Racial microaggressions often occur in U.S. higher education. However, less is known about how White American students reason about their evaluations of racial microaggressions. The current study investigated how 213 White college students (54.46% cisgender women) attending a PWI in the Southeast U.S. in the Fall of 2019 justified their evaluations of the acceptability of racial microaggressions presented in vignettes. Following Social Domain Theory, to assess participants' social reasoning, we conducted quantitative content analysis of participants' open-ended justifications for their evaluations. Multiple regression analyses revealed that participants were less likely to evaluate racial microaggressions as negative the more they employed justifications focused on 1) assuming that the behaviors in the situation followed conventions of the classroom, 2) judging the professor's response as correct, and 3) asserting that the behavior was likely to happen to anyone. Further, the higher participants' endorsement of color-blind attitudes the more likely they were to evaluate racial microaggressions as appropriate. However, reasoning centered on 1) assuming differential treatment based on race, 2) perceiving the behavior as harmful, and 3) considering the behavior was against conventional expectations was associated with finding racial microaggressions to be more negative. The current study highlights the value of investigating underlying reasoning behind evaluating racial microaggressions in addition to color-blind attitudes. The findings suggest that higher education professionals should consider interventions which pay particular attention to unpacking students' reasoning, untangling acceptance of Ethnocentric narratives and providing information that challenges classroom behaviors that, while potentially appearing conventional, in fact perpetuate harm through microaggressions.

This case study investigated how mentors and mentees in biology experience and understand race and ethnicity in their research mentoring relationships. Semi-structured interviews were conducted with mentors ( = 23) and mentees ( = 15) who had participated in an undergraduate biology summer research opportunity program at a large Midwestern research-intensive university. Interview transcripts were coded using an inductive, thematic analysis. Themes that emerged are presented, describing both participants' experiences with and beliefs about race and ethnicity in research training contexts (e.g., mentoring relationships, lab and field experiences). Although similarities were identified, the experiences and beliefs of mentors and mentees were not always aligned. Implications of the findings for training interventions and institutional partnerships to enhance the effectiveness of research mentoring relationships are discussed, with the goal of positively impacting the educational success of students from historically underrepresented racial/ethnic groups in science career pathways.

The purpose of this study was to investigate the motivation of research mentors to address race/ethnicity in their research mentoring relationships, using self-determination theory as a conceptual framework. Mentors from STEM fields primarily in the biological sciences ( = 115) were asked to report their level of motivation and the reasons behind their motivation to address the role of race and ethnicity in their mentoring relationships. Mentors' responses were coded using a qualitative approach, and results were examined by mentors' degree of motivation, previous experience with mentoring trainees from different racial/ethnic groups, and mentor race/ethnicity. Extrinsic motivation and amotivation were the most frequently assigned codes to mentors' responses. Implications of these findings for mentor practices, higher education initiatives, and for diversifying the STEM workforce are discussed.

The majority of research examining Undergraduate Research Experiences focuses singularly on student-reported outcomes, often overlooking assessment of the mentor role in student learning and outcomes following these experiences. The goal of the current study was to examine the student-mentor dyad at the beginning and end of a 10-week summer research experience for American Indian undergraduates utilizing a series of actor-partner interdependence models within SEM. Participants included 26 undergraduate interns (50% American Indian; 50% American Indian and White; age = 24) and 27 mentors (89% White; age = 47). Findings indicated that in accounting for all potential paths between students and mentors, the partner path between mentor beliefs at the beginning of the program and students' skills related to autonomy (β =.59, = .01) and academic resilience (β =.44, = .03) at the end of the program were significant. These findings suggest the important impact of mentor beliefs on student outcomes, a relationship that should be adequately assessed and continue to be important focus of undergraduate research experiences. Findings further indicate the important role of mentors for American Indian undergraduates.

To explore the divergent academic experiences and outcomes of U.S.-origin and immigrant-origin Black Americans, we drew on (1993) to test a three-wave longitudinal model of college persistence using path analysis. Our sample was comprised of 101 ethnically-diverse Black students who were randomly selected from nine public high schools in the metropolitan Boston area and went on to matriculate at 32 different, predominantly White colleges and universities. Specifically, we compared U.S.-origin and immigrant-origin Black undergraduates' reported college social support/social integration and academic integration; and measured the influence of these factors (as well as high school grades and socioeconomic status) on college persistence two years later. As predicted, and consistent with previous studies, immigrant-origin Black students academically outperformed their U.S.-origin Black counterparts, earning significantly higher high school grades and demonstrating greater persistence in college. However, when the effects of high school grades and SES on college persistence were included in a multivariate path model together with immigration status and college social and academic integration, immigration status no longer predicted college persistence. Neither social nor academic integration predicted college persistence, within the path model, as hypothesized, but social integration did predict academic integration as expected. In separate correlational analyses, academic integration and SES were associated with college persistence for U.S.-origin Black students, but this was not the case for immigrant-origin Black students. We discuss the implications of these findings for fostering greater success among diverse Black undergraduates.

The National Science Foundation and others conclude that institutional transformation is required to ensure equal opportunities for the participation and advancement of men and women in academic science, technology, engineering, mathematics, and medicine (STEMM). Such transformation requires changing the habitual attitudes and behaviors of faculty. Approaching implicit bias as a remediable habit, we present the theoretical basis and conceptual model underpinning an educational intervention to promote bias literacy among university faculty as a step toward institutional transformation regarding gender equity. We describe the development and implementation of a Bias Literacy Workshop in detail so others can replicate or adapt it to their setting. Of the 220 (167 faculty and 53 nonfaculty) attendees from the initial 17 departments/divisions offered this workshop, all 180 who completed a written evaluation found the workshop at least "somewhat useful" and 74% found it "very useful." Over 68% indicated increased knowledge of the workshop material. Of the 186 participants who wrote a commitment to engage in new activities to promote gender equity, 87% incorporated specific workshop content. Twenty-four participants were interviewed 4-6 months after attending the workshop; 75% of these not only demonstrated increased bias awareness, but described plans to change-or had actually changed-behaviors because of the workshop. Based on our sample of faculty from a Midwestern university, we conclude that at least one third of STEMM faculty who are invited will attend a 2.5-hr Bias Literacy Workshop, that nearly all will find it useful, and that most will complete a written commitment to promoting gender equity. These findings suggest that this educational intervention may effectively promote institutional change regarding gender equity.

In the present investigation, the authors explored potential predictors of White students' general emotional responses after they reflected on their Whiteness in a semi-structured interview (n = 88) or written reflection (n = 187). Specifically, the authors examined how color-blindness (i.e., awareness of White privilege) and racial affect (i.e., White empathy, White guilt, and White fear), assessed before the interview or written reflection, may predict positive and negative emotional responses, assessed immediately following the interview or written reflection. Furthermore, the authors considered whether affective costs of racism to Whites moderated the association between racial color-blindness and general positive and negative emotional responses of White students. Findings indicated that affective costs of racism moderated associations between racial color-blindness and general emotional responses. Specifically, White fear moderated associations for the written reflection group whereas White empathy moderated an association in the interview. White guilt did not moderate, but instead directly predicted a negative emotional response in the written reflection group. Findings suggest that the interaction between racial color-blindness and racial affect is important when predicting students' emotional responses to reflecting on their Whiteness. Implications for educators and administrators are discussed.