New Resource: Equity and Diversity for Events

Diversity encompasses issues of equity, inclusion, accessibility and intersectionality (the interconnection between gender and racial inequality alongisde other social disadvantages). I’ve created a resource to ensure academic and science events support diversity. Below is a brief version.

Continue reading New Resource: Equity and Diversity for Events

Racial Preferences in Dating

Racial Preferences in Dating

I was interviewed about racial preferences in dating for the Triple J show, “The Hook Up,” along with Dr Denton Callender, a research fellow at the Kirby Institute, and Dr Ian Stephen. The podcast included calls from listeners who shared what it’s like to be fetishised on dating apps, as well as the racial biases that White people exercise.

Here’s part of the transcript.

Hannah: I asked sociologist, Zuleyka Zevallos, where these ethnic preferences might be coming from.

Zuleyka: It goes back to the way we think about beauty. We’re socialised from a really young age to be looking out for certain types of physical traits – and a lot of them are associated with Whiteness. It’s about: having very light skin; having a particular type of nose – various types of features that are more common amongst people who are White.

Hannah: So you think beauty is a cultural idea, not a physical one?

Zuleyka: It is very much shaped by culture. We know that because there are patterns. You talked about the patterns on dating apps. There are patterns in which people couple more generally, in marriage – those types of patterns. If it wasn’t culturally shaped, there wouldn’t be patterns because everyone would have an equal chance of hooking up with people, and having relationships with, people outside of their own racial group.

Hannah: I’ve heard the argument that having an ethnic preference is like having a preference for blondes or brunettes. Is that really the same thing?

Zuleyka: Not really, because there is a lot of variability within and across racial groups. So you can find a lot of different traits across ethnic groups. But since people will say, particularly on their online profiles, when they’re using dating apps, they will say things like: “No Asians.” Or, “No Black people,” things like that.

Hannah: We are going to be talking that in more detail in just a little while.

Zuleyka: Great! I think that things show that people learn to think about sexuality and what attracts them in particular ways that are very much exclusionary to people of colour.

Hannah: And so, do you think we’re socially conditioned to find certain ethnicities more attractive?

Zuleyka: Yes. It comes across in a lot of research particularly to your listeners who would be people of colour would be told things like, “Oh you’re pretty for a Black girl,” or things like that, which show that people are thought about being attractive or unattractive the closer they are to European ideals of beauty. It’s through various forms of culture, from paintings through to film – we’re surrounded by these ideas that a certain type of look is more attractive than others.

Hannah: This preference for whiteness in dating, do you think sometimes we find that hard to accept?

Zuleyka: I think so. I think it’s because in Australia, we don’t really have a language to think about race. We don’t really talk about race, unless we’re talking about racism. In other countries, like the United States, people have more open conversations. Whereas here, I think that we’re scared to talk about race and racism because people are afraid to be thought of as racist. It’s not like people will be consciously discriminating against groups, even when they say things like, “No Asians,” or whatever it is – [Hannah interrupts].

Hannah: – Wait, how is that not consciously discriminating?

Zuleyka: [Laughs] Well if you speak to people who make those statements, they will tell you that they think they’re not being racist because in Australia we think of racism as something that is really overt. Like screaming at somebody an insult, or not giving somebody a job. Overt forms of racism is what we recognise as racism, but the everyday functions of race – like whom we’re attracted to – we are afraid to think about what that might mean about our racial identities and how we relate to other people.

Read more on my blog: https://othersociologist.com/2018/02/10/racial-preferences-dating/

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Commenting policy

Before commenting on this post, please read my article, and the scientific sources on my blog.

I moderate comments to maintain a safe space first and foremost for women of colour of various backgrounds, and also to support the voices of other minority groups who are marginalised. I welcome comments but please note that I do not allow abuse. People commenting should discuss sociology; be polite; stay on topic; and be aware of their own bias. My commenting policy is in my About section of G+ and also here: https://othersociologist.com/about/commenting-policy/

Please note I often lock my posts overnight or close off comments after a few days when I’m unable to moderate. This keeps my threads free from abuse.

#sociology #socialscience #equity #racism #antiracism #dating #research #academia #relationships

Intersectionality and Identity Politics

Intersectionality and Identity Politics

Writer and social justice coordinator with the American Humanist Association, Sincere Kirabo, interviewed me about misunderstandings of intersectionality and the problems with the term “identity politics.” He writes:

…White identity politics go “undetected,” as we’re socialised to regard the sustaining of dominant culture as “what is expected” or “the way things ought to be.”

Dr. Zuleyka Zevallos, sociologist with Swinburne University, echoes this sentiment, stating:

‘If the phrase has any value at all — and it really doesn’t — “identity politics” calls attention to the ways that people from majority groups, especially White people, do not “see” how their identities are governed by politics. This is how Whiteness works: White culture is embedded into all fields of public life, from education, to the media, to science, to religion and beyond. White culture is constructed as the norm, so it becomes the taken-for-granted ideal with which other cultures are judged against by White people.

‘Hence, White people do not recognise how their race shapes their understanding of politics, and their relationships with minority groups.’

Read more in the link!

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Commenting policy

Before commenting on this post, please read the article.

I moderate comments to maintain a safe space first and foremost for women of colour of various backgrounds, and also to support the voices of other minority groups who are marginalised. I welcome comments but please note that I do not allow abuse. People commenting should discuss sociology; be polite; stay on topic; and be aware of their own bias. My commenting policy is in my About section of G+ and also here: https://othersociologist.com/about/commenting-policy/

Please note I often lock my posts overnight or close off comments after a few days when I’m unable to moderate. This keeps my threads free from abuse.

#sociology #socialscience #intersectionality #peopleofcolour #poc #antiracism #humanrights #justice

Racism in Research and Academia

Racism in Research and Academia

Racism is not an interpersonal phenomenon. It is not simply about something one person said to another; it is more than a slur about skin colour. Racism operates through institutions and policies, that are reinforced in everyday words and actions. Racism is not comprehending that things you say and do – as well as the things you fail to say and do – contribute to the alienation of people of colour. Well-meaning White people contribute towards racism – through their silence.

Whether intentional or not, racism has material consequences on the life chances of racial minorities.

In my latest blog post, I discuss some examples of racism at work in research contexts. I examine what it means to be an “ally.” Below, I focus on ways to proactively respond to racial discrimination in the workplace and online.

How to help

Here are some ways to actively address racism day-to-day. To start with, be honest with yourself: could you be contributing to racism, unconsciously or not? Try answering some of the following questions and suggestions to come to terms with your bias and to make a positive contribution to change.

How many people of colour have you actively supervised and mentored? Do you know what minority students go through daily? Racism impedes education in many ways.

Allyship is sacrificing White privilege, like giving up speaking spots, grants and other career opportunities so that people of colour can shine. Allyship is not a crown White people can give themselves. It requires centring people of colour, making concerted efforts for positive change, and not passively upholding the status quo. What career sacrifices have you made to end racism, which are meaningful to people of colour?

Get trained… and keep on training

Do you know your biases and their impact on racism in your organisation? When was the last time you had training on racism and intersectionality that involved a plan of follow-up concrete actions to lead change?

Review your policies using a critical race framework. Statements against bullying are not enough. To affect structural changes that will eliminate discrimination, your organisation needs quotas, clear goals and deadlines, and public accountability.

Start a journal club at your institution. Read academic and policy papers by people of colour. Discuss their research excellence and use their science in your everyday work.

Add more people of colour authors and journalists to your regular general reading and news feeds!

Raise representation

The next time you go to a meeting, check the representation in the room: it’s not okay to leave out Indigenous and other people of colour from meetings and committees.

Organising a conference? Just as it’s not ok to leave out “women” think about racial balance. White women can’t speak for “minorities” (don’t forget women of colour are women too and White women can’t speak to our experiences).

Walk around your offices and campus. Do you see only White faces on walls, on your marketing materials and on your other media? Speak to your Vice Chancellor or Director on the importance of intersectionality in representation.

Learn more on my blog: https://othersociologist.com/2018/01/13/racism-in-research-and-academia/

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Commenting policy

Before commenting on this post, please read my article, and the scientific sources referenced.

I moderate comments to maintain a safe space first and foremost for women of colour of various backgrounds, and also to support the voices of other minority groups who are marginalised. I welcome comments but please note that I do not allow abuse. People commenting should discuss sociology; be polite; stay on topic; and be aware of their own bias. My commenting policy is in my About section of G+ and also here: https://othersociologist.com/about/commenting-policy/

Please note I often lock my posts overnight or close off comments after a few days when I’m unable to moderate. This keeps my threads free from abuse.

#sociology #socialscience #equity #diversity #inclusion #antiracism #intersectionality #research #academia