更换管理层

Times of change are notorious for creating chaotic situations for employees and management in which bias can run unchecked (Riek, Mania, & Gaertner, 2006). Implicit bias is more likely to manifest itself when individuals do not have time to think their decisions through (Duncan, 1976; Hilton & Von Hippel, 1990; Jacobs & Eccles, 1992; Rothbart & Burrell, 1977; Sagar & Schofield, 1980), and when evaluation criteria is unclear (Fiske & Taylor, 1991). During periods of rapid transition in institutional identity, both of these situations commonly occur. Thus, increases in gender and racial inequality may be an unintended byproduct of organizational change, if not addressed directly.  

作为维拉诺瓦已经于女性,颜色特别是妇女如何被录用并通过干教师队伍先进遇到的不平等,很可能在机构身份的转变将加剧这种情况。至关重要的是,特别关注由大学多元化和包容性的问题过渡,因为这些问题直接影响教师的学术生产力中支付。这将确保交叉性别偏见(包括工作量问题,对服务的期望和装点门面)没有水泥粘合到新的流程和,相反,包容和公平的评价行为和标准是新的和不断变化的组织结构和政策的规范。在同一时间,关键是教师发展技能,使它们能够在移位的预期时间管理压力,并能够使用这些技能来推进自己的职业生涯。