Olusola David Ayibiowu

Scopus Publications

The Making of Future Scientists: Faculty Mentor Cultural Awareness and Inclusive Science Labs
Ivan A. Hernandez, Oliva Mota Segura, Rosalva Romero Gonzalez, Lilibeth Flores, Miguel T. Villodas, Christal D. Sohl, Jessi L. Smith, and Dustin B. Thoman
American Society for Cell Biology (ASCB)
Student researchers from racially marginalized and minoritized backgrounds who perceived their faculty research mentor to be more culturally aware experienced more positive social climates in the lab and were more identified as scientists. Increased science identity, in turn, predicted their motivation to pursue STEM careers three months later.

Undergraduate research data crucial to equity
Dustin B. Thoman, Jessi L. Smith, Ivan A. Hernandez, Christal D. Sohl, and Miguel T. Villodas
American Association for the Advancement of Science (AAAS)

From mandate to co-create: leading the development of inclusive performance evaluation criteria
Jessi L. Smith, Sylvia Mendez, Jennifer Poe, Camille Johnson, Dale K. Willson, Elizabeth A. Daniels, Heather Song, and Emily Skop
Emerald
PurposeAnnual performance evaluations of faculty are a routine, yet essential, task in higher education. Creating (or revising) performance criteria presents an opportunity for leaders to work with their teams to co-create evaluation metrics that broaden participation and minimise inequity. The purpose of this study was to support organisational leaders in developing equitable performance criteria.Design/methodology/approachWe adopted the “dual-agenda” dialogues training that draws on concepts of collective self-efficacy and intersectionality for department leaders to co-create annual review criteria with their faculty members at one university. We used qualitative and quantitative data to assess the training and conducted an equity audit of the resulting annual review criteria.FindingsSurvey results from faculty members and departmental leaders (n = 166) demonstrated general satisfaction with the process used to create new criteria, perceptions that their criteria were inclusive and optimism about future reviews. Those with greater familiarity with the dialogues process had more positive perceptions of the inclusivity of their department’s criteria and more positive expectations of future reviews. The examination of eight indicators of equity illustrated that the resultant criteria were transparent and holistic.Originality/valueThis study builds on the relatively little research on faculty members’ annual performance evaluations, focussing on inclusive dialogues that centre equity and diversity. Results highlight the value of providing department leaders with evidence-based tools to foster system-level change through equitable evaluation policies. A toolkit is available for adaptation of the “dual-agenda” leadership training to both co-create annual review criteria and improve equity and inclusion.

Scaling Up: Lessons for Persuading Science Faculty to Adopt an Evidence-Based Intervention
Jessi L. Smith and Dustin B. Thoman
Informa UK Limited

Facilitating the Success of Women’s Early Career Grants: A Local Solution to a National Problem
Chatanika Stoop, Rebecca Belou, and Jessi L. Smith
Springer Science and Business Media LLC
AbstractGrant funding is essential to the advancement of science, technology, engineering and math (STEM) fields with certain grants viewed as especially prestigious and career formative. The goal of this project was twofold: first to describe the gender demographics of the national winners of two prestigious grants and second, to document the impact of an educational program aimed at improving the success for women in STEM fields in a local setting. In Study 1, we analyzed publicly available national data to document gender gaps in National Science Foundation’s Faculty Early Career Development Program (CAREER) and National Institutes of Health’s K01 awards from 2008-2021. Results showed that, while the ratio of K01 awards favored women, the ratio of men-to-women CAREER awardees favored men. In Study 2, we implemented a grant-writing program for CAREER awards based in self-determination theory at one university and analyzed its impact on funding success. Results comparing before the educational program and after showed that the average annual success rate increased for everyone from 11% to 33%. Women-identified faculty who participated in the program were awarded CAREER funding at a higher rate than would be expected from the number of women eligible to apply or submission rates. While the correlational and observational nature of this study make it impossible to conclude that it was only the educational programs that resulted in the benefits to women’s award success, we encourage other universities to consider adapting the program and enable faculty development around grant success.

An Intersectional Application of Expectancy-Value Theory in an Undergraduate Chemistry Course
Allison M. French, Nicole M. Else-Quest, Michael Asher, Dustin B. Thoman, Jessi L. Smith, Janet S. Hyde, and Judith M. Harackiewicz
SAGE Publications
The underrepresentation of women and Black, Latinx, and Native Americans within the United States scientific workforce is a persistent and multifaceted problem warranting an intersectional approach. Applying intersectionality to the expectancy-value theory of motivation, we examined initial motivation and subsequent achievement among a sample of undergraduate students ( N = 687) enrolled in the science, technology, engineering, and mathematics (STEM) gateway course of introductory chemistry at a diverse 4-year university. We found no racial/ethnic group differences in initial motivation, but small ( d = .30) group differences in achievement. Results revealed a pattern of gender differences across both underrepresented (i.e., Black, Latinx, and Native American) and well-represented (i.e., White, Asian American) racial/ethnic groups such that, relative to men, women began the class with lower levels of confidence about their performance, but greater utility value and attainment value in learning chemistry. Consistent with expectancy-value theory, motivation at the beginning of the semester positively predicted final exam scores across gender and racial/ethnic intersectional groups. For Black, Latinx, and Native American students, attainment value was an especially strong predictor of subsequent achievement. Our findings point to the need to cultivate social contexts within undergraduate STEM education that promotes all aspects of science motivation among students from underrepresented groups. Online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/03616843231153390 .

Utility-value intervention promotes persistence and diversity in STEM
Michael W. Asher, Judith M. Harackiewicz, Patrick N. Beymer, Cameron A. Hecht, Liana B. Lamont, Nicole M. Else-Quest, Stacy J. Priniski, Dustin B. Thoman, Janet S. Hyde, and Jessi L. Smith
Proceedings of the National Academy of Sciences
We tested the long-term effects of a utility-value intervention administered in a gateway chemistry course, with the goal of promoting persistence and diversity in STEM. In a randomized controlled trial (N = 2,505), students wrote three essays about course content and its personal relevance or three control essays. The intervention significantly improved STEM persistence overall (74% vs. 70% were STEM majors 2.5 y later). Effects were larger for students from marginalized and underrepresented racial/ethnic groups, who were 14 percentage points more likely to persist in STEM fields in the intervention condition (69% vs. 55%). Mediation analysis suggests that the intervention promoted persistence for these students by bolstering their motivation to attain a STEM degree and by promoting engagement with course assignments. This theory-informed curricular intervention is a promising tool for educators committed to retaining students in STEM.

Creating an inclusive research lab with student onboarding materials
Ivan A. Hernandez, Jessi L. Smith, Miguel T. Villodas, and Dustin B. Thoman
Springer Science and Business Media LLC

A prosocial value intervention in gateway STEM courses
Judith M. Harackiewicz, Cameron A. Hecht, Michael W. Asher, Patrick N. Beymer, Liana B. Lamont, Natalie S. Wheeler, Nicole M. Else-Quest, Stacy J. Priniski, Jessi L. Smith, Janet S. Hyde,et al.
American Psychological Association (APA)
Many college students, especially first-generation and underrepresented racial/ethnic minority students, desire courses and careers that emphasize helping people and society. Can instructors of introductory science, technology, engineering, and math (STEM) courses promote motivation, performance, and equity in STEM fields by emphasizing the prosocial relevance of course material? We developed, implemented, and evaluated a prosocial utility-value intervention (UVI): A course assignment in which students were asked to reflect on the prosocial value of biology or chemistry course content; our focus was on reducing performance gaps between first-generation and continuing generation college students. In Studies 1a and 1b, we piloted two versions of a prosocial UVI in introductory biology (N = 282) and chemistry classes (N = 1,705) to test whether we could encourage students to write about the prosocial value of course content. In Study 2, we tested a version of the UVI that combines personal and prosocial values, relative to a standard UVI, which emphasizes personal values, using a randomized controlled trial in an introductory chemistry course (N = 2,505), and examined effects on performance and motivation in the course. In Study 3, we tested the prosocial UVI against a standard UVI in an introductory biology course (N = 712). Results suggest that the prosocial UVI may be particularly effective in promoting motivation and performance for first-generation college students, especially those who are more confident that they can perform well in the class, reflecting a classic expectancy-value interaction. Mediation analyses suggest that this intervention worked by promoting interest in chemistry. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Editorial: Women in academia: Challenges and solutions to representation in the social sciences
Camille S. Johnson, Jessi L. Smith, and Colette Van Laar
Frontiers Media SA
COPYRIGHT © 2022 Johnson, Smith and Van Laar. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. Editorial: Women in academia: Challenges and solutions to representation in the social sciences

The “Gift” of Time: Documenting Faculty Decisions to Stop the Tenure Clock During a Pandemic
Jessi L. Smith, L. Lynn Vidler, and Michele S. Moses
Springer Science and Business Media LLC
AbstractAnticipating the deleterious effects of pandemic mitigation protocols on faculty’s research and creative work, many universities introduced mechanisms for pre-tenured faculty to receive tenure clock extensions. Unlike most stop-the-clock extensions, which occur on an individual basis, the stop-the-tenure-clock during COVID-19 was a mass-triggering event that applied to all faculty. Informed by social role theory, we examined this unique situation of stop-the-tenure clock decisions by faculty at two different universities within the same state system. Institutional level demographic and field of study data on faculty decision making at one high research activity university (n = 97) and one very high research activity university (n = 387) were examined at two time points; a first tenure-clock stop opportunity and a second tenure-clock stop opportunity. Results show that although the overall rates of clock-stops were much larger at the research-intense university, the characteristics of who was most likely to accept or opt out of the first tenure-clock stop were similar at both universities. Ethnic minoritized faculty at both universities had greater odds of accepting the clock-stop. Results also showed that at both universities, women were somewhat more likely to accept the first tenure clock extension, and exploratory follow-up shows this gendered decision manifested differently depending on field of study. Relatively few faculty accepted the second tenure clock-stop. Our findings provide a portrait of who accepts or declines tenure clock extensions with important implications for downstream effects on equity within the academy.

Appealing to Faculty Gatekeepers: Motivational Processes for Intentions to Adopt an Evidence-B ased Intervention
Peter McPartlan, Dustin B Thoman, Jennifer Poe, Felisha A Herrera, and Jessi L Smith
Oxford University Press (OUP)
Abstract What motivates faculty teaching gateway courses to consider adopting an evidence-based classroom intervention? In this nationally representative study of biology faculty members in the United States (N = 422), we used expectancy–value–cost theory to understand three convergent motivational processes the faculty members’ underlying intentions to adopt an exemplar evidence-based classroom intervention: the utility value intervention (UVI). Although the faculty members perceived the intervention as valuable, self-reported intentions to implement it were degraded by concerns about costs and lower expectancies for successful implementation. Structural equation modeling revealed that the faculty members reporting lower intentions to adopt it tended to be White and to identify as male and had many years of teaching or were from a more research-focused university. These personal, departmental, and institutional factors mapped onto value, expectancies, and cost perceptions uniquely, showing that each process was a necessary but insufficient way to inspire intentions to adopt the UVI. Our findings suggest multifaceted, context-responsive appeals to support faculty member motivation to scale up adoption of evidence-based classroom interventions.

The Reproducibility Movement in Psychology: Does Researcher Gender Affect How People Perceive Scientists With a Failed Replication?
Leslie Ashburn-Nardo, Corinne A. Moss-Racusin, Jessi L. Smith, Christina M. Sanzari, Theresa K. Vescio, and Peter Glick
Frontiers Media SA
The reproducibility movement in psychology has resulted in numerous highly publicized instances of replication failures. The goal of the present work was to investigate people’s reactions to a psychology replication failure vs. success, and to test whether a failure elicits harsher reactions when the researcher is a woman vs. a man. We examined these questions in a pre-registered experiment with a working adult sample, a conceptual replication of that experiment with a student sample, and an analysis of data compiled and posted by a psychology researcher on their public weblog with the stated goal to improve research replicability by rank-ordering psychology researchers by their “estimated false discovery risk.” Participants in the experiments were randomly assigned to read a news article describing a successful vs. failed replication attempt of original work from a male vs. female psychological scientist, and then completed measures of researcher competence, likability, integrity, perceptions of the research, and behavioral intentions for future interactions with the researcher. In both working adult and student samples, analyses consistently yielded large main effects of replication outcome, but no interaction with researcher gender. Likewise, the coding of weblog data posted in July 2021 indicated that 66.3% of the researchers scrutinized were men and 33.8% were women, and their rank-ordering was not correlated with researcher gender. The lack of support for our pre-registered gender-replication hypothesis is, at first glance, encouraging for women researchers’ careers; however, the substantial effect sizes we observed for replication outcome underscore the tremendous negative impact the reproducibility movement can have on psychologists’ careers. We discuss the implications of such negative perceptions and the possible downstream consequences for women in the field that are essential for future study.

“Broad” Impact: Perceptions of Sex/Gender-Related Psychology Journals
Elizabeth R. Brown, Jessi L. Smith, and Doralyn Rossmann
Frontiers Media SA
Because men are overrepresented within positions of power, men are perceived as the default in academia (androcentrism). Androcentric bias emerges whereby research by men and/or dominated by men is perceived as higher quality and gains more attention. We examined if these androcentric biases materialize within fields that study bias (psychology). How do individuals in close contact with psychology view psychology research outlets (i.e., journals) with titles including the words women, gender, sex, or feminism (sex/gender-related) or contain the words men or masculinity (men-related; Study 1) versus psychology journals that publish other-specialized research, and do these perceptions differ in the general public? While the men-related journal was less meritorious than its other-specialty journal, evidence emerged supporting androcentric bias such that the men-related journal was more favorable than the other sex/gender-related journals (Study 1). Further, undergraduate men taking psychology classes rated sex/gender-related versus other-specialty journals as less favorable, were less likely to recommend subscription (Studies 1–2), and rated the journals as lower quality (Study 2 only). Low endorsement of feminist ideology was associated with less support for sex/gender-related journals versus matched other-specialty journals (Studies 1–2). Decreased subscription recommendations for sex/gender-related journals (and the men-related journal) were mediated by decreased favorability and quality beliefs, especially for men (for the sex/gender-related journals) and those low in feminist ideology (Studies 1–2). However, we found possible androcentric-interest within the public sphere. The public reach of articles (as determined by Altmetrics) published in sex/gender-related was greater than other-specialty journals (Study 3). The consequences of these differential perceptions for students versus the public and the impact on women’s advancement in social science and psychological science are discussed.

Department Leaders as Critical Conduits for the Advancement of Gender Equity Programs
Bryce E. Hughes, Jessi L. Smith, Megan Bruun, Elizabeth A. Shanahan, Sara Rushing, Kristen Intemann, Ian M. Handley, Rebecca Belou, Chatanika Stoop, and Leila Sterman
Informa UK Limited
Although women have made tremendous strides toward gender equity within science, technology, engineering, and mathematics (STEM) fields over the past couple of decades, reaching full equity will require the support of faculty colleagues. Department chairs and heads are crucial as the conduit between administration and faculty, yet they are traditionally an understudied contingent. Through in-depth, semi-structured interviews with 10 STEM department heads at a U.S. university, we uncovered the limiting ideologies that guide department leaders’ sensemaking around achieving gender equity—specifically meritocracy, objectivity, and neoliberalism. We discuss the implications for gender equity programs within higher education in terms of addressing these deeper frames of reference to achieve long-lasting outcomes. On one hand, change agents can leverage these dominant ideologies to create a shift in department leaders’ mind-sets, leading to earlier understanding and buy-in; on the other hand, failing to critically challenge these deep-seated assumptions and beliefs can impede long-term success.

Diversity Interventions in the Classroom: From Resistance to Action
Dustin B. Thoman, Melo-Jean Yap, Felisha A. Herrera, and Jessi L. Smith
American Society for Cell Biology (ASCB)
The diversity intervention-resistance to action model is presented along with interviews of biology faculty undertaken to understand how resistance to implementing diversity-enhancing classroom interventions manifests at four specific input points within a rational decision-making process that too often results in inaction.

Nevertheless, she persisted (in science research): Enhancing women students’ science research motivation and belonging through communal goals
Jill Allen, Elizabeth R. Brown, Alexi Ginther, Jasmine Elise Graham, Dominic Mercurio, and Jessi L. Smith
Springer Science and Business Media LLC

Diversity Fatigue: A Survey for Measuring Attitudes Towards Diversity Enhancing Efforts in Academia
Jessi L. Smith, Peter McPartlan, Jennifer Poe, and Dustin B. Thoman
American Psychological Association (APA)
OBJECTIVES Academia is grappling with how to address persistent underrepresentation and reduce inequities. With so many diversity-enhancing initiatives underway, some within the academic community might experience "diversity fatigue," a construct we use to understand majority groups' feelings of weariness toward diversity efforts. METHOD For our testing purposes, we focused on ethnic and minority underrepresentation, and collected data in four studies from 473 White American students and faculty. Using exploratory and confirmatory factor analysis and latent profile analysis, we develop and confirm the single factor structure of the final 6-item Diversity Fatigue scale. We measured associations with other established measures and examined the strength of the association between diversity fatigue and faculty's support for a diversity-enhancing intervention. RESULTS Results demonstrated scale reliability, convergent validity with system-justifying beliefs, and offer suggestive evidence of discriminant validity with inclusion concerns and implicit race-based associations. Although mean levels of diversity fatigue were low overall, diversity fatigue scores were related to concerns about the effort involved with diversity work and were significantly associated with faculty's motivation to adopt a diversity-enhancing classroom activity. CONCLUSIONS Diversity fatigue in academia is a dampening in people's response to or enthusiasm for efforts that improve the experience of underrepresented people. This state experience is connected to system-justifying beliefs and is related to concerns about the effort required to do diversity interventions. Understanding and measuring this construct has implications for the psychology of intergroup relations, as well as practical implications for campus communities committed to diversity programs. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Assimilation Undercuts Authenticity: A Consequence of Women’s Masculine Self-Presentation in Masculine Contexts
Rose Dormanen, Courtney S. Sanders, Joseph Maffly-Kipp, Jessi L. Smith, and Matthew Vess
SAGE Publications
We tested whether women’s sense of authenticity can be compromised by the expression of masculine characteristics and whether feelings of authenticity directly or indirectly connect masculine expression to a diminished sense of interest in a science position. In Study 1 ( N = 105), we randomly assigned female undergraduates to present themselves as possessing traditionally high masculine characteristics or possessing non-masculine characteristics. They recorded a video “interview” for a science laboratory position and reported on their feelings of authenticity. Women in the masculine-expression condition reported less authenticity, which was in turn associated with less interest in the position. Study 2 ( N = 240 women) showed that expressing masculine characteristics in a written “application” led to lower levels of authenticity and, in turn, less interest in the position. This effect occurred most strongly among women relatively high in feminine identification and low in masculine identification. These studies indicate that women who express masculine characteristics in science settings may experience less authenticity, which can in turn contribute to diminished interest in a science position. These findings suggest that efforts to improve women’s experiences in stereotypically masculine settings should focus on mitigating psychological connections between gender and success in those settings. Online slides for instructors who want to use this article for teaching are available on PWQ's website at http://journals.sagepub.com/doi/suppl/10.1177/0361684320947648

Open science, communal culture, and women's participation in the movement to improve science
Mary C. Murphy, Amanda F. Mejia, Jorge Mejia, Xiaoran Yan, Sapna Cheryan, Nilanjana Dasgupta, Mesmin Destin, Stephanie A. Fryberg, Julie A. Garcia, Elizabeth L. Haines,et al.
Proceedings of the National Academy of Sciences
SignificanceScience is rapidly changing with the current movement to improve science focused largely on reproducibility/replicability and open science practices. Through network modeling and semantic analysis, this article provides an initial exploration of the structure, cultural frames of collaboration and prosociality, and representation of women in the open science and reproducibility literatures. Network analyses reveal that the open science and reproducibility literatures are emerging relatively independently with few common papers or authors. Open science has a more collaborative structure and includes more explicit language reflecting communality and prosociality than does reproducibility. Finally, women publish more frequently in high-status author positions within open science compared with reproducibility. Implications for cultivating a diverse, collaborative culture of science are discussed.

The Role of Prosocial Goal Congruity on Student Motivation in Electrical Engineering
Brock J. Lameres, Maxwell S. Burns, Dustin B. Thoman, and Jessi L. Smith
Institute of Electrical and Electronics Engineers (IEEE)
<italic>Contribution:</italic> Prior studies on goal congruity show that students are more motivated to pursue careers that allow them to work with and help others and give back to their community (i.e., careers that afford prosocial value). This paper discovers this same pattern in electrical engineering (EE) and discovers that prosocial affordance beliefs are significantly associated with intensions to persist, while agency beliefs are not. <italic>Background:</italic> Goal congruity theory finds that people are more motivated to pursue a career if it aligns with values they endorse. This theory can shed light on why some students do not persist in EE because of the stereotype that the profession does not allow working with and helping others. <italic>Research Questions:</italic> This paper seeks to answer whether EE students perceive the profession as affording prosocial value, and to test associations between prosocial perceptions and motivation to persist in the field. <italic>Methodology:</italic> The first study in this paper was conducted on students in an introductory EE course (<inline-formula> <tex-math notation="LaTeX">$n\\,\\,= 79$ </tex-math></inline-formula>) that measured affordance beliefs about the EE profession and tested associations with intensions to persist. The second study compared affordance beliefs and trait endorsements held by students in the introductory level course with those in an advanced EE courses (<inline-formula> <tex-math notation="LaTeX">$n\\,\\,=51$ </tex-math></inline-formula>). <italic>Findings:</italic> Mediation analysis revealed that the more novice students believe that EE allows them to fulfill prosocial goals, the greater their persistence intentions (95% CI: 0.01 to 0.34). This analysis also showed that agency beliefs were not strongly associated with persistence intensions.

Cultural Processes of Ethnoracial Disadvantage among Native American College Students
Erin A Cech, Jessi L Smith, and Anneke Metz
Oxford University Press (OUP)
Abstract Although indigenous populations have been subjected to some of the worst forms of institutionalized oppression in the United States, little social science research has sought to understand the day-to-day ethnoracial biases that contemporary Native American populations face. Seeking to expand this knowledge, we present a theoretical framework of the cultural processes of ethnoracial disadvantage experienced by Native American students in predominantly white colleges. Drawing on 65 in-depth interviews with 50 Native students, we identify four cultural processes of disadvantage: derogatory stereotyping, exoticized othering, delegitimation, and assimilation pressures related to cultural hegemony. Intertwined with these processes is the cultural permissibility of ignorance, a willful dearth of knowledge—and lack of accountability for knowledge—about indigenous peoples, traditions, and histories of oppression which enable these biases and exclusions. Students tend to respond to these cultural processes of disadvantage in three ways: educating others, working to disprove stereotypes, and spanning two worlds. We end by discussing how these results help advance theoretical understanding of ethnoracial bias toward indigenous populations and cultural processes of ethnoracial inequality in the United States more broadly.

Engineering prosocial engagement in electrical & computer engineering

Social influences of interest: Conceptualizing group differences in education through a self-regulation of motivation model
Dustin B. Thoman, Garam A. Lee, Jeanette Zambrano, Danielle M. Geerling, Jessi L. Smith, and Carol Sansone
SAGE Publications
Understanding group-based inequalities in education requires attention not only to performance and achievement outcomes, but also to whether and how students sustain motivation for their educational and career paths over long periods of time. The self-regulation of motivation (SRM) model describes how students’ choices to persist are driven by the dynamic interaction between goals-defined motivation, which typically guides choices to start or reengage in an activity, and experience-defined motivation (or interest), which becomes a proximal predictor of persistence once engaged in the activity. Social influences can shape both kinds of motivations in ways that systematically contribute to differences in student persistence across groups and in how people self-regulate motivation. In this paper, we detail the ways in which social roles and group norms, interpersonal bias, and institutional structural barriers can shape motivational experiences and persistence of underrepresented groups of students through several specified processes within the SRM model. We describe how the model might illumine underlying causes of differential participation rates in certain fields, and we discuss key directions for future research.

Missing or seizing the opportunity? The effect of an opportunity hire on job offers to science faculty candidates
Jill Allen, Jessi L. Smith, and Lynda B. Ransdell
Emerald
As universities grapple with broadening participation of women in science, many ADVANCE funded institutions hone in on transforming search committee practices to better consider dual-career partners and affirmative action hires (“opportunity hires”). To date, there is a lack of empirical research on the consequences and processes underlying such a focus. The purpose of this paper is to examine whether and how two ADVANCE-recommended hiring practices, dual-career hiring and affirmative action hiring, help or hinder women’s participation in academic science.,In two experiments, the authors tested what happens to a science candidate’s evaluation and offer when that candidate reveals he or she has a dual-career partner (vs is a solo-candidate, Experiment 1) or if it is revealed that the candidate under review is the dual-hire partner or is a target of opportunity hire (vs primary candidate, Experiment 2). A random US national sample of academic scientists provided anonymous external recommendations to an ostensible faculty search committee.,Evaluators supported the job offer to a primary candidate requiring a heterosexual partner accommodation. This good news, however, was offset by the results of Experiment 2, which showed that support for the partner or affirmative action candidate depended on the evaluator’s gender. Taken together, the research identifies important personal and contextual features that sometimes do – and sometimes do not – impact hiring perceptions of women in science.,The authors believe the effects of such an emphasis on opportunity hires within ADVANCE funded institutions may be considerable and inform changes to policies and practices that help bring about gender equality.

Olusola David Ayibiowu

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Scopus Publications

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Olusola David Ayibiowu

EDUCATION

RESEARCH, TEACHING, or OTHER INTERESTS

FUTURE PROJECTS

Art Outreach

Scopus Publications

Industry, Institute, or Organisation Collaboration