Ethel L Mickey
Biographic Data
| ID | 217707 |
|---|---|
| NAME | Ethel L Mickey |
| GIVEN NAMES | Ethel L |
| FAMILY NAME | Mickey |
| SIGNATURE | MICKEY E L |
| AFFILIATIONS | California State University, San Bernardino |
| ORCID | 0000-0001-6307-4814 |
| VERIFIED | Yes |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 47 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2018 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
The Maya Effect: Theorizing Beyond Matthew and Matilda Effects to an Intersectional Understanding of Collaboration
Unequal credit in academic collaboration has long been understood through the Matthew effect—more credit is given to already famous coauthors. The Matilda effect posits that women receive less credit than men, assumed to be riding collaborators’ coattails. Analyzing 62 interviews that center women faculty of color contrasted with three same-rank colleagues (white women, men of color, and white men), we theorize the Maya effect: how unequal credit…
A game of chutes and ladders: Gender and aspirational resources during the Covid‐19 pandemic
Career aspirations shape career pathways and long‐term outcomes and contribute to gender inequality. We examine how the sudden disruption of structural conditions during the COVID‐19 pandemic differentially affected the career aspirations of working mothers and fathers. We bridge literatures on work–family conflict and gendered career aspirations to consider which job structures and family arrangements served as aspirational resources that suppor…
I don't believe that I have been wanted: Processes of Overinclusion and Exclusion in Racialized and Gendered Organizations
Many studies document that faculty of color, and particularly women of color, find the academy unwelcoming. Yet research that centers intersectional understanding of the mechanisms leading to these inequalities is underdeveloped. We identify three context-dependent mechanisms of racial and gender disadvantage among faculty: active exclusion, overinclusion, and passive exclusion. Taking an explicitly intersectional approach that builds on relation…
Deciding Together as Faculty: Narratives of Unanticipated Consequences in Gendered and Racialized Departmental Service, Promotion, and Voting
Workplace inequalities scholarship often assumes making people aware of problems will lead to change, although gendered and racialized organizations theories show systemic problems beyond individual awareness. Still, not enough research analyzes the narratives of savvy organizational actors – like university faculty aware of inequalities – to understand the mechanisms operating against leveraging that knowledge for change. Data consist of 10 grou…
Creating inclusive department climates in STEM fields: Multiple faculty perspectives on the same departments
Climate studies that measure equity and inclusion among faculty reveal widespread gender and race disparities in higher education. The chilly departmental climate that women and faculty of color experience is typically measured through university-wide surveys. Although inclusion plays out at the department level, research rarely focuses on departments. Drawing from 57 interviews with faculty in 14 science, technology, engineering and math (STEM) …
Growing the roots of equity: The TREE model of institutional response to Covid-19
Feminist scholars have long documented the complex, multiple ways in which academic institutions reproduce gender inequalities (National Academy of Sciences, National Academy of Engineering, & Institute of Medicine, 2007). In times of crisis, institutional commitments to diversity, equity, and inclusion may be sidelined (Tulshyan, 2020). Academia must enact responses to coronavirus disease (COVID-19) that retain and promote diverse women faculty …
Gender and innovation through an intersectional lens: Re‐imagining academic entrepreneurship in the United States
How to study inequality in innovation? Often, the focus has been gender gaps in patenting. Yet much is missing from our understanding of gendered inequality in innovation with this focus. This review discusses how gender and innovation are intertwined in durable academic inequalities and have implications for who is served by innovation. It summarizes research on gender and race gaps in academic entrepreneurship (including patenting), reasons for…
The persistence of neoliberal logics in faculty evaluations amidst Covid‐19: Recalibrating toward equity
In this paper, we theorize the intersectional gendered impacts of COVID-19 on faculty labor, with a particular focus on how institutions of higher education in the United States evaluate faculty labor amidst the COVID-19 transition and beyond. The pandemic has disrupted faculty research, teaching, and service in differential ways, having larger impacts on women faculty, faculty of color, and caregiving faculty in ways that further reflect the int…
A “Chillier” Climate for Multiply Marginalized STEM Faculty Impedes Research Collaboration
The Organization of Networking and Gender Inequality in the New Economy: Evidence from the Tech Industry
In the new economy, with shrinking organizational supports and increased precarity for professional workers, networking has intensified as an entrepreneurial career management strategy. Networking is embedded in the logic of new work organizations, but less attention has been paid to its impact on gender inequality. Through fifty interviews with workers from one tech company and nine months of observations, I ask: (1) In the new economy, with int…
Mothers Work: Confronting the Mommy Wars, Raising Children, and Working for Social Change
Eat, Pray, Love’ Bullshit: Women’s Empowerment through Wellness at an Elite Professional Conference
Professional women’s groups and conferences aim to improve women’s status in the workplace through networking and the exchange of resources. This article applies a critical feminist lens to one women’s conference, illustrating how the collective space paradoxically individualizes women’s career experiences. Drawing upon participant observation at the Innovative Women in Business Conference, I explore how the conference’s goal to connect businessw…
When Gendered Logics Collide: Going Public and Restructuring in a High-Tech Organization
Gender scholars argued that gendered organizations theory needs updating as organizational logic has shifted amid neoliberal workplace transformations. This qualitative case study of a high-tech firm reveals how features of the traditional work logic remain resilient. I analyze the gendered implications of a high-tech startup restructuring and going public, finding the flexible organization to bureaucratize, implementing specialized jobs and a hi…
Race, Identity and Work
The Organization of Networking and Gender Inequality in the New Economy: Evidence from the Tech Industry
In the new economy, with shrinking organizational supports and increased precarity for professional workers, networking has intensified as an entrepreneurial career management strategy. Networking is embedded in the logic of new work organizations, but less attention has been paid to its impact on gender inequality. Through fifty interviews with workers from one tech company and nine months of observations, I ask: (1) In the new economy, with int…
When Gendered Logics Collide: Going Public and Restructuring in a High-Tech Organization
Gender scholars argued that gendered organizations theory needs updating as organizational logic has shifted amid neoliberal workplace transformations. This qualitative case study of a high-tech firm reveals how features of the traditional work logic remain resilient. I analyze the gendered implications of a high-tech startup restructuring and going public, finding the flexible organization to bureaucratize, implementing specialized jobs and a hi…
The persistence of neoliberal logics in faculty evaluations amidst Covid‐19: Recalibrating toward equity
In this paper, we theorize the intersectional gendered impacts of COVID-19 on faculty labor, with a particular focus on how institutions of higher education in the United States evaluate faculty labor amidst the COVID-19 transition and beyond. The pandemic has disrupted faculty research, teaching, and service in differential ways, having larger impacts on women faculty, faculty of color, and caregiving faculty in ways that further reflect the int…
Deciding Together as Faculty: Narratives of Unanticipated Consequences in Gendered and Racialized Departmental Service, Promotion, and Voting
Workplace inequalities scholarship often assumes making people aware of problems will lead to change, although gendered and racialized organizations theories show systemic problems beyond individual awareness. Still, not enough research analyzes the narratives of savvy organizational actors – like university faculty aware of inequalities – to understand the mechanisms operating against leveraging that knowledge for change. Data consist of 10 grou…
A “Chillier” Climate for Multiply Marginalized STEM Faculty Impedes Research Collaboration
Eat, Pray, Love’ Bullshit: Women’s Empowerment through Wellness at an Elite Professional Conference
Professional women’s groups and conferences aim to improve women’s status in the workplace through networking and the exchange of resources. This article applies a critical feminist lens to one women’s conference, illustrating how the collective space paradoxically individualizes women’s career experiences. Drawing upon participant observation at the Innovative Women in Business Conference, I explore how the conference’s goal to connect businessw…
I don't believe that I have been wanted: Processes of Overinclusion and Exclusion in Racialized and Gendered Organizations
Many studies document that faculty of color, and particularly women of color, find the academy unwelcoming. Yet research that centers intersectional understanding of the mechanisms leading to these inequalities is underdeveloped. We identify three context-dependent mechanisms of racial and gender disadvantage among faculty: active exclusion, overinclusion, and passive exclusion. Taking an explicitly intersectional approach that builds on relation…
Creating inclusive department climates in STEM fields: Multiple faculty perspectives on the same departments
Climate studies that measure equity and inclusion among faculty reveal widespread gender and race disparities in higher education. The chilly departmental climate that women and faculty of color experience is typically measured through university-wide surveys. Although inclusion plays out at the department level, research rarely focuses on departments. Drawing from 57 interviews with faculty in 14 science, technology, engineering and math (STEM) …
Growing the roots of equity: The TREE model of institutional response to Covid-19
Feminist scholars have long documented the complex, multiple ways in which academic institutions reproduce gender inequalities (National Academy of Sciences, National Academy of Engineering, & Institute of Medicine, 2007). In times of crisis, institutional commitments to diversity, equity, and inclusion may be sidelined (Tulshyan, 2020). Academia must enact responses to coronavirus disease (COVID-19) that retain and promote diverse women faculty …
Gender and innovation through an intersectional lens: Re‐imagining academic entrepreneurship in the United States
How to study inequality in innovation? Often, the focus has been gender gaps in patenting. Yet much is missing from our understanding of gendered inequality in innovation with this focus. This review discusses how gender and innovation are intertwined in durable academic inequalities and have implications for who is served by innovation. It summarizes research on gender and race gaps in academic entrepreneurship (including patenting), reasons for…
Race, Identity and Work
Eat, Pray, Love’ Bullshit: Women’s Empowerment through Wellness at an Elite Professional Conference
Professional women’s groups and conferences aim to improve women’s status in the workplace through networking and the exchange of resources. This article applies a critical feminist lens to one women’s conference, illustrating how the collective space paradoxically individualizes women’s career experiences. Drawing upon participant observation at the Innovative Women in Business Conference, I explore how the conference’s goal to connect businessw…
When Gendered Logics Collide: Going Public and Restructuring in a High-Tech Organization
Gender scholars argued that gendered organizations theory needs updating as organizational logic has shifted amid neoliberal workplace transformations. This qualitative case study of a high-tech firm reveals how features of the traditional work logic remain resilient. I analyze the gendered implications of a high-tech startup restructuring and going public, finding the flexible organization to bureaucratize, implementing specialized jobs and a hi…
Mothers Work: Confronting the Mommy Wars, Raising Children, and Working for Social Change
Creating inclusive department climates in STEM fields: Multiple faculty perspectives on the same departments
Climate studies that measure equity and inclusion among faculty reveal widespread gender and race disparities in higher education. The chilly departmental climate that women and faculty of color experience is typically measured through university-wide surveys. Although inclusion plays out at the department level, research rarely focuses on departments. Drawing from 57 interviews with faculty in 14 science, technology, engineering and math (STEM) …
Growing the roots of equity: The TREE model of institutional response to Covid-19
Feminist scholars have long documented the complex, multiple ways in which academic institutions reproduce gender inequalities (National Academy of Sciences, National Academy of Engineering, & Institute of Medicine, 2007). In times of crisis, institutional commitments to diversity, equity, and inclusion may be sidelined (Tulshyan, 2020). Academia must enact responses to coronavirus disease (COVID-19) that retain and promote diverse women faculty …
Gender and innovation through an intersectional lens: Re‐imagining academic entrepreneurship in the United States
How to study inequality in innovation? Often, the focus has been gender gaps in patenting. Yet much is missing from our understanding of gendered inequality in innovation with this focus. This review discusses how gender and innovation are intertwined in durable academic inequalities and have implications for who is served by innovation. It summarizes research on gender and race gaps in academic entrepreneurship (including patenting), reasons for…
The persistence of neoliberal logics in faculty evaluations amidst Covid‐19: Recalibrating toward equity
In this paper, we theorize the intersectional gendered impacts of COVID-19 on faculty labor, with a particular focus on how institutions of higher education in the United States evaluate faculty labor amidst the COVID-19 transition and beyond. The pandemic has disrupted faculty research, teaching, and service in differential ways, having larger impacts on women faculty, faculty of color, and caregiving faculty in ways that further reflect the int…
A “Chillier” Climate for Multiply Marginalized STEM Faculty Impedes Research Collaboration
The Organization of Networking and Gender Inequality in the New Economy: Evidence from the Tech Industry
In the new economy, with shrinking organizational supports and increased precarity for professional workers, networking has intensified as an entrepreneurial career management strategy. Networking is embedded in the logic of new work organizations, but less attention has been paid to its impact on gender inequality. Through fifty interviews with workers from one tech company and nine months of observations, I ask: (1) In the new economy, with int…
Deciding Together as Faculty: Narratives of Unanticipated Consequences in Gendered and Racialized Departmental Service, Promotion, and Voting
Workplace inequalities scholarship often assumes making people aware of problems will lead to change, although gendered and racialized organizations theories show systemic problems beyond individual awareness. Still, not enough research analyzes the narratives of savvy organizational actors – like university faculty aware of inequalities – to understand the mechanisms operating against leveraging that knowledge for change. Data consist of 10 grou…
A game of chutes and ladders: Gender and aspirational resources during the Covid‐19 pandemic
Career aspirations shape career pathways and long‐term outcomes and contribute to gender inequality. We examine how the sudden disruption of structural conditions during the COVID‐19 pandemic differentially affected the career aspirations of working mothers and fathers. We bridge literatures on work–family conflict and gendered career aspirations to consider which job structures and family arrangements served as aspirational resources that suppor…
I don't believe that I have been wanted: Processes of Overinclusion and Exclusion in Racialized and Gendered Organizations
Many studies document that faculty of color, and particularly women of color, find the academy unwelcoming. Yet research that centers intersectional understanding of the mechanisms leading to these inequalities is underdeveloped. We identify three context-dependent mechanisms of racial and gender disadvantage among faculty: active exclusion, overinclusion, and passive exclusion. Taking an explicitly intersectional approach that builds on relation…
The Maya Effect: Theorizing Beyond Matthew and Matilda Effects to an Intersectional Understanding of Collaboration
Unequal credit in academic collaboration has long been understood through the Matthew effect—more credit is given to already famous coauthors. The Matilda effect posits that women receive less credit than men, assumed to be riding collaborators’ coattails. Analyzing 62 interviews that center women faculty of color contrasted with three same-rank colleagues (white women, men of color, and white men), we theorize the Maya effect: how unequal credit…
Sociology (12 works) · Gender Diversity and Inequality (10 works) · Political science (10 works) · Gender Studies (7 works) · Inequality (7 works) · Psychology (7 works) · Law (6 works) · Public relations (6 works) · Diversity and Career in Medicine (5 works) · Gender Studies (4 works)