Damani K White-Lewis
Biographic Data
| ID | 5180968 |
|---|---|
| NAME | Damani K White-Lewis |
| GIVEN NAMES | Damani K |
| FAMILY NAME | White-Lewis |
| SIGNATURE | WHITE-LEWIS D K |
| AFFILIATIONS | University of Pennsylvania |
| ORCID | 0000-0003-4434-6559 |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 26 |
| AUTHOR COUNT | 9 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
Counteroffers for faculty at research universities
In US higher education, faculty members may receive an outside offer of employment from an external organization, and then receive a corresponding counteroffer from their current institution. Counteroffers are written contracts made to individuals — either prematurely in anticipation of an outside offer, but most often after an outside offer — that outline improved salary, benefits, and/or other employment conditions with the hopes of retaining t…
Making the Band
Double standards in promotion and tenure
Leaving the Institution or Leaving the Academy? Analyzing the Factors that Faculty Weigh in Actual Departure Decisions
Do Rubrics Live up to Their Promise? Examining How Rubrics Mitigate Bias in Faculty Hiring
Many colleges and universities now require faculty search committees to use rubrics when evaluating faculty job candidates, as proponents believe these “decision-support tools” can reduce the impact of bias in candidate evaluation. That is, rubrics are intended to ensure that candidates are evaluated more fairly, which is then thought to contribute to the enhanced hiring of candidates from minoritized groups. However, there is scant — and even co…
The Safest Bet
Efforts to mitigate bias in faculty hiring processes are well-documented in the literature. Yet, significant barriers to the hiring of racially minoritized and White women in many STEM fields remain. An underreported barrier to inclusive hiring is assessment of risk. Guided by theory from behavioral economics, social psychology, and decision-making, we examine the inner workings of five faculty search committees to understand how committee member…
Before the AD
Background/Context Although academic departments have more tools to advance faculty diversity than ever before, many still downplay their own responsibility throughout the hiring process. This results in a cycle of apathy that activates once searches are already under way, and structural change is out of reach. Yet few studies empirically outline what structural change entails so that departments can play a more active role in improving search pr…
In Pursuit of Meaningful Relationships
The Facade of Fit in Faculty Search Processes
Various concerns regarding the vitality and racial/ethnic composition of the academic profession have prompted new study of faculty search committees and hiring paradigms, most notably examining the term “fit” in candidate appraisals. Yet no study utilizes a candidate evaluation framework to investigate whether or not faculty members truly assess for fit, or if these assessments stifle diversification processes, especially in light of pervasive i…
The Facade of Fit in Faculty Search Processes
Various concerns regarding the vitality and racial/ethnic composition of the academic profession have prompted new study of faculty search committees and hiring paradigms, most notably examining the term “fit” in candidate appraisals. Yet no study utilizes a candidate evaluation framework to investigate whether or not faculty members truly assess for fit, or if these assessments stifle diversification processes, especially in light of pervasive i…
Do Rubrics Live up to Their Promise? Examining How Rubrics Mitigate Bias in Faculty Hiring
Many colleges and universities now require faculty search committees to use rubrics when evaluating faculty job candidates, as proponents believe these “decision-support tools” can reduce the impact of bias in candidate evaluation. That is, rubrics are intended to ensure that candidates are evaluated more fairly, which is then thought to contribute to the enhanced hiring of candidates from minoritized groups. However, there is scant — and even co…
In Pursuit of Meaningful Relationships
The Safest Bet
Efforts to mitigate bias in faculty hiring processes are well-documented in the literature. Yet, significant barriers to the hiring of racially minoritized and White women in many STEM fields remain. An underreported barrier to inclusive hiring is assessment of risk. Guided by theory from behavioral economics, social psychology, and decision-making, we examine the inner workings of five faculty search committees to understand how committee member…
In Pursuit of Meaningful Relationships
The Facade of Fit in Faculty Search Processes
Various concerns regarding the vitality and racial/ethnic composition of the academic profession have prompted new study of faculty search committees and hiring paradigms, most notably examining the term “fit” in candidate appraisals. Yet no study utilizes a candidate evaluation framework to investigate whether or not faculty members truly assess for fit, or if these assessments stifle diversification processes, especially in light of pervasive i…
Before the AD
Background/Context Although academic departments have more tools to advance faculty diversity than ever before, many still downplay their own responsibility throughout the hiring process. This results in a cycle of apathy that activates once searches are already under way, and structural change is out of reach. Yet few studies empirically outline what structural change entails so that departments can play a more active role in improving search pr…
Leaving the Institution or Leaving the Academy? Analyzing the Factors that Faculty Weigh in Actual Departure Decisions
Do Rubrics Live up to Their Promise? Examining How Rubrics Mitigate Bias in Faculty Hiring
Many colleges and universities now require faculty search committees to use rubrics when evaluating faculty job candidates, as proponents believe these “decision-support tools” can reduce the impact of bias in candidate evaluation. That is, rubrics are intended to ensure that candidates are evaluated more fairly, which is then thought to contribute to the enhanced hiring of candidates from minoritized groups. However, there is scant — and even co…
The Safest Bet
Efforts to mitigate bias in faculty hiring processes are well-documented in the literature. Yet, significant barriers to the hiring of racially minoritized and White women in many STEM fields remain. An underreported barrier to inclusive hiring is assessment of risk. Guided by theory from behavioral economics, social psychology, and decision-making, we examine the inner workings of five faculty search committees to understand how committee member…
Making the Band
Double standards in promotion and tenure
Counteroffers for faculty at research universities
In US higher education, faculty members may receive an outside offer of employment from an external organization, and then receive a corresponding counteroffer from their current institution. Counteroffers are written contracts made to individuals — either prematurely in anticipation of an outside offer, but most often after an outside offer — that outline improved salary, benefits, and/or other employment conditions with the hopes of retaining t…
Higher Education Research Studies (8 works) · Psychology (8 works) · Political science (6 works) · Medical education (5 works) · Medicine (5 works) · Sociology (5 works) · Higher education (4 works) · Pedagogy (4 works) · Public relations (4 works) · Economics (3 works)