Month: June 2021

Canadian Police Mothers and the Boys’ Club: Pregnancy, Maternity Leave, and Returning to Work

In the article Canadian Police Mothers and the Boys’ Club: Pregnancy, Maternity Leave, and Returning to Work the authors Debra Langan, Carrie Sanders, and Tricia Agocs use their voices to bring awareness towards the issues women police officers from Canada often have in the workplace during their pregnancy and maternity leave.  The police force is already a predominantly male profession, so women are, like Kaplan and Donovan stated, an outsider group within the larger organization.  Due to the often time poor work environment, many people stated that the culture and management of the police force is currently inadequate and required so much needed improvement.  This is evident in the study conducted where “one in five [officers] … think about leaving their current police force from once a week to several times a week”.  This apprehension towards working on the police force could, for some women, be due to the mistreatment when pregnant and requiring maternity leave.  Even before addressing the mistreatment of women during pregnancy, the article mentioned how women usually work during their job on the force.  They often push themselves extremely hard, believing that they need to prove themselves more to show that they deserve to be there.  When considering becoming pregnant, one woman stated that it was very important to make sure that you have proved yourself because if you get pregnant too early, then you would be looked down upon by colleagues.  It was a fear for many policewomen that, by announcing their pregnancy, it meant judgment from everyone, and when a woman was on maternity leave, their coworkers often had to take over the mother’s work, which further caused poor feelings.  When returning to work, the policewoman now needs to reprove herself to try and remove herself from the new demoted position because after time off she might not be an adequate police officer anymore. 

citation:

Debra Langan, Carrie B. Sanders & Tricia Agocs (2017) Canadian Police Mothers and the Boys’ Club: Pregnancy, Maternity Leave, and Returning to Work, Women & Criminal Justice, 27:4, 235-249, DOI: 10.1080/08974454.2016.1256254

link: https://www-tandfonline-com.libezproxy2.syr.edu/doi/full/10.1080/08974454.2016.1256254

Is it safe to bring myself to work? Understanding LGBTQ experiences of workplace dignity

In Is it safe to bring myself to work? Understanding LGBTQ experiences of workplace dignity, Baker and Lucas claim that people who identify as non-heterosexual and non-cis gender will likely face bullying, discrimination, harassment, hurtful jokes and taunts, and ostracism throughout their careers. Through the use of previously conducted studies and statistics, this article examines the homophobic and transphobic attitudes of employers and coworkers. It was found in a 2007 study of a big United States company that 90% of respondents would not hire someone based off of their sexual orientation or consider them as their first choice (Baker and Lucas, 2017, p.8). Additionally, this article conducts a study that creates a platform for members of the LGBTQ community to share personal accounts of oppression they have endured at work. The authors advocate for widespread education regarding the struggles LGBTQ individuals face within the workplace for more inclusive and respectful workplace settings and provides protection strategies for safety and secuirty.

The Association Between Unemployment Status and Physical Health Among Veterans and Civilians in the United States

“The association between unemployment status and physical health among veterans and civilians in the United States” by Than V. Tran,  Julie Canfield, & Keith Chan reflects on the high rate of unemployment amongst veterans and proposes positive change through public health policies and programs. This article focuses mainly on the health effects of long-term unemployment and their impact on the veteran community. Tran, Cainfield, and Keith use the connection between unemployment and poor physical health as justification for an increase in programs geared towards easing the transition from the military to the workforce. The authors present the creation of said programs as favorable to “not only the veterans themselves but for their families, communities, and the greater society at large” Although the authors seem to push the idea of creating programs for veterans, there is also a strong importance placed on furthering research behind the trend in order to “raise public awareness of these health issues, and provide insights into critical questions on how best to develop effective reintegration programs for veterans”. I believe that this article draws parallels between the ideas of both “Neurodiversity as a Competitive Advantage” and “The impact of organizational diversity policies on minority employees’ leadership self-perceptions and goals” by taking the motivation for change that the Gundemir et al article has and connecting it with the philosophy behind the Austin & Pisano text.

Reference:

Tran, T. V., Canfield, J., & Chan, K. (2016). The association between unemployment status and physical health among veterans and civilians in the United States. Social Work in Health Care, 55(9), 720–731. https://doi.org/10.1080/00981389.2016.1191582 

https://www.tandfonline.com/doi/full/10.1080/00981389.2016.1191582

Algorithm-Driven Hiring Tools: Innovative Recruitment or Expedited Disability Discrimination?

Algorithm-Driven Hiring Tools: Innovative Recruitment or Expedited Disability Discrimination? By Lydia X. Z. Brown, Ridhi Shetty and Michelle Richardson, presents us with a compelling report on the consequences AI based assessments have on employment of the disabled. Many of us revel in all the latest advancements in technology. We think the more tech, the better. Brown, et al., however, immediately set about clearing up any misconceptions we may have had about the neutrality and fairness of artificial intelligence-based hiring tests. We are treated to an informative and eye-opening breakdown of all the different types of tools and tests currently being used for hiring. Although it is not expressly noted by Brown, who is autistic and an expert on disability rights and algorithmic fairness, it is clear neurodivergent employment candidates have a high potential for being discriminated against via these tests. The authors also make certain to share with us that many employers do not realize how biased these tests can be. Hence, Brown, et al., spend a great deal of time pointing out the numerous ways an employer could be held liable for discrimination under the Americans with Disabilities Act (ADA). As such, this report proves to be a valuable resource for self-advocates and employers alike.

Source:

https://cdt.org/wp-content/uploads/2020/12/Full-Text-Algorithm-driven-Hiring-Tools-Innovative-Recruitment-or-Expedited-Disability-Discrimination.pdf

Neurodiversity Studies: A New Critical Paradigm

Neurodiversity Studies: A New Critical Paradigm written by Hanna Bertilsdotter an associate professor in sociology ,Nick Chown a book indexer who researches and documents his findings on Autism , and Anna Stenning a welcome trust research fellow in humanities and social sciences at the University of Leeds, explores the world of Neurodiverse people and the challenges they face in the workplace. Through their extensive research the authors have been able to maintain their stance of supporting the “Neurodiverse movement”. They reiterate throughout their writing that neurodiverse people, no matter how qualified they may be, face many obstacles when searching for employment. There has been evidence from the PARC, an organization which collects research on autistic people that has shown that even when a person with autism holds a doctorates, they are rarely able progress to further research and lecturing contracts. The writers attribute this to the invalidation of “impaired bodies” making neurodiverse people constantly struggle to establish credibility due to the ableist view point prevalent in society today. It was also mentioned that when a study was conducted, many neurodiverse employees have admitted that they have been in situations in the workplace where in order for them to fit in they felt that it was necessary that they mask any characteristics that might indicate to others that there were different. The writers contend that in order for this to be rectified, there must be an emphasis on inclusion in these spaces so these employees can feel safe and work their best.

source:

https://www-taylorfrancis-com.libezproxy2.syr.edu/books/edit/10.4324/9780429322297/neurodiversity-studies-hanna-bertilsdotter-rosqvist-nick-chown-anna-stenning

Walking the Talk on Diversity: CEO Beliefs, Moral Values, and the Implementation of Workplace Diversity Practices

In the Journal of Business Ethics Eddy Ng, incoming Smith Professor of Diversity & Inclusion in Business at Queen’s University and Dr. Greg Sears, Associate Professor of Human Resource Management and Organizational Behavior at the Sprott School of Business examine how CEOs assign significance and get their essential employees to execute diversity management. While CEO dedication is seen as being vital to organizational diversity efforts, little is known about how CEOs communicate their priorities and mobilize major organizational individuals to implement diversity management. It is acknowledged that an CEO’s outward appearance of devotion to diversity endeavors in organizations is an essential key to success however if the CEO’s true unspoken priorities are signaled to the organization what is the effect on organizational diversity efforts? I hypothesized that if a CEO didn’t truly have a commitment to a diverse workplace, would this unspoken truth affect diversity management practices.

In this study, an integrative model with surveys was utilized which theorized that CEO’s actual beliefs about diversity would forecast the execution of diversity practices within the organization.  The findings suggest that a CEO’s words and actions alone are not adequate for the execution of diversity management practices. Managers within the company must perceive the CEOs as being authentically dedicated to workplace diversity for diversity management systems to be faithfully executed.

Reference

Ng, E. S., & Sears, G. J. (2020). Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices: JBE. Journal of Business Ethics, 164(3), 437-450. http://dx.doi.org.libezproxy2.syr.edu/10.1007/s10551-018-4051-7

Link to the article: https://www-proquest-com.libezproxy2.syr.edu/docview/2130628836?accountid=14214&pq-origsite=summon

Strategic Diversity Leadership: The Role of Senior Leaders in Delivering the Diversity Dividend

In “Strategic Diversity Leadership: The Role of Senior Leaders in Delivering the Diversity Dividend,” Luis Martins proposes a new way of linking diversity and inclusion efforts to an organization’s performance through a framework he calls “strategic diversity leadership.” As a professor and chair of the management department at The University of Texas at Austin, Martins is an expert on innovation, change, and performance. He defines strategic diversity leadership as “the shaping of the meaning of diversity within an organization by the organization’s senior leaders” (Martins 1194). What sets his framework apart from prior studies in this area is the idea that supervisory managers can only do so much if the organization’s top executives do not lead the way. Because of they hold positions of authority, top executives have both the platform and the responsibility for unleashing the benefits of a diverse workforce. He argues that these senior leaders must use the power of communication to establish a vision for diversity and inclusion and articulate that the “current state is unacceptable” (Martins 1198). They must also participate in public activities that promote diversity and inclusion, including rituals and ceremonies. In other words, top executives must symbolize the value of diversity and inclusion through their words and actions. By doing so, their internal and external stakeholders will follow their lead and the organization will realize the diversity dividend.

Martins, Luis L. “Strategic Diversity Leadership: The Role of Senior Leaders in Delivering the Diversity Dividend.” Journal of Management, 1 September 2020, pp. 1191-1204, https://doi-org.libezproxy2.syr.edu/10.1177/0149206320939641.

Overview for Week of 6/28

We’ll be closing out Unit 1 this week, so that means your first Unit assignment deadline is approaching (Sunday, 7/4).

Read on for an overview of how we’ll be moving toward that:

Look for feedback from me in the next couple of days on the summary of your article that you submitted yesterday. You’ll work with that feedback to finalize your summary, which will become part of your Unit 1 blog post (along with your commentary on how this article would enrich our understanding of the specific organizational culture issue/area you’re exploring). Be sure to review the Unit 1 assignment sheet. Consider your purpose carefully.

show & tell

While you’re waiting for that feedback, start thinking about and looking at your options for a media component (link, video clip, image, etc.) to incorporate into your post. You’ve got a lot of latitude to work with here. I suggest using the assignment’s purpose as your starting point.

Here’s what I mean: while you’ve read this article (probably multiple times by now), your classmates probably haven’t. You’re suggesting that this text ought to be part of our canon, that looking at it would enrich our knowledge and understanding of this important issue. You need to show and tell us how that’s the case. You’ll be offering summary, analysis, and commentary. The media element is there to round that out.

For example, your media component might:

  • provide some background knowledge that would be crucial to our understanding (i.e. through a link or a video)
  • contain some visual context for the scope or complexity of the issue (i.e. an infographic) or assist with our understanding of change over time or comparison (i.e. graph, chart)
  • offer an opportunity to explore this issue further (i.e. through a link) for those who want to learn more

You may incorporate more than 1 element if you would like; just make sure you have at least 1.

Also be sure to attend to the following:

  • if using a link, make sure it is functional–use the “Add Media” button in the +New Post window to “Insert from url”
  • if using an image, make sure it is high-resolution so that it’s legible–again you’ll use the “Add Media” button to “Upload files” and “Insert into post”
  • if using an image, provide a caption that includes the source information (where you found the image–the actual web page, not just “Google search”)
  • whatever your media component, be sure that you explain its relevance in your post–don’t leave your reader to draw their own conclusions about its significance. Walk us through what you want us to learn from this item.

Here’s the other work on tap for this week:

  • draft of your blog post (let’s extend the deadline here to the end of the day on Wednesday, 6/30)
  • a few TED talks to watch (linked from Blackboard) for more perspectives on diversity and organizational culture (and in preparation for this week’s discussion)
  • discussion work on the blog–see the prompt here

I’ll be reading your drafts (due Wednesday) and getting you feedback by the end of the day on Friday. Your final version of the blog post is due by the end of the day on Sunday, 7/4.

Discussion prompts for Week of 6/28

This week you will be watching three TED talks and reading another article that all intersect with our big umbrella topic of organizational culture. (Think of this like a Venn diagram:

Venn diagram

I think this can be a helpful analogy because it is much the same tactic that we take in research: we are not simply looking for the one “perfect” source but rather for a source that interacts with our ideas in someway that move them forward. And the more voices we hear from in that research (the more perspectives we incorporate), the more likely we will arrive at a fuller understanding of the topic we’re examining.

For this week’s discussion I would ask that each of you respond to question #1 and then either #2 or #3. Please categorize your list as “Discussions/ Homework” and tag it with “weekof6/28,” “unit 1,” and [your name].

  1. We use the term “rhetoric” to discuss how we make arguments (what we do and how and why, not just what we say). Since a hefty portion of your work in this upcoming Expanding the Canon blog post hinges on rhetorical analysis, let’s do some practice–working with one of the TED talks for this week (Heffernan’s, Fried, or Salecl), talk to us about what you find interesting in their rhetorical approach. How do they engage the audience? What kinds of strategies do they use to explain their ideas? What do you think is interesting or significant about the way that they present their arguments and appeal to their listeners?
  2. Choose one of the talks that you watched this week and examine how this speaker works with evidence. What kind of evidence do they use? How do they explicate the connections between their evidence and their claims?  Be specific. How do they walk the audience through their argument? What are some of their argumentation tactics that you find effective? Note that you will need to watch the talk at least a second time, and take notes while you are doing it; you can also access a full transcript of the talk on the TED website.
  3. Choose one of the talks, and discuss how this presenter adds to our body of knowledge around organizational culture. Who is the speaker/author, and what kind perspective do they contribute? (You may need to do a quick Google search to get a sense of who they are.)  What kind of connections do you see between this take and other things we have been learning about organizational culture? If you were to make a Venn diagram (or a few) articulating the connections between this text and other ones that we’ve read, what would it look like? You can have some fun with this using an online Venn creator like this one or by sketching it out by hand and incorporating the image(s) into your post):

Venn Diagram Maker

Please post your responses by the end of the day on Wednesday, 6/30, and respond to at least 2 of your classmates’ posts by the end of the day on Saturday, 7/3.