underrepresented, with Asian and underrepresented minority (URM) faculty experiencing lower promotion rates, prolonged advancement timelines, and higher attrition rates. Although some progress has been made, systemic inequities continue to hinder meaningful representation, especially in leadership positions. Addressing these disparities requires targeted actions, such as inclusive hiring practices, mentorship and leadership opportunities for underrepresented groups, and robust career development support. Institution-wide diversity and inclusion initiatives are essential to foster a fair academic environment that values and leverages diverse perspectives.