On Tuesday, I’m giving a keynote talk for Research Equity in New Zealand Aotearoa: A Suffrage Day Conversation. The event is held at the Royal Society Te Aparangi in Wellington, New Zealand, on 19 September 2017. I’ll talk about how to improve equity and increase diversity in research communities. The event is free to the public. Light refreshments from 5pm. Come along and say hello!
From the event description:
In this Suffrage Day event, Dr Zevallos will reflect on national approaches to improving the hiring, promotion, retention, recognition and participation of all women, specifically including Indigenous and transgender women, as well as other under-represented minorities in science. She will then be joined by panelists for a discussion of the specific needs of the NZ research community.
Dr Zuleyka Zevallos will then be joined by the following panelists (full panel TBC) for a discussion of the specific needs of the NZ research community. Audience questions will also be taken.
Chair: Craig Stevens, President of the NZ Association of Scientists
Anita Brady, Associate Dean (Teaching and Equity), Faculty of Humanities and Social Sciences, Victoria University of Wellington; Queer and Gender Area Chair, Popular Culture Association of Australia and New Zealand
Di Tracey, Fisheries Scientist, the National Institute for Water and Atmospheric Research (NIWA); Women’s Network Coordinator for NIWA
Izzy O’Neill, National Coordinator – Thursdays in Black, NZUSA The New Zealand Union of Students’ Associations; Researcher of the tertiary student (especially LGBTQIA) experience of sexual violence.
Joanna Kidman, Ngāti Maniapoto, Ngāti Raukawa; Associate Professor, Kaihautū, Te Kura Māori, Victoria University of Wellington, and Ngā Pae o te Māramatanga Researcher.
Richard Blaikie, Deputy Vice-Chancellor, Research and Enterprise, The University of Otago, and Vice-President (Physical Sciences) the Royal Society Te Apārangi
I was interviewed by Buzzfeed, about a new study by Professor Kate Clancy and colleagues, showing women of colour scientists are more likely to experience race and gender harassment. Women of colour scientists are also excessively critiqued for being either too feminine or masculine enough, they have their physical abilities questioned, and they are more likely to miss professional opportunities like conferences, fieldwork, classes and meetings because their workplaces are unsafe. My comments from the interview:
“The study really reinforces a lot of what the literature already tells us — that women of colour are more likely to experience multiple forms of harassment and feel more acutely the impact of a hostile work environment in the sciences,” Zuleyka Zevallos, a sociologist at Swinburne University in Australia, told BuzzFeed News.
Although this isn’t the first study to show evidence of the “double bind” of racial- and gender-based harassment, some critics continue to deny that the effect is real.
“A lot of the pushback that we see in the individual scientific communities —astronomy or any other science — is that scientists want data,” Zevallos said. “And even though there’s a plethora of data, it’s like they need to see more data for themselves.”
The following is an excerpt; the second of a two-part interview with me on Mendeley Careers, first published on 17 May 2017. (Find part one here.)
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.
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 implicit 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.
The following is an excerpt; the first of a two-part interview with me on Mendeley Careers, first published on 17 May 2017.
Your speciality is the “Sociology of Work” – what are your sociological observations of the research workplace?
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.
My latest article is now on The Humanist (first published 15 May 2017). Below is an excerpt.
In his latest podcast episode titled “Forbidden Knowledge,” atheist author Sam Harris guides political scientist Charles Murray through an extensive defence of Murray’s widely debunked body of work, focusing mostly on The Bell Curve. Co-authored with psychologist Richard Herrnstein (who died around the time it was published in 1994), the book was universally critiqued as an example of modern-day scientific racism.
The Bell Curve was founded on a flawed premise that inferred a correlation between intelligence, socio-economic achievement, and genetics, without accounting for the effects of discrimination. The research was funded by the eugenics-promoting Pioneer Fund, while academics like Stephen Jay Gould showed that The Bell Curve obscured data.
Time has proven the book to be scientifically “reckless.” It enjoys a resurgence in 2017, the era of Trump, specifically because it is read as proof that White people are superior to racial minorities, especially Black and Latin people. […]
Harris’s characterizations of Murray’s critics are a projection of the push back he feels he’s unfairly faced. “You were one of the canaries in the coal mines,” Harris tells Murray. Having previously dismissed Murray, Harris now feels an affinity due to facing rebuke for racism (while continuing to espouse similar views).
The atheist movement has changed. Once the almost-exclusive domain of White men, calls for equality have challenged conversations, as diverse groups of women and minorities seek a more inclusive vision for atheism. It is telling that aggrieved White men feel more comfortable hosting uncritical discussions on scientific racism than engaging in anti-racism practices to reform the movement.
My latest article is now on The Humanist (first published 08 May 2017). Below is an excerpt.
The best way to redress the inequities in science is through structural reform. This means reviewing policy through an evidence-based process. A more productive approach to diversity focuses on responsibilities of leaders to enhance measurable results. In other words, for science to make the most of everyone’s talents, leaders must “walk the talk,” modelling best practice and promoting accountability for themselves and other managers.
A vision for social change that eliminates existing inequalities must incorporate the leadership, professional expertise, and lived experiences of minorities from diverse backgrounds. Without decision-making power to shape the strategy and planning of any event, program, or organization, minorities remain on the margins. Subsequently, lacking the active representation of humanity, the full benefits of science and social justice endeavors will be limited in influence and impact.
Over the weekend, thousands participated in the March for Science, both in Australia and globally. Influenced by the Women’s March, the March for Science has struggled with reflecting the highly diverse scientific community. In today’s post, sociologist Zuleyka Zevallosprovides a brief history of the controversies, explains why diversity in science is important, and provides practical suggestions for moving forward on stronger footing.
The issues for the global March for Science, as well as the national marches in Australia, are fundamental to issues of diversity in STEM around the world. The march is a microcosm of the battle to create a more inclusive culture in STEM that truly values and promotes diversity.
We start with the backwards logic. The march began without diversity in mind. The diversity statements by the global march came only after various mistakes and in response to critique from underrepresented scientists. Locally, there is no publicised diversity statement in the first instance, let alone a detailed strategy for equity, inclusion and access.
Extensive, longitudinal research shows that diversity statements and policies alone do not lead to greater diversity in the workplace. In fact, individual programs, whether it’s mentoring women or one-off training, do little to advance (only some) White women’s individual careers, and many programs have little effect on women of colour and other minorities. This is because programs are designed to “fix” individuals, without committing to changing the system.
Diversity is effective, and pays dividends in productivity, where equity, inclusion and accessibility are at the core of leadership and organisational practice. For an organisation to realise the full potential of diversity, leaders must not only model behavioural changes, but also lead proactive planning, evaluation and targeted solutions to transform their workplace culture. Superimposing a diversity statement on the existing structure allows only a few individuals to succeed while White men’s dominance remains unperturbed.
Diversity is just one of many important STEM issues in Australia, and one that should not take a backseat role to other pressing science issues. In fact, diversity undercuts all STEM policy matters. For example, Indigenous science is vital to addressing climate change and developing sustainable practices, as well as being indispensable to health initiatives, technology R&D, and other STEM ventures. Scientific potential will never be met unless Indigenous Australians lead STEM programs and activities, moving away from a deficit model to one of self-determination and empowerment in STEM. This includes activities like the March for Science. Imagine how an event that aspires to be a critical moment of change in STEM would have looked like with 60,000 years of ATSI wisdom leading its strategy!
Conscious Dating Co explores what it means to date consciously in a series of panels and workshops.
What influences attraction? Is racial bias affecting your dating life? How do you deal with being fetishised? And can we all expand our dating pool by mindfully inspecting our own racial biases?
Conscious Dating Co-founder Kaila Perusco will host a panel discussion with award-winning journalist, documentary filmmaker and host of SBS’s Date My Race, Santilla Chingaipe; writer and equal rights advocate Andy Quan; and applied sociologist Dr Zuleyka Zevallos.
Join us for a fascinating insight into modern dating!