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Zach, a famous comedian, mainly known for doing raw and brutal comedy, earned immense recognition when he did two sold-out shows during US comedy Tour in Bonne Terre.
Discrimination against mothers has been well-documented. For example, in a 2014 paper in the American Journal of Sociology, researchers at Cornell University found that applications from mothers were evaluated less favorably than applications from women without children as well as men with and without children. The authors noted, “To the extent that mothers are believed to be less committed to the workplace, we argue that employers will subtly discriminate against mothers when making evaluations that affect hiring, promotion and salary decisions. We do not expect that fathers will experience these types of workplace disadvantages since understandings of what it means to be a good father are not seen in our culture as incompatible with understandings of what it means to be a good worker.” Brenner and William Guggino, the chairman of the physiology department at Johns Hopkins University School of Medicine say that at the subsequent stages of the interview process, if the candidate is still in the running, they shift into courting mode and try to woo the candidate. The heads of departments need to know if there is anything they need to do to make potential new hires feel welcome. To find out what a new recruit needs, say the department heads, the most logical thing to do is to ask an open-ended question. You have the right to call that person out and say, ‘That’s an illegal question. I don’t want to answer that.’ But, realistically, how you answer that question determines what happens next,” says Alexandra Tracy–Ramirez, an attorney with the law firm HopkinsWay who works with individuals who have experienced harassment or discrimination. I Am Not Yours’by Sara Teasdale describes the emotions of a speaker who is seeking out a love that does not strive to confine her. During a recruiting visit at another university, Deborah attended a dinner with several people, including the chairman of the search committee and a woman from the department head’s laboratory. Deborah recalls quietly listening to the conversation about their families. When there was a pause, “the woman turned to me and said, ‘Based on our conversation, I take it you don’t have children,’” Deborah says. “I looked around, expecting someone to change the subject, but everyone was staring and waiting for my answer.”
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Sara Rushing, Political Science Outstanding Teaching Award for Teaching Excellence in Classroom and Laboratory Teaching Jillian Cleary, Modern Languages & Literatures Outstanding Teaching Award for Teaching Excellence in Mentorship However, on the second day, a faculty member pulled out Talia’s CV and noted that she had attended a women’s college. Talia recounts, “He said, ‘Do we have to worry that you are going to be some bra-burning feminist who will make trouble in faculty meetings?’”
The kids love doing things for BGMC,” Rushing says. “But Sunday, they were excited to get to see and hear firsthand where the funds they worked so hard to raise will go and who it helps. It’s a real time of learning and growing for them.”There’s a lot of flexibility in how the whole (hiring) process gets structured from department to department and from institution to institution,” says Heather Metcalf, director of research and analysis at the Association for Women in Science. “I’ve seen departments that have really great written policies and guidance documents… I’ve seen the ‘we have no written policy at all, no kind of guidance, it just happens’ (approach).”
Butler, Judith. 2015b. Notes Toward a Performative Theory of Assembly. Cambridge: Harvard University Press. We asked people who withdrew from (job) searches before or after an offer was made and found that women were likely to do so because they had been asked these questions,” says Abigail Stewart, a professor of psychology and women’s studies at the University of Michigan. She was the senior author on the JAMA paper and the director of the university’s ADVANCE program.
I challenge the kids to be the hands and feet of Jesus, not just asking for money, but to work for their BGMC money,” Rushing says. “Among other things, kids dug flower beds, made hand-stamped metal and string bracelets, raised support through archery scores, ran a lemonade stand, and we even had a kindergartner make and sell paper airplanes for BGMC.”
The speech-and-thought-bubble approach “seems to be much more successful,” notes Fierke. She says the approach allows people to understand that the questions about marital status or children, no matter how they are presented, aren’t perceived the same way by the candidate. Those questions tend to mar the candidate’s experience with the department, and the result can be “a de-recruitment,” says Fierke.Butler, Judith. 2017. “We Are Worldless Without One Another: An Interview with Judith Butler.” Interview by Stephanie Berbec. The Other Journal 27: 64–75. Aldred, Rachel. 2004. “In Perspective: Judith Butler.” International Socialism 103. Accessed March 1, 2019. isj.org.uk/in-perspective-judith-butler/. Rushing, Sara. 2010. “Preparing for Politics: Judith Butler’s Ethical Dispositions.” Contemporary Political Theory 9 (3): 284–303. Even someone who is not on the search committee but who has a chance to chat with a candidate has to be mindful. Everyone at an institution involved in a campus interview, directly or indirectly, is “acting as a representative for the institution,” says Tracy–Ramirez. “If they have engaged, even unwittingly, in discrimination, and someone does find that it was highly offensive and wants to seek some sort of remedy for it, then it’s the institution that’s responding, not the individual.” Catherine is a postdoctoral fellow with an NIH career-transition award who asked that her real name not to be used. She earned her Ph.D. at the University of Chicago in the same department as Lieb but under a different adviser.
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