Female faculty of color do extra diversity work for no extra reward – here’s how to fix that.

This article highlights the disproportionate burden of diversity, equity, and inclusion (DEI) work placed on female faculty of color within academia, often without adequate compensation, recognition, or career advancement. Drawing on research and personal experiences, it argues that these faculty members are frequently tasked with extensive, unrewarded labor, including mentoring diverse students, serving on DEI committees, and addressing issues of bias, which detracts from time spent on research and publishing – activities crucial for tenure and promotion. The authors propose actionable solutions for universities to rectify this imbalance, such as formally acknowledging DEI work in tenure and promotion processes, providing compensation or course release for such efforts, investing in dedicated DEI staff, and distributing this labor more equitably across all faculty. The paper underscores the necessity of systemic change to ensure that valuable diversity work is both recognized and rewarded, fostering a more equitable academic environment.