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

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

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

Interview: Sociology at Work

Interview: Sociology at Work

I was interviewed by Mendeley about my work in equity and diversity in research environments. Below is an excerpt.

My focus is on gender equity and diversity. I have worked with many different organisations as a consultant and project manager; I’ve instructed them on how to review, enhance, and evaluate effectiveness of different policies. I’ve also provided consultancy on how to provide training at different levels so organisations can better understand their obligations and responsibilities.

My work includes enhancing workplace culture, particularly, the everyday cultural dynamics that impact on working life. For example, by offering more flexibility for workers, and looking at where there may be gaps or opportunities to enhance existing procedures. I also study how everyday interactions can enhance productivity. In other words, I don’t just look at how organisations can meet their legislative requirements, which are merely the minimum standard. I also work with teams to see how they interact and how organisations can create policies to suit their unique workplace needs.

In the course of my career, I have worked with a number of research organisations, mainly here in Australia, such as the Academy of Science. I helped them implement their gender and diversity programme. I have also worked with several other national and state research programmes, looking at how they can meet the challenges of intersectionality issues; that is, how they can better understand how gender equity and racism intersect along with other diversity needs, including those associated with class, sexuality, and disability.

I’m sad to say that the research community is far behind other sectors: bullying is much higher in academic and research contexts. Although there ought to be a better understanding of diversity, minorities report they are targeted via a variety of forms, including microaggressions – everyday comments and “jokes” that exclude or demean differences. Furthermore, compared to industry and government, lesbian, gay, bisexual, transgender, queer, intersex and asexual (LGBTQIA) people in the research sector are more likely to remain “in the closet.” Studies indicate people working in universities feel less safe in disclosing their sexual identity to their managers, and they feel more susceptible to harassment and homophobia. This is particularly prevalent in Australia and English speaking countries including the UK and USA.

Read more on Mendeley: https://www.mendeley.com/careers/article/interview-sociology-at-work/

********************

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 #socialjustice #equity #woc #socialpolicy #medeley #science #womeninscience #womeninstem #diversity #academia #inclusion

Making the Most of Diversity Lessons from March for Science Australia

My latest on Women’s Policy Action Tank discusses the various delays in addressing equity and diversity at the March for Science Australia. At the national level only around half a dozen of the promoted speakers were representative of Australia’s multiculturalism. I also discuss the gaps in the national agenda for the march, and its local goals for science, technology, engineering and mathematics (STEM). Stronger integration of equity and diversity in leadership would improve outcomes in future science events. Below is an excerpt of my article.

Continue reading Making the Most of Diversity Lessons from March for Science Australia

Professor Vera Rubin: Astrophysicist and “Ardent Feminist”

Astrophysicist Professor Vera Rubin, USA National Medal of Science awardee who confirmed the existence of dark matter, died on 25 December 2016.

One of the things I want to highlight especially for this post is the wonderful job Professor Rubin’s institution, Carnegie Institution for Science, did in their press release. They focus on Rubin’s scientific discovery using plain language, but they were bold in also highlighting her gender equity work in science, by calling her an “ardent feminist”. This is so important because women’s advocacy for gender equity is scientific work that is unpaid; it is undertaken on top of research, teaching, and grant work; and goes largely unacknowledged.

This post is dedicated to Professor Rubin’s legacy and all the other ardent feminists in science and elsewhere. Continue reading Professor Vera Rubin: Astrophysicist and “Ardent Feminist”

Stereotypes About Gender and Science

Stereotypes About Gender and Science

Psychologist Linda Carli and her team find that an increased number of women in a particular field improves the perceived similarity between women and scientists but even numbers of men and women don’t necessarily lead to the same effect.

“Common cultural stereotypes about women, men, and scientists lead people to see women as incompatible with science. Men are especially prone to this bias, but everyone shares it. This may result in prejudice (a dislike of female scientists compared with men) and discrimination against them.”

Interview: https://www.sciencedaily.com/releases/2016/03/160328193128.htm

Read the study in Psychology of Women Weekly: http://pwq.sagepub.com/content/early/2016/01/05/0361684315622645 #stemwomen   #womeninscience   #womeninstemm  

Join us for this HOA in 15 minutes as Dr Buddhini Samarasinghe and I chat with materials scientist Professor Julia…

Join us for this HOA in 15 minutes as Dr Buddhini Samarasinghe and I chat with materials scientist Professor Julia Greer! We’ll talk about her careerpath and work with nanomaterials. We’ll tackle the narrow stereotypes the public sometimes has about scientists. She’ll also talk us through how she manages work/life balance as a working mother and how academia might be more flexible and supportive of STEM parents.  

#materialscience   #science   #stem   #womeninscience   #sociology   #socialscience  

Originally shared by STEM Women on G+

Join us for a STEM Women HOA as we speak to Professor Julia Greer  on her career as a materials scientist. Julia works on 3D nanomaterials, and her research specialises in the creation of extremely strong yet ultra-light materials. She will talk to us about her fascinating career path and diverse interests, along with ways in which academia can be more supportive of STEM parents. 

This HOA will be hosted by Dr Buddhini Samarasinghe  and Dr Zuleyka Zevallos    and you can tune in on Sunday June 22nd at 2.30 PM Pacificl/ 10.30PM UK. The hangout will be available for viewing on our YouTube channel (http://www.youtube.com/stemwomen) after the event.

Gender and the Study of Scientists at Sea

I started watching this 2012 UK documentary series a couple of nights a go, Orbit: Earth’s Extraordinary Journey. It was an interesting look at the Earth’s orbit as well as extreme weather patterns. I especially enjoyed seeing a science show hosted by women. Co-presenter Dr Helen Czerski discussed science with great passion. Reading more about Czerski’s research led to other interesting projects about women in science, science education and social scientists who study other scientists at sea. 

Continue reading Gender and the Study of Scientists at Sea