期刊
GENDER WORK AND ORGANIZATION
卷 29, 期 3, 页码 703-722出版社
WILEY
DOI: 10.1111/gwao.12811
关键词
COVID-19; health; research; social; tenured and tenure-track faculty; university; well-being
资金
- University of British Columbia VPRI Office
This study examines the impact of the shift to remote work environments on tenured and tenure-track faculty in Canada during the COVID-19 pandemic. The findings reveal that female and racialized faculty experienced higher levels of stress, social isolation, and lower well-being. The study calls for organizational change and reform to support these faculty members, with a focus on quantitative metrics, collaborative responses, and amplifying marginalized voices.
The novel coronavirus 2019 (COVID-19) pandemic caused the abrupt curtailment of on-campus research activities that amplified impacts experienced by female and racialized faculty. In this mixed-method study, we systematically and strategically unpack the impact of the shift of academic work environments to remote settings on tenured and tenure-track faculty in Canada. Our quantitative analysis demonstrated that female and racialized faculty experienced higher levels of stress, social isolation and lower well-being. Fewer women faculty felt support for health and wellness. Our qualitative data highlighted substantial gender inequities reported by female faculty such as increased caregiving burden that affected their research productivity. The most pronounced impacts were felt among pre-tenured female faculty. The present study urges university administration to take further action to support female and racialized faculty through substantial organizational change and reform. Given the disproportionate toll that female and racialized faculty experienced, we suggest a novel approach that include three dimensions of change: (1) establishing quantitative metrics to assess and evaluate pandemic-induced impact on research productivity, health and well-being, (2) coordinating collaborative responses with faculty unions across the nation to mitigate systemic inequities, and (3) strategically implementing a storytelling approach to amplify the experiences of marginalized populations such as women or racialized faculty and include those experiences as part of recommendations for change.
作者
我是这篇论文的作者
点击您的名字以认领此论文并将其添加到您的个人资料中。
推荐
暂无数据