Disparate Impact? Career Disruptions and COVID-19 Impact Statements in Tenure Evaluations

Extensive research reveals employer biases against workers with career disruptions, particularly those related to caregiving. However, the effectiveness of organizational practices intended to mitigate such biases is less well understood. This study examines the use of COVID-19 impact statements in tenure decisions at research universities, an organizational intervention that was designed to reduce biases but raised concerns that it might inadvertently amplify them. Contrary to concerns about unintended consequences, a pre-registered survey experiment with 602 full professors in STEM fields reveals that the inclusion of impact statements leads to more favorable tenure evaluations, regardless of faculty gender and disruption type. Qualitative evidence suggests that perceptions of pandemic-related disruptions as legitimate, externally imposed, time-limited events in the past help circumvent previously documented biases. This study enhances our understanding of organizational practices that effectively mitigate biases and points to the potential role of narrative framing in workplace evaluations and organizational inequalities.

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