1.) “Providing a more concrete understanding of what a perceived stereotype threat could be allows the intended audience to reflect and comprehend these said threats whether the individual reading experiences them or not.” This quote from a classmates expanding the canon post really caught my attention. Its interesting to me, because it proves that individuals who haven’t experienced any type of discrimination, can still learn about that type of discrimination. This is important, because if more people are educated on a type of discrimination, the more people will take action, and try to do something about it.
“If a single company sponsors or promotes one specific kind of religion, this is questionable.” I really like this quote from a classmate’s expanding the cannon post, because it made me aware of a new type of discrimination that is being seen in the work place. This type of discrimination is religious discrimination. The author of this quote explores ways in which a religion, like christianity, could become the typical religion of a work place. If this is so, it creates a hierarchy of religions in the work place. If Christians were at the type of this pyramid structure, lets say that Jews are in the middle, and muslims and hindus are at the bottom. The religions below the popular and typical religion in the work place, may face discrimination for not being the typical religion.
The following Ted Talk video really stood out to me. https://www.youtube.com/watch?v=7365IO9l-tw
The speaker identified an example of a law suit between a muslim women and Abercrombie and Fitch. In this example, the women had been denied a position at the clothing shop, because of something as simple as her head scarf. This is outrageous and a clear example of discrimination in the work place, especially religious discrimination within the work place.
3.) The following is the closing line of a paragraph written by Bogost. “That makes diversity a necessary but insufficient solution to social equity in computing systems.” The following is the beginning of the next paragraph. “For years, companies and educators in the tech sector have framed diversity as a “pipeline” problem.” The transition seen in this example by Bogost is smooth. A reason why this is a great transition, is because Bogost ends the paragraph expressing how diversity in the tech industry is a problem. Then, the next paragraph is related to the end of the prior paragraph, because Bogost writes a sentence that will lead into explaining a potential solution for this issue. So, Bogost ends one paragraph by identifying the issue of diversity in the tech industry, and starts the next paragraph by offering a solution for the problem. This makes for a smooth and effective transition.
I also liked this article in the sense that it brings awareness to putting more attention on one group due to ones bias and pushing that view onto others. Discrimination rears its head in many forms and in this circumstance is battled in the form of religion in the workplace. When attempting to make spaces more inclusive we must focus on the different backgrounds that make each individual unique and focus on what they bring to the table. We also must make sure to spread awareness on this issue because the more it is known the more change can be made.
Notice the “they say/I say” move Bogost makes there, too–identifying “they” as “companies and educators in the tech sector” and which claim of theirs he’s going to respond to (that it’s just a pipeline problem). See–transitions can do a lot of intellectual work.