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      Social Inequality - Structure and Social Processes 

      Social Justice as a Dimension of University Social Responsibility

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          Abstract

          This chapter examines social justice as an element of university social responsibility (USR). In the face of persistent structural inequality, I discuss strategies for promoting social justice as intentional university platforms. I then explore institutional philosophies on empowering agents of change for a socially just society. This includes the university supporting inclusive and equitable action for people who have been historically underserved by higher education. I posit “start at home” as a new perspective on social responsibility related to campus climate and environment for faculty, students, and staff from diverse backgrounds. Finally, I propose a university social responsibility (USR) typology for universities with a social justice dimension their mission. The method includes a literature review and a thematic analysis of diverse universities’ social justice stances and statements. Accordingly, the paper addresses three research questions. (a) How can social justice be explicitly included in Universities’ third mission policies and activities (processes and outcomes)? (b) How can universities, as change agents, help produce socially responsible students and citizens? (c) Is there a typology for social justice as social responsibility for universities to self-diagnose their position relating to the intersection of social justice, community engagement, and the shaping of fair and just future practitioners?

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          Most cited references39

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          A Theory of Justice : Revised Edition

          John Rawls (1999)
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            Framed Before We Know It

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              What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations.

              Little is known about how discrimination manifests before individuals formally apply to organizations or how it varies within and between organizations. We address this knowledge gap through an audit study in academia of over 6,500 professors at top U.S. universities drawn from 89 disciplines and 259 institutions. In our experiment, professors were contacted by fictional prospective students seeking to discuss research opportunities prior to applying to a doctoral program. Names of students were randomly assigned to signal gender and race (White, Black, Hispanic, Indian, Chinese), but messages were otherwise identical. We hypothesized that discrimination would appear at the informal "pathway" preceding entry to academia and would vary by discipline and university as a function of faculty representation and pay. We found that when considering requests from prospective students seeking mentoring in the future, faculty were significantly more responsive to White males than to all other categories of students, collectively, particularly in higher-paying disciplines and private institutions. Counterintuitively, the representation of women and minorities and discrimination were uncorrelated, a finding that suggests greater representation cannot be assumed to reduce discrimination. This research highlights the importance of studying decisions made before formal entry points into organizations and reveals that discrimination is not evenly distributed within and between organizations.
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                Author and book information

                Book Chapter
                June 26 2024
                10.5772/intechopen.109792
                601b4399-6bf2-4495-a12b-866b34d33d98
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