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the basis of their financial status to further marginalize themselves by having to work for free you can find other ways to be creative and save money as our current president of the country that is has said don t tell me what you value show me your budget and i ll tell you what you value and i m telling you that making your poorest students have to provide free labor to have their seats at our table doesn t indicate good values you know this institutional change is hard slow and requires consistent effort maybe you could make this your next target to make your academic society more equitable anyhow i wrote about this a few years ago but i thought i d bring it up again as i noticed that one of my societies the ecological society of america of which i m a life member but not as a matter of honor but simply because i paid a bunch of money is still exercising this practice date 22 may 2023 author terry mcglynn why doesn t nsf redact horrible grfp reviews that demonstrate overt bias standard the ongoing conversation about inequitable outcomes in the national science foundation s graduate research fellowship program nsf grfp is scaffolded on a steady trickle of inappropriate remarks from reviewers that applicants share on social media take for example the howler from this weekend which said his hispanic pride prevented him from seeking mentorship and advise sic from other sic that would have helped him avoid and lesson sic some of his struggles and progress further i love the nsf grfp pic twitter com 2ajbph3fid ulises perez uiisesperez april 17 2023 even taken out of context and imagining it was written with functional grammar the content of this review is highly problematic you can t invent a universe in which that sentence is okay this isn t just a one off situation i think that the vast majority of reviews are actually lacking in obviously racist bias and the vast majority of them don t even have classist bias in my experience which is not insubstantial the reviews are by mostly from people who are thoughtful and are genuinely working with good intentions if not constructive approaches to broaden access and participation but i also have seen a plenty of people in the process who aggressively do not aggressively do not understand the forces at work that structurally exclude folks on the basis of their identity and personal backgrounds it s a problem because the review process involves the human beings who comprise our academic community these problems are a reflection of us and the racism in that review is a mirror for us to see ourselves one thing to keep in mind is that these reviews are coming from the panelists themselves the call is coming from inside the house so how bad is the situation there are enough overt problem that science wrote a news article about it last year and called it dysfunctional i spent a few minutes searching twitter for screenshots of problematic reviews and considering the volume of those you have to wonder about all the applicants who aren t on twitter and how only the extremely rare applicant will make the choice to share that kind of thing publicly and well yeah it s a problem while the absolutely number of such damning screenshots is finite and perhaps small this relative frequency belies the depth of implicit bias that happens while i ve seen some folks claim that the folks at nsf doesn t care about this bias from my observations and interactions i m confident that there is plenty concern about bias but i think there s more concern about bias in the process than there is about outcomes that may not result in broadened participation i think there are varying levels of concern that process that winds up principally elevating those who have already had access to prior advantages if you re going to measure merit and potential which are the building blocks of the program that s hard to do when you have a pool that has experienced different levels of opportunity and measuring achievement relative to opportunity is a hard thing to do especially when the reviewer pool is replete with people who have succeeded under the current system anyhow the specific question i came back to my slumbering blog to try to answer is why does nsf share reviews even when they happen to be incredibly nasty and racist i obviously can t provide any accurate answer to this because i don t work for them and haven t been involved in the stuff that program officers do in the absence of an explanation from the grfp program i hope i might be able to shed at least a little light for those of you who know even less about how the place works than i do here are some unordered things i have to say about this as far as i am aware nsf hasn t made any kind of public statement about how it is that they end keeping reviews that have highly problematic statements which means that they end up being part of the process before winding up in the hands of the applicants considering the funding rates and the number of awards they get at least 10 000 applicants or so this is a ginormous program and each application gets a few reviews i m not sure it s quite possible for every review to get that the level of attention that would be needed there is a small number of program offers who operate the process year round when they operate the review panels around the winter break it s an all hands on deck situation where people who don t operate the program are brought in to support the program who gets to decide where the line is on what constitutes overt bias i think there is probably a philosophy at work where transparency is valued and the idea that the occasional overtly biased review might be preferred to the idea that someone behind the scenes is tainting reviews by removing content that was intended by the reviewer in my opinion in a perfect world all of the reviews with overtly problematic bias would be simply deleted from the process before anybody on a panel would be exposed to them but there a lot of this is a big grey zone the howlers are very obvious of course but that s just the long end of a tail and who s going to draw that line maybe it s better that no line is drawn so that we can see the reviews when they are a problem i think there is the prevailing philosophy which i admittedly don t radically disagree with though i m not sure if i agree with it that overtly biased reviews are best addressed by not squashing them but instead by giving them sunlight i ve been involved in enough of these kinds of situations where i ve seen problematic statements in reviews either get entirely ignored and that these statements just obviously devalue the weight of the review in general and sometimes it s brought up and discussed in the way you hope it would be discussed then again sometimes it s me bringing up the issue and i don t have knowledge of rooms when i am not in them i think it s worth asking is it better to just delete these reviews and move on or is it better to share them so that everybody can see these horrible statements for what they are i think how you answer that question might be connected to your level of trust in the idea that most panelists find these horrible comments to be truly horrible i sure do hope that they find who these people are and make sure that they never participate in the review process again according to a current rotating program officer who took to twitter about the review process though not explicitly about the grfp getting the content of a review redacted is quite a big deal one way to ameliorate this problem is to have a deeper reviewer pool that s a thing i ve long been talking about of course this doesn t fix the problem for what it s worth i ve mentioned on occasion the idea of limiting the number of applications from a given institution based on enrollment of course you ll have several dozen undergrads from mit applying each year and relatively few from say csu dominguez hills so if you think that there s a problem with representation in the pool then you can change the composition of the pool by making sure that you re increasing representation from universities that have more representation anyhow if you re wondering why nsf lets these bad reviews happen be a part of the process i m wondering right along with you but i also know enough about how bureaucracies work and how simple fixes to big problems are often not that simple i think part of the accountability here is to make sure that when there are problems that they get exposed to daylight for those of you who have had the courage to be vocal about the bias you ve experienced thank you for your service and i m sorry that you have gone through this you and our entirely community deserves better i suspect most everybody at nsf agrees with this too but they aren t well positioned to come out and say it for themselves date 18 april 2023 author terry mcglynn recommended reads 207 standard higher education s other diversity crisis the article is about oxford but really it s about everywhere insect decline gets the elizabeth kolbert treatment in the new yorker american teens are unwell because society is unwell confidence highlighted read women have been misled about menopause the intersections of identity and persistence for retention in ecology and environmental biology with personal narratives from black women yes this is an article that you can cite when you re putting in your grant why you need to provide more support for black women in field sciences but more importantly it s a paper to read and digest available evidence still points to covid originating from spillover what up with certain us government agencies saying that covid was a lab leak but without providing any evidence for this so weird anyhow here s the take from a couple virologists that explains what we know and what we don t know did you know how extraordinarily out of date california water laws are maybe you can imagine but if you want to know the details here you go i think it was well established that pablo neruda was probably killed by poisoning but now there s more data for this this entry was tagged recommended reads date 17 march 2023 author terry mcglynn undergraduate research course credit vs getting paid standard undergraduate labor powers many university laboratories many of us faculty in primarily undergraduate institutions simply would not be shipping much product without this source of labor and even in phd granting institutions undergrads are often the labor that makes dissertations possible oftentimes this is unpaid labor but in the eyes of many this form of unpaid labor is not uncompensated you see the students doing this work are getting paid with course credit the financial magic of this arrangement in which faculty wave a curricular wand want to convert graduation requirements into research effort is deeply embedded among our accepted traditions it s the way the world works students and faculty just acknowledge that this is the way things have been and the way they are continue reading this entry was tagged academic credit equity fairness labor research student pay date 15 march 2023 author terry mcglynn recommended reads 206 standard the loss of bodily autonomy is making prospective college students rethink where they ll go off to college the great forgetting on the teaching tenure track about positions in some university systems that have full time positions with security of employment that are focused on teaching continue reading date 10 february 2023 author terry mcglynn good bad and worst dates for academic conferences standard looking at social media today i have developed an unambiguous case of fomo because i m not at the sicb conference in austin but did i even give any thought to attending this meeting heck no a meeting during the january break count me out have i ever been to one of these meetings nope this time is just too valuable for personal time and or research for me granted there is never a good time to hold an academic conference we are busy people which is not inherently a bad thing and taking time away from family work and basically all other commitments to go to some distant place all for the pleasure involved in listening learning and connecting with with science friends and colleagues is quite a luxury finding that window of time when everybody is most available is impossible once an organization picks an annual time frame for that meeting then people who are regulars at this meeting plan their calendars around them continue reading date 04 january 2023 author terry mcglynn the slac job market and disappearing jobs standard just in case you thought blogging was dead i read an interesting blog post that i want to share with you and comment on it in my blog this post was about disappearing faculty positions at small liberal arts colleges slacs on a blog for early career philosophers it points out enrollment declines in slacs and a notably substantial drop in the number of new tenure track positions being offered at these institutions the comments section in that post are quite illuminating and it communicates the precarity of being a tenure track or tenured professor in an institution that may have trouble with enrollment and keeping the lights on continue reading date 07 december 2022 author terry mcglynn the adjunct hiring process is ridiculous standard once in a while i get an email that sounds like this hi everybody i know who is driving distance from campus we re looking to hire an adjunct to teach something for us before the semester starts in a few weeks ideally this person has a phd related to this topic and some teaching experience but if you know of a grad student who is looking to gain experience teaching a course of record and would appreciate a few thousand bucks for a ton of work please send them to us sincerely an overburdened departmental chair meanwhile let s contrast this with the emails i get for tenure track faculty positions hi everybody in the entire galaxy our department has opened up a tenure track search in the area of specialization please encourage everybody to apply because we want a really deep pool that way we can pick the candidate who has the most publications in the most impressive journals has the biggest chance of bringing in big grants and we need a large pool to convince hr that we are following their lightweight compliance process for equitable searches the search will take several months and the position starts about one year from now we anticipate spending a good amount of money on startup there will be reassigned time from teaching for this person to launch well and we work hard to support this person to make sure they earn tenure we re a great place to work so send us your best sincerely an overburdened departmental chair i think we all appreciate the factors at play in our system that result in this dynamic when we hire non tenure track positions the process is slapdash whereas tenure track sear...
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