Tag: unit2

Dylan Lopez Research Portfolio

At the beginning of the summer, as we read about the challenges of organizational culture and diversity and inclusion, the question that kept recurring to me was: “Why aren’t CEOs and other leaders held accountable for creating measurable progress in these areas?” After all, they are held accountable for performance in so many other areas of their businesses. I was curious to find out if any research had been done on the roles leaders play in creating change.

A few things happened as we transitioned into Unit 2 that redirected my focus. First, as I read the Expanding the Canon blog posts of my classmates, I began to see that issues of bias and discrimination extend beyond the boundaries of organizations into society where they are pervasive and systemic. The idea of focusing on the role of CEOs, while important, seemed too narrow to me. Second, our classmate Sherri Holmes’s post on “Algorithm-Driven Hiring Tools: Innovative Recruitment or Expedited Disability Discrimination?” by Lydia X. Z. Brown, Ridhi Shetty, and Michelle Richardson affected me on a personal level because I had recently taken an online personality test during a routine job application. And lastly, I watched the documentary Persona, which explored the dark side of personality testing and artificial intelligence (AI), including the risks for discrimination against many protected groups. I suddenly realized that AI technologies for human resources could be systematizing bias on a massive scale, so I decided to turn my research focus to this topic.

Research Plan

In Unit 2, I immersed myself in the topic of AI in HR by searching for and reading material from a wide variety of sources. Using my Research Plan as a guide, I found an active conversation taking place in scholarly journals, trade publications, popular websites, and in various other outlets such as YouTube, TED Talks, podcasts, blogs, and corporate websites. I enjoy hunting for great information, so my research process is usually to read everything I can find and to look for ideas and patterns that resonate with me. In the past, I have done this in a haphazard way, but all the tools we used in this unit, such as the three listed below, helped me stay organized and kept me from chasing some ideas that were off on a tangent.

WRT 205 Focusing Flowchart Dylan LopezDownload
WRT 205 Complicating Your Research Exercise Dylan LopezDownload
WRT 205 Rounding Out the Conversation Dylan LopezDownload

As a result of this more focused process, I found many great sources, including the following which I have annotated here:

1-Applying artificial intelligence, implications for recruitmentDownload
2-Artificial intelligence in human resources managementDownload
3-The black box at workDownload
4-Statement of Lydia XZ BrownDownload
5-The seductive diversion of solving biasDownload
6-AI Revolution in HRMDownload

The more reading I did, the more I realized that it was not so easy to sort all of my sources into clearly defined “Pro-AI” and “Anti-AI” categories. Instead, many sources fell into a kind of gray area where both advantages and disadvantages of AI were discussed and explored. At first, I thought this meant I wasn’t doing my research properly, but I now see that the conversation taking place right now is actually in a kind of gray area. As a society, we don’t know yet what to make of AI in HR. Many of the major problem areas have been identified, but we are still feeling our way through the issues that are more subtle. Even the harshest critics of the use of AI have a tiny bit of hope that it may turn out to be just fine. But one thing I noted is that the conversation hasn’t really heated up to the point where our government is paying enough attention and getting involved. Part of me worries that our representatives are going to get involved when it’s too late. Ultimately, my work in this unit has inspired me to add my own thoughts and ideas to the conversation. If I can reach even a small audience, I think I will have done my part to move the discussion forward.

Research Portfolio- Kate

Annotation-1-1Download
Annotation-2-1Download
Annotation-3-1Download
Annotation-4-1Download
Annotation-5-1Download
Annotation-6-1Download
WRT-205-focusing-flowchart-KateDownload
WRT-205-conversation-worksheet-kateDownload
Complicating-My-Research-ExcersizeDownload
Unit-2-Reflection-Download
Research Plan- Kate Mehne

Julia research portfolio

Annotation-1-WRT-205Download
Annotation-2-WRT-205Download
Annotation-3-WRT-205Download
Annotation-4-WRT-205Download
Annotation-5-WRT-205Download
Annotation-6-WRT-205Download
Annotation-7-WRT-205-1Download
Annotation-8-WRT-205Download
Annotation-9-WRT-205Download
Focusing-flowchart-WRT-205Download
Research plan: Julia
Complicating-my-research-WRT-205Download
Conversation-worksheet-WRT-205Download
Reflection-unit-2-WRT-205-1Download

Overview for Week of 8/2

We’re wrapping up Unit 2 this week, and your primary focus will be on assembling your research portfolio. This set of texts is kind of a checkpoint on the way to your research project, an opportunity to assess what you have to work with and what you might be able to make from it. It’s not an end in and of itself, but rather a stopover.

A few reminders about the items that the portfolio will contain (taken from the unit 2 assignment sheet )

  • at least 6 annotations (2 paragraphs each, 1 of summary, 1 of discussion)
  • focusing flowchart
  • research plan
  • complicating your research activity
  • rounding out the conversation worksheet
  • your unit 2 reflection (see assignment sheet for prompt)

In short, this portfolio will represent your research progress, from the inception of your idea, through locating and considering sources, and including your efforts to broaden that conversation to better understand the issues under consideration.

As you advance towards this goal, then,

  • be sure to read through feedback on the above assignments and your discussion posts (I’ll get you feedback on your draft annotations ASAP)
  • refresh your memory on writing an effective summary (review this handout on summary)
  • review the rubric and assignment overview on the unit 2 assignment sheet
  • email me with any questions

Read on for the week’s agenda.

Reading

Writing

  • write your unit 2 reflection
  • complete your source annotations
  • assemble your research portfolio. This will come in as a single blog post with embedded PDF files. Check out this post for instructions on how to do that:
Instructions for creating a blog post with embedded links and files
  • respond to this week’s discussion prompts by the end of the day on Friday (this is a 1-day extension). See post below:
Discussion prompts for Week of 8/2

Note that I’m going to push back the next assignment (the project proposal) to next week, so that you’ll have some more time to work through your ideas. You can look for more info on that in next week’s overview on Monday.

Instructions for creating a blog post with embedded links and files

For the research portfolio, you will be submitting multiple documents all in a single post. Please follow these instructions to get everything in there so that it’s easy to read.

Your Unit 2 research reflection (answering the prompt on the assignment sheet) will be the body of the post–just create a post as you usually would on the blog.

  • Title your post with your name and “Research Portfolio”
  • Categorize it as “Research Portfolio”
  • Tag it with [your name], “unit2,” “weekof8/2,” and “portfolio”

Add these PDF file attachments within the same post:

6 different annotations (please post them individually, so I can easily see what’s there)

Your supporting materials: focusing flowchart, complicating your research, and Rounding out the conversation exercises (the same things you submitted on Bb, but saved as  PDFs and attached here)

Here’s how to do this:

  • prepare your documents
    • save each annotation individually as a PDF (this makes them easier to read because they will just open without a download)–you can do this in Word or Pages or Google Docs in the “Save As” options
    • use clear and direct file names (i.e. the title of the text you’re discussing or something like “Annotation #1”)
  • once your files are ready to upload
    • click on the “+” button to add a block
    • scroll down through the Blocks menu to the “Media” section
    • choose “File” and then “Select Files”
    • choose the first file that you’re uploading, and click “Open”
  • you’ll see your file as an embedded link, listed by its file name
  • click “Enter” to move to a new line

Repeat this process for each of the file attachments (there should be at least 9 attachments–6 annotations and then 1 for your focusing flowchart, 1 for complicating your research, and 1 for Rounding out the conversation)

Embed a link to your Research Plan post:

  • locate your Research Plan post (updated if need be to reflect current direction of your project)
  • copy the url
  • click the “+” to add a block
  • scroll down through the Blocks menu to “Embeds”
  • click on “WordPress”
  • paste the copied url into the text editor window, and click “Embed”

If you have any questions, please don’t hesitate to ask!

Discussion 7/26

  1. “Racial and Socioeconomic Inequity in the Spatial Distribution of LGBTQ Human Services: an Exploratory Analysis of LGBTQ Services in Chicago” by Rosentel Kris; VandeVusse Alicia; Hill, Brandon J examines the intersectionality between members of the LGBTQIA+ community, people of color, and people from low socioeconomic status. This text focuses on members of these groups that reside in the area of Chicago. This article placed an emphasis on the distribution  of programming tailored specifically towards members of the LGBTQIA+ community. Geocoding was the method used to conduct this research and it revealed that there was a disproportion between the amount and quality of LGBTQIA+ supportive programs in less affluent neighborhoods.  Additionally, the neighboorhoods that lacked these programs were comprised of mostly Black and Latino families.

Rosentel, VandeVusse, and Hill published this work with the intent of impacting the equity built around LGBTQIA+, people of color, and people from low socioeconomic status. By doing so they appropriately address the lack of career based programs in the neighboorhoods theses people live in. This source helps further my research by focusing in on intersectionality and provides direct causation for low employment amongst members of the LGBTQIA+ community. I plan on using this source to support my ideas with regard to the importance of equity and the role of city officials in the distribution of resources.

Rosentel, K., VandeVusse, A., & Hill, B. J. (2019). Racial and Socioeconomic inequity in the spatial distribution of LGBTQ Human SERVICES: An exploratory analysis of LGBTQ services in Chicago. Sexuality Research and Social Policy, 17(1), 87–103. https://doi.org/10.1007/s13178-019-0374-0 

2. All of the responses to “The subtle sexism of your open office plan” added to the impacts of an open office space, however Emily’s response was not one that I had considered before. Emily has anxiety and felt as if she had nowhere to go during her panic attacks as a result of the office layout. When she finally spoke up about her concern to the other 2 female coworkers they shared similar feelings toward the design of the workplace. Stories like these demonstrate the need for mental health awareness and diversity in the workplace. If there had been more female workers then women like Emily amd her coworker would have been more likely to speak up about their grievances. Additionally, if there would have been more research into the effect office design has on mental health, then issues like these would likely never happen in the first place.

Discussion 7/26

Alcalde-Rubio, L., Hernández-Aguado, I., Parker, L.A. et al. Gender disparities in clinical practice: are there any solutions? Scoping review of interventions to overcome or reduce gender bias in clinical practice. Int J Equity Health 19, 166 (2020). https://doi.org/10.1186/s12939-020-01283-4

  1. This article, titled Gender disparities in clinical practice: are there any solutions? Scoping review of interventions to overcome or reduce gender bias in clinical practice, revolved around the authors research trying to determine if there are any possible solutions to the gender biases that exist in the medical world.  To figure out if there are viable results, the researchers included and compared studies that had implemented various potential solutions and perused the collected data to reach their conclusions.  The studies varied according to health issues, country, description of intervention, etc.  There were 22 different types of interventions being researched and most of them had varying successes in attempting to make the healthcare field less gender biased, but four of the studies were unable to accomplish this. 

I think this article focused more on the potential solutions for ways to intervene in the gender bias that permeates the healthcare field, but it did not go into detail about what each of these studies did.  To incorporate this article into my research, I am going to include it in the end to prove that there are ways in which the gender gap can be narrowed, the correct interventions just have to be pursued in order to help.

2. I chose to expand on Emily’s response to “The Subtle Sexism of Your Open Office Plan” because she speaks about how her experiences working in the open office environment escalated her anxiety due to the extreme lack of privacy at her work.  Instead of having private spaces, the entire facility lacked any kind special areas where a worker could be alone even if it was just for a few minutes.  Emily realized after a few months that all of her female coworkers also experienced this and that all of them had also found a private space near their office building where they could find privacy.  This response really illustrated the experiences women have in the open office concept regarding mental health.  The author of the article spoke about how the glass offices with no privacy made female workers feel as though they are under a microscope and Emily’s experience confirmed that.  Mental health is something that should be taken much more seriously and if most women cannot even feel safe and comfortable at work, then the open office concept should not be considered a good thing.

Discussions 7/26

  1. Nuru-Jeter, A. M., Williams, T., & LaVeist, T. A. (2014). Distinguishing the race-specific effects of income inequality and mortality in U.S. metropolitan areas. International journal of health services : planning, administration, evaluation, 44(3), 435–456. https://doi.org/10.2190/HS.44.3.b

This article immediately establishes that there is a relationship between level of income and mortality rates. Socioeconomic position (SEP) is the strongest predictor of individual & population health status. Because BIPOC face monetary inequalities in the workplace due to structural and individual racism, they also disproportionately experience negative health outcomes. In other words, the authors examine how race influences these other variables. Within this article, there is a study that includes powerful findings regarding disparities and the impacts on BIPOC.

I think I could reference multiple sections of this article to further my argument. It includes explanations as well as a study regarding disparities within the realm of income levels and health status. Additionally, it also touches upon racial residential segregation and concentrated poverty which is another relevant social concept in this discussion.

2. I thought that the letters were sad to read, but important experiences to share. These letters provided me with a new perspective on sexism in the workplace. I never considered the architecture or office set up as a way to foster even more oppression towards women. Since I am a young girl almost at the age where I will enter Corporate America, this will definitely be something I keep in mind. I agree that sexism is prevalent in the workplace because my experience in a restaurant confirms it. A new perspective I would like to bring to the conversation would be about how women are treated in the food service industry. I have encountered extremely uncomfortable comments about my appearance and have had to ask coworkers to get out of my personal space/not touch me. The actions from some of the males in a restaurant is completely inappropriate and upsetting. Because these situations can be so so awkward, it can be hard to stop it. I have found myself freezing up because I do not know how to respond to a situation.

Discussions/Homework Week of 7/26

Response #1

My research on how to make workplaces more equitable and inclusive of Black workers led me to an enlightening report, Being Black in Corporate America, An Intersectional Exploration from non-profit think tank Coqual (formerly CTI). Researchers Pooja Jain-Link, et. al, take us on a tour of the “Black experience” at work. They explore statistics on Black representation in Corporate America. The dismally low percentages (8% overall and .08% for Fortune 500 CEOs) do not correlate with college graduation rates of Black Americans, which leads to the false perception that there are a short supply of qualified Black people available to fill corporate positions. We are shown how the few Black professionals that have been hired, perceive their lack of prospects for advancement into upper management, despite being more than qualified and even more ambitious. The report also notes Black folks’ perceptions on having little access to senior leaders. The data backs up their suspicions. 65% of Black professionals report being very ambitious vs 53% of white professionals. The researchers also provide us with an examination of Black workers’ experiences compared to other underrepresented groups. Consequently, the report uncovers the higher rates in which Black people encounter microaggressions and racial prejudice compared to others (4 times as likely), as well as lower rates of allyship, particularly from white women. The data that was reported suggests that to counter this, many Black employees (particularly men) leave within two years or start their own businesses.

This report is an important addition to my conversation on Black equity and inclusion because it establishes a baseline for issues Black workers feel need to be addressed in Corporate America. It helps quantify, and in some cases legitimize through data, what many Black employees knew anecdotally was happening at their own workplace but were never sure to what extent it was happening to their cohorts in other locations. One of the most valuable aspects of this report is its analysis of what makes Black employees want to stay at a company along with meaningful solutions for transforming workplaces into inclusive and equitable spaces.

Response #3

Although it is true that open office plans disproportionately impact women, as stated in Katharine Schwab’s Fast Company article, Readers respond: Open offices are terrible for women, I would argue that Black employees are equally affected. I currently work in one of those fishbowl set-ups and I hate it. Our department used to be in another building where I had my own office. People frequently commented (sometimes snidely) about how nice it must be for me to have my own space. I came and went at my leisure with no commentary from my boss. I often went to long lunches with vendors who were trying to schmooze me for business. This practice was sanctioned by my company. Other times I traveled off-site to oversee a project. It was understood that I would not always be at my desk. Then my company decided to save money and merged our department into the main building. Our new space is a gigantic room where another person is literally seated in front of my desk and facing me. Another two people are to my right. I was one of the lucky ones because due to my seniority I got an aisle seat! Despite that “privilege”, I noticed a change. Every time I left my desk for even a short time, my boss (who has since moved on) wanted to know where I was. Sometimes she’d loudly ask my co-workers if they knew where I’d gone. If she saw me leaving, she wanted to know exactly when I’d be back. When the entire team was scheduled to go to a meeting, she singled me out publicly to inform me that there was a meeting I needed to get to. As a matter of fact, she began requiring me to email her all of my meetings for the day, every day. Conversely, when the young white women on my team went to lunch together (not for business), they would sometimes be gone for two hours, yet my boss never uttered a peep. I asked my colleagues if they had to provide our boss with their daily meeting schedule. They did not. There is only one other Black person in the same room as me. I’ve noticed that people have a habit of loudly saying things like “Where’s David?” “He’s still not back?” Meanwhile, an Asian woman and white men on his team were frequently gone, and nothing was said. When I changed my hairstyle, the whole office would start a discussion about it. When the news of yet another Black person being murdered by police surfaced, we had to sit in an open space and mask our grief for eight hours. There is no private place to go to process such abhorrent events. Even if there was such a place, our whereabouts were monitored. David and I stand out in the room, and when we’re not there, that stands out too. I imagine this could be the same experience for other Black employees.