STRIDE Resources
STRIDE committee members have read numerous articles and reports on concerning gender equity. Their reading, combined with group discussions, has contributed to their understanding of issues both at MU and nationally. Below is the Mizzou ADVANCE STRIDE reading list along with additional reading materials.
Mizzou ADVANCE STRIDE Reading List
* = Highly recommended resources by NSF ADVANCE projects as listed in Committee on Maximizing the Potential of Women in Academic Science and Engineering (2006). Beyond bias and barriers: Fulfilling the potential of women in academic science and engineering. Washington, DC: The National Academies Press.
- * Valian, V. (1999). Why So Slow? The Advancement of Women. Cambridge, MA: MIT Press.
- Valian, V. (2003). Benefits of ensuring gender equity. Available online at: http://www.hunter.cuny.edu/genderequity/equityMaterials/benefits.pdf
- McIntosh, P. (n.d.). White privilege: Unpacking the invisible knapsack. Available online at: http://www/case.edu/president/action/UnpackingTheKnapsack.pdf
- Committee on Maximizing the Potential of Women in Academic Science and Engineering (2006). Beyond bias and barriers: Fulfilling the potential of women in academic science and engineering. Washington, DC: The National Academies Press.
- Acker, J. (1990). Hierarchies, jobs, bodies: A theory of gendered organizations. Gender and Society, 4, 139-158.
- Martin, P. Y. (2003). "Said and done" versus "saying and doing:" Gendering practices, practicing gender at work. Gender and Society, 17, 342-366
- Turner, C. S. V. (2002). Women of color in academe: Living with multiple marginality. The Journal of Higher Education, 73, 74-93
- Martell, R. F., Lane, D. M., & Emrich, C. (1996). Male-female differences: A computer simulation. American Psychologist, 51, 157-158
- Sackett, P. R., DuBois, C. L. Z., & Noe, A. W. (1991). Tokenism in performance evaluation: The effects of work group representation on male-female and white-black differences in performance ratings. Journal of Applied Psychology, 76, 263-267.
- Kanter, R. M. (1979). Differential access to opportunity and power. In R. Alvarez and K. G. Lutterman (Eds.) Discrmination in Organizations, pp. 52-68. San Francisco: Jossey-Bass.
- Callister, R. R. (2006). The impact of gender and department climate on job satisfaction and intentions to quit for faculty in science and engineering fields. Journal of Technology Transfer, 31, 367-375.
- * Wenneras, C. & Wold, A. (1997). Nepotism and sexism in peer-review. Nature, 387, 341-343.
- * Trix, F. & Psenka, C. (2003). Exploring the color of glass: Letters of recommendation for female and male medical faculty. Discourse & Society, 14, 509-528.
- * Steinpreis, R. E., Anders, K. A., Ritzke, D. (1999). The impact of gender on the review of the curricula vitae of job applicants and tenure candidates: A national empirical study. Sex Roles, 41, 509-528
- Goldin, C. & Rouse, C. (2000). Orchestrating impartiality: The impact of "blind" auditions on female musicians. American Economic Review, 90, 715-741
- Martinez, E. D., Botos, J., Dohoney, K. M., Geiman, T. M., Kolla, S. S., Olivera, A., Qiu, Y., Rayasam, G. V., Stavreva, D. A., & Cohen-Fix, O. (2007). Falling off the academic bandwagon: Women are more likely to quit at the postdoc to principal investigator transition. EMBO reports (Nov. 1, 2007).
- Strum, S. P. (2006). The Architecture of Inclusion: Advancing Workplace Equity in Higher Education. Harvard Journal of Law & Gender, Vol. 29, No. 2, June 2006