Wage Disparities in Academia for Engineering Women of Color and the Limitations of Advocacy and Agency

Ebony McGee (), Monica F. Cox (), Joyce B. Main (), Monica L. Miles () and Meseret F. Hailu
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Ebony McGee: Johns Hopkins University
Monica F. Cox: American Society for Engineering Education (ASEE, Department of Engineering Education
Joyce B. Main: Purdue University
Monica L. Miles: School of Engineering, Engineering Education
Meseret F. Hailu: Arizona State University

Research in Higher Education, 2024, vol. 65, issue 5, No 6, 914-942

Abstract: Abstract The devaluation of women of Color (WoC) by way of gender discrimination and systemic racism is well documented. For WoC in engineering a chief cause is the observable wage gap. Women who identify as Asian, Black/African American, Latina/Chicana, Indigenous/Native American, Native Hawaiian, Pacific Islander, Native Alaskan, and/or multiracial have reported stark wage disparities. In this paper, we offer a phenomenological study of how WoC engineering faculty across U.S. academic institutions describe the challenges and practices associated with wage disparities and how they navigate these disparities. This study, which is based on participant interviews, is guided by three research questions: (1) What do WoC engineering tenure-track faculty perceive about wage disparities based on their race and gender? (2) How do WoC faculty understand the institutional practices that contribute to wage disparities? and (3) How do WoC engineering faculty respond to and address wage disparities? Using structural racism and intersectionality as our guiding conceptual framework, we interviewed 32 self-identified WoC who identified structures and systems of institutional racism related to the maintenance of wage disparities. In terms of findings, we note that WoC have two primary strategies to respond to wage disparity: advocacy and agency. The experiences of WoC engineering faculty in our study highlight unsatisfying institutional responses, and thus WoC often rely on their own agency to advocate for themselves and to advocate for and mentor other WoC faculty. We found a few notable cases where men advocated for women to help close the wage gap. Our work reveals that pay inequity for WoC is often coupled with other forms of exclusion and marginalization. Reducing wage disparities in academia is critical to advancing diversity efforts and ensuring equitable support for WoC faculty. Our findings suggest that institutions can work diligently to rectify wage inequality, including making sustainable structural and salary modifications and sharing the burden of combatting wage inequities. Finally, our findings also highlight the importance of making policy changes to reduce pay inequalities, such as providing transparent pay information and more opportunities to earn merit raises.

Keywords: Advocacy; Agency; STEM Faculty; Wage gap; Discrimination; Women of Color (search for similar items in EconPapers)
Date: 2024
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DOI: 10.1007/s11162-023-09766-3

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