A few weeks ago an FHSS colleague in the Women’s Academic Network (WAN) raised the issue of how women and BAME academics are generally negatively evaluated by students compared to White male academics. Most reasonable people would normally regard it as self-evident that the traditional, almost monastic concept of a gendered and ethnic homogeneity of scholars is far from the realities of a diverse and international campus. Yet it would seem old tropes remain embedded in unconscious assumptions regarding what constitutes a conventional academic. A quick look at Google stock images demonstrates this. Typing in the terms ‘lecturer’ and particularly ‘professor’ (given the common US usage of the term for most academic ranks), will throw up multiple images – but these mostly depict the same old stereotype. Reinforced time and again, these false projections of an academic norm are internalised by students and, no doubt, the general public, as the ‘genuine article’ – meaning that others that do not fit this image will be felt to be of lesser quality, being less legitimised and generally therefore more suspect. It is easy to move from this position to judging the worth of their educational (and research) endeavours as being inherently inferior.
Although this is not breaking news in terms of relevant research literature, the impact of how students perceive diversity among academic staff has yet to be properly tackled in an academic socio-political context, where great efforts are maintained to keep student customers happy. At the same time few academics can be unaware of the huge significance invested by universities in student evaluations, where in respect of the UK there is increasing pressure exerted on programme leaders and departments to achieve high NSS scores. At BU this pressure now embraces the mid-semester MUSE surveys in a tighter grip. Consequently if any BU students are subject to acting on unconscious bias towards diverse academics then there are now greater opportunities provided for this to be expressed in a punitive fashion.
It was therefore not surprising that our colleague’s point engendered a lively email discussion in WAN; and additionally very welcome offers from members to help to take this issue forward. In order to capture the moment, given this discussion was taking place precisely during the MUSE season, a panel discussion was rapidly set up. Invitations to attend the panel discussion were duly sent out across WAN and to other relevant individuals across faculties, beyond WAN, with leading roles in teaching & learning, monitoring and evaluation, together with diversity and equality agendas, including the UCU.
WAN makes a point of providing a respectful, inclusive and candid space for women academics and PGRs to feel heard and supported. This open-to-all panel event was in keeping with that aim. To an attentive audience attendees offered some deeply concerning accounts of conspicuous xenophobia, racism and misogyny via student evaluation feedback or in everyday encounters. Some of these abusive interactions were described as completely devastating, particularly as they were often expressed with impunity, where staff complaints about student offensiveness were regularly trivialised or ignored. Academics who had experienced or heard of such episodes felt that they were far from adequately protected by existing university regulations; and that a much more robust institutional response of zero tolerance was required to tackle pejorative discrimination in the student body. It is clear that unchecked, unfair judgements of academics based largely on characteristics of gender and ethnicity (although this may not exclude other facets as well), alongside growing institutional scrutiny of staff evaluations, serves to create a highly toxic and risky environment adding greatly to academic precarity and stress.
In order to explore this matter in the greater depth that it deserves, WAN will be hosting another and bigger open-to-all event in the New Year with a view to developing greater traction to move this extremely important issue forward in a constructive way. WAN may have done some heavy lifting here (we are aware of much other good work at BU on diversity and difference), but nonetheless there is a great opportunity for the academic community at BU to come together to ensure that on this issue alone misogyny, racism and xenophobia remains firmly outside of our institution.
If you are not a member of WAN but would like a personal invitation to the next event on this topic please email me (Sara Ashencaen Crabtree) on firstname.lastname@example.org
Likewise if you are not yet a member of WAN but would like to become one please get in contact.
Professor Sara Ashencaen Crabtree