My research has been published in Italian! Le Sociologie has translated my advice on how institutions can improve policies, practices and resources in response to public harassment of academics and researchers. Read ‘Sociologia Delle Politiche di Prevenzione Delle Molestie Pubbliche.’
Public Science and Tropes
My research on harassment of public scientists and racist Hollywood tropes is featured in two new books!Continue reading Public Science and Tropes
The Rest of You Can Go Next
On 6 February, I presented at the Australian Critical Race and Whiteness Studies Association (ACRAWSA) Conference. My paper was titled, ‘The Rest of You Can Go Next: Using Intersectionality in Equity, Diversity and Inclusion Programs.’ The distinguished keynote was delivered by Professor Patricia Hill Collins, author of Black Feminist Thought, and, along with Sirma Bilge, co-author of Intersectionality. It was a wonderful conference. I felt good about my paper. My summary of the event will be on my blog soon. Continue reading The Rest of You Can Go Next
Lost in the Field
Happy new year! Since my last update, work became frenetic, as my projects moved rapidly. I lost myself in the land of fieldwork and endless reporting of results. Continue reading Lost in the Field
Event: Research Equity in New Zealand Aotearoa
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
Book your FREE ticket.
Tuesday, 19 September, 2017
Royal Society of New Zealand
11 Turnbull St
Wellington, New Zealand.
The event is hosted by The New Zealand Association of Scientists. The event is co-sponsored by the Dodd-Walls Centre, The MacDiarmid Institute, and Te Pūnaha Matatini.
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.
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.