Daniel McFarland<\/a><\/strong><\/p>\n\n\n\nProfessor of Education and (by courtesy) Sociology and Organizational Behavior, Stanford University<\/em><\/span><\/p>\n\n\n\nDan is a professor of education and (by courtesy) sociology and organizational behavior at Stanford University. Much of his current research develops sociological accounts of contemporary science that rely on big data and methodological advances in social networks and language modeling.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"Timezone: PST<\/p>\n
Prior work finds a diversity paradox: Diversity breeds innovation, yet underrepresented groups that diversify organizations have less successful careers within them. Does the diversity paradox hold for scientists as well? We study this by utilizing a near-complete population of \u223c1.2 million US doctoral recipients from 1977 to 2015 and following their careers into publishing and faculty positions. We use text analysis and machine learning to answer a series of questions: How do we detect scientific innovations? Are underrepresented groups more likely to generate scientific innovations? And are the innovations of underrepresented groups adopted and rewarded? Our analyses show that underrepresented groups produce higher rates of scientific novelty. However, their novel contributions are devalued and discounted: For example, novel contributions by gender and racial minorities are taken up by other scholars at lower rates than novel contributions by gender and racial majorities, and equally impactful contributions of gender and racial minorities are less likely to result in successful scientific careers than for majority groups. These results suggest there may be unwarranted reproduction of stratification in academic careers that discounts diversity\u2019s role in innovation and partly explains the underrepresentation of some groups in academia.<\/p>\n","protected":false,"has_excerpt":true},"featured_media":0,"parent":0,"comment_status":"open","ping_status":"closed","template":"","class_list":["post-5519","ls-event","type-ls-event","status-publish","hentry"],"acf":{"date_start":"2021-03-17 10:00:00","date_end":"2021-03-17 11:00:00","timezone":"PST - Pacific Standard Time (GMT-8:00)","list_description":"","event_type":"virtual","organized_by":"Stanford HAI","organized_by_url":"https:\/\/hai.stanford.edu\/","is_private":false,"attendance_instructions":"Registration is requested. Use the Sign Up link below.","external_link":"https:\/\/stanford.zoom.us\/webinar\/register\/WN_JqpCv6-ERe-DC4QCkq08Aw","external_email":"","external_use":"url","external_cta":"Sign Up","is_portal_event":false,"related_scholar":false,"target_description":"","registration_instructions":"","reject_event":false,"reminders_sent":false,"microinteractions":{"remindme":{"count":"","users":false}}},"yoast_head":"\n
Stanford's HAI Weekly Seminar with Daniel MacFarland: The Diversity-Innovation Paradox in Science - Luksic Scholars<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/luksicscholars.org\/en\/event\/stanfords-hai-weekly-seminar-with-daniel-macfarland-the-diversity-innovation-paradox-in-science\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Stanford's HAI Weekly Seminar with Daniel MacFarland: The Diversity-Innovation Paradox in Science - Luksic Scholars\" \/>\n<meta property=\"og:description\" content=\"Timezone: PST Prior work finds a diversity paradox: Diversity breeds innovation, yet underrepresented groups that diversify organizations have less successful careers within them. Does the diversity paradox hold for scientists as well? We study this by utilizing a near-complete population of \u223c1.2 million US doctoral recipients from 1977 to 2015 and following their careers into publishing and faculty positions. We use text analysis and machine learning to answer a series of questions: How do we detect scientific innovations? Are underrepresented groups more likely to generate scientific innovations? And are the innovations of underrepresented groups adopted and rewarded? Our analyses show that underrepresented groups produce higher rates of scientific novelty. However, their novel contributions are devalued and discounted: For example, novel contributions by gender and racial minorities are taken up by other scholars at lower rates than novel contributions by gender and racial majorities, and equally impactful contributions of gender and racial minorities are less likely to result in successful scientific careers than for majority groups. 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