Studies & academia

Academic study of the question: How is credit for group work allocated when individual contributions are not perfectly observed?

Funded report about the challenges facing open source software and sustainability when free labor is exploited by businesses that do not contribute.

An academic study of emotion in OSS groups.

(PDF) The Evolution of Emotional Displays in Open Source Software Development Teams: An Individual Growth Curve Analysis. Available from: https://www.researchgate.net/publication/324831951/download

Academic report about gender and racial bias in STEM fields. Intersectional study of barriers in STEM fields.

The concept of emotional labor, introduced by Hochschild in 1983, refers to the “process by which workers are expected to manage their feelings in accordance with organizationally defined rules and guidelines”. For instance, judges are expected to appear impartial, nurses—compassionate and police officers—authoritative.

David A. Graham writes a piece that examines the role of monuments dedicated to the Confederacy and the struggle to take them down. These monuments commemorate a society that explicitly enslaved people on the basis of race, in a manner inconsistent with modern values, yet the monuments persist. Graham articulates the connection between these monuments and race, and examines alternatives that might remember the Confederacy without glorifying it.

This article by Shana Lebowitz describes the results of a MIT and Georgetown study which found that, despite being happier when working with people of the same gender, gender-diverse teams were more productive.

Ashe Dryden's curated list of introductory and advanced-level books on intersectionality, feminism, womanism, and social justice.

This short radio segment/article discusses the systemic reasons the computer science world saw a drop in female programmers in 1984.

Decades of research by organizational scientists, psychologists, sociologists, economists and demographers show that socially diverse groups (that is, those with a diversity of race, ethnicity, gender and sexual orientation) are more innovative than homogeneous groups.