Ending discrimination against gender and sexual minorities requires major social transformation. Institutional change is paramount. As you keep fighting to make your organisation accountable, here are three small but impactful things you can do at your workplace to end this form of discrimination.Continue reading LGBTQIA Inclusion at Work
I’ve just published my new resource, Intersectionality, Equity, Diversity, Inclusion, and Access. There are five individual chapters which are intentended to work together. The information is a comprehensive, though not exhaustive, introduction into the barriers and solutions to discrimination in academia and research organisations. The issues are restricted to career trajectory from postgraduate years to senior faculty for educators and researchers.
Each section includes a discussion of the theoretical and empirical literature, with practical, evidence-based solutions listed in text boxes, capturing my long-standing career in equity and diversity program management, education and research.
This resource is split into five pages, for the purposes of improving reading experience; however, all five sections are intended to paint an holistic picture for social change. (If you prefer, read this resource as one PDF).
This project has taken me two years from start to finish, with a lot of heart ache and bumps along the way. This is one of the main reasons I’ve blogged less over the past year or so, as bringing this together took most of my time and energy, when I had these to give. Please share, and cite ethically: a lot of people plagiarise my work, and while I publish my knowledge free, please don’t exploit my labour.
Explore the themes via this detailed table of contents:Continue reading Intersectionality in academia and research
Earlier this year, I spoke at Readify as part of their International Women’s Day events held around the country. This is what I said.
I would like to acknowledge and pay respect to the traditional custodians of the land on which we meet; the Gadigal people of the Eora Nation. It is upon their ancestral lands on which we meet. I pay my respects to any elders, past, present and emerging. As we celebrate the courage and resilience of women and gender minorities on this International Women’s Day, may we also pay respect to the traditional gender balance, leadership and innovation of Aboriginal people, embedded forever within their Custodianship of Country.
Today I’m going to start of by setting the scene with a quick snapshot of women in the tech sector, which I’m sure you’re all well aware of. I’m going to focus a little more on the solutions that come from the empirical evidence about what works in lifting up women in the workplace. I won’t talk too long, so we can have a bit more a discussion about what initiatives have worked well here or in other places where you’ve worked, or if there’s anything else you want to dive into. Continue reading Women in Tech
Today I’m speaking at the Science Pathways conference. I’m publishing a description of my slides here for accessibility for conference delegates, and for anyone else watching at home.
A quick note to say that I’ll be on a panel at the Science Pathways conference on 23 April 2018, in Brisbane.* The event is run by the EMCR Forum (Australia’s Early- and Mid-Career Researcher Forum). The panel is titled, ‘Making Science Inclusive.’ I will speak about how to use intersectionality to refocus diversity initiatives to be more inclusive. My co-panellists are:
- Ms Kimberly Olsen (CEO Trans Employment Program Australia),
- Ms Rachel Ranton (Inclusion & Diversity Consultant, Westpac),
- Dr Andrew Siebel (Assistant Dean, Diversity & Inclusion, Faculty of Science, University of Melbourne), and
- Dr Soressa Kitessa (Senior Research Scientist, SARDI).
The panel is facilitated by Dr Carly Rosewarne (Research Scientist, CSIRO).
A description of the panel from the conference website:
Discussions around how to improve diversity in science are often centred on ways to encourage those from underrepresented demographics to consider career paths in STEM. To ensure success, these well-intentioned initiatives need to be underpinned by effective policy and ongoing support to ensure individuals are given an equal opportunity to thrive. In this session, the concept of inclusive science will be explored from the perspective of EMCRs, with examples of best practice from academia and industry.
If you can’t make it, you will be able to watch it free on livestream! Register here.
* Note that the conference continues on the next day but I won’t attend on the 24 April.
This is the first of two talks I was invited to give in New Zealand in September 2017. It is fitting to share this today, on the second March for Science event happening in over 200 cities around the world, including Australia. I have throughly documented the equity and diversity issues with the last year’s March for Science. This talk was a reflection on the problems and costs of this volunteering work that I and many other people of colour, disabled scientists, and lesbian, gay, bisexual, transgender, queer, intersex and asexual (LGBTQIA) researchers did to try to make the marches more inclusive. I note that Black women scientists bore the worst abuse both within the March for Science movement and by the public advocacy they did.
I’m afraid that discussions this year were no better. Last week, I was one of a few Australian women reflecting on issues from last year’s March for Science, and the lack of transparency over plans for this year’s event. On my Twitter threads, in discussion with other minority women, organisers from the Sydney, Melbourne and Canberra marches reproduced many of the problematic arguments detailed here, all over again.
Some of the organisers of this year’s march blamed the lack of diversity amongst the committees and speakers on the low number of volunteers, while also insinuating that minority people should have volunteered in greater numbers. I noted that the same issue was raised last year to deflect minority researchers’ concerns with equity and diversity. In fact, the minorities who did volunteer and offered countless hours of free advice and public resources (as in my case) were met with anger. Women of colour were especially made to feel unsafe and unwelcome. Other organisers of this year’s march said they valued diversity but didn’t know how to improve things. I noted that there had been a plethora of free resources published last year as well as other resources that exist on how to make events more inclusive.
There is really no excuse for reproducing inequality in science or academic events, and in other spheres.
So with all these wounds freshly scratched opened, below are the notes for the talk that I gave at the University of Auckland, titled: Challenging the March for Science – intersectionality work at the coal face. I was a guest of the The Women in Science Network. Throughout this post, I provide tips for how to make science events (and other events and protests) more inclusive. At the end, I include a visual resource that summarises some tips for best practice that you can print off as a reminder. Feel free to put it up at your home office, work, school, university, or any other community space!
On 13 February 2018, I participated in the Tech Inclusion Melbourne conference. Bill Nicholson, Wurundjeri elder gave the Welcome to Country (below). He talked about using treaty to build economic capacity and sovereignty amongst Aboriginal and Torres Strait Islander people.
My overview of the conference starts with the panel discussion that I took part in. I then reflect on the other presentations. (Note: click on images for further detail)
I’m off to beautiful Auckland in Aotearoa (New Zealand) for Kiwi Foo! My second time Fooing. Last time was wonderful. I was very apprehensive before arriving, because while I’ve lectured, done dozens of conferences, and led hundreds of presentations and workshops, Kiwi Foo is an “unconference,” which I’ve never experienced. It is a unstructured event where none of the day talks are pre-organised. Instead, the 150 participants arrive on Friday night, introduce themselves to everyone else one by one and then together negotiate individual talks and panels. The idea is to put your idea for your talk on the wall (newbies first) and then see if others are talking on a similar theme and try to collaborate. A broad aim of the conference is to bring together people from many fields to work together on a better future. Continue reading Off to Kiwi Foo in Beautiful Aotearoa New Zealand
I’ll be speaking on a panel at the first Tech Inclusion conference in Australia, in Melbourne, on 13 February 2018. Tech Inclusion is aimed at various practitioners from the tech industry to discuss issues of diversity. This includes: executives, hiring managers, human resources, data scientists, educators, entrepreneurs, investors, policymakers and diversity and inclusion advocates.
I’ll be on the panel hosted by Cory-Ann Joseph, UX Lead at ANZ. The panel is called: We’ve got a time machine, now what are we going to do with it?
From the event website:
Growing up in Australia came with a sense that we were lagging behind our bigger, ‘cooler’ brother of the USA – movies, pop music, concert tours all took weeks or months to get to us – if at all. But Silicon Valley doesn’t always lead the way. Mistakes were made in the ‘early’ days of diversity and inclusion: centering men at Women in Tech events, a focus on women first instead of race, and the victim-blamey rhetoric of women needing to change their behaviour. And perhaps the biggest mistake of all is that despite a decade since the first D&I efforts – not much has changed.
How can the tech industry in Australia avoid the same and chart a different course for the future?
Book on the event website.
Date: 13 February, doors open 8.30 am.
Address: Whitehouse Institute Of Design, 672 Bourke St, Melbourne.
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. Below are some examples of racism at work in research contexts. I examine what it means to be an “ally,” and I discuss ways to proactively respond to racial discrimination in the workplace and online.