Tag: unit 2

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Research Portfolio, plan, Benjamin Fisch

1.) I want to use my research to understand 2 things. The first thing I want to understand is why employees with neurological conditions are so under represented in the work place. The second thing I want to understand, is how companies will benefit from hiring employees with neurological disorders, because it is clear from research that these types of employees can have a lot of beneficial qualities for an organization.

2.) I am interested in these two questions, because the potential answers for both connect with a personal experience of mine. My little brother, when he was born to the age of about 3, was showing signs of developmental slowness, and as a family we were worried that he may be autistic, which is a type of neurological disorder. It turns out, thankfully, that he grew out of these developmental issues, but still to this day, the scare of them still holds close to my heart.

3.) I believe there will be connections with the research I am doing on this topic, and my later life experiences. The one main connection that I for see, is having to interact with co employees that have neurological disorders. Rather than viewing these hypothetical co workers as limited, I will respect and admire their rare contributions to the organization, rather than focusing in on areas where they may struggle in.

4.) The fields that are going to matter most for my search inquiry, are fields that are heavily dependent on math and numbers. This is so, because neurotypicals are known to be very advanced with math and numbers. Researching fields like finance and technology organizations will definitely benefit my intentions.

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Research Plan

I chose to focus my research on generational diversity in the workplace. A classmate introduced this topic to the blog and I was immediately intrigued because I feel as though working with others who come from different generations as me will be a challenge I could potentially face in the near future. I have watched several TedTalks now and read several articles about bridging this gap in the workplace and have concluded that the questions guiding my research are: What are the implications of generational diversities in the workplace? How can we manage these conflicts into becoming a successful, multigenerational workforce? How is generational diversity a competitive advantage in a working environment? I want to use this research to understand how others must respect and listen to those who have different perspectives of them while still working efficiently together, especially because growing up in completely times leads to having different outlooks on how to live one’s life. 

I want to understand the questions italicized above because the career I plan on going towards is advertising. With advertising, there is no doubt that I have already heard from my professors how much group work there is over individual work, so I am expecting to be working with people of all ages after post-graduation when I find my first job. Not only would I be working with people of different generations, but depending on my position I could also be presenting my ideas and having clients who come from a different generation as me. I want to know these answers to not only better myself as an employee, but make those around me feel just as professional when working with me regardless of my age. 

I believe that my professional, internship, and organizational coursework inform the inquiry because even in my current summer job, I have noticed the lack of ability to overcome this generational gap. I work at a local smoothie shop, and the staff is all high school and college students. Some days it gets very disorganized and we’ll be short on staff, or not have enough ingredients, etc. because I feel like our manager and owner, who are Millennials, don’t know how to properly communicate. This is a current example in my life of why I want to explore this topic more; the fact that I don’t even have a professional job yet and I already see conflicts between Gen Z and Millennials happening in such a casual work environment honestly blows my mind so I can only imagine what I will experience in the actual working world. Because of this research assignment, I will be expanding my knowledge on an issue that I will soon be confronted with after my time at SU and into the world of advertising. The fields that matter most to my inquiry are scholarly articles from several SU databases and professional websites such as Forbes.com which I have already gained a few sources from. I think having the contrast of scholarly databases and casual yet academic websites really feeds me detailed information that is also not too difficult to search for. 

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Research plan, Isaac Haseltine

In recent years, I have become increasingly more aware of the negative state our country is in, there is deeply rooted privilege that creates a harsh imbalance in the organizational cultures across the world. As I searched for a topic that peaked my interests I found myself intrigued by the steps being taken towards a more inclusive education system. The papers included studies and programs that have been implemented to research the discrimination of young children, and how it dawned on me the recycled racism we have occurring in our country. As a young black child steps into life, they are immediately faced with all the disadvantages that the parents must face, and it creates a cycle of oppression that only seems to create more generations of disadvantaged groups. Where is the education system failing in regards to creating equity for the global population of children? And what changes are individual schools implementing into their curriculum that has an actual effect? I ask these questions because I don’t agree with the morals the schools are governed with and the fact that our grandparents were fighting for the same rights we are now. There is a massive population of kids and young adults who have a significant disadvantage because of the position they are born into. The education system is a significant part of the issue, because of its important role in the formative years of children’s lives I believe it is one of the most important areas to focus on.
I have watched my friends get racially profiled and I have heard racial slurs yelled into their faces. I have been the only white person in a neighborhood, and very briefly, I dealt with the problems minorities must face every day of their lives. As an artist, I feel that part of my purpose in this world is to inspire change and reassessment of a persons life and mindset. The largest connection I have to this topic is that I am a product of it, as well as the people I am surrounded by. I have always considered myself an outsider to our society, and I consciously have to act a certain way to fit in. My differences and unique ideologies are what define me, yet they are what separate me so much from the life most of my classmates have. “If I could change anything I would change everything”, there isn’t a day that goes by without me wanting to change the world. Where we are currently creating mountains of unsold produce while Yemen has over 3 million malnourished children. We have become selfish, in the United States especially, and it begins with how our children are introduced to this world. I strongly believe that the only way we can positively grow as a species is to drastically apply changes to our standardized lives and what we focus our attention on and who we listen to.
My main source of information has been through academic papers on varying topics within the subject of discrimination in the education system. Primary sources include experiences that are crucial to the full severity of how discrimination affects a child and helps me comprehend how a malleable their minds are. Typically, I’ve read papers written by education professors who have years of experience as research professors, as well as a background working in younger classrooms. This is very helpful because their field encompasses not only creating the programs and studies that are made to improve our education system, but they also have a solid understanding of the role of a teacher working with children.

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After reading others posts, and doing some research on my own, I have realized that I want to focus on diversity and disabilities in education. The main question that is guiding my research is: What is inclusion, and why does it matter in education? I believe that this is a very important question because many people do not know exactly what inclusion is. In the field of education, inclusion is a very talked about topic. My major at Syracuse is inclusive elementary and special education, and most of my classes so far have been about inclusion, and why it works. The work that I have done so far in my previous courses will help me with my research because I now have some background information about inclusion, and I know the benefits when it is done correctly. This topic is important for me to understand for my future career because I want to be the kind of teacher who accepts and supports all of her students. I want each and every child to feel welcomed and safe in my classroom. I believe that inclusion is important for everyone to know about, not just teachers and teacher candidates because it can help people understand why it is essential to try to include others in our daily lives. Maybe if everyone understood inclusion, our world would be a more accepting place. The fields that matter most to my inquiry are education, and possibly psychology/science. This is because I am focusing specifically on education, and a lot of the articles I have found so far have studies that prove a certain point, or help explain inclusion.

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Discussion Week 6/29

  1. One concept that has always been heavily misunderstood is the idea that all people are seen as equals despite race, gender or religion. However, that is not the case and Wong points it out. We are all human beings living on this earth however our backgrounds and experiences set u apart from each individual. Wong uses the metaphor of a standard shoe given to everyone and those who don’t fit into it being at a disadvantage. We come in all shapes and sizes and it is not our job to be like everyone else but to thrive in what makes us unique. Wong explains how important it is to thrive in each others differences and support each other because we do not know everyones experience. It may even be offensive to deny this persons identity and treat them as if their background doesn’t play a monumental role in the person they have become.
  2. One TSIS idea that can be seen in the article is when Wong argues that understanding who a person is and not just what you see on the outside requires work. It requires knowing about the individual and not making a simple blanket statement about who you think they are and where you think they’ve been. Wong says “Rather than assume everyone is the same (or should be), it is crucially important to seek and understand how differences in identities and experiences inform how we interact with our surroundings and each other.” This idea of connecting the parts is explained when we must put in the effort to understand where these minorities are coming from and choose to acknowledge who they are as individuals. This is important because to truly sympathize and understand the true injustice they face we must be able to make these connections within our own lives.
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discussion post for 6/28

  1. I think the most significant addition to the argument Wong makes is when she titles a subsection called “What Can You Do?” on the fourth page. Although Wong does add to the preexisting argument in other parts of her article, this section was significant to me. Wong details an almost step by step process that people can use for themselves to become active members of diversity inclusion. She suggests multiple things to do, like acknowledging microaggressions and counteracting them to the larger scale of putting yourself out there and breaking boundaries. As much as one person can read about how to change an environment that is comfortable for all, people tend to learn best by things they can relate to. I felt Wong did this well as she gives almost instruction from the very basic personal level, to the larger scale work environment. I believe she adds to the argument in doing this by focusing on the fact it is very small changes within oneself that can lead to bigger changes in time. I believe she adds to the argument in this piece as she details a call to action, and makes the reader relate it to themselves and connect truly with what they are reading.
  2. In chapter 8 of TSIS, the main focus is connecting points and flow across sentences or paragraphs. One of the ways in which to connect the parts is to use a contrast transition, where the author can use “In contrast” to transition points and reflect another part of the argument. Wong does this on page 4 of her article when she starts the second paragraph with “in contrast, those” where she then goes on to detail how marginalized identities often are able to recognize when spaces were not meant for them and adapt. She uses this transition to come off of her previous point, and transition smoothly into the next. In doing so, she is able to connect her points seamlessly and as TSIS puts it, connects the parts.
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Discussion Post Week of Week of 6/29

  1. As Wong enters the conversation around diversity and inclusion she adds a few unique points. One specific point she includes is the difference between equity and equality. You can see her discussing equity vs equality in many sections throughout the text, it is most prevalent in the section titled Equity vs. Equality. The discussion of diversity and inclusion often mentions equality and why we need it but Wong’s addition of Equity helps point in the direction of how we do it. A significant part of that section explains what equity is “Recognizing that certain groups of people have experienced (and continue to experience) disproportionate hardship, harm and disadvantage highlights”. This is significant because it shows that to achieve equality we must recognize the differences and not assume that everyone has the same experience. Later on in the text in the Supporting Others to Make Change, equity and equality are mentioned again when mentioning key points that to improve we must “focus on equity rather than equality; acknowledge and affirm differences rather than ignore and deny them; and pay attention to how exclusionary practices show up at interpersonal and structural levels”. That key point contributes to strategies of how to move forward in including and maintaining diverse environments by opening our minds, asking the right questions. seeing differences, and thinking more inclusively.

2.  The way that Wong structures her writing, including headers with clear titles, help the reader map out what the overall message is. This keeps the text clear and concise rarely leaving the reader to wonder what does one statement has to do with the other. Another way Wong keeps everything related is through using certain connective sentence patterns, her transitions are seamlessly connecting her last sentence and her next sentence. For example, when starting a new paragraph Wong uses elaborative terms such as “in contrast” and “Rather than” to introduce a new point in reference to her last.

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Discussion – Week of 6/29

Wong’s article is in a professional journal for those in the safety industry. Therefore, I thought the focus on the need for a review of safety protocols which include consideration of gender diversity was particularly powerful. She does a lot of work providing context, going into a lot of discussion about diversity in the workplace and what that’s meant in the past. She effectively acknowledges that many of her readers will likely be familiar with past diversity efforts, but won’t have really considered how they apply to their industry. Many of the uniforms, equipment, and fitness for duty tests were designed for men because the work was predominately being done by men. Wong stresses that as the gender diversity of the workforce increases, those uniforms, equipment and fitness for duty tests will need to change to meet that new reality. What might be safe for a man of average build may not be safe for a woman or person identifying as femme.

Throughout this first paragraph, Wong reuses the word “messages” to drive home her point. Some might have reached for their thesaurus, but in this case, the choice is quite deliberate. Wong is attempting to raise awareness of how not taking steps to address practices that may be considered exclusionary, that it’s sending a signal to those who feel excluded, and that signal is a reminder of their exclusion.

“On interpersonal and structural levels, such conditions communicate messages that people do not belong, that their needs are not recognized or deemed important enough to address, and that there is little interest in making things easier or more accessible for them to be successful. Such messages are at the core of most exclusionary practices. Continuously receiving these messages and having to navigate various obstacles can drain energy and take a significant toll on a person’s psychological, emotional and physical well-being, thereby reproducing yet another form of inequity with respect to how different workers are able to experience the workplace itself.

 In the second paragraph, Wong provides a solution to the problem raised in the prior paragraph. She effectively summarizes the prior paragraph with two key words: “tension” and “burdens”.

Part of creating more inclusive workplaces involves addressing this tension. It is important to raise awareness among those with the privilege of not having to think twice about how they function so they can be more responsive to others’ needs and simultaneously alleviate burdens for those who must be extra conscious and aware to simply get by.”

 

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Discussion Prompts Week of 6/29

  1. Throughout this class, we have talked and read about numerous topics regarding diversity, equity, and inclusion. Wong adds to this ongoing conversation in this article she wrote about organizational culture. The section I would like to focus on is the paragraphs under the subheading titled Privilege, Marginalization and Differences in Experiences on page 28 and 29. this section caught my eye and I think it is critical to this conversation of diversity. Wong states how in order to create an inclusive culture for a diverse workplace, one must become aware of social identities and how they are perceived in places such as a place of work. People have been going into this conversation with the mentality that people are all the same or should be the same. However it is important to see the differences in identities and experiences and not just go off of what has been the norm. In the next paragraph, Wong uses an example of gender to further convey her message. She states that “once one begins to critically reflect on how gender shapes peoples’ everyday experiences in profoundly different ways, the influence of gendered norms and gender bias can be found in nearly all corners of an organization’s culture.” It’s important to first identify and become aware of the surroundings to then make it easier to learn and address.
  2. Wong does a really good job at “connecting the parts” throughout her entire article. The way the article flows from one section to another with the use of the subheadings makes it much easier to read and locate main ideas. In addition to the subheadings, she uses manifold transition words to also help connect her ideas and make it flow. The words “in contrast” were used on page 29 in which Wong identifies the difference in ideas and as a result, sets the reader up in a way that they can follow more easily.
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Week of 6/29 – Discussion

  1. For me one of the most significant pieces Wong adds is found under the ‘Starting with Better Question’ section.  By prompting the audience to reflect and ask more targeted, meaningful questions, she’s teaching others how to welcome more people to be apart of the conversation. In doing so it creates a more hospitable discussion and overall enables one to reach larger audiences. One of the biggest difficulties for entering any controversial issue is learning where to start. From personal experience I found this become true whenever I tried to enter political discussions. Given the vast amount of media coverage, events, and body of literature, I felt overwhelmed never knowing how to approach an issue. Because of that, I found myself often shy away from discussing these topics, unsure of how my perspective could ever add to what other enlightened perspectives already knew. Wong acknowledges how overwhelming this can become whilst pointing where to begin. She not only addresses the incomplete and thoughtful questions one could ask but adds how it can begin to shift our thinking on the issue. Instead of having a corporate company ask ‘who else can we bring on board,’ for example, she proposes a deeper alternative that looks at ‘who is not being represented at the table and in what ways how have we kept out?’ As Wong puts it, “these questions invite examination of potentially exclusionary aspects” targeting the deeper source of the issue, rather than merely scratching over the surface. It places responsibility on the organization which in turn is more likely to move an organization to be more inclusive. Emphasis is added to what questions we should ask versus what we might (negatively) assume.

2. Immediately following that last paragraph, Wong makes a compelling argument on the distinction between equality vs equity. Smoothly transitioning from counters to claims, she first does so by recognizing the issues specific groups of people then and even now have had (identifying ‘it’ is a recurring argument in her article). The extra note saying people “continue to experience” disproportionate harm, hardships, and disadvantages adds a dimension of time and scale signaling that this issue is problematically static.

She later explains how assumptions, such as believing that equality associates sameness for everyone, can become the root of these issues. While the idea that we’re “treated the same and get the same things” may entertain groups of people, Wong discredits it immediately in the following sentence by saying “however,  treating everyone the same is a surefire way to exacerbate and reproduce inequalities.” Not only will it continue reproducing inequalities, but she adds it will more negatively aggregate the issue.

Wong goes further in explaining where this logic may come from which is powerful because it helps the reader or the naysayer identify an incomplete evaluation or assumption they might have made. As she puts it, while it “may seem counterintuitive, there are many examples that demonstrate how treating everyone the same is often more unfair…” Here she is backing up her claim by providing concrete examples on how all parties of the discussion can reevaluate themselves and instead, “actually have more equal opportunities to succeed.”