Your research work continues this week, and will be the primary focus of your writing work. We’ll be doing that against the backdrop of a conversation about office design that intersects with our larger discussions around inclusion and organizational culture.
See, all the work we’re doing individually overlaps with these other conversations–there’s a lot of thinking and writing around these issues, and we can learn from all of the pieces that we bump into.
So, first, please take a few minutes to read through this post about the conversation analogy we’ll be using:
your own sources as you locate, take notes, and get ready to write about them
Writing
Complicating your Research–look through the folder of that name in Helpful Links on Blackboard, and then head to the Unit 2 dropboxes for instructions (due Wednesday). This is an important step in rounding out the conversation you will present in your research portfolio.
Rounding out the Conversation (detailed in the Unit 2 dropbox) (due Sunday)
Complete this week’s discussion work on the blog (due Thursday). See this post for prompts:
We’re diving into a series of conversations this week–around the physical design of office spaces, around the issues you’re exploring in your own inquiries, and around the very work of research and pulling together a range of perspectives. Let’s continue all of that work on the blog.
For this week, everyone should respond to #1 and then choose 1 of the other 2 questions to answer. Your initial posts are due by the end of the day on Thursday, and then I’ll ask you to log back into read through your classmates’ posts and respond as you wish.
With the due date approaching for your research portfolio, it’s time to start practicing writing about your sources. Please compose an annotation for 1 of your sources, following the guidance on the unit 2 assignment sheet. This annotation should be 2 paragraphs long–1 of summary, 1 of analysis/ discussion of how this source will be useful to you. The draft is good practice for you, and provides me an opportunity to give you feedback on adjustments that you might want to make as you continue to work toward the portfolio (which is due next Wednesday, 8/4)
Choose one of the responses from “Readers respond: open offices are terrible for women,” and consider how the writer builds upon the ideas in the original article (“The subtle sexism of your open office plan”). Use Harris’s terms from chapter 2 of Rewriting to describe what you see this writer doing (i.e. extending, illustrating, etc.) and what intrigues you about that. How does this person open up a new line of inquiry with their response?
In the reader response piece, Katharine Schwab introduces those letters with a brief overview of some of the patterns she detects in their feedback. This segment includes some jump-out links to other related articles, and then segues into a selection of letters that focus on the gendered implications of open office plans (the impacts that disproportionately affect women). Thus, Schwab facilitates a complex discussion with many participants, but it’s by no means exhaustive. What else would YOU want to inject into the discussion? What is an issue/perspective you think is not currently represented here? (You can draw on your own experience if you wish, or conjecture as to what others might wish to incorporate, but offer up another take on this using one of the templates from They Say/I Say, any chapter.)
Please categorize your post as “discussions/homework,” and tag it with “unit 2,” “weekof7/26” and [your name].
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.
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!
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.
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.
“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.
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”.
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.
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.
In “Changing Organizational Culture,” Cori Wong discusses a number of ways organizations can promote diversity, equity, and inclusion. For the most part, she revisits familiar themes and strategies. She reminds us that diversity contributes to organizational performance. She tells us that organizational culture helps diverse employees develop loyalty and a sense of connection. She also reminds us to remember that marginalized groups experience bias at the “macro level of culture” (Wong 26). All of these aspects of DEI are worth hearing again. But Wong breaks new ground, at least for me, when she discusses the energy marginalized individuals expend overcoming barriers and obstacles and the toll this takes on them. She uses a metaphor of running shoes and blisters to symbolize the pain some feel as they struggle in what seems like an equitable situation. Wong follows this by urging organizations to identify the actual barriers and pain points and to make a commitment to removing them. She raises these points rather late in her article, on pages 29 and 30, but they seem to be the overall message she is building up to. She is saying that lasting culture change requires more than a level playing field, it requires bold action. She is telling those in charge to tear the barriers down. To me, that sounds like a message more people need to hear.
Response to #2
Wong uses connecting words and phrases in almost every paragraph of her article. There is one paragraph on page 28 that really impressed me because it demonstrates how she takes a simple statement and deepens our understanding of it by stretching the ideas in it to subsequent sentences, which include several rephrasings. The paragraph begins with the sentence: “Our differences are inherent to our experience as human beings.” In the following sentence: “In ideal circumstances, they are nurtured…,” the word they refers to differences in the previous sentence, linking the two sentences together. The next sentence begins with the phrase “Echoes of this can be found in…,” which is both a way to say “for example” and also a nice way for her to tell us that she is reiterating her point. The fourth sentence begins with “Put another way,” which allows her to repeat herself with a difference. And the last sentence is: “Such is the beauty of inclusion and equitable practices.” This short statement is like a bookend that matches the paragraph’s opening statement and that connects all the ideas in the paragraph together.
Highlight of my week
This week I reconnected with a high school friend I haven’t seen in more than a year. He’s been on a Mormon mission and is traveling on the East Coast. I can’t believe a whole year has passed by. Reconnecting with him made me realize that the past year is a lost year for so many people my age. I really look forward to hanging out in person with friends again when things get back to normal.
In the section Equity vs. Equality (page 2) of the article “Changing Organizational Culture: From Embedded Bias to Equity and Inclusion”, Wong presents a fascinating metaphor. This metaphor illustrates the point that one size does not fit all. It gives a hypothetical scenario where each runner is given the same size shoe. If the shoe is too big or too small, that runner will be disadvantaged and unable to compete at their peak performance level. The most important part about the metaphor, in my opinion, is where Wong introduces the idea that the judges of the race may not experience the discomfort that some runners endure because they are wearing a shoe size that fits them.
This metaphor, therefore, is significant in a variety of ways. Often people view equality as a positive thing, where change is occurring. However, by treating everyone the same, we are not acknowledging everyone’s differences. By not embracing people’s differences, many people will not feel included in the organization, which would harm the organizational culture. The article further goes on to point out the fact that having neutral policies assumes people have the same needs.
The other significant idea that this metaphor brings up is that judges may have a shoe size that fits them well. They have not had to experience the discomfort that others have had to go through, which brings up the idea that people like bosses or superiors are privileged. The idea is brought up later in the article where Wong speaks about understanding differences between people creates different experiences and gives us an idea of how to interact with other individuals.
This metaphor, to me, was important as it illustrated the idea that equality and equity are not the same things. We need to promote equity and embrace different viewpoints. By encouraging this, we can have a workforce that is a safe, inclusive, and inviting environment.
Response to #2
Wong does a great job at connecting her sentences. It seems as though she first presents an idea or a thought that she has and then backs it up with evidence. As an illustration, in the starting from the margins section, Wong points out that people need different forms of support that weaken their disadvantages. In the following sentence, she uses the transition phrase for example, and then presents some of the ways in which people can be accommodated for their needs. After explaining why the example is meaningful, Wong uses a conclusion transition not included in the TSIS book. I thought it was a great way to conclude the point she was making. She used “Put another way,” which is a way to say in summary, or in conclusion. I liked how she put her own spin on it to where it did not sound as mechanical like: in conclusion, or in summary.
Wong seems to like the ‘for example’ transition, as opposed to other example transitions mentioned in ch8 of TSIS. She uses it four times throughout the article, whereas other example transitions are not utilized at the beginning of any sentence. Instead of introducing the idea with a transition that is overused and easily visible in the article, such as on the other hand, regardless, or by contrast, Wong comes up with her own transition phrases, which I admire. To introduce the idea about how we should embrace differences and cater to each individual’s needs, she uses rather than. I thought that this transition to a new idea or subject was strong, as it pointed out what society and different organizations are currently doing and then later points out how we can change that. Her for example transition was significant as it pointed out in plain English how accommodations to people have already benefitted those groups. The two examples of groups who have already benefitted from changes catered to their specific needs are disabled people, and nursing parents. By giving each group space or special accommodations to their needs, they have accepted in the workplace.
The TSIS ch8 states that transitions should be invisible. I do not believe that you always have to use the words or structured transitions that they give in the book, rather you can come up with your own ways to transition ideas. Wong does this in this section but still manages to use a TSIS example transition phrase. This section flows seamlessly, and I think it is great at illustrating the idea that writing is like a conversation and transitions should be effortless. This is what Wong manages to do in her writing.
This week I went up to the mountains. I went on a few hikes with my brother and we saw a mountain goat. No one else was on the path the whole hike, which was awesome. Hopefully I’ll be able to go one more time before I head back to Syracuse.
