The most complicit compliment

Throughout the years, I have come to decisively believe that there are many uncertainties, exciting opportunities, and environments in higher education and academic medicine. Sadly, for some, there is also one guarantee, and it is professional trauma. Sometimes, I see myself as a participant of my own research and it briefly surprises me. Especially, when I see close colleagues and friends around the nation represented in my research questions, sample, in my results…constantly.

Today, I want to share a story that although it is not talked about in the literature, it happens a lot. No academic journal will pick up this one, much less with this conversational casual voice. Hence, the purpose of this blog. This is a story I am tired of hearing. Let me know if this scenario is familiar or if it piques your interest.

We will call the protagonist Dr. Really-good-at-her-job. She has been part of several studies sharing the disappointment, frustrations, and pain with other students, trainees, and colleagues historically marginalized in higher education. In the spectrum from “same ol’ story” to “this is new”, what happened falls in the “you know this happens ALL the time” spot. 

Dr. Really-good-at-her-job does not consider herself immune to misunderstandings, biased or direct attacks to her work. She is all about the work and she has aspirations. She is good at what she does. Recently, she was told “They're threatened by you." [Whoever “they” is.] And that has triggered a reminder of all the instances she has heard this, all the times she has said it to others, and what is she supposed to make of it?

Perhaps changing “they” to Dr. Ally-in-name-only might be more prudent. Dr. Ally-in-name-only quietly and strategically blocks Dr. Really-good-at-her-job’s career advancement, prevents her from leadership and visibility on campus, yet presents herself as a champion. Everyone knows Dr. Ally-in-name-only as a person of influence, a higher up in the academic hierarchy. 

Whenever Dr. Really-good-at-her-job does not understand what is happening, a good ally and friend would say: “You know this is happening because “they” are threaten by you.” People use this phrase when they mean she is too competent. The truth is that Dr. Really-good-at-her-job does not know what’s up with Dr. Ally-in-name-only. It seems that Dr. Ally-in-name-only fears that Dr. Really-good-at-her-job will make them look ineffective, maybe less knowledgeable, that she may make Dr. Ally-in-name-only look bad or make visible some of her weaker traits. Or worse, she said the most offensive word in academia: accountability. 

Every time Dr. Really-good-at-her-job hears this, she takes it as a compliment and then sits down with a piece of frustration-cake and ponders: What did I do to Dr. Ally-in-name-only? What does “threaten” mean? Is she coming to Dr. Ally-in-name-only with an imaginary weapon? Is her sheer presence the “threat”? And then by the last piece of the cake, she tells herself that it is Dr. Ally-in-name-only’s problem. She cannot control how or what Dr. Ally-in-name-only (or Dr. Sometimes-an-ally) thinks of her. The problem though is that no one is calling Dr. Ally-in-name-only to the principal’s office. Everyone around knows it, but Dr. Ally-in-name-only is allowed to continue her reign.

I think that in support of Dr. Really-good-at-her-job, I can remind the sisterhood of women faculty in academia that we are in this together and that historically marginalized women faculty need to be at the center of inclusive leadership in academia. Because you probably like data, as of fall 2022, historically marginalized women in academia remain significantly underrepresented among full-time faculty in U.S. higher education. According to the National Center for Education Statistics (NCES):​ Black women constitute approximately 4% of full-time faculty. Latina women also represent about 3% of full-time faculty. Asian women account for 6% of full-time faculty.​ A 2017 study published in the Journal of Higher Education found that women of color are more likely to experience burnout and leave academia due to the dual burden of racism and sexism. More than 40% of women of color reported experiencing discrimination or microaggressions on a regular basis, which contributes to the higher turnover rate in academia compared to their White peers. 

Highlighting these realities within the sisterhood of women faculty can create a stronger, more supportive network, ensuring that all women are empowered to rise to leadership roles. Yet, the circumstances surrounding Dr. Ally-in-name-only suggest another reality, a system that although progressing still creates competitive environments for women, resulting in undermining or sabotaging others coming along, generally women of color. Studies in organizational psychology suggest that such aggression may stem from perceived scarcity of opportunities for women in leadership roles, reinforcing competition over collaboration and sponsorship. The dynamic can be amplified in male-dominated fields, like academic medicine. Internalized misogyny leads women to devalue themselves and other women. The “Queen Bee” phenomenon refers to women in senior roles protecting their status. Addressing these issues requires culture shifts in institutions, authentic support for gender equity, and an emphasis on intersectional solidarity over scarceness.

I recognize that we are all somewhat complicit and participate in our academic systems of oppression, especially when we remain silent. Also, not all bias faced by women faculty is intentional, and clearly not held only by other women. But my point is directed toward my sisters in academia. Do not interpret my words as an attack, but awareness.

There is a very-very small subset of the sisterhood in higher education that pretends to empower other women, but only some women. The truth is that anyone can be Dr. Really-good-at-their-job and Dr. Ally-in-name-only, even Dr. Never-a-sponsor, or Dr. Steals-ideas…Man or woman, you get it. Some assumed Dr. Ally-in-name-only mentored successful women at their institutions, but those women have done it all on their own. There is a very small subset that yells: “We need more women in leadership positions!” while they sit back and say, “One or two is enough” or “I just need to block the ones in My lane.” The thing is that every single one of us knows who the perpetrators are, yet when we see a more than qualified woman of color, we choose to tell them “They are threatened by you”. Rarely, we say: “You are too valued to be going elsewhere or feel this way because Dr. Ally-in-name-only feels threatened by you. Let me talk to my other allies at the very top of the institution and make them aware. Help make this right.” 

Retention and career advancement in higher education are a bit political. May I remind you that politics in academia means the plays involved in getting and using power and being able to influence decisions. Dr. Ally-in-name-only holds power and has influence.

Throughout many years, I learned that there is ah-plenty of women leaders who have left for “better opportunities” and because niches are small, they are afraid to say why: “because they told me there is no room for me in a leadership role here”, “because someone has decided to block the doorway to the executive suites”, “because unless they see you as part of their inner circle, you are on the outsides”. I learned that you used “accountability” once in a meeting, and it scares Dr. Ally-in-name-only… a lot.  I learned from my colleagues who have been told this awful statement that 10x over “threaten by you.” means my colleagues are too good. My colleagues are competent at what they do. My colleagues are excellent.  

Simply: “They are threatened by you.” is the worst phrase! So here is my suggestion:

Stop telling women of color in academia: “They are threatened by you.” when what you need to say is something different. For assistance, I am providing the graph below. There is no substance in that sentence. For one, it just excuses the perpetrator’s behavior. Second, how unbelievably subjective is this “threat”? We have no control over how others react so how is Dr. Really-good-at-her-job supposed to find peace in that sentence?

I have plenty of men, White women colleagues who have my back and I have theirs. This is not painting everyone with the same color brush, but I want to encourage especially my White allies to call it out. Call a leader and say it: “This is not right.” Remind them of their commitment to all in academia. Make them see the impact of Dr. Ally-in-name-only’s actions. Also, maybe Dr. Ally-in-name-only doesn’t know that what they are doing is full of bias, racism, control, and power. There is room. There is plenty of room for others.

Historically marginalized friends, I know you. I see you. The truth is people blocking your career progress are about their own insecurities. Your existence and presence are not a threat to others. You are brilliant and you should find a place where you are valued, where you can shine your excellence. Don’t be afraid to own your craft and hype. There are good allies out there, thinking of you. The fake-allies show their cards when you need them the most. Remember them, keep an eye on them, but do not let them live rent free in your mind. Also, do not let them weaponize your competence, experience, and expertise as profoundly dangerous to what is truly their flaws. They have weaponized our taxation, our battered confidence, our research enough. Enough, please. It is exhausting.

Finally, we need to also call it out! Why can’t we? Why can’t we mobilize for our sisters and say to executive leadership this is wrong? Tell them: "You did Dr. Really-good-at-her-job and Dr. Competent-as-heck wrong.” We can do better. Standing up for each other should not be taken for granted. We have navigated landmines; you all know the political maneuvering that takes place in academia.

Somehow, that phrase is supposed to make it about Dr. Ally-in-name-only, but do not ignore that the damage is done. Dr. Really-good-at-her-job is not in the role she applied to, needs, DESERVES and has EARNED. This has already cost Dr. Really-good-at-her-job. The phrase doesn’t feel better because the phrase doesn’t change the system. Does Dr. Ally-in-name-only see any consequences to her actions? It certainly doesn’t inform the people that can do something about it. It just keeps all Drs. Really-good-at-their-jobs in their place, grieving a bit. They are keeping you in your place dear sister and hermana. I, myself, promise to never ever say “they are threatened by you” to anyone ever again. And I hope you think about it twice before you say this to a woman of color, instead call it for what it is…SHADY.