Ember Skye Kane-Lee
Biographic Data
| ID | 4267597 |
|---|---|
| NAME | Ember Skye Kane-Lee |
| GIVEN NAMES | Ember Skye |
| FAMILY NAME | Kane-Lee |
| SIGNATURE | KANE-LEE E S |
| AFFILIATIONS | University of Massachusetts Amherst |
| ORCID | 0000-0001-5037-6549 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 7 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2022 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
The Maya Effect
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…
I don't believe that I have been wanted
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
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
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) …
Deciding Together as Faculty
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…
I don't believe that I have been wanted
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
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) …
Creating inclusive department climates in STEM fields
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) …
Deciding Together as Faculty
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…
I don't believe that I have been wanted
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
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…
Gender Diversity and Inequality (3 works) · Inequality (3 works) · Intersectionality (3 works) · Mentoring and Academic Development (3 works) · Sociology (3 works) · Diversity and Career in Medicine (2 works) · Gender Studies (2 works) · Law (2 works) · Narrative (2 works) · Political science (2 works)