These are excellent recs for those seeking research-focused TT positions straight out of PhD. For early grad students: “We must first make clear: no amount of job-search tips and tricks can substitute for good science and a strong publication record.” Nice work, Violeta J. Rodriguez Palacios, PhD, MSEd!

If your allyship isn't physically blocking settlers from touching me, or using your institutional privilege to tell your lateral problematic coworker to stop picking on junior folx, or any other leveraging of the abundance of power you possess, I don't wanna hear about it.

The world is a better place with Samuel Perry in it. He deserves all the flowers and more.

Well-deserved recognition of an incredible scholar!

Well deserved!

🚨NEW PAPER ALERT 🚨

My new paper explores whether, and under what circumstances, health professionals should use the concepts of race & ethnicity. It also provides a cautionary tale for disparity research: a thread 🧵(1/13)

doi.org/10.14275/2465-…

Studies often use of self-identified classifications without justification. Yet evidence shows that health outcomes are mostly mediated by what race other people perceive/treat a person as. I evaluate the case for self-ID vs assigned ID in this regard (2/13)

In my argument, I suggest that the use of self-ID has drawbacks that the use of socially assigned ID does not—and vice versa. Neither option provides a perfect solution, only trade-offs between healthcare goals that can be in tension with one another (3/13)

Weighing up the pros and cons of self-ID vs socially assigned ID, the former tends to meet healthcare goals better by correlating with relevant SSDoH due to correlation with social treatment. Health workers’ guesses risk greater inconsistency with these facts, stereotyped (4/13)

Thus, why I argue that we should use self-ID over socially assigned-ID, despite the fact that discrimination based on socially perceived race/ethnicity is the bigger contributor to health outcomes, is because self-ID tends to correspond to social perception and experiences (5/13)

I draw support for my argument from studies showing how self-ID develops through social interaction (i.e.: “looking-glass theory of self,” “sedimentation of the colour line”). This focus on discrimination & privilege does not discount other contributing factors to self-ID (6/13)

Ryon J. Cobb, PhD you were one of the authors of the papers I drew on for this point, particularly on the notion of the “sedimentation of the colour line”.

Be seen, not heard. Show up and shut up. Cmon now, give us a smile.

It's almost like the academy is the perfect hiding spot for folx allergic to accountability

Today was an extremely emotional day as I had to inform my students that I will not be returning to the University of Texas at Austin. This decision was not one I made myself and having that power stripped from you is such a humiliating experience.

I am overwhelmed by the amount of love & support that my students shared with me today. The emails, hugs, tears, etc. I wouldn’t trade for anything else. They are why I do what I do. And it’s a shame the powers that be didn’t recognize the real value I brought to the department.

Let’s be clear… I have never worked as a DEI professional in any official capacity for the university. My research & teaching agenda has always been SEPARATE from that. I was hired specifically as a PROFESSOR for those types of courses. Why I was let go, is still unclear to me.

nature: How we landed job interviews for professorships straight out of our PhD programs by Violeta J. Rodriguez Palacios, PhD, MSEd & Q. Liu | 刘启民, Ph. D.

New report on the latest study detecting employment discrimination on the basis of names: nytimes.com/2024/04/08/ups… (an audit study)

afrolatin@ forum: Afro-Latinxs Now: Dialogues on Law, Education, and Diaspora | 4.24.2024 | 4:00 PM 6:00 PM CST | shorturl.at/jpCFS |

white faculty problematize and isolate marginalized faculty, weaponize DEI to force us to share our trauma for their benefit, and when we refuse, they then complain about the ever widening fractures in the workplace community as the fault of DEI. wash, rinse, repeat.