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 about their femininity, 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. Continue reading Interview: Many Women Of Colour Feel Unsafe Working In Science
Interview: Sociologist at Work
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.
Read more on Mendeley Careers.
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. Continue reading Interracial Dating: Pushing Past Prejudice
Interview: Sociology at Work
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. Continue reading Interview: Sociology at Work
Ring a Bell? Charles Murray and the Resurgence of Scientific Racism
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.
Read more on The Humanist.
Better Leadership through Diversity: A Case Study of the March for Science
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.
Read more on The Humanist.
Media Interviews on March for Science
I have recently given a few media interviews on my analysis of equity, inclusion and accessibility and March for Science. I was interviewed about my articles on the problems with the march and the science of diversity, as well as the anti-diversity discourse by march supporters. Below, I briefly discuss issues emerging from the media interviews I’ve done with STAT News, Buzzfeed, The New York Times, Wired, and Living Lab Radio. Continue reading Media Interviews on March for Science
Making the Most of Diversity Lessons from March for Science Australia
My latest article is now on Women’s Policy Action Tank (first published 24 April 2017). Below is an excerpt.
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!
Read more on Women’s Policy Action Tank.
Event: Race and Dating, 26 April, Sydney
I’ll be on a panel in Sydney, on 26 April, talking about the sociology of race and dating!Details about the event from the promoter.
Conscious Dating – Race and Dating
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!
Wednesday, April 26, 2017
107 Redfern Street Redfern, NSW, 2016 Australia
The Walking Dead: Gender, Race & Sexuality
This article was first published on Medium, 2 April 2015
Warning: analysis and spoilers for Seasons 1 to 5.
Like millions of fans around the world, I love The Walking Dead, and I’m an avid horror aficionado. Yet after five seasons, with breathtaking plot twists and turns, The Walking Dead’s treatment of gender, race and sexuality remains stagnant. For a show that takes many liberties when asking the audience to suspend disbelief, there’s one area it has no trouble maintaining a familiar narrative: the dominance of White, heterosexual men.
Since it launched, the show has focused on relationships and character development. This proved a novel way to bring horror to popular TV. Anthropologist, Professor Juan Francisco Salazar and Dr Stephen Healy, a geographer, argue that Season Five “reflects on the meaning of group solidarity in a brave new world.” The researchers demonstrate how various social science readings of the show centre on social anxiety. In their view, this most recent season was concerned with “Rick’s communitarian family.” That is, the other characters on the show who have bound together supposedly through Rick’s leadership, even when there have been long periods (notably Season 3) when Rick provided little guidance.
The show invites its audience to consider their own bravery under zombie duress. Would we panic and leave sweet Noah stuck in a revolving door swarming with zombies? Would we become “weak” within the walls of Alexandria? Should this frustrating person or that annoying character be killed? The show does not encourage us to think about why the writers persist on upholding White men as leaders, and why White women, people of colour and other minorities are notably absent from the narrative landscape.
It’s no accident that the diplomatic and inclusive leadership of Deanna (a White woman), flawed as it may be, is presented as fundamentally irrational because of its inclusive ideals. Meanwhile, Rick, a White man, is presented as the only model for viable leadership in spite of his flaws.
Analyzing the March for Science Diversity Discourse
This article was first published on DiverseScholar, on 27 March 2017.
Given the high profile of the Women’s March against the Trump Administration on January 21, 2017, the March for Science (MfS) seeks to rally against the science policy changes, funding cuts, gag orders, and the administrative overhaul of science organisations by the Trump Government.
The March for Science is scheduled to occur globally on April 22 in over 400 cities. The aims and functions of the march have been drastically altered in the first two months of its existence, especially as the organisers began to receive critique from the scientific community regarding diversity issues. By setting up the march as being “not political” and by reproducing various problems of gender inequality, racism and other forms of exclusion, the march organisers have inadvertently created an anti-diversity discourse, which has been subsequently adopted by a vocal majority of the MfS supporter base.
In sociology, the concept of discourse describes how language comes to convey and justify dominant ways of thinking, talking, and behaving. Discourses are built around the social identities, values, interests, and power of dominant groups. This means that the stories we tell about “why things are the way they are,” reinforce the status quo, and thus justify the reasoning, policies, and practices of groups that already have institutional control.
The idea that White men are the taken-for-granted norm of what it means to be a scientist is learned early in school, and then reinforced throughout education, career progression, prestigious prizes, and the publication and funding systems. Institutional mechanisms in science serve to reinforce a discourse that naturalises White men’s dominance in science.
My article on DiverseScholar shows how the MfS organisers have come to reproduce the existing discourse of science, by normalising the interests of scientists who are White and from majority backgrounds. I present an analysis on public reactions to the third (of four) MfS diversity statements that reflect this position.
I analysed 354 comments and over 3,300 reactions to the MfS diversity statement. There were two broad response types to the March for Science diversity statement on the public Facebook page: comments were either discouraging or encouraging of the MfS diversity statement.
The discouraging comments fell into four sub-groups: people who felt that diversity was either politicising or dividing the practice of science; and those who felt that diversity was depreciating or distracting from the goals of the march more specifically.
The encouraging comments included individuals who felt uniquely positioned to be informing others about why diversity is important to the march, and supporters who thought that diversity is enhancing science more generally.
Discourses reflect the history, culture, identity, and politics of those in power. To make the MfS truly inclusive, the organisers need to think more strategically about how to manage misconceptions about science. They will also need to be more proactive in promoting a new discourse about the march.
Read more on DiverseScholar.