Discrimination

Discrimination in academia occurs when individuals are treated unfairly or unequally based on characteristics such as race, gender, sexual orientation, disability, religion, or socioeconomic status. This behavior undermines equity in education and perpetuates systemic inequality.

Examples of Academic Discrimination

Racial Discrimination

Definition: Unequal treatment of students or employees based on race or ethnicity, often manifesting through stereotypes, bias, or systemic inequities.

• Examples for Students:

  • Professors disproportionately questioning the academic capabilities of students from underrepresented racial groups.

  • Being excluded from study groups or team projects based on racial stereotypes.

  • Receiving harsher penalties for similar infractions compared to peers of different racial backgrounds.

  • Microaggressions:

    • Asking, “Where are you really from?” despite the student being born in the country.

    • Attributing academic success to affirmative action, e.g., “You’re lucky they’re looking for diversity.”

    • Referring to a student’s contributions as “surprisingly good.”

• Examples for Employees:

  • Faculty of color being overlooked for leadership roles or tenure-track positions despite qualifications.

  • Being assigned a disproportionate share of “diversity work” (e.g., sitting on diversity committees) without compensation or career advancement.

  • Microaggressions:

    • Comments like, “You’re so articulate,” implying surprise.

    • Assuming Black or Hispanic faculty are support staff rather than professors.

    • Jokes or stereotypes about an individual’s cultural background.

Gender Discrimination

Definition: Unequal treatment based on gender, perpetuating bias and inequity in opportunities and resources.

• Examples for Students:

  • Female students being steered away from male-dominated fields like engineering or computer science.

  • Professors dismissing female contributions while amplifying male voices.

  • Jokes about women being too emotional to handle academic pressure

  • Microaggressions:

    • Remarks like, “Women aren’t usually good at math.”

    • Male classmates interrupting or dismissing female students in discussions.

    • Jokes suggesting women “belong in the arts” rather than STEM fields.

• Examples for Employees:

  • Women being paid less than men for the same roles.

  • Exclusion from research collaborations or high-visibility projects.

  • Leadership roles or promotions given to men over equally qualified women.

  • Microaggressions:

    • Calling assertive women “bossy” or “difficult.”

    • Ignoring ideas proposed by women, only to accept them when repeated by men.

    • Assuming caregiving responsibilities are solely a woman’s role.

Ability Discrimination (Ableism)

Definition: Denying access or accommodations to individuals with disabilities, leading to exclusion or inequity.

• Examples for Students:

  • Refusal to provide reasonable accommodations, like extended test times or accessible seating.

  • Professors questioning or minimizing the legitimacy of a disability.

  • Lack of accessible buildings or infrastructure.

  • Microaggressions:

    • Saying, “You don’t look disabled,” to a student requesting accommodations.

    • Joking about students receiving “special treatment.”

    • Professors sighing or expressing frustration at accommodation requests.

• Examples for Employees:

  • Denying adaptive equipment or flexible schedules for disabled staff.

  • Assuming disabled employees are less capable or productive.

  • Excluding disabled employees from promotions or leadership roles.

  • Microaggressions:

    • Comments like, “It must be nice to get time off because of your disability.”

    • Ignoring accommodation requests during team meetings.

    • Referring to someone’s mobility aid (e.g., wheelchair, ergonomic workstation) as an inconvenience or a "first-world problem."

LGBTQ+ Discrimination

Definition: Unequal treatment of students or employees based on their sexual orientation, gender identity, or gender expression, often manifesting through exclusion, bias, or systemic inequities.

• Examples for Students:

  • Professors or peers refusing to use a student’s correct pronouns or chosen name.

  • Exclusion from campus activities, sports teams, or housing options due to gender identity or expression.

  • Facing additional scrutiny or harsher consequences for public displays of affection compared to heterosexual couples.

  • Microaggressions:

    • Asking invasive questions like, “So who’s the man in your relationship?”

    • Saying, “You don’t look gay,” as if appearance dictates sexual orientation.

    • Making jokes or comments about someone “needing to pick a side” if they are bisexual.

• Examples for Employees:

  • LGBTQ+ faculty being excluded from leadership roles or networking opportunities due to biases.

  • Being subjected to homophobic or transphobic remarks during evaluations or in meetings.

  • Denial of spousal benefits for same-sex partners.

  • Microaggressions:

    • Comments like, “I would have never guessed you’re trans!” implying surprise or judgment.

    • Assuming a gay employee will focus only on LGBTQ+ topics in their work.

    • Using stereotypes, such as expecting someone to act more masculine or feminine based on their gender identity.

Socioeconomic Discrimination

Definition: Bias against individuals based on their economic background or financial status.

• Examples for Students:

  • Penalizing students who cannot afford mandatory materials or fees.

  • Exclusion from internships, study abroad, or extracurriculars due to cost barriers.

  • Negative judgments about students working part-time jobs to support themselves.

  • Microaggressions:

    • Joking about students using secondhand or outdated materials.

    • Professors commenting, “You should just take out loans,” ignoring financial barriers.

    • Assuming students from low-income backgrounds are less motivated.

• Examples for Employees:

  • Underpayment of adjunct professors or part-time staff.

  • Treating lower-paid staff as less professional or skilled.

  • Excluding employees from professional development due to budget constraints.

  • Microaggressions:

    • Dismissive comments like, “Well, they’re just here for the money.”

    • Judging employees based on the clothes they wear or car they drive.

    • Stereotyping lower-income workers as less educated or capable.

Religious Discrimination

Definition: Treating individuals unfairly due to their religious beliefs or practices

• Examples For Students:

  • Scheduling exams or events on religious holidays without alternatives.

  • Mocking religious attire or practices in class discussions.

  • Ignoring dietary or prayer accommodations.

  • Microaggressions:

    • Remarks like, “It’s strange that you can’t eat that.”

    • Jokes about religious headwear or practices.

    • Professors dismissing requests for faith-based accommodations as unnecessary.

• Examples For Employees:

  • Denying requests for time off to observe religious holidays.

  • Alienating religious employees by requiring attendance at events involving alcohol.

  • Disparaging remarks about someone’s faith or religious practices.

  • Microaggressions:

    • Comments like, “You’re not one of those people, are you?”

    • Mocking religious dietary restrictions.

    • Treating religious observances as an inconvenience.

Pregnancy and Parental Discrimination

Definition: Unequal treatment based on pregnancy, childbirth, or caregiving responsibilities.

• Examples for Students:

  • Penalizing pregnant students for missing classes due to medical appointments.

  • Lack of access to lactation rooms or child-friendly study spaces.

  • Professors discouraging students from pursuing rigorous programs due to parental status.

  • Microaggressions:

    • Comments like, “Maybe you should focus on family instead of academics.”

    • Assumptions that pregnant students will drop out.

    • Jokes about parenting being incompatible with academic success.

• Examples for Employees:

  • Refusing reasonable accommodations for pregnant staff.

  • Assuming parents cannot take on demanding projects or travel.

  • Excluding parents from networking opportunities due to caregiving responsibilities.

  • Microaggressions:

    • Jokes about “mommy brain” or fathers “babysitting” their kids.

    • Questioning an employee’s commitment after maternity or paternity leave.

    • Treating pregnancy announcements as a burden on the team.

The Impact of Academic Discrimination

Academic discrimination can have far-reaching consequences, including:

• Diminished self-esteem and academic confidence.

• Higher levels of stress, anxiety, and depression.

• Loss of opportunities for growth, mentorship, and networking.

• Long-term damage to career prospects.

• Feelings of shame, isolation, self-doubt, and even suicidal ideation.

• Staff turnover.

• Career rethinks.

• Exiting prior to degree completion.

How to Recognize Academic Discrimination

Ask yourself these questions:

1. Are others given opportunities that you are systematically excluded from?

2. Are your contributions ignored or minimized compared to peers?

3. Have you been subjected to derogatory remarks or stereotypes?

4. Do institutional policies seem to disproportionately disadvantage you or people like you?

If the answer is “yes” to any of these, you may be experiencing academic discrimination.

What Can You Do?

1. Document Everything: Keep detailed records of incidents, including dates, times, and witnesses. If you at any point in time feel unsafe, you are permitted by law to record the conversation. Check your university's privacy policy beforehand.

2. Seek Support: Reach out to trusted peers, mentors, or counselors.

3. Know Your Rights: Familiarize yourself with university policies on discrimination.

4. Report it: While you can go to your department chair as a first step, bear in mind that each stakeholder in the university has an agenda. If the chair is unresponsive, this is a sign that the agenda is to manage the department's reputation or "keep the peace" at all costs. You can escalate by reporting to institutional channels like Title IX offices, ombuds offices, or HR departments. This will require persistence and documentation. While ombuds are a confidential "thought partner" resource, they have no authority. And Title IX offices and HR departments will require evidence in order to "investigate" fairly. If you choose to report, be sure to keep a close watch for retaliation. If you feel you are being retaliated against, once again, document everything, and file additional reports if you feel safe doing so.

5. Consult Legal Help: If internal channels fail, consider external resources like the Department of Education’s Office for Civil Rights.

6. File an EEOC Complaint: If you feel that you are being bullied due to your status as a protected class, and you are an employee of the university, you can file an EEOC complaint. This will open the door to settlement negotiations, which are necessary before you can file a lawsuit.

7. Find Allies: Connect with student organizations or advocacy groups for additional support.

Take Action

Discrimination has no place in academia. By recognizing the signs, knowing your rights, and utilizing available resources, you can advocate for equity and protect yourself and others from harm. You deserve an educational experience free from bias and inequity.

Additional Information

Articles and Research

• Gender inequality in academia: Problems and solutions for women faculty in STEM [Journal of Neuroscience Research]

• Gender Equality in Academia: Bad News from the Trenches, and Some Possible Solutions [Cambridge University Press]

• Gender Matters, Too: The Influences of School Racial Discrimination and Racial Identity on Academic Engagement Outcomes Among African American Adolescents [pdf]

• Academic affect shapes the relationship between racial discrimination and longitudinal college attitudes [pdf]

• Adverse racial climates in academia: Conceptualization, interventions, and call to action [pdf]

• Institutional Betrayal: Inequity, Discrimination, Bullying, and Retaliation in Academia [Sociological Perspectives]

Helpful Resources

• Academic Parity Movement

  • https://paritymovement.org/

• Anonymous Reporting

  • Anonymous Tip Line: A platform for reporting academic misconduct anonymously.

• National Disability Rights Network

  • NDRN: Advocacy for students facing ableism in educational environments.

• The Trevor Project

  • The Trevor Project: Support for LGBTQ+ students navigating discrimination.

• American Civil Liberties Union (ACLU)

  • ACLU: Resources and legal guidance on a range of discrimination issues.

• Office for Civil Rights (OCR)

  • U.S. Department of Education OCR: Official channel for reporting discrimination in education.

Mental Health Support

The National Grad Crisis Line	Free, confidential telephone counseling, crisis intervention, suicide prevention, and information and referral services provided by specially-trained call-takers. Caring, professional staff and well-trained volunteers answer around the clock.
BetterHelp Grad	A month of free therapy for grad students and a reduced rate for ongoing support.