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"Why shouldn't white men continue running our world, top-down?
i.e., At work, in the home, sports, entertainment, religion, military,
university education, politics, police, fire, health care, etc., etc., etc."
The insidious power of cultural stereotypes explained with "Common Sense"
appears to be one major anticipated barrier to change that matters.
I never imagined as a 12-year old boy in the 1950's going to Saturday matinee movies to see "Cowboys in the Wild West" why I never saw a Black Cowboy!
And, in my 4 decades of professional experience in the design & construction industry, over some 85% of that time men controlled who did what, when, and how . . .rarely including women in managerial roles.
Its title suggests the "Fear" of what is stifling change, out loud, that matters.
It is amazing what challenges can be overcome when no one cares who gets the credit.
Your background information as to where many of us formed cognitive and emotional understanding about other people who looked different than us early in our lives is attached.
Its title suggests the "Fear" of what is stifling change, out loud, that matters.Q. What will you do to help all of us first seek understanding before daring to decide which "Other people" are automatically in . . .or out of the mix?
Thanks for your reply Dinah!
"My first thought is that the answer is obvious."
"I realize that there is much more to my answer."
And if I may, the answers we seek are not "obvious."
And of course, there is "much more."
If you haven't yet read the other posts herein regarding the "NAS Report on the Harassment and Sexual Abuse of Women in Science, Engineering, and Medicine in Education, please do so. Then look for evidence that the current historical laws that made such behaviors possible are now or have been revised.
Overcoming learned-biased opinions about women and people of color is a DEEPLY ROOTED, long-term political socio-cultural foundational belief of people from their childhood life-lessons. There are no shortages of programs, lectures, proclamations, and flyers asserting why such beliefs and practices have no place in our communities, universities and workplaces. But still, no program or unified projects publicly promoted to move the dialogue out into "the light of day."
It is my belief that what stands in way of open debate and resolution can be summed up in the four letter "F" word!
Yes, F E A R has frozen otherwise intelligent people into to the false security of "Silence."
This current nationwide "Earthquake of Conscience" provides a platform we can build an extension too.
Thank you for participating.
I look forward to continuing dialogue on the subject.
Committee on Women in Science, Engineering and Medicine 1
The Committee on Women in Science, Engineering and Medicine (CWSEM) collects and disseminates data and information on the education and employment of women scientists, engineers, and health care professionals, and ways to increase the participation and advancement of women in all fields of science, engineering, and medicine.
“I find several fallacies in the reasoning. Often related to "fallacies of false dilemma". This is very common when someone has been influenced by certain limited options for understanding why things are the way they are, and tend to define causation by only those options. Just to show one example, when the author says:
"These men, to put it mildly, aren't eager to share their power, especially with women they feel may not be qualified for the job, or worse, may abuse that power once they attain it."
In reality, "Men in power aren't eager to share their power..........period", regardless of if it is a man or a woman trying to access or dispute that power. This is how it works in the real world and it is a consequence of hierarchical structures; which is not bad or good.....it is what it is. Leveling the playing field is OK, but do not intent to force the outcome. Society needs results from excellence and for that they need the best in charge.”
I think that our country and ASCE have never been more inclusive than today, but that inclusiveness has to be measured only in terms of how the organization provides equal opportunities for participation; let the outcome be determined by each individual, regardless of the group, tribe or political orientation to which they belong.”