ABSTRACT
This chapter focuses on asymmetrical power relations in which targets of discrimination are in subordinate positions and/or are subject to negative institutional forces beyond individual control, such as in many tenure review processes. Much more research is needed, but a few recent studies have explored the numerous active coping strategies used by minoritized students on predominantly white campuses. Coping strategies vary based on the nature and intensity of the threat, the availability of resources to assist the individual, the perceived intentionality of the act, and the personal evaluation of one’s ability to undertake a coping response. To illustrate the high costs of, and specific responses to, career-derailing experiences for nondominant faculty, the chapter considers the all too similar characteristics of a group of relevant tenure denial cases. Consider the proactive coping strategies undertaken by Marianne, a white faculty member, who experienced a toxic work environment on several fronts simultaneously in her academic department.
