Tag: unit2

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.

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.

Discussion Questions Week of 7/19

Response to #1

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.

Discussion Questions Week of 7/19

Response to #1

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.

Discussion Questions week 7/19

1.

Wong adds to the conversation through what I found to be a very relevant metaphor. When I think about the accommodations that I fought to get in high school for my ADD, I saw them as “helpers” that I needed to be able to function the way everyone else does. I had never really thought about equity and diversity being capable of needing the same thing. Her metaphor about the shoes used for a race is found on page 27 in the second paragraph of the section “Equity vs. Equality”. I think that this metaphor can be used in any situation where people are just a little bit “different” from the majority of the people that they are working with and putting it into a scenario where most people can really see the importance of these accommodations.

In my experience in the case of a disability, people who do not need the accommodations that I need do not understand the point of them. Some even found it unfair that I would get extra time on an exam or could type my essays instead of write them. The metaphor that Wong uses allows people who do not need the accommodations to see why people who need them do. By phrasing it the way she does and then explaining how it relates to equality and equity, and the difference between the two, shows what needs to be done to accomplish inclusion. It is not just about having a more diverse group of people working, which is also something that Wong points out, it is about giving everyone the tools they need, whatever those may be, to be successful.

2.

Something that I noticed Wong did a often in her article is that after introducing a new point, she would elaborate on it. Since most, if not all, of her points are related in some way, transitioning from one point to another seemed extremely natural in the way that Wong posed her argument. A lot of the transitions she used to connect her points occurred naturally because the next point was able to validate or back up the previous one.

In the first section after the introduction, “Context: Social Inequities & Organizational Culture”, Wong makes a point, gives an example or explains what people are doing to cause the point she is making, and then concludes her poing by giving more information that will affect the reader. She did this well when she concluded her idea about safety professionals and their awareness with “When women die on the job, they are murdered at much higher rates than men, and a large percentage of women are killed at work by intimate partners”. This sentence is powerful and was a good way to transition into the conclusion of the section that reiterated the importance of safety professionals and their knowledge and awareness.

This week my mom and I went into the city and got bracelets that I saw online where they zap them on so that the only way to take them off is to cut it. If you need to cut it off you can always go back and they can put it back on. We got matching ones together!!

Discussion Questions Week of 7/19

Response to #1

Although included in the “Context” portion of the introduction of the article, Wong made a point that stood out to me in his writing, mainly because it goes hand in hand with my upcoming research. Wong basically says that social inequities and organizational culture consist of interconnected systems. These systems are faulty, of course. Marginalized groups often stem from a larger “culture,” meaning a way of life/ thinking that oppresses many people that go against the “preferred bias.” In simpler terms, intersectionality comes to play more than one would think when it comes to injustices for diverse people.

Wong demonstrates the example of gender bias, stating that the unequal pay between men and women supports this way of thinking. However, Wong then says that even lower pay for women of color not only supports gender bias but sexist and racist bias. This is a perfect example, I believe, for introducing how interconnected systems affect culture and introducing the larger picture for understanding marginalization. To successfully tackle equity efforts, people need first to address the experiences of the most marginalized. However, this does not mean that the less marginalized people are exempt. This means that addressing the most marginalized consists of multiple oppressions, tackling multiple issues at once. This is an exciting way of thinking that I will note for my research, which asks how we can conquer multiple pre-conceived biases that result in intersectional oppression?

Response to #2

While reading Cori Wong’s article, I noticed not only does he use very successful transition words, but he uses the word “while” a lot at the beginning of his next paragraph. However, this is not used redundantly. Wong has a pattern; he states a certain point in a paragraph, then in the next one, he recognizes this point and offers a different perspective or view of the one previously stated. For example, in the “Starting With Better Questions” paragraph, Wong explains that simply hiring diverse people gets nothing done if there is no culture or system in place that can successfully support and leverage the strengths of difference. Without knowing, a reader is viewing a setup for the next paragraph. This reminds me of Bogust’s use of connecting his points in a very seamless, almost invisible way. In the paragraph to follow, the first sentence reads, “While diversity often refers to representation of difference,
inclusion refers to how differences are meaningfully incorporated and integrated into daily practices.” This sentence foreshadows what’s to come: a paragraph explaining how to infiltrate an inclusive environment by asking the right questions effectively. Wong is great at framing sentences that “have hands,” which reach out to the previous sentence as well as the ones to follow. They all go “hand in hand,” ironically enough. All of these tactics are essential moves noted in chapter 8 of TSIS. Wong’s use of the word “while,” framing almost a counterargument or different perspective to come, as well as connecting his sentences, creates a very constructive piece of writing.

My highlight:

This weekend on Block Island I was able to see a friend who took the ferry over from Montauk. We went to the beach, shopped downtown, and had a great dinner together. Even though it was just for the day, It made me really happy seeing a friend from school, and got me very excited for this upcoming semester!