Enhancing Diversity in Academia: The Role of Postdocs
Written on
Chapter 1: The Diversity Challenge in Academia
The academic world is grappling with a significant diversity issue. Despite the surge in diversity, equity, and inclusion initiatives across U.S. campuses in recent years, tangible progress remains elusive. In 2017, a striking 76% of faculty members in the United States identified as white, compared to only 55% of undergraduate students. Furthermore, women represent merely 30-40% of tenured professors. Although the gap was wider two decades ago, we have made little headway in closing it.
A critical demographic frequently overlooked in these diversity efforts is postdoctoral scholars. For many aspiring faculty members, postdoctoral training serves as an essential stepping stone. Engaging in research alongside leading professors can significantly enhance the prospects of early-career scientists.
Postdocs constitute a substantial portion of the university ecosystem and contribute significantly to scientific advancements. From 2000 to 2012, the number of postdocs surged by 150%. According to NSF data, over 60,000 postdocs were working in the U.S. STEM fields by 2015. Many of these individuals are poised to become future leaders in academia or industry. However, the diversity within the postdoc community is alarmingly limited. Although comprehensive data on postdoctoral diversity is scarce, it appears that minority scientists are notably underrepresented.
This lack of diversity poses several challenges. First, excluding diverse researchers can diminish the overall quality of research. Second, the absence of diversity at the postdoctoral level often carries over to faculty positions. Diego Reinero, a Ph.D. candidate in psychology, analyzed the CVs of 155 assistant professors in psychology and found that 83% of faculty at R1 institutions had completed a postdoc, while this figure dropped to 53% at smaller liberal arts colleges. Lastly, minority postdocs may feel isolated within the academic community, potentially undermining their confidence and success in their careers.
In response to these pressing issues, the Berkeley Postdoctoral Association (BPA) established a Diversity, Equity, and Inclusion committee. We initiated this effort with an online discussion involving over 30 postdocs from UC Berkeley, where we exchanged experiences and proposed strategies to overcome barriers to diversity.
Section 1.1: Identifying Barriers to Diversity Among Postdocs
What obstacles hinder underrepresented minorities from entering postdoctoral roles and advancing to faculty positions?
Financial Concerns and Job Insecurity
The financial compensation for postdocs is often inadequate, especially given their qualifications and contributions. A survey of 14,000 postdocs in 2016 revealed a median salary of $47,500. This figure also varies widely, with no clear rationale for the disparities. It appears that those who fail to advocate for themselves tend to earn less; women, in particular, are less likely to negotiate their salaries, and when they do, it may not yield favorable outcomes. The combination of low pay, job instability, and demanding work hours creates a daunting landscape, particularly for individuals from low-income backgrounds. The precarious nature of postdoctoral positions, characterized by short-term contracts, poses significant challenges for those with young children, disproportionately impacting women who typically shoulder more childcare responsibilities. Family obligations are among the leading factors preventing women from pursuing an academic trajectory.
Imposter Syndrome
Many minority postdocs grapple with feelings of inadequacy and a sense of not belonging in the academic sphere. This intimidation is further compounded by the competitive academic culture, which can hinder their publication rates—an essential element for securing academic positions. These postdocs may doubt their ability to ascend the academic hierarchy and struggle with networking opportunities, which are often crucial for landing faculty roles. Additionally, scientists whose primary language is not English may face additional hurdles.
Opaque Hiring Processes
Our discussions revealed a consensus that the postdoctoral hiring process often lacks transparency. Typically, principal investigators (PIs) select candidates based on subjective criteria, favoring those they feel most comfortable with. In a piece published in The Chronicle, Terry McGlynn highlighted the inequitable hiring practices for postdocs as a significant barrier to diversity in academia. While funding agencies and universities may post job listings, PIs frequently rely on informal methods for candidate selection. A study involving 251 professors in physics and biology indicated that candidates with non-Anglo names (excluding Asian names) were perceived as less qualified than their white and Asian counterparts.
Experiences of Discrimination
An anonymous poll revealed that many postdocs have encountered various forms of discrimination, including gender, class, and ethnic bias. Some reported feeling dismissed as a woman or minority, while others struggled with being perceived as a "token minority." Accusations of gaining advantages due to minority status—such as "You only received that award because you're Mexican"—are distressingly common. Such perceived discrimination can dissuade individuals from continuing in academia, as evidenced by recent accounts of black academics resigning from faculty positions. Minority scientists continue to confront a culture rife with discrimination, micro-aggressions, and abuse.
Section 1.2: Proposed Solutions for Enhancing Diversity
After identifying these barriers, we brainstormed a range of potential solutions that encompass initiatives at both the postdoc and faculty levels, as well as broader systemic changes.
Peer Support Programs
Underrepresented postdocs should be paired with other minority postdocs and faculty mentors. By providing mentorship to underrepresented graduate and undergraduate students, these postdocs can help foster a supportive environment. Effective mentorship is a known predictor of success in academia and beyond.
Enhancing Hiring Transparency
There is a pressing need to improve data collection related to postdoc hiring and career pathways. Understanding the reasons why scientists from diverse backgrounds remain in or exit academia is essential, including factors influencing application and acceptance rates. Universities should also document their diversity initiatives at the postdoctoral level.
Implementing Structural Changes
It should be feasible for individuals from low-income backgrounds to pursue postdoctoral research. This could involve increasing salaries or providing various forms of financial assistance, such as housing, transportation, and childcare support. Enhancing maternity and paternity leave policies is crucial for helping those with children navigate the postdoctoral phase.
Collective Responsibility for Diversity Initiatives
It is unreasonable to expect that only minority faculty and postdocs will take on the responsibility of mentoring other minority scientists. This expectation detracts from their research time and often goes uncompensated. Contributions to diversity initiatives should be acknowledged and rewarded by hiring committees. Too often, it is the minority students, postdocs, or faculty who champion change. Achieving meaningful progress in diversity requires collective support from the entire academic community.