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

Tech Inclusion

Tech Inclusion

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, and fellow panellist and UX designer Danya Azzopardi. 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?

Date: 13 February, doors open 8.30 am.

Book on the event website below.

#sociology #socialscience #inclusion #equity #diversity #inclusion #technology #stem #woc #melbourne #event #australia #techinclusion #womeninstem #womeninscience

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

Indigenous Sociology for Social Impact

Indigenous Sociology for Social Impact

Aboriginal and Torres Strait Islander people have a strong contribution to make in leading change in sociology, however, their knowledges are kept on the periphery of our discipline. Associate Professor Kathleen Butler is working to transform sociology by “Indigenising” sociology. She is an Aboriginal woman belonging to the Bundjalung and Worimi peoples of coastal New South Wales, and a sociologist who hosted the “Indigenous Sociology for Social Impact” workshop. The workshop explored ways to address colonial practices in sociology, as well as how to draw on Indigenous expertise to decolonise research, methods and theories in sociology.

Indigenising sociology

Using the Aboriginal method of a “talking circle” (or yarning circle), where any person can contribute to unstructured dialogue, Professor Butler began two-day discussions considering how Indigenous-led practices can enhance Australian sociology.

The first day of the workshop was centred on a thoughtful presentation by former social worker and researcher Karen Menzies on how intergenerational trauma of forced removal of Aboriginal children continues to impact the health and life outcomes of Indigenous people.

The second day of the workshop began with Associate Professor Butler reflecting on her evolving research on sociological teaching and resources. She has analysed the topics covered in higher education sociology courses around Australia, and finds that there is almost no focus on Indigenous scholarship, and that there is little attention to race in central sociology teaching. She argued this is one of the ways in which we see how sociology actively participates in an exclusively Western framing of social issues.

We discussed that sociology as a discipline actively perpetuates colonialism in the citing conventions, theories and methods we continue to pass on to students.

Investing in future change

Another question we discussed at length was: how do we account for the fact that the majority of people who are trained as sociologists are not Indigenous? We discussed how Aboriginal sociologists are on the fringes of our discipline, either underemployed or precariously employed as casual staff. We noted a major investment in the training, mentorship, sponsorship, promotion and retention of Aboriginal and Torres Strait Islander sociologists needs to be prioritised in sociology.

Decolonising sociology

We discussed what a decolonised sociological imagination would look like, with critiques of foundational Western sociological texts at the centre. Australian sociology has rebuilt itself before – using a White feminist framework in the 1970s and 1980s – we can do this again using Indigenous knowledges and intersectionality. Associate Professor Butler argued that the work of Professor Aileen Moreton-Robinson (a Geonpul woman) is our starting point for decolonising sociology, especially in Australia.

We also discussed issues of ethics and intersectionality (the interconnections between gender and racial inequality and other forms of social marginalisation).

Read more on my post, including a video interview with Associate Professor Butler delving into the outcomes of the workshop and questions that remain for our discipline. https://othersociologist.com/2018/01/06/indigenous-sociology-for-social-impact/

#sociology #socialscience #indigenous #aboriginal #research #academia #inequality #race #racism #australia #university #socialjustice

Gender, Race, Power and The Beguiled

Gender, Race, Power and The Beguiled

How do White women perpetuate gender and racial inequality in film? A new adaption of the 1966 novel and 1971 film, “The Beguiled,” is hitting the silver screen. The original story opens with a limping, dirtied White man, John (also nicknamed “Mr B”), played with relish by Clint Eastwood. The audience knows the violence and lies he’s capable of, as we see flashbacks that contradict his charm. He is an Unionist soldier injured in battle towards the end of the American Civil War. He staggers his way to a secluded boarding school for girls and young women, where he is nursed back to health by the older women, a mixed group of begrudging and bemused ladies who are stifled by their secret desires.

The 2017 version has already built up high praise, with director Sofia Coppola being awarded Best Director at the Cannes Film Festival. This is the first time the prestigious award has been given to a woman. Coppola has given an interview to explain why she chose to erase the character of Hallie, a slave woman who features prominently in the original.

“I really thought it was interesting because it was a group of women all living together, all different ages with different stages of maturity, and how they interact. It’s a group of women kind of isolated in the world… I’m definitely attracted to stories about female characters, and characters that I can relate to. I’m interested in stories of groups of women together… At the heart of the story, it’s really about the power dynamics between men and women that are universal, but that are sort of heightened in this kind of premise.” https://goo.gl/74SgRK

Copolla makes two points in this interview:

* She loves women’s stories (read: White women’s stories).

* By saying she chooses stories that she relates to, and having omitted the only Black woman from her script, she is saying she only relates to White women.

This may seem “natural” to White people: why would a White woman relate to a Black woman character? This logic is how Whiteness works: by taking for granted the power dynamics of race.

Hallie (played by Mae Mercer in 1971) is the sole Black woman character in the original story. Her presence alone would disrupt Coppola’s picturesque vision of gender unity. Her existence as a slave is both a reminder of the violence that White women are capable of, and the violence that is to come. She discusses life as a slave and comments about the racism the other characters throw her way.

White women like Coppola ignore two crucial points. First, White women benefited from slavery. Second, White women today continue to benefit from slavery. For example, being in control of a story set in slave times and removing enslaved women is power. It is an example of White supremacy.

Read more on my blog: https://othersociologist.com/2017/06/21/gender-race-power-the-beguiled/

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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 #socialjustice #equity #inclusion #diversity #poc #slavery #whitefeminism #whiteness #racism #film #history #sofiacoppola #gender #power #race

Tone Policing People of Colour

Tone Policing People of Colour

When White people try to dismiss Indigenous and other people of colour’s (POC) discussion of colonialism and its present-day impact by focusing on “tone,” that’s racism at work. Tone policing is when members of majority groups focus on the language and perceived emotion of marginalised or underrepresented groups during discussions of inequality. The majority group sees themselves as entitled to infer “illegitimate” arguments based solely on the words being used, rather than the meaning of what is being said. This is an attempt to silence or derail discussions, to shift power away from the lived experiences and knowledge of minorities or disempowered groups.

On my latest blog post, I discuss a recent example where a White Australian woman felt a need to tell me that they refused to read an article I’d tweeted, which was written by an Indigenous woman author. The title was White “Australia” Has a Black Future. I didn’t tweet the article to this woman and she doesn’t follow me. Yet because it was being shared by others, she felt a need to comment to me, a non-Indigenous woman of colour, that the title was “offensive.” She said: “We need to maintain civilities.”

She continued to argue for hours that there are nicer ways to discuss Indigenous issues without putting “allies” like her offside with language. The article is about the history of Australia. Everything is fact. There is no offensive language—no swear words; no hate speech. So what exactly is offensive about a Black woman talking about the history of Aboriginal and Torres Strait Islander people? Especially during Reconciliation Week, where Australia reflects on Indigenous rights issues?

If White people can’t handle POC talking about racism, it doesn’t matter what words we use; the issue you have is that we’re talking at all. There’s no “nice” way to talk about racism. Racism is structural; it envelops us; it ruins the life chances of POC. There’s nothing “positive” about racial inequality.

White people who imagine there’s a “rational” way they deem acceptable to hear discussion of racism is actually them saying they want to dictate how POC express their lived experiences and knowledge of racial oppression. As POC point out all day, every day, White people put more effort into policing discussion of race so they don’t have to work on themselves.

Read more on my blog: https://othersociologist.com/2017/06/17/tone-policing-people-of-colour

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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 #socialjustice #equity #inclusion #diversity #poc #indigenous #tonepolicing #whiteness #racism #australia #reconciliationweek #history

The Value of Research Careers Beyond Academia

The Value of Research Careers Beyond Academia

This is the second of a two-part interview with me on Mendeley. The following is an excerpt on the positives of working as a research consultant on equity and diversity workplace issues, and the benefits of research to other industries.

Positive aspects of working in research outside academia

The positives are that I get a lot of satisfaction from seeing my impact on organisations. I generally work for small businesses and nonprofits: it makes a world of difference to them to explain research, which can be quite dense, and turn it into practical outcomes for them. I see my work adopted quickly, rather than have a publication go through the peer review process.

There’s also an intellectual reward in finding new ways of communicating research skills; I enjoy engaging with clients. One of the big surprises has been not just positive interactions with clients but also with their audiences: there’s a lot of pluses that come out of interacting with new groups who really need that scientific input presented in a digestible way.

Stigma and benefits of working outside academia

A lot of researchers feel that a non-academic role is a consolation prize, hence, there’s a lot of stigma around considering a non-academic role. There are sociologists who I look up to, who have known me since I was student, who still ask when I’ll come back to academia. The underlying assumption behind their query is that such a return is the only way in which I can be truly recognised.

Yet everyone knows how hard it is to get a tenure track role, but we maintain this illusion that this is the only way we can have a fulfilling job. I advise researchers to look beyond the stigma: once you step off the academic track, there’s a world of opportunities. I’ve done work with government, I’ve led a research team investigating environmental health and safety, I’ve worked with nonprofits. I come to my career with the knowledge that there is a lot of fluidity in what I can do. I may do a lot of consulting for a while, and then go back into working for a traditional research organisation.

Researchers should know: our skills are highly valued outside academia, we need to learn how to market them. We should find a way to show to clients and employers how those research skills can be useful. If you can master that, potential employers and clients will give you amazing opportunities. For example, I once went to a job interview for a role as a researcher, and based solely on the questions I asked, the employers in question offered me a management role on the spot.

A non-academic career role is nothing to be ashamed of; it is a source of pride that strengthens research impact on society, as it brings knowledge to new sectors. There are many, many organisations which are in dire need of scientific skills and expertise; in the process, you can achieve great progress for a variety of communities.

Read more of this interview on Mendeley Careers: https://www.mendeley.com/careers/article/interview-sociologist-at-work

Learn more

Part 1 of this interview is about my work as a consultant on equity and diversity, and how organisations can embrace more inclusive practices: https://www.mendeley.com/careers/article/interview-sociology-at-work/

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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 #equity #woc #socialpolicy #medeley #science #womeninscience #womeninstem #diversity #academia #inclusion #sciencecareers #sociologycareers

Interracial Dating: Pushing Past Prejudice

Interracial Dating: Pushing Past Prejudice

Last week, I was interviewed on triple j radio for the program, The Hook Up. The show explored listeners’ experiences of sexual fetishisation and prejudice in relationships, as well as what it’s like being partned with people from minority backgrounds. A few minority-background callers described feeling reduced to only one facet of their identity due to sexual racism. An Indigenous woman talked about the explicit and implict racism she faces as someone perceived not to look and act like a “typical” Aboriginal woman (despite the diversity among Aboriginal and Torres Strait Islander people). A woman of Indian background felt no strong cultural connection to India but was often placed in the position of being tokenised because of her heritage.

The discussion featured the talented Zambian-Australian journalist and documentary filmmaker Santilla Chingapie. She reflected on her SBS documentary Date My Race, where she shared her personal experiences being discriminated against as a Black Australian woman on dating apps. White Australian counsellor Sue Pratt talked about the challenging patterns that interracial couples experience as they attempt to work through cultural differences, as well as strategies to manage intercultural respect in relationships. Andy Trieu, Australian-Vietnamese co-host of the SBS TV show, Pop Asia, discussed how the only women who respond to him on dating apps are from similar Asian backgrounds. He expressed a curiosity about dating White women and why they may not be interested in him as an Asian man. Shantan Wantan Ichiban discussed the racist implications of the question “Where are you from?,” which is often used as opening line in bars and other pickup situations.

I discussed how people often try to frame sexual fetishes as a positive compliment, but that this is misguided. Racial fetishes are the twin side of the same coin of racism; on the one side are stereotypes that emphasise exotic otherness and on the other side are those same people who must navigate multiple experiences of being discriminated against as they go about their daily lives. I note that one thing we can collectively do to start tackling sexual racism is to start having broader conversations about race and racism in Australia. Most of the people who have racial fetishes and those who exclude being open to dating particular groups have never had to think about their race. There are many resources available, including on social media, that are produced by minority groups, that help us all to better understand other cultures without fetishising differences and which break down negative biases.

Listen to the discussion below on Triple J.

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Commenting policy

Before commenting on this post, please listen to the podcast.

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 #socialjustice #equity #woc #diversity #interracial #inclusion #dating #relationships #triplej #australia #racism #unconsciousbias #prejudice