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Invisible labor
Invisible labor (aka invisible work) in academia refers to the work carried out by collegiate faculty that largely goes unrecognized in terms of tenure evaluation. Two major examples of invisible labor are student mentoring and university diversity/inclusionary work. Though student mentoring and inclusion are important aspects to student success, these tasks are often undervalued in faculty evaluations when compared to other academic work, such as publishing research and attaining grant money.

This labor is often carried out disproportionately by faculty from marginalized backgrounds. While the majority of professors agree that diversity is very important to education, most of the diversity and inclusionary work is carried out by non-male, non-white, and first-generation faculty. Because of their diverse backgrounds, professors from marginalized backgrounds often experience increased pressure in performing diversity service tasks, while being held to the same standards for promotion. While diversity among students has been increasing, the rate of diversity among professors has progressed at a much slower pace. This disparity creates places a greater demand on minority professors to mentor students, who often seek out mentors from a similar background. Intersectionality appears to play a role in invisible labor, as professors with multiple marginalized identities experience increased pressure to engage in low-promotability work.