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Racially minoritized students in the United States constitute 30% of the U.S. population, but students from these populations represent a smaller proportion of those who earn science, technology, engineering, and mathematics (STEM) undergraduate degrees. This disproportionality contributes to race/ethnic income, status, and power inequalities linked to STEM careers. Using a combination of vote counting and narrative approaches, the authors synthesize 50 recent articles about the factors related to college students' STEM participation. Consistent with cumulative disadvantage and critical race theories, findings reveal that the disproportionality of racially minoritized students in STEM is related to their inferior secondary school preparation; the presence ofracialized lower quality educational contexts; reduced levels of psychosocial factors associated with STEM success; less exposure to inclusive and appealing curricula and instruction; lower levels of family social, cultural, and financial capital that foster academic outcomes; and fewer prospects for supplemental STEM learning opportunities. Policy implications of findings are discussed.

Social challenges represent a significantly under-researched area when it comes to the poor employment outcomes in autism. In this exploratory study employees on the autism spectrum ( N  = 29) and supervisors ( N  = 15), representing seven continents, provided 128 written examples of workplace-based social challenges, their interpretation, consequences and resolution. Content analysis revealed that types of social challenges were individually oriented or associated with the work-environment. Social challenges were frequently attributed to internal or personal factors with direct consequences for the employee. Resolutions were more frequently targeted toward the individual than the workplace, and hindered employees’ experience of work. This international study represents a first look at the types of social challenges that impact equitable work participation of autistic people.

This study applies cultural historical activity theory to examine the experiences of 17 professors at a religiously affiliated private university who participated in a 10-month, inquiry-based intervention to change their culture around faculty hiring. The findings illustrate that professors who use race-conscious language and tools to interrogate their campus culture’s historical roots with racism rethought their hiring process. In doing so, faculty perceived racial equity work as an action-oriented, organizational effort to use equity-minded language and create a more equitable hiring structure. The study contributes to the literature on organizational change for racial equity by identifying faculty experiences with racism and critical knowledge about the organizational culture mediating faculty learning and agency.

Online education platforms play an increasingly important role in mediating the success of individuals’ careers. Therefore, while building overlying content recommendation services, it becomes essential to guarantee that learners are provided with equal recommended learning opportunities, according to the platform principles, context, and pedagogy. Though the importance of ensuring equality of learning opportunities has been well investigated in traditional institutions, how this equality can be operationalized in online learning ecosystems through recommender systems is still under-explored. In this paper, we shape a blueprint of the decisions and processes to be considered in the context of equality of recommended learning opportunities, based on principles that need to be empirically-validated (no evaluation with live learners has been performed). To this end, we first provide a formalization of educational principles that model recommendations’ learning properties, and a novel fairness metric that combines them to monitor the equality of recommended learning opportunities among learners. Then, we envision a scenario wherein an educational platform should be arranged in such a way that the generated recommendations meet each principle to a certain degree for all learners, constrained to their individual preferences. Under this view, we explore the learning opportunities provided by recommender systems in a course platform, uncovering systematic inequalities. To reduce this effect, we propose a novel post-processing approach that balances personalization and equality of recommended opportunities. Experiments show that our approach leads to higher equality, with a negligible loss in personalization. This paper provides a theoretical foundation for future studies of learners’ preferences and limits concerning the equality of recommended learning opportunities.

There is limited large-scale empirical research into the working lives of adults who have an autism spectrum disorder with no co-occurring intellectual disability. Drawing on data from a national survey, this report describes the employment activities and experiences of 130 adults with Asperger’s Disorder (AD) and high functioning autism (HFA) in Australia. Outcome measures include current occupation; occupational skill level and alignment with educational attainment; type of job contract; hours of work; support received to find work; support received in the workplace; and positive and negative experiences of employment. The findings confirm and expand upon existing evidence that adults with AD and HFA, despite their capacity and willingness to work, face significant disadvantages in the labour market and a lack of understanding and support in employment settings.

This report describes the post-high school educational and occupational activities for 66 young adults with autism spectrum disorders who had recently exited the secondary school system. Analyses indicated low rates of employment in the community, with the majority of young adults (56%) spending time in sheltered workshops or day activity centers. Young adults with ASD without an intellectual disability were three times more likely to have no daytime activities compared to adults with ASD who had an intellectual disability. Differences in behavioral functioning were observed by employment/day activity group. Our findings suggest that the current service system may be inadequate to accommodate the needs of youths with ASD who do not have intellectual disabilities during the transition to adulthood.

Gender segregation in higher education (GSHE) is recognized as a key factor to explain the persistence of gender inequalities in the labor market despite the reversal of gender gap in educational attainment. Women are systematically overrepresented in fields of study, such as social sciences and the humanities, which offer relatively poor labor market prospects; at the same time, they are underrepresented in fields that perform above the average, as engineering and ICT. Several explanations for GSHE have been proposed in the literature, but their explanatory power has to be assessed yet. Using a rich longitudinal dataset on a recent cohort of Italian upper secondary school leavers, in this paper we jointly test seven potential mechanisms for GSHE. Our results show that rational choice explanations—such as skill-based explanations and gender differences in career preferences—fail to account for GSHE. On the contrary, expressive motivations related to preferences for school subjects and for specific occupations are found to mediate to a significant extent GSHE. However, our most important result concerns the key role of curricular track choice at upper secondary level which, alone, mediates two third of the gender difference in access to the humanities and social sciences and one third of the gender difference in access to engineering and ICT.

This article examines how macro-discourses of internationalisation and excellence shape formal and applied selection criteria for early-career researcher positions at the meso-organisational and micro-individual levels, demonstrating how tensions between the various levels produce inequalities in staff evaluation. In this way, this article contributes to the literature on academic staff evaluation by showing that Selection Committee members do not operate in a vacuum, and that their actions are inextricably linked to the meso- and macro-context. This study draws on qualitative multi-level data that comprise institutional-level policies, recruitment and staff protocols, job postings and individual-level interviews and focus groups with Selection Committee members. Findings show that a majority of Selection Committee members consent to university policies and macro-discourses when evaluating early-career researchers, but a smaller group questions and resists these criteria. Furthermore, the analysis revealed four inequalities that emerge in the application of criteria and reflect on disciplinary differences between the Natural and Social Sciences. The article concludes that with only a few Committee members to critically question and resist formal selection criteria, they limit the pool of acceptable candidates to those who fit the narrow definition of the internationally mobile and excellent early-career researcher, which may exclude talented scholars. (HRK / Abstract übernommen).

Individuals with autism spectrum disorder (ASD) are faced with significant barriers relating to employment opportunities and workplace participation. This study evaluated the effectiveness of the Walker social skills curriculum: the ACCESS program and video modeling to increase social communication skills necessary for workplace inclusion. Participants attended two sessions (i.e., 3 h) per week across a period of 20 weeks. A multiple-probe design was used to demonstrate social skills outcomes across three broad curricular areas (i.e., peer-related, adult-related, and self-related social skills). Pre-and post-intervention standardized assessments were also taken. Results showed significant increases in target social skills and a significant decrease in problem behaviors following intervention. Evidence of maintenance and generalization were also demonstrated. Implications for practice and research are discussed.

This study aims to analyze the experiences and challenges of Korea's junior female academics (JFAs), whose work environments align closely with the cultural context of a patriarchal society that follows neoliberal principles. It also explores how they overcome these challenges while maintaining the status quo. Thirteen JFAs working in the fields of the humanities and social sciences were interviewed to examine their experiences and challenges. The interview data were analyzed within the neoliberal context of a patriarchal society using the concept of academic growth put forward by O'Meara, Terosky, and Neumann (2008) within the sociocultural and external environment. This study illustrates JFAs' struggle to survive in their academic career in a neoliberal context and a situation infused with patriarchal culture. JFAs endeavor to produce high research performance to find opportunities for stable positions. However, it is difficult for JFAs who have children to achieve enormous research output without family support. Otherwise, they work with robust self-regulation and endurance. Also, JFAs encounter various obstacles, including patriarchal networks, limited job opportunities, gender-based division of labor, and harassment. The findings show that the problems JFAs face are perceived as personal issues, leading to low self-esteem and promoting a sense of failure in them. Therefore, social compromise and understanding of JFAs based on institutional support are needed to nurture female academics who are facing various challenges. (HRK / Abstract übernommen).