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Virtues of Vulnerability: Humility, Autonomy, and Citizen-Subjectivity

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But in trying to find out if there’s a spouse involved, hiring committees can end up asking an illegal question. Unfortunately, there is no way for a candidate to gauge whether having a spouse is a help or hindrance to the hiring process. For example, Ross is certain that when she and her husband were interviewing for faculty positions 10 years ago, one institution bypassed her for another woman who didn’t have a spouse who needed a job. So broaching the topic of a spouse is an awkward dance between the candidate and head of the department. 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. Butler, Judith. 1995. “Contingent Foundations: Feminism and the Question of ‘Postmodernism’.” In Feminist Contentions: A philosophical Exchange, edited by Seyla Benhabib, Judith Butler, Drucilla Cornell, and Nancy Fraser, 35–58. New York: Routledge.

Panel chairs often fail to paint the picture of a competent professional, instead lingering much longer than in the case of male speakers on the women’s physical attributes, age, country of upbringing, family situation and so on. Even well-meaning, jovial endorsements of a woman’s nonprofessional attributes —“how nice to see X, Y, Z in a discussion of such a serious topic”— can be distracting at best. At worst, such comments outright undermine the speaker. As questions about marital status, as well as the number and ages of children, are frequently used to discriminate against women, they can violate Title VII. Even asking about a spouse’s name or employment status and child-care arrangements during an interview could be presented in court as evidence of intent to discriminate. Biases and discriminatory moves aren’t limited to the campus interviews. (See box on “Five don’t’s for introducing a female speaker (and why this matters).”) Biases and discrimination can pervade the entire hiring process. According to the Equal Employment Opportunity Commission, Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate against a person on the basis of race, color, religion, national origin or sex (the last one includes pregnancy, gender identity and sexual orientation). Jillian Cleary, Modern Languages & Literatures Outstanding Teaching Award for Teaching Excellence in MentorshipAs Deborah, a cell biologist who asked that her real name not be used, and the chairman were settling down at the table, the chairman asked her a question. “He asked me whether or not I was in a relationship,” says Deborah, who at the time was a postdoctoral fellow with a career-transition grant from the National Institutes of Health.

A decade ago, Fierke, Stewart and others, funded on an ADVANCE grant to the University of Michigan, began to raise awareness of how personal questions or even casual conversations about personal lives affect female candidates. For example, a female candidate might interpret questions about her family life as a surreptitious investigation into her true dedication to the job.Zach Rushing, the top earning multi-talented personality, had also been a popular football player while he was in college. The performance started with the football at D’lberville High, and then he continued with it in college. Also, he was the winner in the match with Grand Rapids Community College. Zach Rushing Social Media handles In the winter of 2014, Alexis Webb went to a small liberal arts college to interview for a science faculty position. Webb, who has a Ph.D. in neuroscience and has completed a postdoctoral fellowship, was looking forward to learning more about the department during a dinner with several female faculty members. Instead, the faculty members “all sat around talking about what their experiences were like, whether they were married and had family, whether they were single at the time they joined the faculty and what dating in the small college town was like,” she says. “I felt, to engage in the conversation, I had to talk about very personal aspects of my life with people who were also evaluating whether or not they wanted to hire me for the position.” During the Community Fun Day, Rushing says that she saw vendors and church staff praying with community members. Then, on Sunday, Rushing says she noticed many new faces in the service — people who had attended the Community Fun Day. Rushing, Sara. 2010. “Preparing for Politics: Judith Butler’s Ethical Dispositions.” Contemporary Political Theory 9 (3): 284–303.

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