Román Liera
Biographic Data
| ID | 352070 |
|---|---|
| NAME | Román Liera |
| GIVEN NAMES | Román |
| FAMILY NAME | Liera |
| SIGNATURE | LIERA R |
| AFFILIATIONS | Montclair State University |
| ORCID | 0000-0003-3080-2891 |
| VERIFIED | Yes |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 28 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2018 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
Diversity Ideologies and Racial Commodification: Navigating Reappointment, Tenure, and Promotion as Early Career Faculty of Color Amid Organizational DEI Co-optation
In response to public incidents of police brutality and the rise of the Black Lives Matter movement, leaders at Historically White Research Universities (HWRUs) began publicizing their investments in racial equity as recently as 2020. These investments, however, often lacked the infrastructure necessary for substantive, systemic change. One prominent area of resource allocation was the recruitment and hiring of faculty with expertise and experien…
The Convergence of Institutional Logics in Community Colleges: Adjunct Faculty and the Reproduction of Inequities in the Professoriate
Purpose: In this article, we examine the experiences of adjunct faculty in the community college sector and analyze how they use dominant institutional logics to rationalize their decision making and behaviors. We pay particular attention to how adjunct faculty converge dominant institutional logics to explain, and in many instances produce, the disparities they experience. Research Methods/Approach: For this qualitative study, we analyzed interv…
The Equity Scorecard and Equity-Minded Higher Education and Student Affairs Practitioners
Higher education and student affairs (HESA) master programs are in positions to prepare students to be equity-minded practitioners. Although research highlights programmatic efforts to instill a sense of equity and justice in students, limited research showcases specialized courses and instructional methods that provide students with the language, tools, and empowerment to engage in equity-mindedness. We present auto-ethnographies of students eng…
Postdoctoral scholars of color and their perceptions of equity-minded mentoring practices
Reclaiming agency, navigating constraint: Experiences of PhD students of color on the academic job market at the height of Covid-19
Analyzing the Purposes and Mechanisms of Faculty Cluster Hiring Initiatives to Promote Racial Equity
Nice for What? The Contradictions and Tensions of an Urban District’s Racial Equity Transformation
Diversity, equity, and inclusion training has exploded over the last decade. While many districts invest considerable resources in developing their leaders’ knowledge and skills on equity issues, “niceness” can perpetuate whiteness and present formidable obstacles to meaningful progress. Investigating a large urban-emergent district as a case study, we examine the efforts to eliminate the racial barriers perpetuated by its leaders and explore the…
Taking equity-mindedness to the next level: The equity-minded organization
University and college leaders have an espoused interest in racial equity. In recent years, university and college leaders have invested in diversity, equity, and inclusion (DEI) training that focuses on developing individual attributes that reflect equity-mindedness. For example, DEI training efforts have often been focused on helping faculty develop critical race consciousness by raising their awareness of systemic racism in their routine teach…
A Composite Counterstory of Latinx Faculty Navigating and Resisting a Culture of Niceness
Latinx faculty play a significant role in supporting the success of Latinx students. However, a culture of niceness at Historically White Serving Institutions with Hispanic-Serving Institution designations could reproduce inequities for Latinx faculty and thus contribute to their departure. We created a composite counterstory from interview data with Latinx faculty to illustrate how Latinx faculty created validating and supporting environments to…
When Race Becomes Capital: Diversity, Faculty Hiring, and the Entrenchment of Racial Capitalism in Higher Education
Faculty hiring is an important dimension of diversity efforts across many postsecondary institutions. Many U.S. colleges and universities have released faculty job announcements establishing a demonstrated commitment to diversity, equity, and inclusion as a necessary criterion for applicants. This move is significant because it entrenches diversity as a commodity—an exchangeable good that universities value and are willing to pay for. This concep…
Expanding Faculty Members’ Zone of Proximal Development to Enact Collective Agency for Racial Equity in Faculty Hiring
This study examined how a professional development initiative on racial equity facilitated the expansion of faculty members’ agency to use a critical race-consciousness lens to disrupt White supremacy in faculty hiring policy and practice. I analyzed interview data from faculty members who participated in a 10-month professional development training. Findings reveal how language, tools, and peer-to-peer interactions mediated learning through agen…
Equity Advocates Using Equity-Mindedness to Interrupt Faculty Hiring's Racial Structure
Background/Context Education scholars have recommended steps for college and university leaders to take toward creating a more racially diverse professoriate. However, the majority of the scholarship is neither empirical nor focused on faculty actively negotiating barriers during search committee meetings to create equitable practices. Purpose/Objective/Research Question/Focus of Study The study examined faculty within search committees who recei…
Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity
This study applies cultural historical activity theory to examine the experiences of 17 professors at a religiously affiliated private university who participated in a 10-month, inquiry-based intervention to change their culture around faculty hiring. The findings illustrate that professors who use race-conscious language and tools to interrogate their campus culture’s historical roots with racism rethought their hiring process. In doing so, facu…
Faculty Learning at Boundaries to Broker Racial Equity
On many college campuses, faculty are being called on to act as change agents for racial equity. Through narrative inquiry analysis using the theoretical constructs of boundary crossing and boundary objects, this case study examined learning among faculty (n = 12) who attempted to broker structural changes at their universities through participation in action research. The findings illustrate that boundary negotiation across the “silos” of academ…
Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity
This study applies cultural historical activity theory to examine the experiences of 17 professors at a religiously affiliated private university who participated in a 10-month, inquiry-based intervention to change their culture around faculty hiring. The findings illustrate that professors who use race-conscious language and tools to interrogate their campus culture’s historical roots with racism rethought their hiring process. In doing so, facu…
Faculty Learning at Boundaries to Broker Racial Equity
On many college campuses, faculty are being called on to act as change agents for racial equity. Through narrative inquiry analysis using the theoretical constructs of boundary crossing and boundary objects, this case study examined learning among faculty (n = 12) who attempted to broker structural changes at their universities through participation in action research. The findings illustrate that boundary negotiation across the “silos” of academ…
When Race Becomes Capital: Diversity, Faculty Hiring, and the Entrenchment of Racial Capitalism in Higher Education
Faculty hiring is an important dimension of diversity efforts across many postsecondary institutions. Many U.S. colleges and universities have released faculty job announcements establishing a demonstrated commitment to diversity, equity, and inclusion as a necessary criterion for applicants. This move is significant because it entrenches diversity as a commodity—an exchangeable good that universities value and are willing to pay for. This concep…
Expanding Faculty Members’ Zone of Proximal Development to Enact Collective Agency for Racial Equity in Faculty Hiring
This study examined how a professional development initiative on racial equity facilitated the expansion of faculty members’ agency to use a critical race-consciousness lens to disrupt White supremacy in faculty hiring policy and practice. I analyzed interview data from faculty members who participated in a 10-month professional development training. Findings reveal how language, tools, and peer-to-peer interactions mediated learning through agen…
Faculty Learning at Boundaries to Broker Racial Equity
On many college campuses, faculty are being called on to act as change agents for racial equity. Through narrative inquiry analysis using the theoretical constructs of boundary crossing and boundary objects, this case study examined learning among faculty (n = 12) who attempted to broker structural changes at their universities through participation in action research. The findings illustrate that boundary negotiation across the “silos” of academ…
Equity Advocates Using Equity-Mindedness to Interrupt Faculty Hiring's Racial Structure
Background/Context Education scholars have recommended steps for college and university leaders to take toward creating a more racially diverse professoriate. However, the majority of the scholarship is neither empirical nor focused on faculty actively negotiating barriers during search committee meetings to create equitable practices. Purpose/Objective/Research Question/Focus of Study The study examined faculty within search committees who recei…
Moving Beyond a Culture of Niceness in Faculty Hiring to Advance Racial Equity
This study applies cultural historical activity theory to examine the experiences of 17 professors at a religiously affiliated private university who participated in a 10-month, inquiry-based intervention to change their culture around faculty hiring. The findings illustrate that professors who use race-conscious language and tools to interrogate their campus culture’s historical roots with racism rethought their hiring process. In doing so, facu…
Taking equity-mindedness to the next level: The equity-minded organization
University and college leaders have an espoused interest in racial equity. In recent years, university and college leaders have invested in diversity, equity, and inclusion (DEI) training that focuses on developing individual attributes that reflect equity-mindedness. For example, DEI training efforts have often been focused on helping faculty develop critical race consciousness by raising their awareness of systemic racism in their routine teach…
A Composite Counterstory of Latinx Faculty Navigating and Resisting a Culture of Niceness
Latinx faculty play a significant role in supporting the success of Latinx students. However, a culture of niceness at Historically White Serving Institutions with Hispanic-Serving Institution designations could reproduce inequities for Latinx faculty and thus contribute to their departure. We created a composite counterstory from interview data with Latinx faculty to illustrate how Latinx faculty created validating and supporting environments to…
When Race Becomes Capital: Diversity, Faculty Hiring, and the Entrenchment of Racial Capitalism in Higher Education
Faculty hiring is an important dimension of diversity efforts across many postsecondary institutions. Many U.S. colleges and universities have released faculty job announcements establishing a demonstrated commitment to diversity, equity, and inclusion as a necessary criterion for applicants. This move is significant because it entrenches diversity as a commodity—an exchangeable good that universities value and are willing to pay for. This concep…
Expanding Faculty Members’ Zone of Proximal Development to Enact Collective Agency for Racial Equity in Faculty Hiring
This study examined how a professional development initiative on racial equity facilitated the expansion of faculty members’ agency to use a critical race-consciousness lens to disrupt White supremacy in faculty hiring policy and practice. I analyzed interview data from faculty members who participated in a 10-month professional development training. Findings reveal how language, tools, and peer-to-peer interactions mediated learning through agen…
Nice for What? The Contradictions and Tensions of an Urban District’s Racial Equity Transformation
Diversity, equity, and inclusion training has exploded over the last decade. While many districts invest considerable resources in developing their leaders’ knowledge and skills on equity issues, “niceness” can perpetuate whiteness and present formidable obstacles to meaningful progress. Investigating a large urban-emergent district as a case study, we examine the efforts to eliminate the racial barriers perpetuated by its leaders and explore the…
The Equity Scorecard and Equity-Minded Higher Education and Student Affairs Practitioners
Higher education and student affairs (HESA) master programs are in positions to prepare students to be equity-minded practitioners. Although research highlights programmatic efforts to instill a sense of equity and justice in students, limited research showcases specialized courses and instructional methods that provide students with the language, tools, and empowerment to engage in equity-mindedness. We present auto-ethnographies of students eng…
Postdoctoral scholars of color and their perceptions of equity-minded mentoring practices
Reclaiming agency, navigating constraint: Experiences of PhD students of color on the academic job market at the height of Covid-19
Analyzing the Purposes and Mechanisms of Faculty Cluster Hiring Initiatives to Promote Racial Equity
Diversity Ideologies and Racial Commodification: Navigating Reappointment, Tenure, and Promotion as Early Career Faculty of Color Amid Organizational DEI Co-optation
In response to public incidents of police brutality and the rise of the Black Lives Matter movement, leaders at Historically White Research Universities (HWRUs) began publicizing their investments in racial equity as recently as 2020. These investments, however, often lacked the infrastructure necessary for substantive, systemic change. One prominent area of resource allocation was the recruitment and hiring of faculty with expertise and experien…
The Convergence of Institutional Logics in Community Colleges: Adjunct Faculty and the Reproduction of Inequities in the Professoriate
Purpose: In this article, we examine the experiences of adjunct faculty in the community college sector and analyze how they use dominant institutional logics to rationalize their decision making and behaviors. We pay particular attention to how adjunct faculty converge dominant institutional logics to explain, and in many instances produce, the disparities they experience. Research Methods/Approach: For this qualitative study, we analyzed interv…
Political science (11 works) · Sociology (11 works) · Higher Education Research Studies (10 works) · Public relations (9 works) · Critical Race Theory in Education (7 works) · Higher education (7 works) · Law (7 works) · Equity (law (6 works) · Mentoring and Academic Development (6 works) · Psychology (6 works)