Month: July 2021

Research plan: Julia

What question is guiding your research? (What do you want your research to understand?)

I am using my research to help figure out the reasoning behind the lack of representation of women in STEM, more specifically in finance. STEM and finance have always had a dominant male presence, and I would like to understand that although more women are getting STEM-related degrees than ever, why there is still a lack of representation. By researching both the biological and social reasons for this issue, I will be able to better comprehend the problem.

Why this question? (Help us understand how it connects to your career/personal interests)

I am interested in researching more about women’s lack of representation in finance because, in a world where equity is becoming more critical as each day passes, I think it will impact my career. Also, a woman majoring in finance and accounting, I believe that it is beneficial to understand how to bring more representation to the industry. Even now, I am beginning to see this topic appear. I can see it even this year, as  I am the only female in this class year to enter into the OVF program at Whitman.

How will your professional/internship/organizational/course work inform your inquiry? (What connections can you see with the work that you are a part of in the world beyond the course?)

As stated in the previous paragraph, it personally, as well as professionally, impacts my life. It seems as though every professional event that I attend with an organization is an event to promote women in finance or listen to someone who has beaten the odds and become a woman in a senior position. It seems as though there is a ‘we have to stick together’ mentality in the industry because there are so few women that are present in certain roles. Even in a few of my classes, there are not a lot of women taking the class it seems like. By understanding the reasons why there are not more women trying to obtain careers in finance, I will be able to better understand the subject.

What fields (academic and professional) matter most in your inquiry? (Where are you going to be looking for source material?)

I believe that professional fields will matter most in my inquiry, however, I feel that academic articles will also be important. By fielding professional articles, I will be able to find views that use logic and statistics to back up their views. I would also like to get some personal stories from media sources like TED talks, or news channels. Academic sources will be more important in helping me understand the biological reasoning behind the lack of representation of women in finance/STEM. As always, I will be using the SU library database, the TED talk website, along Google to find my sources.

Research Plan-Ed

What question is guiding your research? (what do you want to use your research to understand?)

The question that I planned on guiding my research was disclosing invisible disabilities. Invisible disabilities are disabilities not immediately apparent to others.  Although not apparent to others, due to their unrecognizable traits, invisible disabilities are ever present for the impacted individuals. Examples of invisible disabilities include ADHD, epilepsy, chronic pain, hearing impairment, cerebral palsy, and diabetes. This is just a small list of diagnoses that impact many individual’s lives. These examples have a variety of symptoms that are worthwhile to study because having an invisible disability compels an individual to weigh the risks of sharing or concealing their diagnosis.

My initial guiding research question was to only consider disclosing an invisible disability in an interview but as I’ve started my research, I may include disclosing throughout a career as well. I’ve found some interesting research on that as well.

• Why this question? (help us to understand how it connects to your career/personal interests)

Why? I have an invisible disability, so it is a personal interest of mine.

• How will your professional/internship/organizational/course work inform your inquiry? (what connections can you see with the work that you’re part of in the world beyond our course?)

I have personal connections in the world of disabilities. People often make assumptions about people living with disabilities, which can be isolating at times and negatively impact relationships. As a student with an IEP growing up and being paraded at times to the Special Education room, I often felt that stigma. Yes, one of “those” students. An individual can feel shame for being laughed at for having a disability (Gray, Pakinson, & Dunbar, 2015). Therefore, to avoid this stigma, avoiding disclosing is self-protection. So, the professional question will always be…do you disclose…when do you disclose, and I suppose how do you disclose? This research I’m doing may always be with me well into the world beyond this course.

• What fields (academic and professional) matter most to your inquiry? (where are you going to be looking for source material?)

I will be looking into the fields of professional journals as well as individuals who work in the field of disability services. If at all possible, I’d like to interview some employers although I’m not sure if I’d get an honest response or a politically correct one. I’ll also try to find some first-hand accounts as well in my research which may present some valuable insights.

References:

Gray, A. W., Parkinson, B., & Dunbar, R. I. (2015). Laughter’s influence on the intimacy of self-disclosure. Human Nature: An Interdisciplinary Biosocial Perspective, 26(1), 28-43.

Week of 7/19

  1. In “Changing Organizational Culture: From Embedded Bias to Equity and Inclusion”, Cori Wong touches on reoccurring themes surrounding organizational culture that we have discussed throughout the course. She contributes a helpful metaphor about shoes in a race to explain equality and equity (p.2). The shoe example shows us that when our differences are not recognized and supported, we are not on a fair playing field. This example pushes us to question our own privileges and if we are doing our best to educate ourselves and others on oppressions. After Wong discusses this example, she emphasizes the importance of considering equity rather than equality in efforts that work towards fostering an environment where every individual has an equal opportunity to “thrive and succeed” (p.2). She also notes to “shift the culture” (p.5), we must understand that just because there is diversity, there is not always inclusion. Furthermore, she advocates for not only empowerment of minority groups, but the much-needed support system in the workplace.

2.

In “Changing Organizational Culture: From Embedded Bias to Equity and Inclusion”, Cori Wong’s writing incorporates many of the strategies from chapter 8 of TSIS. The main idea of this section of TSIS is to connect ideas together. A strategy that is used multiple times throughout Wong’s piece is transition words. Transition words give a sense of direction to the reader about the writing. One example is this excerpt:

“Gender bias can be present in commonly used language, such as referring to

workers as men, defaulting to the use of masculine pronouns such as he

and him when providing hypothetical examples, or using the

phrase you guys to address a mix-gendered group. Gender bias is

also evident in loaded words and phrases that reinforce negative

gendered stereotypes, such as women being inherently more

emotional or nurturing than men (Bennett, 2017).

Gender bias is also commonly reflected in a culture with

respect to how people treat each other, particularly around

which types of behaviors are encouraged or reprimanded (and

for whom). In addition to obvious forms of gender bias, such as

harassment and overtly hostile work environments that alienate

women, numerous examples exist of subtle ways that a culture

can be problematic: Women are more often interrupted and

talked over than men, and twice as much if they are women of

color. Men often take and receive credit for ideas, even if they

did not come up with them.” (p.4)

In the first paragraph Wong is explaining how certain words and phrases perpetuate a gender bias. Then she inserts a transition statement at the beginning of the second paragraph that ties another form of gender bias (sexist actions) to her first one. This way she continues in another clear section the different ways women are unfairly treated in the workplace.

This matters because it allows her to clearly build her argument. We understand the direction this section is taking- it is additionally information about a topic already touched upon.

HIGHLIGHT:

I got to visit my friend at the beach! It was so nice and relaxing.

Research Plan – Zoe Miller

I am using my research to understand more about why there are people who are discriminated against for something they cannot control and is no one else’s business. I would like to also understand what effects being discriminated for something like that has on people. While this is the case for most qualities that people are discriminated against for, in this case I am researching people who are a part of the LGBTQ+ community.

The reason I am interested in researching discrimination in the LGBTQ+ community is because a lot of information has come to light regarding it over the last few years. I do not think that it is fair for people to be discriminated against based off of something that only differs to what people are “used to” at home. I also think that the fact that people care so much about qualities and aspects about other people that have absolutely nothing to do them is interesting but also do not understand it.

I am an ally of the LGBTQ+ movement and know a few people who are a part of the community. It is being reported all over the news and social media and I would like to expand my knowledge on it. I have a disability that people are discriminated against for, while I have experienced a little bit about what it is like to have issues with people because of that disability, I would like to expand my knowledge on discrimination against other topics.

Professional fields matter most to my inquiry because there are more people who are aware that they are a part of this community and who may not necessarily rub it in everyone’s faces but who are also not hiding it in the professional world rather than in the academic world. I plan to continue to look for personal journals with experiences and news articles or posts on social media that discuss what people have had to deal with and what the effects and consequences, if any, there were.

Discussions/Homework Week of 7/19

Response #1

In “Changing Organizational Culture from Embedded Bias to Equity and Inclusion”, author Cori Wong offers us a more nuanced look at diversity and inclusion. Although her motivation for writing the article appears to be to highlight interventions for creating gender equity in the workplace (with an eye on safety) Ms. Wong winds up introducing us to something more. She educates us on how an inclusive workplace culture requires awareness of privilege, marginalization and differences in experience.

The author notes that we must not ignore differences in others’ identities if we are to be truly equitable in an organization. Both identity and everyday experiences within that identity, characterizes how we interact with our environment, situations and other people. These identities and experiences even influence policies and systems within a workplace. According to Wong, “Identities based in race, gender, sexuality, class and ability (to name a few) and their intersections play a large role in how one might differently experience and navigate interpersonal dynamics, policies, practices and systems within an organization.” There is discussion of how people who are members of marginalized groups are often perceived in the workplace in the same manner they are perceived in our larger society. Conversely, members of groups deemed privileged in society are also perceived the same way in a workplace setting. Both groups experience their work lives based on who they are. Marginalized people are acutely aware of how every interaction they have with others could affect how they are perceived while privileged folks have the luxury of not thinking about overcoming obstacles and negative assumptions regarding their work or character, thus they do not feel excluded or othered as marginalized people do.

One of the most important takeaways from Ms. Wong’s article is that the steps to reaching equity for marginalized people in an organization requires different forms of accommodations and support specific to the individual group’s identity. There is an emphasis on equity as opposed to equality. She notes that all groups benefit when the most marginalized groups of people are acknowledged and supported.

Response #2

In Cori Wong’s article, “Changing Organizational Culture from Embedded Bias to Equity and Inclusion”, We see her connecting the parts of her article in the second paragraph under the Equity vs. Equality header. Here Wong provides us with a metaphor involving running shoes meant to demonstrate the difference between equity and equality. She uses several contrasting transitions identified in TSIS, such as when describing the inequity of everyone in the metaphor example receiving the same sized shoe. Wong states, “regardless of whether their feet are too big, small, flat or wide for the “standard” shoe, they are likely to experience blisters, pain or injury.” The author also tells us, “Despite these disadvantages, which result from assuming that everyone should be treated equally and get the same shoes, they are still expected to run and keep up with those who have been given appropriate-for-them footwear.” Furthermore, along with earlier use of “regardless” and “despite”, Wong uses the contrasting transition word “whereas” when stating “Whereas equality would give everyone the same shoe, an equity approach would recognize that fairness requires giving everyone shoes that fit their particular needs so that they have an equal opportunity to thrive and succeed.” The use of contrasting transition words helps to emphasize her argument that equity and equality are not one and the same. We also see that the author has utilized the TSIS technique of repeating key terms and phrases by using the words “equality,” “equity” and “equal” several times in the same passage. This use of repetition further assists with reminding us of the significant differences between the two concepts.

The highlight of my week was Sunday. My mother invented a holiday where she celebrates her sons-in-law by inviting us all to her house for food and games for the kids. The thing is, she usually asks the husbands to do yard work that’s too extensive for her. This year though, there was no yard work! All of my sisters, kids, nieces and nephews had a great time since this was the first time we’ve seen each other since the pandemic!

Discussion 7/19

  1. The contribution from Wong in the article “Changing Organizational Culture” that stood out the most to me occurred on the top of the second column on the second page. Wong had previously gone over ways in which organizations approached diversity and inclusion and pointed out the correct and incorrect ways to address these efforts. The quote that most contributes to a bigger argument is “an inclusive organization takes efforts to shift its own practices, policies and structures in ways that affirm, support and embrace such differences to be more equitable”. I really like this quote because Wong demonstrates an example on how to make organizations more inclusive without creating the error of focusing on diversity by including one “token” minority. Wong’s method “places responsibility on the organization” instead of putting the responsibility on the individuals. All too often we see organizations that concentrate on diversity by simply increasing the number of minorities without attempting to actually provide inclusion to these groups.
  2. Wong uses a lot of transition words in her writing as many proficient authors do. To answer this particular discussion question, I wanted to have it relate to the metaphor she gave talking about equality and equity through the use of shoes. This particular section had quite a few transition words, but one that stuck out the most was the last sentence of the first paragraph on the third page, “Whereas equality would give everyone the same shoe, an equity approach would recognize that fairness requires giving everyone shoes that fit their particular needs so that they have an opportunity to thrive and succeed”. This one sentence perfectly tied up the previous metaphor and explained Wong’s reason for providing it. It made me truly understand the scope of equality versus equity which was this paragraph’s purpose. Whereas, however, is not the only transition word used even in this particular paragraph alone. Wong utilizes two other contrasting transition words to fully explain her metaphor which just shows that they are very helpful indeed.

My highlight is that I watched the TV show “The Mare of Easttown” on HBO max with my parents which was a really good murder mystery show. It was especially cool because it takes place and was filmed in my county so I really enjoyed seeing and hearing all the references to places around where I lived and actually seeing Wawa represented in media.

Discussion Questions Week of 7/19

Question 1 Response

 “Changing Organizational Culture,”  by Cori Wong examines the differences between equity, equality, diversity, and inclusion. Wong makes note of the key how equity and inclusion should be focused on more than diversity and equality. “Creating an inclusive culture for a diverse workforce requires becoming conscious of social identities and seeing how they are experienced in a particular context, such as the workplace.”. This quote encapsulate the cor beliefs of Wong’s argument. It demonstrates the need for a holistic review of each individual who works in a company in order to truly understand te needs of the community as a whole. The idea of diversity is placed as the end goal while equity and inclusion are set as necessary markers of success along the way. The difference between equity and equality comes into play as Wong suggests that “Rather than assume everyone is the same (or should be), it is crucially important to seek to understand how differences in identities and experiences inform how we interact with our surroundings and each other”

Question 2 Response

Wong relates each paragraph to each other in a way that enhances the form and emphasises the function of her writing. Through her text, there is a frequent use of transition words/ phrases. Some examples of these are “Although”, “In contrast”, “ On the individual level”, and “Regardless of the primary motivation”. Each of these phrases help the reader to identify a switch of topic while understanding how it relates to the overall argument. Wong also uses this same format to introduce the direct citations in the 6th paragraph “For example, gaps in pay equity among men and women are the result of gender bias, but patterns of significantly lower pay and larger pay gaps experienced by women of color reveal compounded influences of the sexist and racist bias in U.S. cul- ture more broadly construed (Hegewisch & Williams-Baron, 2018).”. This quote directly lets the reader know that what she is about to say provides supporting evidence to her claim without abruptly shifting from her own choice of words.

Discussion Questions Week of 7/19

1. I enjoyed reading Wong’s perspectives around diversity. The part that struck me were her notions on Equity vs. Equality( page 27). The metaphor of the race with Wong demonstrates the idea that fair is not always equal.  Literally the expression that one size does not fit all is utilized by Wong with all runners being given the same size shoe to complete the race. The obvious problem is that all runners don’t wear the same size shoe and in an attempt to be fair to everyone they have disadvantaged some. If my shoe size is smaller or larger than this one size shoe, I am disadvantaged. This metaphor reminded me of a young child’s sense of fair. For example, to young children running a metaphorical race fair (equality) means everyone starts at the same place at the same time. However, when children move to the classroom and have some have a disadvantage the notion of fair and equal treatment becomes an important issue. From our research so far this semester, this “disadvantage” can range from being a student with a disability to an English Language Learner to an LGBTQ individual to a specific gender.

As a student growing up with an IEP, my CSE (Committee for Special Education) meetings always focused on equality. Looking back I have a different lens regarding whether the accommodations produced equality.

But I digress…back to Wong’s metaphorical race, treating students with equality can only be fair if all students are at the starting line and can attain the same access, opportunity and support. Equity is when all “runners” reach the finish line (whatever that might be) of graduation or career choice. Also equity is when these runners have the same opportunities regardless of “disability”.

Source: https://momentousinstitute.org/blog/equity-why-talk-about-it-with-children

2. Chapter 8 of TSIS, explores the issue of connecting all the parts of writing from transition terms to repeating yourself but with a difference. Wong utilizes both of these connections throughout her writing. Wong starts out in the first paragraph with one of her favorite phrases “in addition” (I prefer additionally) …In addition to a business case. Paragraph two starts out with the contrast transition, regardless (not irregardless – even though Merriam-Webster’s Dictionary has officially really added the word “irregardless” to its dictionary, regardless to the fact it’s not a word…hmmm).

As Wong moves on in the article to the section titled “Context” we see the example of, for example, as a transition in the second paragraph. The “Privilege, Marginalization & Differences in Experience” area demonstrates a paragraph starting out with the contrast transition of – in contrast. These are a few examples of the commonly used transitions that are seen throughout the article.

I appreciate the subtle manner in which Wong repeats information but in a way that is smooth. An example of this would be “Recognizing that certain groups of people have experienced (and continue to experience)”.

Wong uses transitions strategically by making sure that each word and phrase fits the relationship she’s emphasizing or the connection being made. As writers one of our primary goals is to present ideas in both a clear-cut and comprehensible way. Transitional words and phrases create compelling links between ideas and can help readers comprehend the paper’s logic.

I forgot to add what my excitement was for the week…probably because I was busy getting ready for it. I’m going with my family to meet my Aunt and Uncle in Texas on vacation in Mexico…so I’m a bit scattered trying to get everything done finishing my other two classes and packing. Perhaps I’ll have some fun pictures to share in the next few weeks. A vacation is fun but the pre-vacation and post-vacation is a lot of work…and those of you with kids…I take my hat off to you as I try to get just myself ready.

Discussion Questions WK 7/19

1)

In the reading, Cori Wong brought up several proposals that would promote inclusivity,equity and diversity in the a workplace. One contribution that she has made which stood out to me in particular can be found on page 2 under the section “Starting With Better Questions”. Wong states ” Asking ‘Who else could we bring on board?’ risks tokenizing different identities by treating diversity as merely a numbers issue”. As Wong further expanded on this statement it became more apparent the message that she was trying to convey was. Wong explains that this question essentially makes it seem as though an organization can increase their diversity if they bring in more people from marginalized groups. Wong then further explains that what these organizations should be doing is focusing on making the environment more inclusive so that these people can have a better chance at being successful. To rectify this, Wong suggests that organizations focus on the question of “Who is not represented at the proverbial table?” as a way to uncover and examine any aspects of the organization’s culture which may be excluding some people, and focus on fixing this. I think this stood out to me because it relates to what I’ve been researching for the past week , I think this has given me some better insight into the difference between diversity and inclusion as well as the effect when one is present without the other.

2) In Wongs writing, I noticed that she connected her paragraphs by using “while”,”for example”, or referencing something that was brought up in the previous paragraph to show that they are connected. This is seen on the first page under “Context:Social Inequities and Organizational Culture” when she begins the first paragraph by mentioning that workplaces reflect inequities that are found at larger scale in the culture. Wong connects the next paragraph by stating ” for example, gaps in pay equity among men a women are the result of gender bias…”. She provided an example of what she mentioned in paragraph 1. this is also seen on page 2 when Wong writes in the previous paragraph about the meaning of diversity and then in to connect the next paragraph she states ” While diversity often refers to representation of culture, inclusion refers to …”. I think her transitions matter greatly in her piece because it shows that her writing is very put together and organized.

My highlight last week was that I finished my calculus course after six stressful weeks, another highlight was yesterday when I went to New Jersey and hung out with some of my family to celebrate Eid.

Research is a creative endeavor

As you’re continuing with your research, I encourage you to remember this: research is a creative process.

Here’s why that matters:

  • whatever your topic, whatever your motivation, when you research you are making something new–a new set of ideas, new questions, a new collection of perspectives
  • because research is a creative endeavor, there isn’t a single *right* way to do it–you’re not assembling an Ikea bookshelf; you’re creating something brand new that hasn’t been before and that is unlike anyone else’s project (and it’s totally fine to have leftover parts 😉 )
  • when you’re entering new, uncharted territory, it’s helpful to have models and maps–tutorials for different search tools (such as the SU Libraries how-to pages) offer a lot of value, in addition to the notetaking and analytical reading work we’ve been doing in class
  • you can have fun with this work–you’re charting your own course to a large extent, and you can be inventive with your choice of sources (inputs) and products (outputs)

The note-taking work that you’ve been doing this past week is part of this generative process. As you read, think critically, and respond to your sources’ ideas in your notes, you are beginning to shape your own perspective on the subject at hand, and ultimately your own contribution to the larger body of thought on this subject. That’s why I’m asking you to spend some real time on taking notes. Note-taking is where your creative thought-work begins.

A few suggestions to keep in mind:

  • use tools for what they’re good for: the SU Libraries website is good for finding specialized material by scholars and other experts. It will also give you full-text access to newspapers from all over the world. When you’re looking for that stuff, go there. Primary sources sometimes pop up there, but are more likely to be found on the open web, where anyone can publish. When you’re looking for that stuff, it makes sense to start with Google.
  • keep in mind that sources come in many forms–not just articles and books, but radio features, podcasts, images, documentaries and other videos, interviews/Q&As, etc.  You’re not limited to traditional kinds of texts.
  • jump straight to Advanced Search–filter your results more on the front end, and you’ll have fewer to sift through. Consider adding multiple search terms and placing limits on date, type of publication, language, etc. Note that when adding search terms in Advanced Search, you have a dropdown menu that defaults to “All Fields” (term appears anywhere in the text). You can also select “abstract” (term is significant enough to appear in the summary of the text). Check out this image:screenshot showing Advanced Search selections
  • use sources to leapfrog–check out authors’ bibliographies for ideas, pay attention to the Subject headings or Keywords in the citation entry of a database search. Check out the image below–in your list of search results, hover over the Preview+ option to pull up the full citation, and then check out the Subjects listed–these are the terms this database uses to catalog related material. You can incorporate these as search terms, and it’s kind of like browsing the physical shelf in the library for other similar materials.
screenshot of full bibliographic citation showing how to do subject searching