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Resumo

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 relational inequality theory, our study focuses on 32 faculty of color, including 18 women and 14 men, comparing their experiences to 30 same-rank white departmental colleagues. Comparing the experiences of faculty who share the same rank and department but differ by race and gender provides a deeper understanding of how race and gender inequalities intersect and are shaped by organizational processes. Active exclusion involves the devaluation of BIPOC faculty's research, as well the barring of access to resources and positions. Overinclusion is characterized by the overreliance of the university on the labor of faculty of color, particularly women of color, without appropriate compensation. Finally, we conceptualize a more passive kind of exclusion, where BIPOC faculty are left out of collaborations, mentoring, and decision-making relative to white colleagues. Moving beyond rhetoric to disrupting racism in the academy requires addressing overinclusion, and both active and passive forms of exclusion.

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