Examining the Influence of Workplace Microaggressions on Underrepresented Minority STEM Faculty Members' Motivation for Research

• In Event: Inclusion and Culture in Faculty Teaching, Evaluation, and Development

Abstract

Negative and often unconscious beliefs about marginalized groups, including women and people of color, are sometimes manifested in discriminatory and degrading slights called microaggressions. Microaggressions can have more negative implications than traditional racism; however, their impact on Underrepresented Minority (URM) faculty, particularly regarding their research motivation and productivity, has not been examined. Six hundred and eleven STEM faculty from 10 USA universities completed an online survey, of which 39% self-identified as URM. URM women were 50% more susceptible to gender microaggressions, which correlated negatively with autonomy and competence, and positively with amotivation. Racial\ethnic microaggressions correlated positively with external motivation, among non-white URM faculty and competence among non-white URM women, which were 43% more likely to experience it.

Authors

• Mojdeh J Mardani, Dyson Institute
  Presenting Author

• Robert H. Stupnisky, University of North Dakota
  Presenting Author