A qualitative analysis of transgender and gender nonconforming college students' experiences of gender-based discrimination and intersections with alcohol use
Autor/in:
Ehlinger, Peter P.; Folger, Austin; Cronce, Jessica M.
Quelle: Psychology of addictive behaviors : journal of the Society of Psychologists in Addictive Behaviors, 36 (2022) 2, S 197–208
Inhalt: OBJECTIVE
Transgender and gender-nonconforming (TGNC) emerging adults (EAs) are a vulnerable population at risk for negative mental health and alcohol use outcomes often attributed to unique experiences of discrimination and transphobia, including in colleges/universities through institutionalized transphobia. There are no extant psychosocial interventions that focus on the experiences of EA TGNC undergraduate students.
METHOD
The current study utilized a Community-Based Participatory Research framework and exploratory qualitative approach to better understand the unique experiences of this population (N = 16). Data are presented from an inductive thematic analysis of focus groups and interview transcripts that highlight TGNC experiences of gender-based stressors and substance use and provide feedback on a brief psychosocial intervention to prevent high-risk alcohol use among TGNC.
RESULTS
Main themes were TGNC-specific experiences (e.g., pronoun misuse, invalidating interactions with faculty and staff), coping with gender-based discrimination and stressors (e.g., use of alcohol and other drugs), and resources and programs (e.g., lack of TGNC representation in leadership roles). Notable subthemes included the impact of intersecting gender, race, and class divisions, medical and mental health-care concerns, and qualities of interventions perceived as effective versus ineffective.
CONCLUSIONS
This is one of the first studies to gather information related to the desires of EA TGNC undergraduate students on addressing high-risk alcohol use. Data provide considerations for developing psychosocial interventions to address negative mental health outcomes and risks associated with alcohol and other drug use among EA TGNC undergraduate students, such as creating safe interventions and utilizing a strengths-based approach to teaching coping skills. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
Patterns and Trends of Same-Sex Partner Choice in Germany
Autor/in:
Lengerer, Andrea; Schroedter, Julia H.
Quelle: Journal of Comparative Family Studies, 53 (2022) 2, S 161–188
Inhalt: This paper analyses the age and educational homogamy of same-sex couples in Germany over a 20-year period from 1996 to 2015. Data of the Microcensus show that cohabiting same-sex couples are less likely to be homogamous than cohabiting different-sex couples, both in terms of age and education. For same-sex couples, gender matters, male same-sex couples being the most diverse. The analyses thus confirm previous results for other European countries. Hitherto, changes in the homogamy of same-sex couples over time had not been studied in Europe, mainly due to data constraints. However, major changes in the visibility and legal acceptance of same-sex couples suggest that their patterns of partner choice are becoming more similar to those of different-sex couples. Our analyses show that the age difference among female same-sex couples has indeed narrowed over time, converging with the age difference among different-sex couples. For male same-sex couples though, there is no clear trend. In terms of educational homogamy, contrary to our assumption, we find a clear decline among same-sex couples of both genders since the 2000s, making them even more dissimilar to different-sex couples.
Quelle: High Educ (Higher Education), 83 (2022) 2, S 461–479
Inhalt: Nearly 50% of graduate students report experiencing emotional or psychological distress during their enrollment in graduate school. Levels of distress are particularly high for transgender and nonbinary graduate students who experience daily discrimination and marginalization. Universities and colleges have yet to address and accommodate the needs and experiences of transgender and nonbinary graduate students. Given the multitude of challenges these students may face, educational settings should not present additional barriers to educational success and well-being. In an effort to improve graduate education for transgender and nonbinary students, we add to the existing scholarship on affirming work with transgender undergraduate students by addressing the unique concerns of graduate students. We use a social-ecological model to identify sources of discrimination in postsecondary education and to provide transgender- and nonbinary-affirming recommendations at structural, interpersonal, and individual levels. For practitioners who wish to do personal work, we provide guidance for multicultural identity exploration. A table of recommendations and discussion of ways to implement our recommendations are provided.
Listening to Nonbinary Chemistry Students: : Nonacademic Roadblocks to Success
Autor/in:
Chan, Bec; Stewart, Jaclyn J.
Quelle: Journal of Chemical Education, 99 (2022) 1, S 409–416
Inhalt: We conducted semistructured interviews to investigate the experience of two nonbinary students in an undergraduate chemistry program. Students described experiences with struggling with identity, hiding identity as a form of defense, discrimination by peers based on perceived gender, perceptions of unsympathetic instructors, and mental health struggles. They also identified the following factors that helped them succeed in their education: desire to learn, connecting with peers, and active support from mentors. Based on these findings, we recommend that instructors engage with topics outside of traditional course content, facilitate peer collaboration, acknowledge that there could be trans, nonbinary, and Two Spirit individuals in the classroom, and recognize that not all students are the same. Chemistry educators who implement these strategies will create a more respectful learning environment for trans, nonbinary, and Two Spirit students.
Reconciling the Business Case and the Social Justice Case for Diversity: A Model of Human Relations
Autor/in:
Byrd, Marilyn Y.; Sparkman, Torrence E.
Quelle: Human Resource Development Review, 21 (2022) 1, S 75–100
Inhalt: There are two dichotomous rationales for valuing diversity in organizational contexts: the business case and the social justice case. Arguments for the business case for diversity and the social justice case are both supported by valuing philosophies. However, lacking in either of these philosophies is a human relations component that recognizes the role of relationships in achieving the intended goals. In this article, we propose that reconciling the tensions between the business case and the social justice case is contingent upon adopting an organizational strategy that includes a human relations valuing philosophy. The organizational strategy suggested reaffirms a strategic role of human resource development.
Schlagwörter:Diversität; Diversity; human resources; Personalauswahl
Setting adequate wages for workers: Managers' work experience, incentive scheme and gender matter
Autor/in:
Huber, David; Kühl, Leonie; Szech, Nora
Quelle: PLOS ONE (PLOS ONE), 17 (2022) 8
Inhalt: Many societies report an increasingly divergent development of managers' salaries compared to that of their workforce. Moreover, there is often a lack in diversity amongst managerial boards. We investigate the role of managers' gender and incentive scheme on wages chosen for workers by conducting two experimental studies. The data reveal male managers respond in more self-oriented ways to their incentive scheme. Further, we find that experience with the workers' task can increase appreciation of workers. Effects are strongest when the managers' compensation scheme rules out self-orientation. Overall, female managers display more consistency in choosing adequate wages for workers, i.e. their choices are less affected by incentives. An increase in diversity may thus help reducing salary disparities and foster work atmosphere.
Quelle: SI (Social Inclusion), 9 (2021) 3, S 81–93
Inhalt: It is more and more evident that there is diversity among university students, but this diversity encompasses a wide variety of personal characteristics that, on occasion, may be subject to rejection or discrimination. The feeling of inequality is the result of one stand‐alone characteristic or an intersection of many. To widen our knowledge of this diversity and to be able to design actions with an inclusive approach, we have set out to explore the relationship between students’ feelings of discrimination, their group identification and their intersections. Participants for the study are selected from protected groups which fall into the following criteria: ethnic minority, illness, migrant minority, disability, linguistic minority, sexual orientation, income, political ideology, gender, age and religion. We will refer to this relationship as the ‘discrimination rate.’ To fulfil our objective, we have given a questionnaire to a sample of 2,553 students from eight Spanish universities. The results indicate that the characteristics with which they most identify are religion, age, sex and political ideology. However, the highest rate of discrimination is linked to linguistic minority, ideology and migration. Regarding intersectionality, it is worth noting that 16.6% of students feel discriminated against for more than one characteristic, with the most frequent relationships being the following: (1) ethnic or migrant minorities (2) sexual orientation, sex, being under 30, leftist ideology, low income, linguistic minority and (3) Christian Catholic, right‐wing and upper‐class ideology.
Women’s experiences of racial microaggressions in STEMM workplaces and the importance of white allyship
Autor/in:
Moore, Robyn; Nash, Meredith
Quelle: International Journal of Gender, Science and Technology; Vol 13, No 1 (2021), (2021)
Inhalt: This article explores how gender interacts with race, ethnicity and/or culture to structure the microaggressions experienced by visibly and culturally diverse women in Australian Science, Technology, Engineering, Mathematics and Medicine (STEMM) organisations. We focus on these women’s experiences to disrupt the normative erasure of race from the workplace diversity context. We conducted 30 semi-structured interviews with women in academia, industry and government who self-identify as women of colour or as culturally diverse. We use an intersectional lens to show that the challenges experienced by visibly and culturally diverse women cannot simply be subsumed under gender. Rather, race and gender intersect to create overlapping and interdependent systems of discrimination and disadvantage. These issues are largely unintelligible in STEMM fields as science is positioned as gender- and race-neutral. Consequently, despite their devastating impact, racial microaggressions may be invisible to members of the dominant racial group—those most likely to be the peers and managers of visibly and culturally diverse women. White managers and peers can act as allies to women of colour in STEMM by respecting and amplifying their concerns. Learning to recognise and confront racial microaggressions can help make science workplaces more inclusive of all scientists.
Equalities in freefall? Ontological insecurity and the long‐term impact of COVID‐19 in the academy
Autor/in:
Wright, Katharine A.M.; Haastrup, Toni; Guerrina, Roberta
Quelle: Gend Work Organ (Gender, Work and Organization), 28 (2021) S1, S 163–167
Inhalt: This intervention focuses on the impact of the global crisis resulting from the COVID‐19 pandemic on existing racialized and gendered inequalities within the academy and in particular our discipline of Politics and International Relations. We argue that responses to recent crises within the academy have exacerbated ontological insecurity among minoritized groups, including women. When coupled with increased caring responsibilities, the current crises call into question who can be creative and innovative, necessary conditions for knowledge production. While university managers seek to reassure university staff of the temporary nature of COVID‐19 interventions, we argue that the possibilities for progressive leaps at a later state of institutional regeneration is unlikely when efforts to address structural inequalities are sidelined and crisis responses are undertaken which run counter to such work.
Schlagwörter:academia; COVID-19; Gender; gender inequality; Geschlechterungleichheit; Hochschule; race; Universität
When faith intersects with gender: the challenges and successes in the experiences of Muslim women academics
Autor/in:
Ramadan, Ibtihal
Quelle: Gender and Education, (2021) , S 1–16
Inhalt: This paper explores the experiences of eight Muslim women academics (MWA) within a range of sciences and humanities disciplines. The data draws from my doctoral study which examined the experiences of men and women Muslim academics at UK universities. Findings from in-depth interviews with participants highlight the intersectionality of religio-gendered identities as central to their experiences. Being hijabed in academia triggered gendered-Islamophobic micro-aggressions, whose potential impact on the participants was buffered by their resilience, positive outlook, and belief. Further, they capitalized on their visible faith to demystify negative perceptions about Muslims and to advance their career-through utilizing the diversity logic within academia, while recognizing its tokenistic nature. Despite facing challenges, the participants share certain qualities that facilitate success, with agency being the uppermost quality.
Schlagwörter:academics; akademische Karriere; Großbritannien; Intersektionalität; Islam; microaggressions; Muslim; muslim woman; Rassismus; UK
CEWS Kategorie:Berufsbiographie und Karriere, Diversity, Europa und Internationales, Geschlechterverhältnis