Author: Joanna Vines

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.

1. After reading the feedback on my focusing flow chart and brainstorming connections to my public health major/specific interests, I narrowed down a direction I want to go with my research. As of now, I want to focus on the racial income inequality and connect this to health quality disparities (economic stability is one of the social determinants of health). For this topic, I will need to find multiple sources to tie it all together.

To start my research off, I logged in to the Syracuse Library Summon Database. I entered “income inequality race”, “social determinants of health”, “income plays a role in health”, and “income and health quality”. I briefly skimmed through the sources that appeared and determined I would have enough to work with. I also am in touch with the head of the Department of Public Health at Syracuse. I want to reach out to her and ask her questions about this topic and for solid research resources.

So far, I have not experienced any difficulties locating articles.

2. For one of my primary sources I want to have some sort of narrative. Throughout my blog responses and posts, I have repeatedly emphasized the importance of hearing the voices of those experiencing the oppression to better understand it and create change. I think an autobiographic article or an interview would fit best.  I also would like data from experiments to back up my claims. Through numerical data, I can create graphic visuals to empathize the significance of these issues.

 For my secondary sources, I want articles that help explain these concepts and connections. For example, I want to find background information about racial income inequality and social determinants of health. I also think understanding how individual and systemic (institutional and structural) racism plays a role into these issues would be extremely useful.

Additionally, I would like to hear the different perspectives of Researchers, Professors, and Experts who have invested significant time into unpacking these issues.

As stated above, I plan on using the Syracuse Library Summon Database, Google, and my public health professor to locate sources. Over the weekend, I want to compile the majority of my sources.

1.

I found Sherris’s cannon contribution extremely engaging, and informative. Not only was her topic interesting, but her writing style and word choice was solid. The summary of the article provided me with a greater understanding about biased hiring assessments as well as allowed me to connect other articles I have read about how many tests in general are extremely bias and unfair (Like the SAT or state administered standardized tests). I had no idea that employers were mostly unaware of these biases, but I applaud the author for referencing the severe consequences for employers who discriminate.

My major is Public Health and I specially am interested in healthcare disparities, so I was excited to read and view Kate’s piece. I specifically enjoyed watching her media clip. The video was very powerful because it showed a first-hand experience of an individual facing disparities in the healthcare system. I think that seeing a specific situation of oppression and how the person feels about it and deals with it can be very educational for people who struggle to understand. I think that this clip was a great addition and supports Kates argument that little steps go a long way.

2.

In Bogost’s Article, I think his flashpoint moment is when he quotes Amy Webb who discussed her experience with racism and sexism at an airport. I think Webb’s quote “someone like me wasn’t in the room” when discussing the process and outcome of technological innovations is very eye-opening and powerful. I think this is the clear moment where the reader can understand the importance of the piece and see the direction this piece of writings going to take. In making this comment, Bogost urges the readers to consider is what Webb ties continual racism and sexism to the lack of diversity in certain areas of work. This idea pushes us to think how difference in race, gender, (dis)abilities, and socioeconomic status really influences our thought process and the ideas we bring to the table. Those unfamiliar with this school of thought may be interested to know that it boils down to the lack of diversity in the workforce has contributed to the detrimental cycle that oppressed groups experiences.

**I tried pulling templates from multiple chapters. I feel like it sounds a little awkward/forced.

1. I would like to “expand the canon” by researching about LGBTQIA+ diversity in the workforce. Currently, I do not know much about this topic. However, I think it is important to educate myself and others about it. For this assignment, I would like to read a variety of texts and watch a few videos. I think it is crucial to hear from researchers and experts, but more importantly personal narratives of those facing discrimination in the workplace based on their sexual or gender identity. I plan on gathering statistics to show how “real”, important, and widespread this issue truly is through using the Syracuse Library databases. I also think it would be interesting to reference specific companies that have implemented programs and resources to address this. Additionally, it would be helpful to hear from hiring managers and diversity leaders on their experience with this topic. Finally, I would like to find proposed solutions to fostering more inclusion of the LGBTQIA+ community in the workplace.

2. In Kaplan and Donavan’s book, they argue that people generally have good intentions regarding inclusivity but can unconsciously overlook situations which can become hurtful and harmful. The authors urge readers to constantly consider the importance of diversity throughout our daily decisions. I agree with the authors claims and believe that this excerpt has the potential to spark change within because of the real and powerful story told about Kim.  Through sharing a day in the life of Kim , these authors have clearly identified detrimental patterns in the culture of careers and have provided solutions to address these issues.

I used components of my Kaplan and Donavan response to craft this one. I am still getting comfortable using the templates and I am questioning if I am doing it correctly. I was not sure if my “I say” was strong enough or even made sense but I wanted to try it out instead of using two of the “they say”.