tag:blogger.com,1999:blog-46889443616543508902024-02-18T20:57:20.596-08:00Graduate Women at MITOperations, events, and resources for the GWAMIT community.Jeanhttp://www.blogger.com/profile/10589732756618196545noreply@blogger.comBlogger142125tag:blogger.com,1999:blog-4688944361654350890.post-13186720676312355642016-07-30T10:06:00.001-07:002016-07-30T10:07:42.369-07:00Dear Kate - July 2016<i><span style="font-family: "arial" , "helvetica" , sans-serif;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it <a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform">here</a>. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></i><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><i><br /></i></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I will be starting a new job in the fall and now that I will finally have a paycheck, I am starting to think more clearly about financial planning. Other than investing, I am also curious about charitable giving. At MIT, I've donated to the class gift and a scholarship fund. I don't have a financial planner and cannot afford one but am looking for helpful resources online. Based on your experience, what advice do you have for women who want to think about and manage their charitable giving?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">- Curious about Financial Planning</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Congratulations on the job! And congratulations on thinking about this right out of the gate.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">First: Draft and try out a budget that includes your plan for charitable giving. I found that making ad-hoc decisions over and over (should I buy this thing or donate the money to charity?) was a lot more stressful than coming up with a plan. A plan meant I could make the decision once, instead of repeating it every time I was in the checkout line.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">So pick a time period (start small: a month? Six months?) and try out a given level of spending, saving, and giving. At the end of that time, re-evaluate. Was it too hard? Or do you want to stretch a little more? Adjust the budget.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">If you find yourself doing impulse giving and would rather save the money for a more carefully chosen cause, make habits to divert this. If you feel bad turning down those people with clipboards, keep a tally of how much you would have donated and then give the total to a more effective charity at the end of each month. Or you might decide that donations that support your community and relationships (like the fundraiser 5k your best friend is running) come out of your personal budget rather than your charity budget.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">And how to decide where to give?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Don’t pick charities that come to you; if you give reactively based on who calls or emails you, you’re selecting for the charity with the most aggressive marketing department. Be proactive. Set time aside to consider what you value, and to find the best charities in the field.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">When it comes to choosing charities, <a href="http://www.givewell.org/">GiveWell</a> is a charity evaluator that I’ve found helpful (full disclosure: I’m on their board). Rather than trying to rate the 1.5 million nonprofits registered in the US, they try to find a handful of the ones with the best evidence of effectiveness. Their <a href="http://blog.givewell.org/2012/11/23/7-tips-for-giving-efficiently/">tips for giving</a> include:</span><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Don’t make large donations by credit card, because your favorite charity will pay a hefty fee</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;">Consider whether you’ll be itemizing deductions or taking the standard deduction, and what tax rate you expect to pay next year, to decide whether to give this year or in January</span></li>
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<span style="font-family: arial, helvetica, sans-serif;">All the best!</span><br />
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<span style="font-family: arial, helvetica, sans-serif;">- Kate W</span><br />
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<span style="font-family: arial, helvetica, sans-serif;">On behalf of the GWAMIT mentoring committee, thank you to this month's Dear Kate contributor and Kate W. </span></div>
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Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-8479768149932030472016-05-08T10:43:00.000-07:002016-05-08T10:44:19.958-07:00Dear Kate - May 2016<i><span style="font-family: "arial" , "helvetica" , sans-serif;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it <a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform">here</a>. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></i><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><i><br /></i></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"> “Is it possible to have hobbies as a graduate student or academic?”</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">- Steph the jock</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Dear Steph, </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">This question can go in so many directions! By hobby, let’s say a leisure activity (outside work). I think, yes, but it’s very personal, and depends on the type of hobby and the time commitment needed. For me, I found it is possible to have hobbies and be a grad student and an academic.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I have always enjoyed reading outside my field, whether the topic is fiction or nonfiction. Sometimes I felt bad that I hadn’t “read enough”, and definitely in grad school I found that finding time to read for enjoyment was hard to find. Now as a faculty member, I’m fortunate to do a lot of travel, and I have found time to catch up on reading while traveling! In addition to reading, I’ve always loved sports and outdoor activities, and up until I was in college I did a lot of hiking and backpacking. In grad school, I found that these activities tapered off, but that was less due to time than to a change in locale: I moved from a small town near rivers, trails and mountains to one of the world’s largest cities, so getting “away from it all” simply became a lot more difficult! As a faculty member, I’ve found time (and great places nearby Boston) to go out walking and hiking, so when the weather is nice, I head to the hills. I also took advantage of the move to Boston to take up new winter hobbies – like ice-skating and hockey – things I never would have done before coming from a warm climate. They were ways to meet new people, and get outside my lab, and stay physically fit.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">As part of a broader question of work-life balance, I have found that hobbies are important ways for me to clear my head and boost my scientific thinking. When I first started as an assistant professor, I used to think I needed to work nonstop, all day, every day. But I found that my productivity and the quality of my work suffered. After about two years of pushing too much on work, I just started forcing myself to make time for hobbies again – in some cases, actually scheduling them like you would a meeting! Surprisingly to me, my work actually improved. I found that with more time spent on hobbies, I actually got more done when I was at work, and when I was in the lab, because I had more energy and found I could just think more clearly and focus on the tasks at hand. That being said, I have also learned that sometimes while I am “relaxing” I actually need to stay connected to work. So I do keep up with emails on the weekends and when I am on vacation, and might even go into the lab or work on data analysis or write paper – but I do this as a choice, for myself, not because I feel I have to work. I choose this balance because it stresses me out too much to be out of touch, spending my vacation worrying about the pile of work waiting for me when I get back.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">With academic work, and hobbies and time spent relaxing – I have found my balance for now, but we will see how things evolve.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Kate A. (tenured engineering professor)</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Dear Steph,</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Yes, of course it is possible to have hobbies as a graduate student or academic. A key is to understand and convince yourself that you are not ‘racing’ against someone else in life. There are multiple opportunities all the time, some explicitly known and some not yet readily apparent. Does one need to finish graduate school in 3 or 4 or 5 years’ time just to be able to work an extra 1 or 2 or 3 years out of 30-40+ years in a career? Of course not. Whether we make the time for developing ourselves, by spending time on sports, family, friends, the arts, cooking, cleaning, exercising, etc., is up to us and depends on what adds to our contentment and thus a healthier overall self.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Here are a few more thoughts on the subject:</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Graduate school can be a unique time in life to work on learning how to balance professional and personal life. Working effectively for, say, 40-60 hours a week can be extremely productive. Spending 80-100+ hours a week at the lab working ineffectively – perhaps if one is exhausted, distracted, unhappy from giving everything else up, and so on – is not clearly better. When potential employers look at your CV, they are not likely to care whether you were in graduate school for 6 or 7 versus 4 or 5 years.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">That said, we can also have a balance overall that requires occasional weeks or months of greater devotion to certain aspects of our life – e.g., completing the thesis proposal, or thesis work itself. We don’t need to be able to do everything we want to do every week or every month during all phases of our lives. If you’re not certain what you’d rather do overall, think about being old and gray at the end of life: are you more likely to think “I wish I had worked more” or “I wish I had spent more time doing _____”?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Finally, it’s important to try to choose work that you love, which makes the ‘work’ not seem like work at all. Be honest with yourself about what you enjoy and what you don’t enjoy. Choose your path for yourself rather than just to try to please others or do what you think is expected of you.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Kate T </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">On behalf of the GWAMIT mentoring committee, thank you to this month's Dear Kate contributor, Kate A. and Kate T.</span><br />
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Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-90992088441579638202016-04-09T15:25:00.000-07:002016-04-09T15:36:28.817-07:00Dear Kate - April 2016<i><span style="font-family: "arial" , "helvetica" , sans-serif;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it <a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform">here</a>. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></i><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><i><br /></i></span><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I’ve realised that I’m not really someone who people seem to want to work with. Although my work is meant to be collaborative and self-initiated, the only collaborations I’ve had in the past were ‘brokered’ by my boss (e.g. my boss getting me involved in other peoples’ projects). I noticed with frustration back then that some of the others had collaborations that arose directly from discussing ideas with each other other, but this never happened for me. Recently, I heard that some of my old colleagues (including people who I was good friends with) have been talking about setting up companies together, for example. I’m jealous that people are initiating things to work together, but don’t seem to want to work with me. I’ve always really wanted to be involved in these sorts of self-initiated projects (e.g. I’ve wanted to try setting up a company for a while now), so it saddens and frustrates me that I am missing out on opportunities that I would be interested in pursuing, with people who I like and would be interested in working with.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">When I confided a good friend, she said that I can be quite direct with my opinions a lot of the time, and also that my anxious and self-deprecating personality can make me seem like someone who is unreliable. Upon reflection, I do tend to get carried away with my ideas, and haven’t really learnt how to deliver critical comments diplomatically. The part that I can’t figure out is: how do I change? Or rather, what do I try to change into, how do I become someone who people want to work with? What does the sort of person who people want to work with look like? I feel like I might lack social ability in some ways (this has been a bit of an issue in my personal life too), and if this is holding me back professionally, then it’s something that I think I should try harder to deal with. The problem is, I really really don’t know how. Can you give me advice?</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">⁃ Want to change but not sure how. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white;">Dear Want to Change,</span></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white;">This is an excellent question. I applaud you for taking a pro-active approach to self-improvement and attaining your goals. There is a lot to unpack, so here goes:</span></span></div>
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In my experience, collaborations often evolve organically from people who have an easy rapport and common vision. Collaborations for co-founding companies tend to arise when individuals have a complementary skill set (e.g. the scientist and the business person) and both share the leadership skills that investors will be looking for.</div>
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You might consider seeking out opportunities to develop and practice your leadership skills, and/or opportunities to develop relationships across different departments or skill-sets. For example, are there opportunities to volunteer as an organizer of the 100K entrepreneurship competition? Are there courses or seminars with "J" in the course number where you could meet students interested in cross-functional collaboration? Are there student-run conferences that you could attend or help run? Are there local professional organizations that are looking to connect with students where you could volunteer in exchange for free admission to events (e.g. MIT Enterprise Forum)?</div>
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There is no single leadership style that will be successful for all people in all situations. Certain notable leaders (e.g. Steve Jobs) have been known for their direct and at times abrasive style. That said, they may be the exception rather than the rule.</div>
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For the rest of us, an important element of leadership involves self-awareness and the ability to connect with others. Many leaders have developed a physical or spiritual practice that supports their ability to maintain composure through challenge, build connections, and perform at their peak. It is absolutely worth the effort to explore and find if there is something that resonates with you, whether it's running, walking, swimming, yoga, meditation, or heli-skiing.</div>
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Building relationships with supportive health professionals can also be tremendously helpful in overcoming challenges such as anxiety, lower self-esteem, or difficulty with focusing/following through. Many successful professionals have had great success and improvement from working with behavioral health professionals or health coaches. Many students shy away from this due to stigma, lack of time/energy, or perhaps the first attempt was not a match. I encourage you to be open-minded, thoughtful, and persistent in seeking support. See below for further suggestions.</div>
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With the help of a professional or on your own, you might experiment with different ways to approach interactions with your peers and your teams. See below for examples of phrases that may come across as more collaborative or diplomatic.</div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><br class="Apple-interchange-newline" />May the force be with you on this challenging yet rewarding journey!</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white;">Kate W</span></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Developing Your Diplomatic Side</b></span></div>
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<b>More Direct Statements</b></span><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> No. This won't work. </span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> This is incorrect.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> I disagree.</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> What were you thinking?!</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> Go back and revise the entire project. I need it within 1 hour.</span></li>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">More Diplomatic Statements</span></b><br />
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> What if we tried...</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> I wonder what wolid happen if...</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> Have you thought about...</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> Wolid it be worth looking at...</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> I hear you. And I am also thinking about.... </span></li>
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<b><span style="font-family: "arial" , "helvetica" , sans-serif;">Questions to Ask When Seeking Support</span></b></div>
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<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> How comfortable do I feel in the presence of this person?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> How will this person's training and past experience prepare them to assist me?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> What type of success has this person had with past clients similar to me?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> How well will this person help me tease apart the difference between difficult circumstances and my underlying emotions or brain chemistry?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> How well will this person pursue a full understanding of my experience, and pick up on contradictory, subtle, or enigmatic statements and behaviors?</span></li>
<li><span style="font-family: "arial" , "helvetica" , sans-serif;"> Is the type of support that will help me best available on or off campus?</span></li>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Dear Not Sure,</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Working with others can be learned. From my experience the first thing you need to do is figure out what excites you that you would want to work on with others. The important thing is not whether you start a company but about what you can contribute. If your boss gets you into something exciting, that’s great, go for it and don’t worry about how you got into it.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">The kind of person people want to work with behaves in a way that is calm and confident, not anxious, fearful, or worried that they will not get credit. They listen well, keep their promises, and speak diplomatically. They say what needs to be said, and say it kindly, focusing on the issue without attacking the person. You can learn to do all of these things. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Some tips:</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Listen</b>. Everyone has something useful to say. Once you understand what it is they are trying to express (clarifying questions are always good) then you can dovetail your ideas with theirs. Give them credit for what they contribute.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Be reliable</b>. Underpromise and overdeliver, and do it on time. Self-deprecation here, in moderation, is not necessarily bad!</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Be diplomatic</b>. A direct comment can be effective, but being overly direct is not good (see, Listen, above). Before speaking, decide whether your comment would be helpful: for example, is it something they have control over? Is it something they can fix? Is it key to project success? If not, let it go.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b>Join Toastmasters</b>, a great resource not only for improving public speaking skills but also for learning how to work with and lead others. You can use its leadership track to experiment with collaborating on projects in a safe setting. In Toastmasters you get explicit feedback on everything you do, so you can ask how diplomatic you were or how you could be more effective in a particular situation.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Good luck!</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Kate Q</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">(A Manager of many projects and recent Toastmasters@MIT club leader)</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">--</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Dear Want To, </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">First, it's excellent to periodically take a hard look at oneself and improve the self-assessment. Skill building requires understanding both what is needed and what has to be done. In this situation there are two sets of skills that jump out as needing improvement:</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">First, listening. A really good way to start this process is NOT to offer an opinion until you have listened to, heard, and processed what everyone else has to say on the subject. This takes time and patience, but shows respect for others. Mandatory in this process is to control facial expressions and body language so that you are not radiating disapproval when you should in fact be in gathering information mode, not judging mode. Be the very last person to offer your own views. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Second, empathy. Once you have heard what everyone else is saying, you have to put yourself in their shoes, see the world from their eyes, and ask yourself what led them to have the perspective and opinions that they have. Whether or not you agree with them, their perspectives matter. Ask questions of people to understand why they think what they think - DO NOT OFFER CRITICISMS at this stage. Learn more.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Only after BOTH these steps have been completed is it okay to gently offer your own point of view and ideas for others to consider. Offer up your thoughts as a contribution to a conversation, not as a conclusion.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Finally, you need constant feedback and reinforcement. So if you have a good friend who is wiling to help, tell them what you are trying to do and ask them for feedback on how you are doing. Are you waiting long enough for others to speak first? Are you controlling your body language so that it is solicitous, not critical? Are you offering ideas as suggestions rather than edicts? It takes time to change your approach but it will make you a much better team player. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">And by the way, all of the above improves personal relationships as well!</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Kate W </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white;"><span style="font-family: "arial" , "helvetica" , sans-serif;">On behalf of the GWAMIT mentoring committee, thank you to this month's Dear Kate contributor, Kate W.</span><span style="font-family: "arial" , "helvetica" , sans-serif;">, Kate W.</span><span style="font-family: "arial" , "helvetica" , sans-serif;">, and Kate Q. </span></span></span><br />
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Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-53864628817283001982016-03-12T15:56:00.001-08:002016-04-10T07:16:16.933-07:00Dear Kate - March 2016<i><span style="font-family: "arial" , "helvetica" , sans-serif;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it <a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform">here</a>. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></i><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><i><br /></i></span>
<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><i>We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><i><br /></i><span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;">Dear Kate,</span></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">My graduate advisor told me that I'm ‘not cut out for science’ and does not think I could ever ‘think like a scientist’. I trusted her to support my scientific goals and now the trust is broken. What do I do?</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">- Broken</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white; color: #222222;">---</span><br /><br />Dear Broken,<br /><br />If your graduate advisor truly believes that you are not cut out for science and does not think you could ever think like a scientist, then it is time to switch advisors. The mentorship and sponsorship of your graduate advisor is absolutely crucial; you are counting on them to help you get to where you want to be. If they do not believe you can get there, they cannot help, never mind that you cannot trust them to write a sufficiently strong letter of recommendation when it becomes time to look for postdocs or faculty positions.</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Before immediately taking such a drastic step as switching advisors, however, it is important to make sure you are correct that your advisor means what she said. There are two other possibilities for why she could say such a thing. One could that she believes that she should say horrible, tough things to you, in order to prepare you to thrive under adversity. That is: maybe she believes that one thing she needs to teach you in the world of science is to have a thick skin, and defend yourself in the face of doubt, mockery and abuse, and part of her job is to provide the adverse environment. If this is the case, I personally would switch advisors anyway; this is not a tactic I think is at all helpful to me, and I believe I am more likely to succeed with a less abusive advising style. However, when my friend was at music conservatory, one of the very famous teachers was known for saying the musician equivalent to all first year students, by third or fourth year, he would tell them he was wrong, and maybe they weren't hopeless after all, and by the final year, if he said "well, I guess you aren't so bad after all" they would be over the moon excited, because that was his version of high praise. But he was known for supporting his students as they graduated and beyond. What is your advisor's reputation with her other students in terms of what she says to them?</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;">The second possibility, was you momentarily disappointed your advisor and she was just complaining at you, or you were in the middle of a heated argument with your advisor, and she said this in frustration. In other words, this is a passing emotion on her point, and while it might be her opinion today, it might not be her opinion next month. What was the context in which she made these remarks? Did you just do something really disappointing? (for example, did you fail to triple-check a calculation and nearly send out a co-authored paper with her with an error?). Alternatively, were you and your advisor in the middle of a heated argument where you fundamentally disagreed about something or someone in the field (for example, you just told your advisor you admired someone whose entire research program she does not respect on technical grounds). Alternatively, have just told your advisor you cannot do something that she thinks (right or wrong) any successful person in her field needs to be able to do? Certainly, we are all sometimes frustrated with ourselves and think we will never make it; I promise you, that sometimes as an advisor, I am frustrated by my students and think that they will never make it. I have had such feelings of doubt at least once about all my Ph.D. students, even the ones who went on to be most successful. I have never said words to this effect to any of my students, however, and I don't think this tends to be a productive thing for an advisor to do. Nonetheless: even advisors can get frustrated and have bad days and let their frustrations show more than they ought to. Do you know what caused the problem? Is it some particular issue that you can address?</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br />Bottom line: this is serious. You need an advisor who believes you are cut out for science, and who believes they can train you to think like a scientist. You do not necessarily need an advisor who doesn't deny that they will be that person, but do figure out if they really mean it.</span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><br />- Kate C<br />(a faculty member who has successfully graduated a half dozen PhD students)<br /><span style="background-color: white;"><br /></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Dear Broken,</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Here are my thoughts:</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">1.<span class="Apple-tab-span" style="white-space: pre;"> </span> How on earth did you get to graduate school at MIT, of all places, if you are “not cut out for science” or unable to “think like a scientist”? Clearly, your graduate advisor is wrong. This is not about you at all, but has something to do with her. There is some kind of misunderstanding or good old fashioned personality conflict between you and with your advisor. I don’t know the context here or whether this is a long -term advisor or someone you have been assigned to since September. Is it possible to get a new advisor? I am not in academia or at MIT, so I don’t know the process or possibility of these things. If it really is an outcome of the fact that you and your advisor just don’t get each other, a change might be in order. Are you working with this advisor on a project of your dreams, or are there other things you could be working on that would be fine with you? </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">2.<span class="Apple-tab-span" style="white-space: pre;"> </span>If this is the person you really need to work with or want to because her project is what you want to spend your time studying, I’d suggest requesting a meeting and asking her what she meant by that. I’d make sure I was calm and collected before any interaction with her. Be ready to discuss what you bring to the situation and you qualifications and contributions that she has overlooked. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">3.<span class="Apple-tab-span" style="white-space: pre;"> </span>Some self -examination might be in order. Is there anything you could have done to give her this impression? Are you in awe or intimidated by her? She might interpret your reticence or shyness as a lack of ability if you freeze up in her presence. I don’t know the situation, so I am trying to think of various issues that could have prompted to her to say this. In this case, I don’t think I’d request a meeting to tell her I am afraid of her, but you could then work on yourself to be your most positive, flexible, gracious, (and scientific) self whenever she is around. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">4.<span class="Apple-tab-span" style="white-space: pre;"> </span>Lastly, are you where you really want to be with this advisor? I am reaching on this one, but I am wondering if you are someone who did well in science from high school on and made it all the way to graduate school at MIT (clearly a sign that you have the ability), but did so because it was what was expected of you, and you haven’t yet stopped to think about whether it is what you really want to do. Perhaps she is picking up on that. If this is the case, spend a little time thinking about and exploring what you really want. </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I recommend you think through all these possibilities and decide whether it is worth it or necessary to you to continue with this advisor. If it is, then you have to convince her that she is mistaken in her assessment and that you will be a great contributor to her project. If it isn’t, then work on moving on to find another advisor. Good luck!</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">- Kate F</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="font-family: "arial" , "helvetica" , sans-serif;">On behalf of the GWAMIT mentoring committee, thank you to this month's Dear Kate contributor, Kate C., and Kate F. </span></span></div>
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Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-39034083125448395602016-02-27T03:43:00.002-08:002016-04-10T07:16:27.443-07:00Dear Kate - February 2016 (Stereotype Threat and Stereotype Tax)<i><span style="font-family: "arial" , "helvetica" , sans-serif;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it <a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform">here</a>. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></i><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><i><br /></i><i>We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i></span><br />
<br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><i><span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></i><span style="font-family: "arial" , "helvetica" , sans-serif;">Dear Kate,</span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">How best should I respond to obvious sexist remarks from people outside of MIT? Two occasions in recent memory come to mind - once when I was shadowing physicians, considering going to medical school after graduating with my master's, I was asked if I wanted to leave engineering "because the math was too hard"? Also, at a holiday party I was told point-blank that the only reason I got into MIT was because I was female. Usually I'm too stunned to respond but then I'm left feeling angry and discouraged.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Right now you’re hearing negative comments based on your gender, but <span class="il">this</span> <span class="il">too</span> <span class="il">shall</span> <span class="il">pass</span>. If you enter the corporate world, no one is going to imply that you’ve gotten there because you’re a woman. An MIT degree carries weight: your smarts won’t be questioned, your ability at math dismissed. But for now, there are a couple of tactics you can use – pick one and practice it – because these comments say more about the men making them than they do you.<u></u><u></u></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><u></u>1.<span style="font-stretch: normal;"> </span><u></u>“Wow. You actually believe that.”<u></u><u></u></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><u></u>2.<span style="font-stretch: normal;"> </span><u></u>If you’re up for putting them on the spot: “Why would you say that?” Don’t defend yourself; they’re in the wrong and they need to realize it for themselves. Keep repeating versions of “why” to every response, like you’re a toddler, and let them back themselves into a corner.<u></u><u></u></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Remember that you don’t need to convince them of your worthiness – they’re grown-ups, they’ve been exposed to the facts and repeating them won’t help – you just need to let them know how stupid they sound. If they were trying to make polite but thoughtless conversation, these responses are instructive on their failure.<u></u><u></u></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Depending on what branch of engineering you’re in, and what company you end up at, the face of sexism will change. The field I went into is 90% male; it’s not uncommon for me to be the only woman in the room, or to be confused with clerical staff. Most of the men I’ve worked with are confident that it will remain a “man’s” industry; they’re not threatened by women and tend to treat women about the same as they would another man. But sometimes that means cracking crude sexual jokes, or belittling their wives and girlfriends. And more rarely, there’s intimidation and sexual harassment. I left a job because – among other reasons – I felt unsafe with a co-worker. I could have spoken up when he made sexist comments (which was the extent of it), could have documented him, could have reported him to more of management than I did. But I didn’t: it seemed more exhausting than finding a new job.<u></u><u></u></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">I don’t regret my silence in that case. You have to put yourself first. When you hear an obviously sexist comment, if you have the strength – and it’s safe to do so – speak up and let him know just how much of an idiot he’s making himself. And if you can’t, forgive yourself. Your time at MIT will open doors; you don’t need to fight every battle to walk through them.<u></u><u></u></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">My responses to these kinds of statements depend heavily on setting and context. When people I've just met learn I am a mathematician, the most common response is usually a variant of "Math is so hard". Since so many people have mathematics baggage, I try to give people the benefit of the doubt when their intention is not clear. For example, in response to the physician's </span></div>
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comment (which is in a context where they are doing you a professional favor</span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"> and perhaps they struggled with the subject</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"> biomedical applications {or whatever} led me to consider medical school". The phrasing is positive, but it also challenges stereotypical assumptions that may be behind the original comment. Comments like the latter are harder for me since they are often purposefully provocative. I don't want to take the bait, but I also don't want to let the comment stand (for my own sanity). A level and confident "I disagree" often dissuades people from continuing with those kinds of comments (and encourages others to jump in against the stereotype). If someone wants to argue further, I'd probably curtly suggest another topic of conversation (or excuse myself if at all possible) and vent elsewhere later. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">(a mathematician)</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><b><i>Bonus recommendation: Stereotype Threat and Stereotype Tax</i></b></span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">In addition to our mentor’s insights this month, we thought that we would share <a href="http://www.npr.org/player/embed/443449219/445270282" style="color: #1155cc;" target="_blank">an interesting NPR podcast on the topic of stereotype threat and its counterpart, stereotype tax</a>. Stereotype threat is a situation in which someone feels that they are at risk of confirming negative stereotypes about their social group. In this podcast, the NPR team talk to Annie Duke, a professional poker player who often found herself the only woman at the poker table. She talks about how being in a male-dominated space influenced the way people saw her, and about how feeling like an outsider can bring both costs and advantages." </span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">On behalf of the GWAMIT mentoring committee, thank you to this month's Dear Kate contributor, Kate A., and Kate L. </span></div>
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Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-30460916803145255612016-01-21T22:09:00.002-08:002016-04-10T07:16:48.122-07:00Dear Kate - January 2016<i><span style="font-family: "arial" , "helvetica" , sans-serif;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it <a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform">here</a>. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></i><br />
<span style="font-family: "arial" , "helvetica" , sans-serif;"><i><br /></i><i>We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white; color: #222222;">How do I ask my advisor to connect me with people for professional reasons (e.g. to find an internship or full time job)? Feels so awkward and inappropriate at times.</span><span style="background-color: white; color: #222222;"></span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;"><span style="background-color: white; color: #222222;">Dear</span><span style="background-color: white; color: #222222;"> Novice,</span></span><br />
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<span style="font-family: "arial" , "helvetica" , sans-serif;">These types of conversations can be tricky to navigate, but sometimes they can be easier and more straightforward than you would expect! Of course it all depends on your relationship with your advisor, so feel free to take this advice with a grain of salt. I’m writing from the perspective of someone who has asked current and former bosses (as opposed to advisors) for professional contacts/advice, and also from the perspective of someone who has received these kinds of requests. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">First, I would suggest paying attention to your gut — if this kind of request feels inappropriate for whatever reason, I’d trust that and suggest finding a different time or avenue to make the request. But if it just seems awkward, I’d push through it! Remember that your advisor doesn’t expect you to be a student forever, ideally wants the best outcome for his/her students after their studies, and is probably in the best position to connect you with relevant contacts and to vouch for you. It could be as simple as bringing up your question during a regularly scheduled meeting — or if that’s not possible, requesting a 30 min meeting to ask for career advice. I’ve had the best luck when I’ve framed these kinds of requests in terms of seeking career advice rather than a more transactional “can you give me the name/contact info of someone in X organization/position, etc.” This allows it to be a two-way conversation and gives your advisor more of a stake in later helping you make connections. I would also strongly suggest doing your research before the conversation. Have a clear idea of the types of people and the types of organizations you want to be connected with (the more specific the better) and be able to share a brief narrative why. This demonstrates you put in lots of thought and effort so why shouldn’t the person you’re asking do just a bit more to nudge you further in the right direction. It can also be helpful to ask for connections for informational meetings/interviews (early in your job search process) rather than making a connection to immediately apply for a related job. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">Perhaps you won’t be able to cover all of this in one conversation, in which case follow up — you’ve likely helped to build rapport and more trust to continue the conversation. Either way, I’d also suggest keeping your advisor in the loop on whatever follow up you have with his/her connections. Maybe this will lead to further connections — even if not, it’s good practice.</span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">My experience with this issue has always been quite positive. I find that advisors typically want to see their students succeed. Remember that building connections between colleagues is beneficial for everyone involved, including your advisor. For example, a Ph.D. student at the University of New Hampshire spoke with his advisor about contacts at the Federal Highway Administration (FHWA). This agency had funded some of the research at their lab in the past. After graduation, this student was hired by the FHWA. He now comes back to UNH regularly to mentor some of the new graduate students at the lab. It is a great relationship that benefits the ex-student, the advisor and the new graduate students. </span></div>
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<span style="font-family: "arial" , "helvetica" , sans-serif;">In summary, while it may feel uncomfortable at first, “just do it” knowing that relationship-building will be good for both you and your advisor. I am confident that your advisor will be pleased that you asked and will be happy to make introductions.</span></div>
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<span style="background-color: white; color: #222222; font-family: "arial" , sans-serif; font-size: 12.8px;"><br /></span>Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-7004079536495559622015-12-27T06:04:00.003-08:002015-12-27T06:05:16.449-08:00Dear Kate - December 2015<span style="font-family: Arial, Helvetica, sans-serif;"><i>If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it <a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform">here</a>. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.<br /><br />We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i><br /><br />Dear Kate, <br /><br />I am in my last year of my program and am starting to think about preparing to go out and get a job I love. I am very involved in queer organizations on campus, but have never been out in a professional situation. I am not sure what to do about putting this involvement on my resume, particularly because they comprise most of my relevant recent leadership experience. While I don't want to work in a place where my sexuality would be an issue, I am not sure how it would affect the application process. On a resume, I know I can use acronyms, but in interviews etc. it would likely come up - Thoughts? <br /><br />- Back in the Professional Closet<br /><br />______<br /><br /><br />Dear Back in the Professional Closet,</span><br />
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This is a tough one and very individual for each person. What might feel right for one person won't feel as comfortable for another. I know the job market is tough right now...but would you really want to work anywhere where your sexuality is an issue? Where people would look at your resume and instead of seeing a candidate who has done interesting leadership experience and service commitments focus on where that leadership experience is? In some ways it actually might be an asset. A lot more places are talking about diversity in one form and another and trying to promote it. I know that places have been interested in my background with minority and women's mentoring in STEM. So one way of looking at this is turning it around saying this is how I like to mentor/work with minorities. Frankly I think if you frame it like that it becomes very strong. </div>
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To turn down a potential job offer can be a luxury for a lot of people. If that is the case, totally understandable, then tailor your CV for specific job applications. Frankly I think it should be fine to keep that on the CV -- it shows your commitment to leadership and service that other applicants may not have (another way of setting you apart). In conversation focus on how this benefits diversity and serving a minority group. And decide before the interview how much you want to say about yourself. Especially in academia people interviewers can be bad about asking personal questions (sometimes innocently, aka they just want to know you better, other times not so much). So make sure you know where you stand and what you want to say before hand because I find that makes the process easier.</div>
<br />Good luck with everything! <br /><br />- Kate O<br /><br /><br />-----<br /><br />Dear Professional,<br /><br />You pose a great, rich question that many folx don’t need to consider. With the legalization of same-sex marriage comes the layered complexity of employment discrimination given that there are currently 18 states where sexual orientation or gender identity are not protected from employment discrimination and, where they are protected, this may depend on the total number of employees within the organization. I suggest early research on whether the employer has a non-discrimination statement inclusive of sexual orientation, gender identity, and gender expression. This could be one factor that helps you determine how (or whether) to proceed with that application.<br /><br />One good resource that may help with your US company research is the HRC Corporate Equality Index that rates American workplaces on LGBT equality: <a href="http://www.hrc.org/campaigns/corporate-equality-index">link</a><br /><br />It’s also worth noting that, while employers might (sub)consciously make such an assumption, indicating your affiliation with these organizations doesn’t necessarily mean identifying with any particular identity. It all depends on how it’s worded on your application materials and responses during an interview. There are various sources on the internet regarding illegal interview questions and how to strategically respond to them if you’re not comfortable being straightforward. While they might ask you for clarification on information you’ve already provided (whether written or verbally), you can decide how to frame the way you talk about it. Some people have also chosen to notify references in advance and asked them to keep their involvements intentionally vague yet specific (a professional development group for women, or a social organization for underrepresented students, etc.), or associating their involvement with a larger umbrella organization for some stealth; for example, at MIT the Rainbow Lounge is affiliated with the Student Activities Office, which allows students some flexibility.<br /><br />You may consider researching or asking about employee resource/affinity groups, as there may be an opportunity for you to continue being involved with queer organizations through your employer. Inquiring about organizational culture and employee and partner benefits that may be important to you now or in the future (such as health insurance, parental leave and fertility/adoption benefits, name changes, etc.) will also give you perspective to inform your decision. There may already be information available on the internet — if not through the employer themselves then possibly through personal blogs or message boards in which employees, clients, or other stakeholders have shared their experiences.<br /><br />Ultimately, the choice to participate in the process is continuously yours to make. Each step is a series of ongoing personal decisions based on the full range of context that only you know for yourself. Some people may have the time and ability to temporarily lean on others for help throughout the job search until the perfect and most comfortable opportunity arises, others may need to make decisions that challenge some of their values in order to survive or support their immediate and/or chosen families, and more may have additional circumstances influencing them. Hopefully, whatever comes of the process, you can find support to help you feel fulfilled, heard, and seen.<br /><br />Wishing you the best,<br /><br />LBGTQ@MIT</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Dear Back in the Professional Closet,</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">I think </span><a href="https://www.blogger.com/" style="font-family: Arial, Helvetica, sans-serif;"><span id="goog_505541586"></span>this post<span id="goog_505541587"></span></a><span style="font-family: Arial, Helvetica, sans-serif;"> by Lily Zhang at MIT might be really helpful as a place to start.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">I'm a semi-retired CEO, having spent 30 years in tech. I've seen thousands of resumes and conducted countless interviews over the years. I encourage job-seekers/applicants to use the resume to get in the door. The goal is to get the interview, so less is probably more on personal interests. Then if you are comfortable, share and discuss your organizations / involvement during the interview process. This communication is always best in person, once there is some rapport. For example, guns and gun control are certainly controversial. I know that many employees in my companies are/have been involved with guns (some were ex-military), hunting and probably the gun lobby - but I cannot recall a candidate who put NRA member on a resume. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">- Kate W</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">Dear Back in the Professional Closet,</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">While acceptance of gay people has increased dramatically in recent times, I think it would be unwise to mention your involvement with gay activist groups in your professional resume, interviews etc. Please remember that the university environment is much more liberal than the world at large; ask any of your former student colleagues now in the work world....it's quite a shock to make the transition from the tolerant school world to the less enlightened business world.</span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">You could mention your leadership experience without identifying specific groups, saying that they were student organizations. Including reference to LBGTQ activist involvement on a professional resume can signal a major focus on your personal world ahead of the professional. I think it's useful to remember that you don't know who will be reading your resume and once it's sent, you can never retrieve it, so caution can not be overemphasized. </span><br />
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<span style="font-family: Arial, Helvetica, sans-serif;">- Kate K</span></div>
Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-16432304915453902472015-11-21T23:24:00.000-08:002016-04-10T07:17:02.015-07:00Dear Kate - November 2015<i style="background-color: white; color: #222222; font-family: arial, sans-serif; font-size: 12.8px; text-align: justify;"><span style="font-size: 12.8px;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it </span><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform" style="color: #2b256f; display: inline; font-family: 'Helvetica Neue Light', HelveticaNeue-Light, 'Helvetica Neue', Helvetica, Arial, sans-serif; font-size: 12.8px; outline: none; transition: color 0.3s;">here</a><span style="font-size: 12.8px;">. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></i><br />
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<span style="color: black; font-family: "times new roman"; font-size: 14px; line-height: 19.6px;"><i>We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i></span></div>
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Dear Kate,<br />
<br />
I am a PhD student and will graduate in 1-2 years. When I am planning for my future career, I hesitate a lot between industry and academia. From the bottom of my heart I am inclined to academia, but I doubt whether I am good enough for academia because of the extreme competitions.<br />
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If I go for a postdoc, I am not sure how much achievement I can get out of it to make me strong enough for academia positions. When I talk to industry people, they say I am really good, and some even say I should not join their company, but should go for academia, at least prestigious research labs in industry. (Though I'm not sure this is their etiquette or they really mean it.) How do I choose the career path?"<br />
<br />
- Hesitancy<br />
<br />
_______<br />
<br />
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Dear Hesitancy,<br />
<br />
If your heart is set on academia, then go for it! You’ll never know whether you can get a position unless you try. The main achievement you should strive for from a post-doc is to demonstrate that you can raise research funds of your own. You will have a much better chance of landing an academic job if you can bring funding with you.<br />
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That being said, you should try to figure out what it is about an academic career that attracts you. Do you enjoy teaching classes? Mentoring students? Writing research proposals? Managing projects? Presenting your results at conferences and writing journal articles? Do you like thinking about big picture problems or concentrating on the details of making something work? Do you prefer to be in the lab yourself or to supervise others who do the hands-on work? Think about which aspects of being a scientist or engineer are the most exciting to you, and then you can explore which work environment provides the opportunity to do those things.<br />
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As a graduate student, you have a pretty good view of what your life would be like as a professor. Do you have an equally good idea about life in industry? Have you explored other alternatives such as national laboratories, Federally Funded Research & Development Centers, research institutes, or private companies with government funding such as Small Business Innovative Research (SBIR) grants? Each of these offers a different combination of the various roles that you would play as a professor. For example, although I work in industry, I supervise and mentor undergraduate co-op students. In a previous position at a small company, I wrote SBIR proposals to government agencies just as a faculty member would write funding proposals.<br />
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During your last year or two of graduate school, make use of the alumni network, people you meet at conferences, LinkedIn, and any other contacts you have to learn as much as you can about all the different settings where PhDs work. If possible, arrange for informational interviews and visit small companies, large companies, startups, research centers, etc. Similarly, talk to faculty members at various types of institutions (large, small, undergraduate, research-oriented) and at different stages of their careers and see what their jobs are like. You may learn that your impressions of life as a professor are somewhat different from reality. <br />
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Although it may seem like this is a once-in-a-lifetime decision, it’s really not. Many people switch from industry to academia and vice versa. A few years in a national lab or at a company writing SBIR proposals can enable you to establish a funded research program and put you in a stronger position to apply for an academic job down the road. If you want to follow this path, however, you will have to choose your projects carefully (i.e., nothing classified or proprietary) so that you will be able to publish your research and maintain visibility in your field.<br />
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It is also important to keep in mind is that jobs in industry are not just for those who are not “good enough” (your term) for academia. I can’t imagine reviewing an applicant’s resume and thinking he or she is too good for my company to hire, but we are less inclined to consider someone who is too “research-y”, who has not demonstrated an understanding of the practical applications of his or her work. It takes a different set of skills to bring a reliable, well-characterized product to market than it does to create the concept on which the product is based. Similarly, the satisfaction of seeing something you developed go into mass production is very different from the thrill of synthesizing a new compound or demonstrating a new theory. Considerations such as work-life balance, long term flexibility vs. stability, and financial rewards also vary in these different settings. You need to identify the mix that works best for you.<br />
<br />
Whatever you decide, best of luck in your career!<br />
<br />
- Kate S<br />
(who works in industry)<br />
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Dear Hesitancy,<br />
<br />
First, I think there is no reason to believe that you are "not good enough to succeed in academia" at this point in your career. Clearly, there are a good number of people who think that you are quite good including the people who decided you belonged at MIT for graduate school and the people that you have been talking to in industry who suggest that you should stay in academia! Please don't sell yourself short.<br />
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Second, there is a very wide range of jobs that are "staying in academia". There are research professorships at R1 universities. There are more balanced research/teaching professorships at a SLACs. There are heavily teaching professorships available at a variety of colleges and technical institutes. There are positions as researchers. There are positions as instructors. These jobs share some characteristics, but there are many differences between them as well. Even the ones that share a nominal title. One thing to consider about academic jobs is what type of work/life balance you want to have. I am in academia at a teaching-focused, undergraduate-only school. My research load is quite light, and my teaching load is officially moderate--we teach three courses a term. But there are schools I interviewed at that required as many as 5 courses a term! And even most research schools require somewhere between 1-2 courses taught a term. These tend to impose non-negotiable time constraints in an officially flexible schedule. That said, outside of term my time is much more my own to arrange as I see fit between research, teaching prep, and living my non-work life.<br />
<br />
My partner has the same academic degrees I have through Ph.D, but he works in industry. He doesn't feel that his work uses any of his degrees, but he does have the ability to take time off for vacations, illness, or to go volunteer in our kids' classrooms. As with academic research goals, there is always more that you feel you should be doing but the pace of recurring demands depends a lot on the industry you choose to work in. From my perspective at the moment, his work demands are high and constant. There is also more pressure/ability to change jobs frequently on the industrial side. Nearly all of my friends who work in industry seem to change jobs every 2-3 years. They also all make significantly more money than I do.<br />
<br />
If you are partnered, I know very few successful dual-academic couples. Among my graduate school classmates, there are no partnerships that I know of where a couple both stayed together and stayed in academia. There are examples that split up and examples where one partner left academia, but the difficulties of finding adequate career paths for two academics in close enough geographical proximity to sustain a relationship are almost insurmountable.<br />
<br />
If you think you might want to go into industry, please try to get some industrial experience during graduate school! There are summer internship or cooperative learning experiences, for instance. When I looked at industry positions directly out of graduate school, none of them believed I was a serious candidate because my background was all in theoretical fields. Showing concrete evidence of your ability to succeed in an industrial capacity is important as you will not be a cheap person to hire.<br />
<br />
To summarize:<br />
<br />
- Academia has very uneven periods of stressful endeavor, tending to cyclical periods matching teaching requirements, grant deadlines, and tenure/promotion reviews. To paraphrase a mentor of mine, "if teaching and/or research are not your drug of choice, don't take the academic route."<br />
- Industry has more variability in both potential jobs and career tracks, but generally a more stable stress level (though possibly very high!) and better compensation.<br />
<br />
- Kate Z<br />
(who works in academia)<br />
<br />
--<br />
<br />
On behalf of the GWAMIT mentoring committee, thank you to this month's Dear Kate contributor, Kate S., and Kate Z.<br />
<br />Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-39001929861366194572015-10-31T11:51:00.000-07:002015-10-31T11:51:05.566-07:00Dear Kate - October 2015<div style="background-color: white; color: #222222; font-family: arial, sans-serif; font-size: 12.8px;">
<i><span style="font-size: 12.8px;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it </span><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform" style="font-size: 12.8px;">here</a><span style="font-size: 12.8px;">. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></i><br class="Apple-interchange-newline" /></div>
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<span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; color: black; font-family: 'Times New Roman'; font-size: 14px; line-height: 19.6px; text-align: justify;"><i>We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </i></span></div>
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<b>"How do I have a difficult conversation with another grad student who is stepping on my research area?" </b></div>
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- Toes</div>
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Dear Toes,</div>
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First off, is the other graduate student working with the same adviser? If so you want to make sure the adviser and you are clear on what your expected role is and then the other student's expected role is. The other part to keep in mind is that frequently there can be a lot of overlap between projects (I've found this varies by adviser/department/field, so what might seem like too much overlap from one perspective could be viewed as perfectly fine in a different field ).</div>
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All that aside, however, if you are not comfortable than something does need to be done. In terms of how to approach this, I think a good thing to identify is what exactly is bothering you -- is it that the new graduate student is trying to publish your material? Or just trying to approach "your" problem with different ideas? If so, you could always look at working together. </div>
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The other thing to keep in mind is that, frankly, having competing work can be a part of science. I can think of several labs that work on very similar things and frequently try to "scoop each other". It's not my style of work, but some people enjoy the competition. Some people deal with that by not talking about their own work (aka keeping your results more secret until published). </div>
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Frankly, it's a tough situation. Depending on the other student and what you want out of it, be careful of escalating things. When I've felt like there was perceived overlap between myself and another student, I approached my adviser about it and we talked about exactly which parts I was covering and what the other student could and would contribute. It was very helpful and calmed my worries (which were mostly groundless in my case). Plus it was useful in highlighting exactly what I was expected to produce. </div>
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Good luck!</div>
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- Kate O</div>
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Dear Toes,</div>
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What I would say to you first is, how do you define "your" research area? Perhaps try to see it from the other person's side, maybe they think this area of research is "their" area. Then I would recommend sitting down with the other grad student, if you two have a good working relationship, and discussing what each can contribute to the project or what each of you will work on. </div>
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Without knowing more specifics it is hard to say whether your advisor should be involved, but it might help to bring your concerns to your advisor and perhaps try to work out with the three of you who should be working on what, and where to draw boundaries, if they should be drawn at all. In general it is best to err on the side of over-communication and being open and forthcoming with any concerns. It is better to address concerns or conflicts sooner rather than later.</div>
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I actually had a similar experience in grad school, but my feeling was more along the lines of: this person was going to take over a project that I really wanted to work on, because he spent way more time in the lab than I did. I ended up speaking to my advisor about what I could contribute to the project, and making sure I carved out a piece for myself. Setting clear guidelines for each of us really helped and gave me a sense of security that he wouldn't step on my toes.</div>
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<span style="font-size: 12.8px;">- Kate L</span></div>
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On behalf of the GWAMIT mentoring committee, thank you to this month's Dear Kate contributor, Kate O., and Kate L. </div>
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Eleanor Lhttp://www.blogger.com/profile/09943074352478895156noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-486899112353559022015-10-21T10:35:00.000-07:002015-10-21T10:35:49.905-07:00On Victim Blaming and NPR <div class="MsoNormal">
<span lang="EN-GB">The views expressed here do not reflect the views of GW@MIT as an organization, but the personal experience of the author. </span></div>
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* * *</div>
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<span lang="EN-GB">It is profoundly difficult to put yourself
in the place of a victim of domestic or sexual violence when you have not
experienced it yourself. Imagine suddenly having to question every decision you
make, every person around you, every previously safe part of your life and mind
and heart. All the things that you formerly had control over are suddenly chaotic and unpredictable. The floor drops out from under your feet and your
stomach jumps to your throat and you’re terrified and falling and unable to
call for help. <o:p></o:p></span></div>
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<span lang="EN-GB">When you are confronted by some
form of what I will call “intimate” violence in your lifetime, either yourself
or through the eyes of a friend or loved one, the feeling of violation is
coupled with a visceral, unbearable betrayal. The sickening betrayal of a
person you knew, trusted or loved violating you, a person they supposedly
know, trust or love. You feel the injustice of something being taken away from
you against your will. You feel a betrayal of your own senses, of your sense of
self, for investing trust and emotional reliance in a person who hurt you. <o:p></o:p></span></div>
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<span lang="EN-GB">That last betrayal aches perhaps the
longest. Victims of intimate violence are most often in some type of relationship
with their perpetrators, and so often hold themselves at least
somewhat responsible for what was done to them. As friends of these victims our
outrage and knowledge of their blamelessness is absolute -- but for them there remains the haunting belief that they are somehow at fault. Through awareness campaigns and everyday compassion we try and battle these feelings and lift up the victims, and battle the culture that puts blame on them. </span>And then we have journalists like NPR’s
Tovia Smith. Singling out Ms. Smith is somewhat personal; let me tell you the
story. </div>
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<span lang="EN-GB">Ms. Smith interviewed me briefly for a piece
she was writing about campus sexual assault when I was working on <a href="http://itsonus.mit.edu/">MIT’s It’s OnUs</a> campaign. A lot of the people involved in this campaign were young
undergraduate students, passionate about changing the collegiate culture for
the better, working with informed experts on how best to present survey
findings, how to engage the population, how to support the many silent victims.
I was a PhD student with graduation in sight. The few extra years of being in
my twenties hadn’t given me a whole lot more wisdom than these passionate younger
people, but perhaps I’d had time to become a little more jaded. When Ms. Smith interviewed my undergraduate friend, L, and me, we were excited to bring light
to the <a href="http://itsonus.org/">national campaign</a>, but I sensed that she didn’t really care what we had
to say. We talked about the importance of supporting victims and changing
culture – she wanted to talk about “warning women”.
She kept trying to catch us in verbal traps. Her part of the conversation went
like this (I’m paraphrasing):<o:p></o:p></span></div>
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<span lang="EN-GB">“But surely it’s at least somewhat helpful
to tell young women not to get too drunk when they leave the house, not to walk
home alone after a party… you wouldn’t leave your Lexus unlocked with jewelry in the front seat” (she actually said this) <o:p></o:p></span></div>
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<span lang="EN-GB">No. No, no, no. We entered into a long
conversation about the dangers of victim blaming. For each ill-advised
statement she made, we had a concise and informed answer. <o:p></o:p></span></div>
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<span lang="EN-GB"><a href="http://ccasayourworld.com/get_the_facts/victim_blaming/">Telling victims</a> not to be victimized is idiot
logic. Telling college students not to have fun because of some bogeyman
waiting for them in the shadows is as effective as abstinence-only sexual
health campaigns (<a href="http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3194801/">it’s not</a>). But even aside from effectiveness, sending
this message out into the world makes victims of past violence question
themselves, makes perpetrators more capable of justifying their actions, makes
others question the victims when they should be condemning the perpetrators. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span lang="EN-GB">With every clearly leading question, as L fought
to be polite and explain her point clearly and eloquently, I bristled -- my
instincts told me this reporter didn’t care about facts or even our opinions.
Finally, Ms Smith invoked our mothers – “Wouldn’t your moms want you to be safe
and try and protect you” – my friend hesitated, stumbled for the first time in a
frankly impressively poised interview. And that -- her “Um… I’m not
sure” was what made it into the article. The article, which I’m not even going
to link to, talked about how difficult it was <i style="mso-bidi-font-style: normal;">not to</i> blame the victims of college campus sexual violence. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span lang="EN-GB">Tovia, it is not difficult. It is not ambiguous.
It takes a little bit of empathy, something you doggedly refused to show in
your interview. <o:p></o:p></span></div>
<div class="MsoNormal">
<span lang="EN-GB"><br />
L and I were not satisfied when we saw how our conversation and our campaign
were represented. We approached the MIT Media Relations office, Ms Smith herself,
and her editor. L composed a factual and metered letter that explained the
dangers of victim blaming, and we stated our disappointment with the misguided
views of the article. Our hope was perhaps an addendum, a note of correction or
even dissatisfaction with how we were represented. Perhaps because we involved
her editor, we did get a response from Ms Smith. It was long, defensive and fairly
hostile. We were frustrated, L perhaps more so because she felt cheated, and
even guilty for talking to Ms Smith, but we moved on. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span lang="EN-GB">Recently, Tovia Smith added another article
to her series about campus sexual assaults. This addition to a slow growing
series talked about how difficult and damaging it is for male students on
campus that have been accused of sexual assault.<span style="mso-spacerun: yes;"> </span>It was hard to read. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span lang="EN-GB">Siding with perpetrators is not new.
Justifying victim blaming is not novel. You are not breaking ground or being
controversial or even interesting in writing articles that pretend to be
balanced but actually add to a damaged, stigmatizing culture. You are not right.
Please stop. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span lang="EN-GB">If you are a victim of sexual or intimate
partner assault or violence, if you are in a relationship where you feel
unsafe, below are people you can talk to. No matter how minor the event or fear
or pain might be, no matter if you may feel partially responsible for what
happened, you will be heard (but know that if someone hurt you, physically or
psychologically, if someone took away your autonomy or convinced you to
relinquish it, it’s not your fault).<span style="mso-spacerun: yes;">
</span>Articles and opinions like those of Tovia Smith are nasty reminders of
how people can be unwilling to extend their empathy to a place where they might
feel unsafe, or complicit in the culture around us, but know this: I am here
for you, we are here for you.</span></div>
<div class="MsoNormal">
<span lang="EN-GB"><br /></span></div>
<span lang="EN-GB"><a href="https://medical.mit.edu/community/violence-prevention">Violence Prevention and Response (MIT)</a> </span><span style="background-color: white; color: #565261; font-size: 17px; line-height: 27px;"><span style="font-family: inherit;">617-253-2300</span></span><br />
<span style="background-color: white; color: #565261; font-size: 17px; line-height: 27px;"><span style="font-family: inherit;"><br /></span></span>
<br />
<div class="MsoNormal">
<a href="https://medical.mit.edu/services/mental-health-counseling">MIT Medical Mental Health and Counselling</a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://www.barcc.org/">Boston Area Rape Crisis Center</a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://www.thehotline.org/">National Domestic Violence Hotline</a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="https://rainn.org/">RAINN</a></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<a href="http://refs.mit.edu/">MIT REFS</a> and <a href="http://web.mit.edu/uaap/s3/">S^3 support </a>services</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span lang="EN-GB"><a href="http://gwamit.org/resources/">GW@MIT resource page</a></span></div>
<div class="MsoNormal">
<span lang="EN-GB"><br /></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
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Alexhttp://www.blogger.com/profile/17791371930657738106noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-12546650653445050382015-06-08T08:43:00.000-07:002015-06-08T08:43:00.204-07:00Dear Kate - June 2015<div class="MsoNormal">
<span style="background: white; font-family: 'Times New Roman';">If you
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mentors), please submit it </span><b><u><span style="color: #4f81bd; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: accent1;"><span style="background: white;">here</span></span></u></b><span style="background: white; font-family: 'Times New Roman';">. You may submit as
many questions as you would like, and all questions are completely
anonymous. We will submit a subset of questions to a selection of mentors
in industry and academia at a variety of ages and career levels, and post their
responses on the blog.</span></div>
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<span style="background: white;">We hope you enjoy this feature, and please feel
free to use this column to spark discussion among your own mentoring groups.
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<b style="mso-bidi-font-weight: normal;"><span style="background: white; color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I have male research colleagues whose work styles
are very different from mine in that they prefer to work in a large group, are
much more vocal (and indeed aggressive) in group meetings, and are able to
focus on their work even when there is a lot of noise or background
conversation in our lab. I, on the other hand, know that I concentrate best in
a quiet environment when I can think clearly, or “hear myself think” so to
speak, and focus entirely on the task at hand. I recognize that as part of a
lab group, I need to work closely with and collaborate with my teammates, and
of course I want to see the research project succeed as a coherent,
well-integrated study. But my colleagues have now twice accused me of isolating
myself from others and refusing to work with others. I have been confident up
to now that it was just a misunderstanding of differences in work styles, but
now I’m having doubts that perhaps I need to change my work style, but I’m
afraid that that will just lead to much less productivity on my part. How do I
maintain the work style that has worked best for me for so many years but still
make it clear that I am fully on board as a team player?<o:p></o:p></span></b></div>
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<b style="mso-bidi-font-weight: normal;"><span style="background: white; color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><span style="mso-tab-count: 1;"> </span>-</span></b><span style="background: white; color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"> Can't there be an I in team</span><span style="font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Dear </span><span style="background: white; color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Can't there be an I in team,</span><span style="font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I would recommend the book by Susan
Cain, "The power of introverts in a world that can't stop talking" .
She describes two different personality types: Extroverts and Introverts and
their different working styles, strengths and weaknesses etc.. She is an
articulate advocate for introverts.<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I have lead a number of teams and
have found that a team is most effective when a combination of these two types are
involved ( There is sound research to back this up). I have also found that as
an introvert, I need to operate outside my comfort zone and learn to
communicate in a way that extroverts understand: join in, speak up be
assertive and express appreciation for their different approach while holding
my ground on my own views. <o:p></o:p></span></div>
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<span style="font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Here's a brief article on some of
her views<o:p></o:p></span></div>
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<span style="color: #000066; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><span style="mso-field-code: " HYPERLINK \0022https\:\/\/hbr\.org\/2015\/03\/introverts-extroverts-and-the-complexities-of-team-dynamics\0022 \\t \0022_blank\0022 ";"><u><span style="color: #1155cc;">https://hbr.org/2015/03/introverts-extroverts-and-the-complexities-of-team-dynamics</span></u></span></span><span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Sincerely,<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Kate
L.<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Dear </span><span style="background: white; color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Can't there be an I in team,</span><span style="font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">There are several
variables here: one is the particular research group you are currently in,
another is the size of the group, another is the particular personalities
(especially the dominant ones) of the other group members, yet another is your
own needs. You can try to address each of these variables (and others you may
know of) and try to make changes in one or another of them.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">One possibility is to
address the objection made that you don't work with the "team", by
lining up support from one or another member of the group who might cooperate
with you and help you present a better "team" appearance, making you
less isolated, but still functional. You could identify a leading person or two
in the group to try to get support in acknowledging your personal work style.
How often have people who are quiet seen by others as standoffish or
unfriendly? That's a perception issue that needs to be dealt with.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Furthermore, if you are
the ONLY woman in the group, it's possible that your gender adds to your
"separateness" from the rest of the group. You may actually feel that
they are not welcoming toward you, and are using this excuse to interfere with
your personal progress. I hope it's not the case, but you need to consider it.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">It may seem silly, but
if you see "The Imitation Game" about Alan Turing, you'll see that he
too was a loner at his work and this alienated the others in the lab. Another
worker took him aside and showed him how he needed to establish relationships
with other members of the group, which he did, while thinking it was
extraneous. Eventually this relationship that he built served to save a big
part of his own work, so a purely psychological effect turned out to be
important in the code breaking research they were doing.<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Sincerely,<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Kate
M.<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Dear </span><span style="background: white; color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Can't there be an I in team,</span><span style="font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="background: white; color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">This sounds like a tough
situation, because you might be facing both differences in work styles and
differences in socio/cultural expectations. It must also be frustrating to be
accused of being isolationist!</span><span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><br />
<br />
<span style="background: white;">Do you know what types of behaviors and
interactions your colleagues are interpreting as refusing to work with others?
Is it simply spending time in the lab, participating in casual banter when
spending time in the lab, or being around during particular times of the day or
week? Or are there more specific interactions that people are expecting from
you, such as asking colleagues how their work is going, asking for feedback and
input on your own current work, volunteering for collaborative tasks, or talking
a lot during meetings? If there is a colleague, advisor/supervisor, or mentor
in your department you could speak to, they may be able to help you figure out
what's behind these comments. Ideally, you will be able to find a way to
satisfy your colleagues by doing some of the things they actually value, while
helping them understand that some of your work style choices are things you do
to improve your own concentration and not as any type of rejection of the team.</span></span><span style="font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Sincerely,<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Kate
A.<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Dear </span><span style="background: white; color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Can't there be an I in team,</span><span style="font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">A very interesting
question.<o:p></o:p></span></div>
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<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">It would be helpful to
understand where the feedback is coming from (advisor or colleagues) and what
evidence you have of your success as a scientist (publications, post doc
offers, speaker invitations?).<o:p></o:p></span></div>
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<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">While the scenario of
the loud male scientist is all too common, and it is clear that different
people do have different styles, it is crucial in all settings to be able to
work with people and to be open to sharing data. You don’t have to be
loud but you will be expected to work with a team and give up some ownership.<o:p></o:p></span></div>
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<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">the introvert dilemma
is one written about widely. It is very important that we make room for people
with all kinds of learning and working styles and it is crucial that the voice
of the introvert is heard. From some recent work i have read, a common
strategy for such people appears to be to put on the cloak of a different and
louder person for the short intervals where that is necessary. the key is
to give yourself the time and space you need to do your work the way that you
prefer, but also be able to rise the occasion when a more outgoing style is
necessary.<o:p></o:p></span></div>
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<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Good luck.<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Sincerely,<o:p></o:p></span></div>
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<span style="font-family: "Times New Roman";">Kate
R.<o:p></o:p></span></div>
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<i><span style="color: #333333; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">On behalf of the GWAMIT
mentoring committee, thank you to this month's Dear Kate student contributor,
Kate A., Kate L., Kate R., and Kate M. <o:p></o:p></span></i></div>
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<b><span style="color: #333333; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">If you have a question that you would like to ask our panel of
experts (GWAMIT mentors), please submit it<span class="apple-converted-space"> </span></span></b><span style="color: #333333; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><span style="mso-field-code: " HYPERLINK \0022https\:\/\/docs\.google\.com\/forms\/d\/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI\/viewform\0022 \\t \0022_blank\0022 ";"><span class="MsoHyperlink"><b>here</b></span></span><b>.</b><o:p></o:p></span></div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-68575718291493518652015-05-20T08:42:00.001-07:002015-05-20T08:42:20.954-07:00Dear Kate - May 2015 Edition<div class="MsoNormal">
<span style="background: white; color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">If you
have a question that you would like to ask our panel of experts (GWAMIT
mentors), please submit it </span><b style="mso-bidi-font-weight: normal;"><u><span style="color: #4f81bd; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: accent1;"><span style="mso-field-code: " HYPERLINK \0022https\:\/\/docs\.google\.com\/forms\/d\/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI\/viewform\0022 \\t \0022_blank\0022 ";"><span style="background: white;">here</span></span></span></u></b><span style="background: white; color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">. You may submit as
many questions as you would like, and all questions are completely
anonymous. We will submit a subset of questions to a selection of mentors
in industry and academia at a variety of ages and career levels, and post their
responses on the blog.</span><span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><br />
<br />
<span style="background: white;">We hope you enjoy this feature, and please feel
free to use this column to spark discussion among your own mentoring groups.
</span><br style="mso-special-character: line-break;" />
<!--[if !supportLineBreakNewLine]--><br style="mso-special-character: line-break;" />
<!--[endif]--></span><span style="font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<b style="mso-bidi-font-weight: normal;"><span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">I have always wanted to be a professor, and
therefore all my college internships and post-college work experience has been
in research labs. After several years in graduate school, I still enjoy
research but am no longer sure the stress of the tenure-track, constantly
changing grant funding, and long hours will be worth it. I am torn between
wanting to continue chasing the academic dream or to start preparing for
getting a job in industry after graduation. My advisor won't let me do a summer
internship. How can I know which career track is right for me?</span></b><b style="mso-bidi-font-weight: normal;"><span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></b></div>
<div class="MsoNormal" style="background: white;">
<i style="mso-bidi-font-style: normal;"><span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><span style="mso-tab-count: 1;"> </span>- Overwhelmed
by Possibilities<o:p></o:p></span></i></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman";">Dear Overwhelmed
by Possibilities,<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">First of all, it seems
that your question has its own answer right there....you need to try a
NON-academic internship. This would have the value of showing you just a bit of
what the "real" world is like, but at the same time, it adds to your
resume additional experience of a different nature from the academic
experience. Repeating academic internships doesn't necessarily add value, and
the different nature of the applied world is often seen as having important
value to a professor's qualifications. Take a look at the backgrounds of
professors and you'll see this. <o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Your particular field is
important here as well. The "academic" track is more likely for those
in math and science, whereas the "applied" world is more the destiny
of engineering graduates, so this needs to be evaluated.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Sincerely,<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Kate M.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="font-family: "Times New Roman";">Dear
Overwhelmed by Possibilities,<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal">
<span style="color: black; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">In any case, having a variety of work experience
is beneficial from several points of view, and therefore should be considered
seriously. </span><span style="background: white; color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">One way to "try
out" these different possibilities is to talk with people who seem similar
to you and who have gone down one path or another. If you speak to a tenured
professor, a professor still working on getting tenure, a professional who left
the academic track, and a professional who never even started the academic
track about their daily life and what they do & do not enjoy about their
work, you will probably be able to imagine how you yourself would feel in these
scenarios. It may also be reassuring for you to hear that people like you have
had success and happiness along different paths, so your choice might be
between being happy because of A,B, and C versus being happy because of X, Y,
and Z.</span><span style="font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Sincerely,<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Kate A.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Dear Overwhelmed by
possibilities,<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">The world outside
academia is not significantly less stressful than inside. Academics have
obligations throughout the year, but summers as a rule are more relaxed, in a
business environment- not so much. Promotions and acceleration and path up the
corporate ladder are no less stressful than academia and I would suggest that
if you do achieve tenure the you have virtually achieved a job for life- the
real world is nothing like that. In the US we live in an "at will"
employment world which means you have no security really. So first things
first, don't assume the grass is greener elsewhere rather take the time to look
ahead five, ten, even fifteen years and think about what types of activities,
what types of interactions, and what types of pressures you want in your day to
day life. Then reverse engineer. It's a lot easier to switch from academia to
industry than the other way around. <o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Sincerely,<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="color: #222222; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Kate S.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Dear Overwhelmed by Possibilities,<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="font-family: "Times New Roman";">Here
is my comment, as someone who ended up in academia, but spent some time in
industry also.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="font-family: "Times New Roman";">Academia
is not the career path that will make everyone happy, and the same can be said
for the many types of jobs one can have in industry. It is important to be
aware of the differences, and to think about what fits your personality and
priorities. But it is also important to remember that you can always change
your track in life, as you find out more about different career options, and
about what aspects of a job work for you and what is a challenge. If you have
questions about this, I suggest you talk to as many people as you can who have
a similar background, but took different career routes. Networking events,
alumni networks, and people you meet at conferences and even parties can be
great resources for finding what people love and hate about each job description;
after that, it is up to you to figure out where you imagine yourself. Some
questions you can ask yourself is how much you like different parts of the job
of an academician. The search for funding is always stressful and challenging,
but if you find the experience of teaching and mentoring students especially
rewarding, it may be worth it. In contrast, once you are a tenure-track
professor, most of the hands-on research is done by your students. So if this
is your favorite part of the job, an industry job may be a better fit. The more
people you ask, the more insight you will get.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="font-family: "Times New Roman";">Also,
remember that whichever your next step ends up being, it is not the job you
will be stuck with for the rest of your life. You can definitely seek and find
an industry job, and apply for academic positions if you find that is still
your calling. The experiences you gain along the way will only help you. In
fact, industry experience is hugely valuable in academia, both in terms of key
skills you acquire (running a lab, working with diverse teams, presenting your
work, getting support for your ideas) and in terms of your capability in
advising future students. So if you are considering industry, there is no harm
in trying it out.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<span style="font-family: "Times New Roman";">I
hope this is helpful!<br />
<br />
Best,<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">Kate A.<o:p></o:p></span></div>
<div class="MsoNormal" style="background: white;">
<br /></div>
<div class="MsoNormal" style="background: white;">
<i><span style="color: #333333; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">On behalf of the
GWAMIT mentoring committee, thank you to this month's Dear Kate student
contributor, Kate A., Kate S., and Kate M. <o:p></o:p></span></i></div>
<div class="MsoNormal" style="background: white;">
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<b><span style="color: #333333; font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">If you have a question that you would like to ask our panel of
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-77005010430942439292015-04-07T16:08:00.001-07:002015-04-08T14:25:24.279-07:00Leadership Conference 2014 Recap<div class="MsoNormal" style="text-align: left;">
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<a href="https://gwamitleadership2014.files.wordpress.com/2014/10/2014_gwamit_leadership_conference_logo_001-01.jpg?w=1590" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="102" src="https://gwamitleadership2014.files.wordpress.com/2014/10/2014_gwamit_leadership_conference_logo_001-01.jpg?w=1590" width="400" /></a></div>
<span style="font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;"><br /></span>
<span style="font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;">Thank
you all for making this academic year’s <a href="https://gwamitleadership2014.wordpress.com/">Leadership Conference</a></span><span style="font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;"> a success! Below is a recap of each event and links to additional materials. Special thanks goes to our co-chairs Emily Mackevicius, Mallory Sheth for spearheading the conference and to <a href="http://www.sloanwomeninmanagement.com/">SWIM</a> for co-sponsoring several events. <o:p></o:p></span></div>
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<b style="mso-bidi-font-weight: normal;"><u><span style="font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;">Opening Keynote with Jenn Gustetic<o:p></o:p></span></u></b></div>
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<span style="font-size: 11.5pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: Arial; mso-hansi-font-family: Calibri;">In 'Wear Many Hats:
Catalyzing Breakthroughs and Solving Complex Problems by Engaging
New Communities,’ Jenn Gustetic, the Assistant Director for Open
Innovation in the White House Office of Science and Technology Policy walked
the audience through her path from a kid fascinated with space and flying
to being charged with facilitating and encouraging US innovation as the Prizes
and Challenges Program Executive at NASA.<span style="mso-bidi-font-weight: bold;"> Jenn described how with the right amount of luck, dedication to public
service and interest in the private-public intersection, she became
the administrator of one of the most creative ways to address grand socio-technical challenge
– after all, crowdsourcing solutions has only emerged as a practice in the past
few decades. She </span>urged audiences to go forth and change the world with
curiosity, adaptability and tenacity!<o:p></o:p></span></div>
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<span style="font-size: 15.3333330154419px; line-height: 17.6333332061768px;">The full event can be viewed </span><a href="http://odge.mit.edu/development/prodepot/" style="font-size: 15.3333330154419px; line-height: 17.6333332061768px;">here</a><span style="font-size: 15.3333330154419px; line-height: 17.6333332061768px;">.</span></div>
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<b style="mso-bidi-font-weight: normal;"><u><span style="font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;">Education Panel with Wendy Cebula and <span style="color: black; mso-bidi-font-weight: bold;">Cynthia Orellana<o:p></o:p></span></span></u></b></div>
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<span style="font-size: 11.5pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: Arial; mso-hansi-font-family: Calibri;">Though the two speakers came from different
types of educational institutions, both Wendy Cebula and Cynthia Orellana
spoke of their educational organization’s focus on underserved
populations, private and public partnerships, and re-framed their
organization’s goals in the bigger educational picture. After contributing
to Vistaprint’s growth, as the edX COO, Wendy Cebula was tasked with
the mission of guiding its growth from a startup-sized organization to the goal
of a much larger one with the intent to bring MOOCs to an even larger audience.
On the other hand, as the </span><span style="font-size: 11.5pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: Helvetica; mso-hansi-font-family: Calibri;">Director
of Policy and Collaborative Initiatives at the MA Department of Higher
Education, </span><span style="font-size: 11.5pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: Arial; mso-hansi-font-family: Calibri;">Cynthia</span><span style="font-size: 11.5pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: Helvetica; mso-hansi-font-family: Calibri;"> Orellana works with different
private and public stakeholders (including those like edX) to meet larger
state-level education goals. Both panelists discussed the challenges of
persuading communities, whether those were universities, residential
or political to support and invest in their causes. Both also emphasized
the intent of their work to reach underserved communities - Wendy highlighted
that many of the MOOC users were from developing nations and Cynthia noted
that her<span style="color: #262626;"> work sought to increase the level of
educational opportunities for underprivileged communities. In
concluding remarks, both panelists additionally discussed how the educational
space is ultimately one that encourages, thrives and necessitates collaboration
to work towards success. </span></span><span style="font-size: 11.5pt; mso-ascii-font-family: Calibri; mso-bidi-font-family: Arial; mso-hansi-font-family: Calibri;"><o:p></o:p></span></div>
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<span style="color: black; font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-bidi-font-weight: bold; mso-hansi-font-family: Calibri;">The full event can be viewed <a href="http://odge.mit.edu/development/prodepot/">here</a>.</span></div>
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<br /></div>
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<b><u><span style="color: black; font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;">Implicit Bias Workshop with Carlee Beth Hawkins<o:p></o:p></span></u></b></div>
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<span style="color: black; font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-bidi-font-weight: bold; mso-hansi-font-family: Calibri;">Do you recognize your own biases? During
this workshop, Dr. Carlee Beth Hawkins, a researcher with Project Implicit,
showed us that unconscious decision making occurs and can lead to implicit
associations or biases. As an audience, we took an implicit association test
where we were asked to match words related to family, career, men, and women. Even
among the mostly female audience, our results showed an implicit male-career
and female-family bias, and Dr. Hawkins explained that implicit bias can be
present regardless of explicit attitude. In the second half of the talk, we
learned that when we acknowledge that implicit associations exist, we can set
up decision making processes that lessen or eliminate their effect.<o:p></o:p></span></div>
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<span style="color: black; font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-bidi-font-weight: bold; mso-hansi-font-family: Calibri;"><br /></span></div>
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<span style="color: black; font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-bidi-font-weight: bold; mso-hansi-font-family: Calibri;">Take an implicit association test <a href="https://implicit.harvard.edu/implicit/">here</a>.</span></div>
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<br /></div>
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<b><span style="color: black; font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;">Keynote Address with Susana Malcorra: “From Technology to the United
Nations”<o:p></o:p></span></b></div>
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<span style="color: black; font-size: 11.5pt; mso-ascii-font-family: Calibri; mso-bidi-font-weight: bold; mso-hansi-font-family: Calibri;">Susana Malcorra, Chief de
Cabinet to the United Nations Secretary, was a great closing keynote speaker
for this year’s conference theme: <i style="mso-bidi-font-style: normal;">Leading
in Our Community</i>. Originally from Argentina, she was an inspiring example
for the MIT audience, populated of scientists and engineers, of how an
initially tech-based career can evolve to working at the public sector. After
25 years as a leader in the telecommunications private sector, Ms. Malcorra
switched gears and joined the United Nations as Deputy Executive Director of
the World Food Program (WFP). One of the most moving experiences that she
shared with us at the conference was how she led the initial phase of the
operational response to the tsunami emergency in December 2004, only weeks
after she joined the UN. After working in the WFP, she moved on to de
Department of Field Support before she was appointed by Secretary General Ban
Ki-moon as his Chief de Cabinet, a role in which she is responsible of advising
the Secretary General in a wide range of sensitive global and organizational
issues, as well as representing him worldwide when necessary. After listening
to Ms. Malcorra’s life journey and her transferable leadership skills from the
private to the public world, our take-home message from her talk was: “Always
wear a suit that it is a little too large for you; at the moment when the suit
perfectly fits you, it is time for you to take on to the next new challenge!”<o:p></o:p></span></div>
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<span style="font-size: 15.3333330154419px; line-height: 17.6333332061768px;">The full event can be viewed </span><a href="http://odge.mit.edu/development/prodepot/" style="font-size: 15.3333330154419px; line-height: 17.6333332061768px;">here</a><span style="font-size: 15.3333330154419px; line-height: 17.6333332061768px;">.</span></div>
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<br /></div>
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<b><span style="color: black; font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;">Status of Women Faculty in Science Documentary and Panel<o:p></o:p></span></b></div>
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<span style="background: white; font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-hansi-font-family: Calibri;">The Status of Women panel showcased the power of speaking out
and how the discussion of challenges faced by female professionals can have
significant impact in the community. The event included the screening of a
short documentary produced by MIT video on the 1999 report on the status of
women, featuring how female faculties in the past spoke out at MIT and
significantly changed the way gender bias was addressed in academic
institutions. Following the screening was a live panel discussion with
current female leaders at MIT and current undergraduate students, Kamilla
Tekiela and Caroline Chin, who were involved in surveying and analyzing the
current status of women at MIT.</span><span style="font-size: 11.5pt; line-height: 115%; mso-ascii-font-family: Calibri; mso-bidi-font-weight: bold; mso-hansi-font-family: Calibri;"><o:p></o:p></span></div>
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See the video below and r<span style="font-size: 11.5pt; line-height: 115%;">ead the original report </span><a href="http://web.mit.edu/fnl/women/women.html" style="font-size: 11.5pt; line-height: 115%;">here</a><span style="font-size: 11.5pt; line-height: 115%;">.</span></div>
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Norahttp://www.blogger.com/profile/14240212447731160947noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-53505517499740770772015-03-30T07:10:00.000-07:002015-03-30T07:10:17.760-07:00Guest Post: Emily Calandrelli, host and producer Xploration Outer Space<div class="MsoNormal">
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Today we have a very special guest post from <b>Emily Calandrelli, </b>MIT alumna and all-around badass, currently educating the nation on FOX's <a href="http://www.hulu.com/xploration-outer-space">Xploration Outer Space</a>. Check her out on <a href="https://twitter.com/EmCalSpaceGal">Twitter</a></div>
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<o:p></o:p></div>
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<a href="http://www.facebook.com/EmCalSpaceGal">Facebook</a>, and <a href="https://instagram.com/emcalspacegal/">Instagram</a>. </div>
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When
I was younger, like most Americans my age, Bill Nye the Science Guy was a
household name. He made science look fun and exciting. He also looked like what
I thought scientists looked like: a little older, a little nerdy, and above all
- white and male.<o:p></o:p></div>
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So
when my production studio reached out to me about being the host of an
educational science show on FOX, I was both surprised and elated. I didn’t look
like Bill Nye, but they wanted me on TV talking about science and technology
anyway. I had officially been offered my dream job.<o:p></o:p></div>
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At
MIT, I got a Masters in Aeronautics and Astronauts and one in Technology and
Policy. I studied how to communicate complicated STEM topics to a layman
audience. I loved being able to educate others on the significance of a given
technology and why they should care about it. Working as a producer and host of
Xploration Outer Space, I’m now able to do that to an audience of 500,000
people each week. <o:p></o:p></div>
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As
the host, I travel around the country and speak with experts who work on the
most interesting projects in the space industry. I get to sit down with these
scientists and engineers and ask them any question I like. I help them expose the
most exciting aspects of their work and explain the importance of that work to
the public. With my show, I’ve been given a platform to show off my passion for
science and technology and enable others to do the same. <o:p></o:p></div>
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But I don’t fit the typical stereotype of someone passionate
about science, technology and space exploration. I’m young, female, and
feminine. I’m not like any of the characters on the Big Bang Theory, and
neither are any of my close friends. We never had anyone who looked like us on
a popular show talking about science, and that likely affected our perception
of the type of person who could excel in those fields.<o:p></o:p></div>
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The way that media portrays scientists and engineers can
have a profound impact on how kids self-identify with potential career paths.
There’s just something about having someone who looks a little bit like you
talking about STEM that makes STEM seem more approachable and achievable. If a
student who watches my show can identify with me in some way, it may be easier
for them to see themselves in a future career in the space industry. In fact,
in our first season of Xploration Outer Space our viewers were 55% female,
which I thought was pretty awesome for a show based on a male-dominated
industry.<o:p></o:p></div>
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To get more students excited about STEM, we need more
diversity in the people in the media talking about these topics. We need more
Bill Nyes and Neil deGrasse Tysons of various ages, races, and gender.<o:p></o:p></div>
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This diversity is starting to emerge naturally thanks to
cheap and easy social media platforms. YouTube, Facebook, and Twitter are great
avenues for creative science communicators. They may not have a “Bill Nye the
Science Guy” TV show, but they exist. <o:p></o:p></div>
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At MIT I found a great diversity of people who chose to
pursue STEM careers. The diversity existed in all areas: gender, race,
sexuality, interests, and personalities. There is no one archetype for a
scientist or engineer, despite what we’ve seen in movies and on TV.<o:p></o:p></div>
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Making STEM cool for kids is a complicated issue. But we
know that minorities and women are less inclined to pursue STEM careers. We need
to do a better job of introducing young students to diverse STEM-minded
individuals. For a curious kid sitting in front of a TV or computer screen,
having someone talking about science who looks a little bit like you can make
all the difference. <o:p></o:p></div>
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Alexhttp://www.blogger.com/profile/17791371930657738106noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-53306001722316443942015-03-04T13:13:00.000-08:002015-03-04T13:32:22.560-08:00Resource Highlight: iREFSYou don't go through MIT without having to climb a whole, big heaping mountain of stress (and snow, in recent months). Happily, MIT tries hard to provide a number of resources at different levels of formality to help you deal with stressful situations and ongoing stress. iREFS is one of the newest of these resources.<br />
<br />
<a href="http://refs.mit.edu/">REFS</a> at MIT stands for Resources for Easing Friction and Stress, and is a peer support program at the Institute. REFS students are trained by <a href="http://studentlife.mit.edu/conflictmanagement">ConflictManagement@MIT</a> in support, conflict coaching and resolution, informal mentoring, listening, de-escalation and mediation, and continue to receive additional training as part of their position. They are a <i>confidential resource*</i> on campus and provide a low-barrier, peer to peer avenue for dealing with any kind of problem you may have, whether it is personal, professional or academic.<br />
<br />
As of this year, the Institute and the GSC has started the <a href="http://refs.mit.edu/irefs/">iREFS program</a> (alongside dREFS and medREFS) - REFS that are not tied to any department but are available to the entire MIT community. These students are available for contact and well-versed in other resources on campus that may be of service, so no problem is too small to contact them with! Since they are your peers, they are also super likely to be familiar with and understanding of many types of problems that we as graduate students (and people) may face.<br />
<br />
Training to be a REFS happen throughout the year so if you are interested in participating in this great program, <a href="http://refs.mit.edu/join/">check them out</a>!<br />
<br />
*Note: <i>confidential resource</i> mean<span style="font-family: Times, Times New Roman, serif;">s any </span><span style="background-color: white; font-family: Times, 'Times New Roman', serif; line-height: 19.8936557769775px;">conversations with REFS are kept strictly confidential and nothing will be shared without your permission. E</span><span style="background-color: white; font-family: Times, 'Times New Roman', serif; line-height: 19.8936557769775px;">xceptions are rare, extreme circumstances (e.g. imminent risk of harm to self or others). REFS cannot be subpoenaed. </span>Alexhttp://www.blogger.com/profile/17791371930657738106noreply@blogger.com1tag:blogger.com,1999:blog-4688944361654350890.post-66779077992113678392015-02-15T14:39:00.000-08:002015-05-27T11:50:29.269-07:00Introducing the new GWAMIT Executive Board!Emerging from beneath a <a href="http://www.bostonglobe.com/2015/02/10/boston-snow-this-year-rob-gronkowski/ecNFKVGo60acmCqfzZqWZO/story.html">Gronk-deep</a> Boston snowbank, we are the brand new GWAMIT executive board! We are Nora Xu, Alex Toumar, Annie Marinan, Wenda Tian, Paula Ruiz-Castillo, Kelly Brock and Sarah Spencer, and we are excited to serve this year as leaders of this awesome organization. Between us, we have a wide range of industry and research experience, over 20 collective years of grad school under our belts, and a vast array of professional and extra curricular pursuits. What binds us is our interest in advocating for the development of women at MIT and beyond. You can learn more about us <a href="https://sites.google.com/site/gwamitweb/about/gwamit-leaders/exec-bios">here</a>.<br />
<br />
This year, we are looking forward to engaging with our members and the wider MIT community on established and new advocacy initiatives, facilitating conversation on gender and diversity on campus and continuing GWAMIT's legacy of awesome events.<br />
<br />
Check out our <a href="https://sites.google.com/site/gwamitweb/resources">Resources</a> page for a list of available resources, interest groups and other things we think you might find interesting and valuable. For more information or to contact us, check out the GWAMIT <a href="http://gwamit.org/">Website</a>, <a href="http://twitter.com/gwamitweb">Twitter</a> and <a href="http://facebook.com/gwamit">Facebook</a>.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgAZRCWBo0MtXvn8RR_LTMhHOHbPjG7mUjDnba5VV2V4dr_8kPp0xf-IhiwRYnAMKWFhCJVIsdW0dQCd5nx7XvB6uYmbECWbEz8szIQ_nrHmWq-a-P6JH9RNj66XsKZF47o-eCZIxgaDBiV/s1600/IMG_7572.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgAZRCWBo0MtXvn8RR_LTMhHOHbPjG7mUjDnba5VV2V4dr_8kPp0xf-IhiwRYnAMKWFhCJVIsdW0dQCd5nx7XvB6uYmbECWbEz8szIQ_nrHmWq-a-P6JH9RNj66XsKZF47o-eCZIxgaDBiV/s320/IMG_7572.JPG" width="240" /></a><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiKnaZLo2euEy09aXypitDGFxuUAe7iHM3dnm6Kak7Z-Mai-fx35L2grbLwJ7M0qm2bgGxoHn8HIi54vjzLxY8Cn02oqAvjdn8LoKaOnvz3NPAjKMQ3ZnPVs2Wq0UkXj2PD7FQfHGo-O-yR/s1600/IMG_7573.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiKnaZLo2euEy09aXypitDGFxuUAe7iHM3dnm6Kak7Z-Mai-fx35L2grbLwJ7M0qm2bgGxoHn8HIi54vjzLxY8Cn02oqAvjdn8LoKaOnvz3NPAjKMQ3ZnPVs2Wq0UkXj2PD7FQfHGo-O-yR/s320/IMG_7573.JPG" width="240" /></a></div>
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<tr><td class="tr-caption" style="text-align: center;"><span style="font-size: x-small;">The new GWAMIT Exec Board during a retreat at the College Club of Boston earlier this month, together with past board members and members of the GWAMIT Advisory Board. </span></td></tr>
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Alexhttp://www.blogger.com/profile/17791371930657738106noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-62745446821709823272015-01-29T08:03:00.002-08:002015-01-29T08:03:58.274-08:00Dear Kate - January 2015 Edition<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-family: inherit;"><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline;">Dear Kate – January 2015 Edition</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it </span><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform" style="text-decoration: none;"><span style="background-color: white; color: #4f81bd; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: underline; vertical-align: baseline;">here</span></a><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">. You may submit as many questions as you would like, and all questions are completely anonymous. We will submit a subset of questions to a selection of mentors in industry and academia at a variety of ages and career levels, and post their responses on the blog.</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">We hope you enjoy this feature, and please feel free to use this column to spark discussion among your own mentoring groups. </span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline;"> </span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline;">Can a woman have kids and go for tenure? Why do older, white male MIT faculty ask me if I want kids when I'm asking them for career advise? Does my response (yes I do want kids) change what they tell me? Isn't that an illegal question (it is in the regular working world)?</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline;">And, is there a way that I can respond to that question that respectfully challenges the reasoning behind their asking? I feel like I let myself and women down by acquiescing.</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline;"> </span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; text-decoration: none; vertical-align: baseline;"> - Professor Mom</span><span style="background-color: white; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline;"><br /></span></span></div>
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<span style="font-family: inherit;"><span style="background-color: transparent; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Dear Professor Mom</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: transparent; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">An older, white male faculty member once gave some very sage advice to me and a female friend when we were both thinking about tenure track and family decisions. He said: research, teaching, and young children were all full time jobs-- it was possible to do any two of the three well at the same time, but you couldn't really do three out of three well all at once. I think he is probably right. This, counter-intuitively, makes the tenure track more feasible at a truly top-notch university than at a second-rank university: top-notch universities are much more likely to really get it, and let you pause your teaching for the crucial year or so you will need it most. On the other hand, the women I knew who seemed to have it easiest managed to go to research labs when their kids were young (making sure to teach at a local university one or two semesters to have that teaching track record built up for later) and then took a tenured position at a university once their kids were school age or beyond. </span></span></div>
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<span style="font-family: inherit;"><span style="background-color: transparent; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Your research career will last for many many decades; you will have young children (by which I mean pre-Kindergarten) probably for less than a decade of your life. Things like the dynamic of your marriage, whether your kids sleep through the night early on, how much money you and/or your family is in a position to throw at quality childcare help, whether you have extended family or parents nearby to help, and other things will define the parameters of how stressful that period will be. Or what I am trying to say is: your personal life will impact your career decisions, it has to, so it could be an appropriate question in some circumstances. And someone will ultimately have to know all the parameters to help you negotiate creative solutions. </span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: #222222; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">But the above assumes a supportive older male mentor who maybe has had a family of his own; there are also plenty of scientists (male and female!) who will still dismiss/think less of anyone who expresses any interest in doing anything other than science 24/7. So while a yes may give you a wealth of helpful creative work-life balance advice, it is a significant risk. So before saying "yes I want kids" I would feel the person out, by instead of saying "yes" reflecting the question back: "I am really interested in how your answer to my question would change depending on whether I said yes or no?" His response should quickly tell you where he is coming from, and you can both go from there.</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: transparent; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Sincerely,</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: transparent; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Kate C.</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: transparent; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Dear Professor Mom</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: #222222; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">A mother can absolutely go for tenure! Unfortunately, she has a lower chance of making it. The "baby penalty" that women pay in academia is well documented, whether it means not making tenure or struggling through the first years of her child's life... or both.</span></span></div>
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<span style="font-family: inherit;"><a href="http://www.slate.com/articles/double_x/doublex/2013/06/female_academics_pay_a_heavy_baby_penalty.html" style="text-decoration: none;"><span style="background-color: white; color: #1155cc; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: underline; vertical-align: baseline;">http://www.slate.com/articles/double_x/doublex/2013/06/female_academics_pay_a_heavy_baby_penalty.html</span></a></span></div>
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<span style="font-family: inherit;"><a href="http://www.newappsblog.com/2014/08/beyond-the-baby-penalty-the-lived-experience-of-mothers-and-a-father-who-are-tenured-academics.html" style="text-decoration: none;"><span style="background-color: white; color: #1155cc; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: underline; vertical-align: baseline;">http://www.newappsblog.com/2014/08/beyond-the-baby-penalty-the-lived-experience-of-mothers-and-a-father-who-are-tenured-academics.html</span></a></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: #222222; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Tenured professors are undoubtedly well-aware of these challenges, whether they personally support mothers in pursuing tenure or not. If you want to test their responses, try explaining that your husband wants to stay at home and care for the kids. Whether or not this is true, you may witness a look of relief - a sure sign that their advice DOES change based on your plans for family. It is also a way to respectfully challenge an outdated perspective. </span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: #222222; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">If your husband does not want to stay at home and you don't want to lie, try explaining that a grandparent is planning to move in with you or that you plan to hire a nanny. One thing is certain: it is extremely difficult to balance a tenure-track academic career and "normal" childcare responsibilities like picking your child up from a 9-5 daycare. So, whatever your childcare backup plan for helping you through the tenure track, talk to your mentors about it. Just remember that you are asking for their advice for a reason: if they have concerns about your plan, those concerns might be valid!</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: #222222; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Good luck!</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: transparent; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Sincerely,</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: transparent; color: black; font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">Kate B.</span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: #333333; font-size: 15px; font-style: italic; font-variant: normal; font-weight: normal; text-decoration: none; vertical-align: baseline;">On behalf of the GWAMIT mentoring committee, thank you to this month's Dear Kate student contributor, Kate C., and Kate B. </span></span></div>
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<span style="font-family: inherit;"><span style="background-color: white; color: #333333; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline;">If you have a question that you would like to ask our panel of experts (GWAMIT mentors), please submit it </span><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform" style="text-decoration: none;"><span style="background-color: white; color: #1155cc; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: underline; vertical-align: baseline;">here</span></a><span style="background-color: white; color: #333333; font-size: 15px; font-style: normal; font-variant: normal; font-weight: bold; text-decoration: none; vertical-align: baseline;">.</span></span></div>
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Leyla Isikhttp://www.blogger.com/profile/13750967023008309845noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-74792759986983082252014-12-02T09:30:00.001-08:002014-12-02T09:30:32.138-08:00Dear Kate - December 2014 Edition<div dir="ltr" style="text-align: left;" trbidi="on">
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<i><span style="background: white; color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">If you have a question that you would
like to ask our panel of experts (GWAMIT mentors), please submit it </span><b style="mso-bidi-font-weight: normal;"><u><span style="color: #4f81bd; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: accent1;"><span style="mso-field-code: " HYPERLINK \0022https\:\/\/docs\.google\.com\/forms\/d\/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI\/viewform\0022 \\t \0022_blank\0022 ";"><span style="background: white;"><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform">here</a></span></span></span></u></b><span style="background: white; color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">. You may submit as many questions as you would like,
and all questions are completely anonymous. We will submit a subset of
questions to a selection of mentors in industry and academia at a variety of
ages and career levels, and post their responses on the blog.</span></i><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><i><br />
<br />
</i><span style="background: white;"><i>We hope you enjoy this feature, and please feel
free to use this column to spark discussion among your own mentoring groups.
</i> </span><br />
<b><span style="background: white;"> </span></b><br />
<b style="mso-bidi-font-weight: normal;"><span style="background: white;">I
recently watched the movie "Before Midnight". I am surprised how much
work the wife need to do in the family, even if she is talented and can have
very good job. Meanwhile, the husband can keep doing the job he likes and
doesn't need to worry much about family chores. There are also some examples
around me, that the wives sacrifice their jobs for families, even including
someone with PhDs. Despite, their husbands seem unaware of these. If the wives
complain about their situations, it is likely to start a family quarrel. How
can I avoid such implicit male chauvinism?</span><o:p></o:p></b></span></div>
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<span style="background: white; color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">- <i>Movie Goer</i></span><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><br />
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<span style="background: white;">Dear Movie Goer,<o:p></o:p></span></span></div>
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<span style="background: white; color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Attitudes towards sharing in household
chores, family, and career are things you should take into account as you're
finding a life partner. It's more common today for younger people to find
like-minded people who will share responsibilities, rather than assuming one
person will take them on. What you should not do: choose your partner's
career over your own. Both of your careers are important, and while you
should both be open to compromise, you must not give up your own opportunities
to raise a family or support your partner's career unless this is truly your
own choice.<o:p></o:p></span></div>
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<span style="background: white; color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Choosing your partner's career over your
own because you're pressured into it is a recipe for resentment and thwarted
ambition, and hopefully you have chosen a partner who is willing to discuss and
make compromises. One of my classmates waited to attend grad school until
his partner had finished her program, in an attempt to balance marriage and
grad school with a minimum of pressure; this was a compromise they had made together,
and it worked well for them. On the flip side, a friend made an agreement
with her partner that they would accept offers at the best school where they
both received faculty job offers. They did end up going to a school where
they both got offers, but because she had better prospects than him, she left
better offers on the table; they discussed it further, but her husband refused
to modify their agreement. She now regrets the choice they made, and it
has affected both her research and her marriage. From these experiences
and others, I would encourage you to have a frank and honest discussion with
any potential long-term partners about how you would navigate these issues, and
how well you could come to a compromise that you can both live with, happily.</span><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Also see this article: <span style="mso-field-code: " HYPERLINK \0022http\:\/\/www\.slate\.com\/blogs\/xx_factor\/2014\/11\/18\/harvard_business_school_study_it_s_not_kids_but_husbands_that_hold_women\.html\0022 \\t \0022_blank\0022 ";"><u><a href="http://www.slate.com/blogs/xx_factor/2014/11/18/harvard_business_school_study_it_s_not_kids_but_husbands_that_hold_women.html">http://www.slate.com/blogs/xx_factor/2014/11/18/harvard_business_school_study_it_s_not_kids_but_husbands_that_hold_women.html</a></u></span><o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Sincerely,<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;">Kate M.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Dear Movie Goer,<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">You have asked the $1B
question. If I had the perfect answer to this, I would market it and get rich!
There is ample literature on work – life balance and male vs. female roles in
families. Most of the research boils down to men <i style="mso-bidi-font-style: normal;">thinking</i> they do a lot, but really doing very little to help out
the family unit. Nevertheless, the 21<sup>st</sup> century husband is MUCH
better than the 20<sup>th</sup> century one. Just catch an episode of “Mad Men”
and you’ll see.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Here’s an article that a
fellow mom / colleague sent to me about the “default parent.” </span><a href="http://www.huffingtonpost.com/m-blazoned/the-default-parent_b_6031128.html"><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">http://www.huffingtonpost.com/m-blazoned/the-default-parent_b_6031128.html</span></a><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;"> . According to the article, the default
parent is “the one responsible for the emotional, physical, and logistical
needs of the children…it is typically the one with the uterus.” In my own
family, I am DEFINITELY the default parent and quite frankly, I would not give
it up! I do have a fabulous career and I would not give that up either! I make
time to spend with my daughter! I <i style="mso-bidi-font-style: normal;">want</i>
to be the one helping with homework and reading the bedtime story every night.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Here are some tips I would
recommend for the working mom.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;"><br /></span></div>
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<!--[if !supportLists]--><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Outsource everything you can.</span></i><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;"> Get a cleaning lady. Get a yard service.
Hire someone to paint your house and clean your gutters. If you a working
parent who is married to a working parent, you do not need to spend your time
with this stuff.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Live close to work</span></i><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">. This is a huge time saver. As a working
parent, lack of time will be your biggest enemy.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Take advantage of work flexibility.</span></i><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;"> Come in early, work late, work on weekends
or as you need to so you can get your job done. Make sure you work somewhere
that supports a flexible schedule!<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="line-height: 115%; margin-bottom: 10.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="mso-list: Ignore;">4.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Get a support network.</span></i><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;"> Find yourself other working (or non-working)
mom friends. Often you can carpool or share duties with other moms much more
easily than with your spouse. Plus, your marriage will be much better if you
have a girlfriend or two to air your minor complaints about how your spouse is
not picking up the slack. And, quite often he won’t. Get over it.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="mso-list: Ignore;">5.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">If it’s important, push your spouse to do his
part.</span></i><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;"> Figure out your priorities
and make sure your spouse knows them. For example, if you have an important
work project, let him know. Make sure he tells his boss that his wife has an
important work project. His boss will understand when he has to leave early to
take the kids to soccer.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="mso-list: Ignore;">6.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Hire a babysitter regularly.</span></i><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;"> Having a date night with your spouse at
least once a month is a must. You need to see each other as 2 adults, not as
mom and dad.<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpLast" style="line-height: 115%; margin-bottom: 10.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]--><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman"; mso-themecolor: text1;"><span style="mso-list: Ignore;">7.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]--><i style="mso-bidi-font-style: normal;"><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Most importantly – view child-rearing as a
privilege, not a chore!</span></i><span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;"> Don’t
think of the time you spend with them as an inconvenience. You will find that
every minute you spend with your kids will make a difference. Your kids will be
off to college soon enough.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">I have seen families where
spouses share family duties exactly 50/50. Everything is a chore. They never
see each other. I think that “you can have it all” – but you have to work for
it and realize life is not fair and it is not 50/50. You may even have to work
harder than you worked in graduate school. In the end, it will be worth it.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Sincerely,<o:p></o:p></span></div>
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<span style="color: black; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-themecolor: text1;">Kate F.<o:p></o:p></span></div>
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<i><span style="color: #333333; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">On behalf of the GWAMIT mentoring committee, thank you to this
month's Dear Kate student contributor, Kate M., and Kate F. <o:p></o:p></span></i></div>
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<b><span style="color: #333333; font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; mso-fareast-font-family: "Times New Roman";">If you have a question
that you would like to ask our panel of experts (GWAMIT mentors), please submit
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Leyla Isikhttp://www.blogger.com/profile/13750967023008309845noreply@blogger.com2tag:blogger.com,1999:blog-4688944361654350890.post-33284189434353843312014-09-29T10:55:00.002-07:002014-09-29T10:56:18.656-07:00Resource Highlight: ICEO<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="font-family: inherit;"><span style="font-size: small;">This recent Huffington Post article by an MIT senior highlights many
of the ways that women and minorities may face discrimination at MIT: </span></span><br />
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<span style="font-family: inherit;"><span style="font-size: small;"><a href="http://www.huffingtonpost.com/jennifer-selvidge/pushing-women-and-people-_b_5840392.html" target="_blank">http://www.huffingtonpost.com/<wbr></wbr>jennifer-selvidge/pushing-<wbr></wbr>women-and-people-_b_5840392.<wbr></wbr>html</a></span></span><br />
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<span style="font-family: inherit;"><span style="font-size: small;">We would like to take this opportunity to highlight a great <a href="http://gwamit.org/resources">MIT resource</a> for those facing issues of discrimination, the <a href="http://orgchart.mit.edu/iceo" target="_blank">Institute Community and Equity Officer (ICEO)</a>, Professor Edmund Bertschinger.<span class="im"> </span></span></span><br />
<br />
<span style="font-family: inherit;"><span style="font-size: small;"><span class="im">The
ICEO’s mission is to advance a respectful and caring community that
embraces diversity and empowers everyone to learn and do their best at
MIT. Misogyny, racism, and harassment of any kind violate not only the
ICEO mission but MIT’s mission and policies and are definitely not okay.
The ICEO wants to change the culture – as well as policies and
procedures – so as to make such behavior costly to the offenders. Many
resources including the ICEO can provide support to victims of such
behavior; the ICEO can also help create institutional change where
needed. You can be part of the change you want to see by speaking up –
by emailing <a href="mailto:iceo@mit.edu" target="_blank">iceo@mit.edu</a> or, if you prefer complete anonymity, to use MIT’s anonymous hotline <a href="https://secure.ethicspoint.com/domain/media/en/gui/28258/index.html" target="_blank">https://secure.<wbr></wbr>ethicspoint.com/domain/media/<wbr></wbr>en/gui/28258/index.html</a></span></span></span></div>
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Leyla Isikhttp://www.blogger.com/profile/13750967023008309845noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-29194726081579920632014-08-17T18:43:00.001-07:002014-08-17T18:43:37.113-07:00Dear Kate - August 2014 Edition<div class="MsoNormal" style="background-color: white; color: #222222; font-family: arial, sans-serif; font-size: 13px; margin-bottom: 0.0001pt;">
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<i style="color: #333333; font-family: Georgia, serif;"><span style="font-family: 'Times New Roman', serif; font-size: 12pt;">The namesake of this advice column is </span></i><a href="http://en.wikipedia.org/wiki/Katharine_McCormick" style="color: #999999; font-family: Georgia, serif; text-decoration: none;" target="_blank"><i><span style="color: blue; font-family: 'Times New Roman', serif; font-size: 12pt;">Katharine McCormick</span></i></a><i style="color: #333333; font-family: Georgia, serif;"><span style="font-family: 'Times New Roman', serif; font-size: 12pt;">, who graduated from MIT with a B.Sc. in Biology in 1904. Among others, she was the benefactor of McCormick Hall, a suffragist and a philanthropist. We hope to continue her legacy and dedication to the advancement of women through this advice column.</span></i></div>
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<span style="color: black; font-family: Arial, sans-serif; font-size: 10pt;"><b>Dear Kate,<br /><br />I recently finished a master's thesis with my advisor of three years and have since moved on to a PhD program with a new advisor. For many of the ideas I had for my project, my former advisor would dismiss them in favor of his, even though I turned out to be right in most cases. When I handed in drafts of chapters of my thesis, he had me rewrite it twice. In the end, he gave me a B on the thesis because the main conclusions of it came from him and that he didn't even think I grasped the big picture. Now he expects me to be first-author on the paper resulting from my thesis. I don't understand why he would even let me be first author on a project I supposedly do not grasp, nor do I think his comments are fair considering the level of revisions for theses I hear about from other students. This entire ordeal of working for him has left me feeling like a second-rate graduate student and researcher, when I have worked incredibly hard for the past three years. But my new advisor thinks I'm really good. What should I do?</b></span></div>
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<span style="color: black; font-family: Arial, sans-serif; font-size: 10pt;"><b>Underappreciated and Overworked</b></span></div>
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Dear Underappreciated and Overworked,<u></u><u></u></div>
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I feel for you! Please do not take your professor’s behavior personally; shake it off and move on. Experiences like this in grad school (and beyond) are very common and they will help you develop a thick skin. I don’t think there is any working scientist out there who does not feel like this sometimes. Making the decision to change groups may be the correct one for you.<u></u><u></u></div>
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As to your professor’s behavior - it is certainly possible he acted maliciously; it is also possible that he was trying to help you. Receiving feedback on your thesis draft from your advisor is a good thing. Regarding your professor dismissing your ideas in favor of his own –there could be non-scientific reasons (maybe political or funding) for his actions to which you are not privy. As for authorship of papers – would you have felt better if he told you to write the paper with him as first author and you doing all the work? I think you should congratulate yourself on producing some publishable work!!<u></u><u></u></div>
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Do remember that if you are uncomfortable with a situation or feel you a being treated unfairly, you should speak up and/or make a change. It is also important to learn how and when to stand up for yourself. A mentor or older graduate student is perfect to talk to. Realize that these types of situations are not uncommon – both in graduate school and in the working world. You need to learn to keep moving towards your goal and not dwell on past events.<u></u><u></u></div>
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Kate F.<u></u><u></u></div>
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<i>Kate F. received her PhD at MIT and works in the Boston area</i></div>
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<i><span style="font-family: 'Times New Roman', serif; font-size: 12pt;">Thank you to this month's Dear Kate student contributor and to Kate F.!</span></i><span style="font-family: 'Times New Roman', serif; font-size: 12pt;"></span></div>
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<b><span style="font-family: 'Times New Roman', serif; font-size: 12pt;">If you have a question that you would like to ask our panel of Kates (GWAMIT mentors), please submit it </span></b><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform" style="color: #999999; text-decoration: none;" target="_blank"><b><span style="color: blue; font-family: 'Times New Roman', serif; font-size: 12pt;">here</span></b></a><b><span style="font-family: 'Times New Roman', serif; font-size: 12pt;">. We are always looking for more questions!</span></b></div>
Anonymoushttp://www.blogger.com/profile/16054809868557389990noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-25296714201626983722014-06-28T15:02:00.000-07:002014-06-28T15:08:30.028-07:00Dear Kate Question on Feminism and Responding to Offensive Comments - Part II<div class="MsoNormal">
<span class="apple-style-span"><i><span style="color: #333333; font-family: "Times","serif";">Every month, the GWAMIT Mentoring committee runs
an advice column named after</span></i></span><span class="apple-style-span"><span style="color: #333333; font-family: "Times","serif"; font-size: 10.0pt;"> </span></span><a href="http://en.wikipedia.org/wiki/Katharine_McCormick" target="_blank"><i><span style="font-family: "Times","serif";">Katharine McCormick</span></i></a><span class="apple-style-span"><i><span style="color: #333333; font-family: "Times","serif";">,
who graduated from MIT with a B.Sc. in Biology in 1904. Among others, she was
the benefactor of McCormick Hall, a suffragist and a philanthropist. We
hope to continue her legacy and dedication to the advancement of women through
this advice column. <o:p></o:p></span></i></span></div>
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<span class="apple-style-span"><i><span style="color: #333333; font-family: "Times","serif";">This week, the column was not written by one of
the GWAMIT Mentors as usual, but by Kelley Adams at the </span></i></span><a href="http://medweb.mit.edu/wellness/programs/violence_prevention.html"><i><span style="font-family: "Times","serif";">Violence Prevention and Response</span></i></a><span class="apple-style-span"><i><span style="color: #333333; font-family: "Times","serif";">
office at MIT Medical. To reduce the length, the question is addressed in two
parts linked below. This is part II; <a href="http://gwamit.blogspot.com/2014/06/dear-kate-question-on-feminism-and.html">part I</a> can be found here.</span></i></span></div>
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<b><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt;">The
tragedy in Santa Barbara California has sparked a nationwide debate on
misogyny, male privilege, and feminism. This in addition to the White House's
recent task force on sexual assault on college campuses has resulted in a
greater and broader conversation of these topics in our personal and
professional spaces. My question is how to address peers and friends when they
make statements that are casually misogynistic/insensitive without being labeled
as a (forgive me) "feminazi"? All of my female friends have examples
of such behavior from close friends who would defend them to the death if
personally hurt by a man but say things like "well when women smile when
they are saying no, they're really just saying try harder" or "well
what about men's rights?" or "women falsely accuse men of rape all
the time"? I don't want to attack my friends but I am uncomfortable just
standing by. Any thoughts or tips on how to navigate these conversations
without negative repercussions?</span></b><o:p></o:p></div>
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<b><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt;">YesAllWomen
(face this concern)</span></b><o:p></o:p></div>
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This section, part II of the response to your question will address
specific strategies for responding to offensive or misogynistic comments,
regardless of the speaker’s intention. <o:p></o:p></div>
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One response to the critical analysis of terms like
“feminazi” is that they’re just words; they don’t really matter in the grand
scheme of things, especially when it comes to violence prevention. Contrary to
this view, violence against women (as well as other genders) occurs because it
is tolerated in our culture. Without rehashing the discussion of rape culture
in Part I, the things that contribute to the continued tolerance of violence
include low conviction rates (only <a href="https://rainn.org/news-room/97-of-every-100-rapists-receive-no-punishment">3%
of rapists go to jail</a>), <a href="http://www.washingtoncitypaper.com/blogs/sexist/2009/11/09/legal-consent-morning-after-regret-and-accidental-rape/">hostility
towards survivors</a> when they attempt to report, and blaming victims for
their own assaults, just to name a few. All of these things may seem unrelated
to offensive or insensitive jokes or comments, but language is powerful; <a href="http://msmagazine.com/blog/2012/07/17/nice-guys-contribute-to-rape-culture/">regardless
of intent, the more rape jokes that are told and laughed at, the more
trivialized rape becomes</a> and the safer rapists feel in their environments. <o:p></o:p></div>
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Historically, we have tried to prevent rape by telling women
how not to become victims, which does not work since rape only happens when
rapists decide to rape. Current best practices in sexual violence prevention
involve the use of an <a href="http://www.nsvrc.org/publications/nsvrc-publications/engaging-bystanders-sexual-violence-prevention">active
bystander approach</a>. Being an active bystander can include saying something
(alone, with friends, or getting someone else to do it) when a situation
doesn’t look right, or making sure a friend who has had too much to drink gets
home safe.<o:p></o:p></div>
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All of the following suggestions are based on some
assumptions: that the person who made the comment is someone you can approach
and speak with, and that they do not have significant power over you in some
capacity (i.e. can’t fire you, won’t react violently, etc.). If one of these is
not true for your situation, get in touch with someone you trust on campus to
talk about it and problem-solve together (MIT resources listed at the end).<o:p></o:p></div>
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In situations where it is safe to do so, I suggest that
people speak up when someone makes a comment that is offensive, insensitive
and/or misogynistic because it is important to communicate disagreement. How
many times have you been in a situation where someone says something offensive
and the group’s reaction is to just look at each other, ignore it, and/or
change the topic? These types of reactions are forms of passive tolerance.
Plus, there is often someone else around who is just as offended by what was
said as you are.<o:p></o:p></div>
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General strategies for responding to offensive or
misogynistic comments:<o:p></o:p></div>
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<div class="MsoListParagraph" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]-->1)<span style="font-size: 7pt;"> </span><!--[endif]--><b>Be curious</b>: Ask the person to expand on
what they meant by the comment, ask them what prompted it (i.e. what made you
think of that?), and/or ask them where that belief comes from. <o:p></o:p></div>
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<!--[if !supportLists]-->2)<span style="font-size: 7pt;"> </span><!--[endif]--><b>Cultivate empathy</b>: When someone says
something insensitive or hurtful about a group of people, this is a good
indicator that they likely have never considered what it might be like to be a
part of that group. You can ask the person how they would feel if they belonged
to that group and heard that comment, or if they would make the same comment
about someone they know personally who is part of that group (a common example
is to ask people who blame victims for their assaults to consider how they
might feel if some they care about were assaulted). <o:p></o:p></div>
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<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]-->3)<span style="font-size: 7pt;"> </span><!--[endif]--><b>Call it like you see it</b>: If you are
comfortable doing so, don’t hesitate to label a comment (not the person making
it) “insensitive” or “misogynistic”, with the caveat that using the word “misogynistic” tends to result in you having
to do some basic education on gender and feminism before you can even discuss
the offending comment. <o:p></o:p></div>
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<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo1; text-indent: -.25in;">
<!--[if !supportLists]-->4)<span style="font-size: 7pt;"> </span><!--[endif]--><b>Educate</b>: Often misogynistic comments
are based on misinformation, stereotypes, and are factually incorrect. Arm
yourself with knowledge, and be prepared to talk about what you know. This is a
great way to engage with someone and lessen the chances that they will react in
a defensive way so that you can have a conversation about the topic. Most people
are reasonable, want to be good people, and are willing to at least discuss
their beliefs.<o:p></o:p></div>
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Building on these general concepts, here are some talking
points for each of the comments you listed as examples in your question:<o:p></o:p></div>
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<div class="MsoListParagraphCxSpFirst" style="mso-list: l1 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]-->1.<span style="font-size: 7pt;"> </span><!--[endif]--><b>"Well when women smile when they are
saying no, they're really just saying try harder."</b><o:p></o:p></div>
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<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><!--[endif]-->You might want to ask something like, “What
makes you think that?” or “How do you know?”, and then raise the question of
why it is that body language is perceived as more credible than verbal communication.<o:p></o:p></div>
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<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><!--[endif]-->In this specific example, you might want to talk
about the socialization of women as compared to the socialization of men -
women tend to be socialized to be nice, not to upset anyone, and to take care
of others - could it be that a woman smiling while saying no is trying to
convey that message in a polite way or trying to let the person down easy? Not
to mention, living in a world where women are harassed and hurt on a daily
basis, wouldn’t it make sense that a refusal given to <a href="http://kateharding.net/2009/10/08/guest-blogger-starling-schrodinger%E2%80%99s-rapist-or-a-guy%E2%80%99s-guide-to-approaching-strange-women-without-being-maced/">someone
who could potentially hurt you</a> would be conveyed as gently as possible? <o:p></o:p></div>
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<div class="MsoListParagraphCxSpFirst" style="mso-list: l1 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]-->2.<span style="font-size: 7pt;"> </span><!--[endif]--><b>"Well what about men's rights?"</b>
<o:p></o:p></div>
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<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><!--[endif]-->Feminism advocates for equal rights and
opportunities for everyone, and in doing so works to address the harms that
traditional forms of masculinity and femininity cause people of all genders. <o:p></o:p></div>
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<br /></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level2 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><!--[endif]-->Men's rights activists (MRAs) are another thing
altogether; this is a group that feels wronged by women as a group and <a href="http://wehuntedthemammoth.com/">espouses misogyny under the guise of
protecting men's rights</a> (for example, <a href="http://www.dailykos.com/story/2014/05/24/1301671/-Elliot-Roger-Gunman-in-California-Mass-Shooting-was-influenced-by-the-Men-s-Rights-Movement">see
this discussion of the gunman at UCSB and his interest in MRAs</a>). <o:p></o:p></div>
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<div class="MsoListParagraphCxSpMiddle" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level2 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><!--[endif]-->Furthermore, talking about issues that are
specific to women (or predominantly experienced by or disproportionately affect
women) is in no way asserting that issues affecting men are less important.
Because the social structures that enable sexual assault against women to occur
are the same that enable sexual and other types of violence against all genders
to occur, the aim is to change these core structures. We need everyone involved
to be able to do that in a way that is beneficial on a societal level, so
prioritizing the rights of one group over another is counterproductive in
reaching this goal.<o:p></o:p></div>
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<div class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo2; text-indent: -.25in;">
<!--[if !supportLists]-->3.<span style="font-size: 7pt;"> </span><!--[endif]--><b>"Women falsely accuse men of rape all
the time."</b> <o:p></o:p></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 1.0in; mso-add-space: auto; mso-list: l1 level2 lfo2; text-indent: -.25in;">
<!--[if !supportLists]--><span style="font-family: Symbol; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·<span style="font-family: 'Times New Roman'; font-size: 7pt;">
</span></span><!--[endif]-->I am so glad that you mentioned this, because I
hear it constantly. Despite popular belief, <u>this statement is empirically
false</u>. False reports of rape occur at the same rate as false reports of other
major crimes, despite the fact that there was a “study” that came out a while
back claiming that almost half of reported rapes are false accusations. <a href="http://ndaa.org/pdf/the_voice_vol_3_no_1_2009.pdf">This <b>inaccurate</b> finding and the study it
came from have been reviewed and determined to be shoddy science.</a><o:p></o:p></div>
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Unfortunately, violence and beliefs that foster it are
prevalent throughout our society and culture at all levels. This is expressed
verbally through comments at the individual level, displayed through abuse and
mistreatment within relationships and friendships, and evidenced by the lack of
services for male victims of sexual violence, <a href="http://www.cdc.gov/violenceprevention/overview/social-ecologicalmodel.html">for
example</a>. The good news is that we have the ability to change this, and we
can start to work on this monumental task by talking about it. <o:p></o:p></div>
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References and further reading:</div>
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Atherton-Zeman, B. (2012, Jul 17). “’Nice Guys’ Contribute
to Rape Culture.” <i>Ms. Magazine</i>.
Retrieved from: <a href="http://msmagazine.com/blog/2012/07/17/nice-guys-contribute-to-rape-culture/">http://msmagazine.com/blog/2012/07/17/nice-guys-contribute-to-rape-culture/</a><o:p></o:p></div>
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Futrelle, D. <i>We Hunted
The Mammoth: the New Misogyny, Tracked and Mocked</i>.<o:p></o:p></div>
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Moseley, W. & R. Gomes. (2013, Feb 4). “Ten Things to End Rape Culture.” <i>The Nation. </i>Retrieved from<b> </b><a href="http://www.thenation.com/article/172643/ten-things-end-rape-culture">http://www.thenation.com/article/172643/ten-things-end-rape-culture#</a></div>
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Ridgeway,S. (2014, Mar 10). “25 Everyday Examples of Rape
Culture.” <i>Everyday Feminism. </i>Retrieved
from: <a href="http://everydayfeminism.com/2014/03/examples-of-rape-culture/">http://everydayfeminism.com/2014/03/examples-of-rape-culture/</a><o:p></o:p></div>
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Starling, P. (2009
Oct 8). “Schrödinger’s Rapist: or a Guy’s Guide to Approaching Strange Women
without Being Maced.” Retrieved from: <a href="http://kateharding.net/2009/10/08/guest-blogger-starling-schrodinger%E2%80%99s-rapist-or-a-guy%E2%80%99s-guide-to-approaching-strange-women-without-being-maced/">http://kateharding.net/2009/10/08/guest-blogger-starling-schrodinger%E2%80%99s-rapist-or-a-guy%E2%80%99s-guide-to-approaching-strange-women-without-being-maced/</a><o:p></o:p></div>
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Stotzer R. L. (2009). Violence against transgender people: a
review of United States data. <i>Aggression
and Violent Behavior</i>, 14, 170–179.<o:p></o:p></div>
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<b><u>For a list of MIT
Resources, go to </u></b><a href="http://sexualmisconduct.mit.edu/resources-assistance"><b>http://sexualmisconduct.mit.edu/resources-assistance</b></a><b><u><o:p></o:p></u></b></div>
<br />
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Despite “sexual misconduct” being in the URL, all of these
resources also assist with other issues. If you reach out to one and they feel
that another resource could be of better service, they will connect you. <o:p></o:p></div>
Anonymoushttp://www.blogger.com/profile/16054809868557389990noreply@blogger.com1tag:blogger.com,1999:blog-4688944361654350890.post-30159284139155811782014-06-28T14:55:00.000-07:002014-06-28T15:06:22.844-07:00Dear Kate Question on Feminism and Responding to Offensive Comments - Part I<br />
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<span class="apple-style-span"><i><span style="color: #333333; font-family: "Times","serif";">Every month, the GWAMIT Mentoring committee runs
an advice column named after</span></i></span><span class="apple-style-span"><span style="color: #333333; font-family: "Times","serif"; font-size: 10.0pt;"> <a href="http://en.wikipedia.org/wiki/Katharine_McCormick" target="_blank"><i><span style="font-size: 12.0pt;">Katharine McCormick</span></i></a></span></span><span class="apple-style-span"><i><span style="color: #333333; font-family: "Times","serif";">,
who graduated from MIT with a B.Sc. in Biology in 1904. Among others, she was
the benefactor of McCormick Hall, a suffragist and a philanthropist. We
hope to continue her legacy and dedication to the advancement of women through
this advice column. <o:p></o:p></span></i></span></div>
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<span class="apple-style-span"><i><span style="color: #333333; font-family: "Times","serif";">This week, the column was not written by one of
the GWAMIT Mentors as usual, but by Kelley Adams at the <a href="http://medweb.mit.edu/wellness/programs/violence_prevention.html">Violence
Prevention and Response</a> office at MIT Medical. To reduce the length, the
question is addressed in two parts linked below. This is part I; part <a href="http://gwamit.blogspot.com/2014/06/dear-kate-question-on-feminism-and_28.html">II</a> can be found here.</span></i></span></div>
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<b><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt;">The
tragedy in Santa Barbara California has sparked a nationwide debate on
misogyny, male privilege, and feminism. This in addition to the White House's
recent task force on sexual assault on college campuses has resulted in a
greater and broader conversation of these topics in our personal and
professional spaces. My question is how to address peers and friends when they
make statements that are casually misogynistic/insensitive without being
labeled as a (forgive me) "feminazi"? All of my female friends have
examples of such behavior from close friends who would defend them to the death
if personally hurt by a man but say things like "well when women smile
when they are saying no, they're really just saying try harder" or
"well what about men's rights?" or "women falsely accuse men of
rape all the time"? I don't want to attack my friends but I am
uncomfortable just standing by. Any thoughts or tips on how to navigate these
conversations without negative repercussions?</span></b><o:p></o:p></div>
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<b><span style="font-family: "Arial","sans-serif"; font-size: 10.0pt;">YesAllWomen
(face this concern)</span></b><o:p></o:p></div>
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Dear YesAllWomen,<o:p></o:p></div>
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Thank you so much for your thoughtful and timely question. I
will address it in two parts: part I covers feminism (below), and being labeled
a “feminazi; and <a href="http://gwamit.blogspot.com/2014/06/dear-kate-question-on-feminism-and_28.html">part II</a> will cover specific suggestions for responding to
insensitive and/or misogynistic comments.<o:p></o:p></div>
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Sexual assault on college campuses is getting a lot of
national attention as an issue right now, and you are absolutely correct in
linking this and other types of violence with societal structures of privilege,
power and gender. The gunman in the recent UCSB shooting made this connection
painfully clear as the media uncovered his videos and <a href="http://www.scribd.com/doc/226068735/Manifesto-of-Elliot-Rodger"> “manifesto,”</a> both of which reek of misogyny
and entitlement. Those who commit these kinds of violent acts are often written
off as crazy or mentally ill (and often this is true), but, perhaps more
importantly, <a href="http://www.dailykos.com/story/2014/05/24/1301671/-Elliot-Roger-Gunman-in-California-Mass-Shooting-was-influenced-by-the-Men-s-Rights-Movement">they
show us what our society’s current beliefs and norms look like in their most
extreme form</a>.<o:p></o:p></div>
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In addition to a long history of tolerated violence and
systematized oppression in this country, the variety of messages we as cultural
beings and consumers are exposed to create an environment where violence is
tolerated. This is what is known as “<a href="http://everydayfeminism.com/2014/03/examples-of-rape-culture/">rape culture</a>.”
Rape culture is a concept used to identify problematic ideas and norms in a
broader context so they can be altered in order to make our society a safer
place. Often this is misperceived as a way of infringing on free speech rights.
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To understand rape culture better,
first we need to understand that it’s not necessarily a society or group of
people that outwardly promotes rape <i>(although it could be).</i><o:p></o:p></div>
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We’re talking about cultural that
excuse or otherwise tolerate sexual violence.<o:p></o:p></div>
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<b>We’re talking about the way that
we collectively <i>think</i> about rape.</b><o:p></o:p></div>
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More often than not, <b>it’s
situations in which sexual assault, rape, and general violence are ignored,
trivialized, normalized, or made into jokes. [<a href="http://everydayfeminism.com/2014/03/examples-of-rape-culture/">Shannon
Ridgeway</a>]</b><o:p></o:p></div>
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The comments you cite in your questions are examples of rape
culture. You mention that such comments may not be intended to offend or cause
harm, but it is important to note that the impact of these comments is the
same, regardless of intention, and furthermore, they reinforce the existing
climate that tolerates violence.<o:p></o:p></div>
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Feminism historically has -- and likely will continue to
have -- negative connotations. Many have attempted to distance themselves from
the word “feminism” (see: every utterance of “I’m not a feminist, but…”) not
because of the ideals that feminism advocates for, but because of the negative
stereotypes that have come to characterize it. In reality, being a feminist
means that you don’t believe one’s gender identity (or race, or disability
status, or sexual orientation, etc.) should determine their rights and
opportunities. Notice the goal of feminism is <u>equality</u>, and not taking
away men’s rights as <a href="http://np.reddit.com/r/MensRights/">men’s rights
activists</a> (MRAs) assert (warning: this links to misogynistic content). <o:p></o:p></div>
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Sexual violence affects all people, but disproportionately
so with regard to gender. Around half of transgender people have experienced
sexual violence (see Stotzer, 2009 for a review), sexual violence against women
is very prevalent (<a href="https://www.ncjrs.gov/pdffiles1/nij/182369.pdf">one
in five women in college experience attempted or completed rape</a> –not
including other forms of sexual assault), and the vast majority of perpetrators
are men. This is not to say that only or all men are perpetrators, or that men
are not sexually assaulted (<a href="https://1in6.org/the-1-in-6-statistic/">one
in six men are sexually abused before the age of eighteen</a>), or that
violence against men is not important. The goal is to eliminate <u>all</u>
forms of violence by altering the social, cultural and institutional structures
that condone it. <o:p></o:p></div>
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Returning to your question, I think you are justified in
worrying about being shut down if you speak up against misogynistic comments,
and calling someone a “feminazi” is a relatively common way of doing this. As <a href="http://www.xojane.com/issues/stop-saying-feminazi-and-other-advice-for-dudes-who-play-video-games-gdc">Lesley
Kinzel </a>puts it, “feminazi” is: “a term designed
to belittle and dismiss those who would criticize or even just advocate in
favor of thinking harder about underrepresented perspectives and experiences.”<o:p></o:p></div>
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Furthermore, “feminazi” is a term that <a href="http://lipmag.com/opinion/why-i-hate-the-term-feminazi/comment-page-1/">equates
the desire for gender equality with torture and mass genocide</a>, specifically
the murder of more than 11 million people. Just think about that comparison for
a second. <o:p></o:p></div>
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Generally, information and knowledge are the best tools for
responding to comments that are insensitive or bigoted. Try not to get caught
up in trying to convince the other person that what you have to say is not
“just feminist ranting”; recognize “feminazi” and other such comments for what
they are, and continue with what you want to say. Remember that while you can’t get everyone to
see things from your perspective, saying something may result in a seed being
planted that opens the person up to change at a later date.<o:p></o:p></div>
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In conclusion, I want to commend you for being willing to
say something when you hear these types of comments, as actions like these are
what change social norms and move us that much closer to eliminating elements
of our culture that foster sexual violence. <o:p></o:p></div>
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Most importantly, give yourself credit for speaking up for
what you believe in.<o:p></o:p></div>
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<a href="http://gwamit.blogspot.com/2014/06/dear-kate-question-on-feminism-and_28.html">Part II</a> will address strategies for responding to offensive
or misogynistic comments and has further resources. It can be found here.<o:p></o:p></div>
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Anonymoushttp://www.blogger.com/profile/16054809868557389990noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-56791040671824966282014-05-18T08:45:00.000-07:002014-05-18T08:52:52.546-07:00Dear Kate - May 2014 Edition<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: Times,"Times New Roman",serif;"><i><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The namesake of this advice column
is </span></i><a href="http://en.wikipedia.org/wiki/Katharine_McCormick" target="_blank"><i><span style="color: blue; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Katharine McCormick</span></i></a><i><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">, who graduated from MIT with a B.Sc. in Biology in 1904.
Among others, she was the benefactor of McCormick Hall, a suffragist and a
philanthropist. We hope to continue her legacy and dedication to the
advancement of women through this advice column.</span></i></span></div>
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;"><b><span style="color: black; white-space: pre-wrap;">Dear Kate,</span><br style="color: black; white-space: pre-wrap;" />
<br style="color: black; white-space: pre-wrap;" /><span style="color: black; white-space: pre-wrap;">I'm a female PhD student. During my research work, I feel a bit different when working with a female or a male. With women colleagues (graduate students or post-docs), I seem to feel more comfortable discussing with them and asking for help. But when talking to men, I seem not dare to ask for more help or have deep discussions. I (slightly) hesitate to ask my male colleagues for help because I don't want people to feel I'm taking advantage of men, also it is a bit weird for me. When discussing with men, if there is a question jumping out of my mind, I hesitate to ask because I think it may be my own slow response or lack of knowledge.
</span><br style="color: black; white-space: pre-wrap;" /><span style="color: black; white-space: pre-wrap;">I think there may be some psychological reasons from me. How can I overcome this barrier? How can I feel equally comfortable working (and talking, socializing, etc.) with male as with female?</span><br style="color: black; white-space: pre-wrap;" />
<br style="color: black; white-space: pre-wrap;" /><span style="color: black; white-space: pre-wrap;">Thanks a lot!</span></b></span>
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;"><b><span style="color: black; white-space: pre-wrap;"><br /></span></b></span></div>
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;"><b><span style="color: black; white-space: pre-wrap;">Female PhD</span></b></span></div>
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</span></i></span><br />
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;">When I was an
undergraduate at an engineering program, the ratio of men to women in most of
my classes was around 8:1 or worse. This made me feel pretty awkward at first
because I was a shy person anyway, and felt even shyer as one of those few
women who “dared” to take engineering classes among all the men. I wondered,
what must they be thinking about me sitting there, sticking out like a sore
thumb? (It doesn’t help that I’m tall, and at 18, I wasn’t yet comfortable with
my height!)</span></div>
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;">I worried
about this in the case of my male professors, too, but I didn’t yet have proof
that anyone doubted my capabilities. Then I started my sophomore year and sat
down in a class with 6 women and 56 men. I know the numbers because the
professor pointed them out and then proceeded to make a jaw-droppingly crude,
sexist joke at the expense of me and the other five women. I won’t repeat it
here, but you can be assured I will never forget it.</span></div>
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;">This event forced
me to make a decision. I could let this professor’s attitude get to me and
despair that my engineering career would be forever marred by derision from men.
I could have shrunk back from the challenge. But I didn’t, and instead took
what I consider to be a very simple, yet realistic viewpoint: There are some
mean, insensitive people in the world. You are going to come across those mean
people once in awhile, but they are the exception, not the rule. And if someone, for example,
makes an awful joke at your expense, it’s not fair to label the group that
person belongs to as a group that will never respect you. That professor didn’t
make the joke because he’s a male engineering professor and all male
engineering professors are like that. He made it because he’s a jerk, and some
people are just jerks.</span></div>
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;">If you don’t speak up
and risk getting hurt, you’ll never give people a chance to respect your work
and treat you as an equal in the first place. You also noted that you worry
about people thinking you’re taking advantage of men when you ask them for
help. Try to frame the situation as one in which you can promote equality and
respect across all divides, gender and otherwise. Maintaining a gender divide
because you don’t want to be taken the wrong way serves only to perpetuate the
divide for yourself and others. Crossing the divide allows both parties to
benefit, and the only way to do it is to put yourself out there and practice,
practice, practice!</span></div>
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;">I want to
emphasize the importance of a support system, in this and all the situations
you will encounter as a student and a professional. The hesitation you feel is
partly a product of the gender issues in our society, but I also believe that
most individuals are fundamentally nice, kind people. Identify who those kind
people are in your network so that they can help you deal with the unkind ones.</span></div>
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<span style="font-family: Times,"Times New Roman",serif; font-size: small;">Kate H. </span></div>
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<span style="font-family: Times,"Times New Roman",serif;"><span style="font-size: small;"><i>Kate H. did her graduate studies at MIT has been an instructor here for the last three years.</i></span> </span></div>
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<span style="font-family: Times,"Times New Roman",serif;"><i><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Thank you to this month's Dear Kate student contributor and to Kate H.!</span></i><b><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"> If you have a question that you
would like to ask our panel of Kates (GWAMIT mentors), please submit it </span></b><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform" target="_blank"><b><span style="color: blue; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">here</span></b></a><b><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">. We are always looking for more questions for our Kates to
answer!</span></b><i><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"> </span></i></span></div>
</div>
Anonymoushttp://www.blogger.com/profile/16054809868557389990noreply@blogger.com2tag:blogger.com,1999:blog-4688944361654350890.post-3701523265682674752014-04-10T06:34:00.004-07:002014-04-10T06:40:51.239-07:00Dear Kate - March and April 2014 edition <!--[if gte mso 9]><xml>
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<span style="font-family: Times,"Times New Roman",serif;"><i><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The namesake of this advice column
is </span></i><a href="http://en.wikipedia.org/wiki/Katharine_McCormick" target="_blank"><i><span style="color: blue; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Katharine McCormick</span></i></a><i><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">, who graduated from MIT with a B.Sc. in Biology in 1904.
Among others, she was the benefactor of McCormick Hall, a suffragist and a
philanthropist. We hope to continue her legacy and dedication to the
advancement of women through this advice column.</span></i></span></div>
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<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<span style="font-family: Times,"Times New Roman",serif;"><b><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Dear Kate,</span></b></span></div>
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<span style="font-family: Times,"Times New Roman",serif;"><b><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">MIT is an amazing place -- so full
of opportunities and so encouragement that I can't imagine having picked any
other university to go to grad school. Over the last couple of weeks I've
received a number of emails from my department admin (and others around MIT)
advertising an abundance of fellowship/scholarship opportunities, but I have I
begun to struggle with some deeper philosophical questions regarding the
appropriateness of gender-specific awards. Of the last 10 in my inbox that went
out to wider mailing lists, 8 were only available for women... now I understand
the importance of helping elevate and empower women in academia but it felt to
me that these types of gender-exclusive scholarships really should have less
and less of a place in higher education. The US already boasts more women in
higher education than men and the real challenge lies in the drop-off between
grad school and postdoc/faculty. In that sense, wouldn't it be better to
channel these opportunities at bridging that gap rather than enriching the
intelligent women who already attend? Have we gone too far? How will we know
when we've done enough and need to focus on a different location in the
pipeline?</span></b></span></div>
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<span style="font-family: Times,"Times New Roman",serif;"><b><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Equality Emily</span></b></span></div>
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<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;">Dear Equality Emily,</span></span></div>
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<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;"><br /></span></span></div>
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<span style="font-size: small;"><span style="font-family: Times,"Times New Roman",serif;">I’m glad your
experience as a graduate student has been so positive- I must agree MIT is an
amazing place. It is true that
overall the number of PhD earned by women has come to equal men in the last 10 years, but that
is definitely not the case in all STEM fields. As you pointed out, the gender gap widens drastically
immediately after women receive their PhDs. Why this is the case is not simple to answer although
two factors stand out: the need to balance career and family and a lack of professional networks.
A graduate fellowship is not just check to help your advisor offset the cost of your existence-
submitting the application alone is a valuable professional development
exercise, if awarded it is significant addition to your CV,
it is an extra opportunity to improve skills necessary to be competitive, and it
is a professional network. Should more be done to address policies and issues facing women as they
leave their PhDs? YES, but we should not remove effective opportunities while trying to improve
support at other points in the pipeline. There are many ongoing efforts to
bridge gaps in academic
post-PhD careers, such as the NSF’s ADVANCE program, the Career-Life Balance Initiative and grants
to cover costs for childcare but there must be a shift in the academic culture along with policy
changes for these efforts to be successful. I believe we will have done enough
when the demographics of our
academic leadership reflect our communities and support the diverse needs of
the people those institutions impact.</span></span></div>
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<span style="font-family: Times,"Times New Roman",serif;"><br /></span></div>
<div class="MsoNormalCxSpMiddle" style="line-height: normal;">
<span style="font-family: Times,"Times New Roman",serif;">Kate M. </span></div>
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<span style="font-family: Times,"Times New Roman",serif;"><i style="mso-bidi-font-style: normal;"><span style="color: #222222; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Kate M. obtained her Ph.D. in Biology and is currently a program
manager at MIT.</span></i></span></div>
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<span style="font-family: Times,"Times New Roman",serif;"><br /></span></div>
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<span style="font-family: Times,"Times New Roman",serif;"><i><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">On behalf of the GWAMIT mentoring
committee, thank you to this month's Dear Kate student contributor and to Kate M.!</span></i></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: Times,"Times New Roman",serif;"><b><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">If you have a question that you
would like to ask our panel of experts (GWAMIT mentors), please submit it </span></b><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform" target="_blank"><b><span style="color: blue; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">here</span></b></a><b><span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">. We are always looking for more questions for our Kates to
answer!</span></b></span></div>
Anonymoushttp://www.blogger.com/profile/16054809868557389990noreply@blogger.com0tag:blogger.com,1999:blog-4688944361654350890.post-4742426349712877042014-02-19T19:08:00.004-08:002014-02-19T19:08:34.930-08:00Dear Kate - February 2014 Edition<!--[if gte mso 9]><xml>
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Name="page number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="endnote reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="endnote text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="table of authorities"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="macro"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="toa heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 5"/>
<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Closing"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Signature"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="true"
UnhideWhenUsed="true" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Message Header"/>
<w:LsdException Locked="false" Priority="11" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Salutation"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Date"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Block Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Hyperlink"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="FollowedHyperlink"/>
<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Document Map"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Plain Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="E-mail Signature"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Top of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Bottom of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal (Web)"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Acronym"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Cite"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Code"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Definition"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Keyboard"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Preformatted"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Sample"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Typewriter"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Variable"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Table"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation subject"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="No List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Contemporary"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Elegant"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Professional"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Balloon Text"/>
<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Theme"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" QFormat="true"
Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" QFormat="true"
Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 6"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 6"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 6"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 6"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 6"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 6"/>
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<br />
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<i><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The namesake of this advice column
is </span></i><a href="http://en.wikipedia.org/wiki/Katharine_McCormick" target="_blank"><i><span style="color: blue; font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Katharine McCormick</span></i></a><i><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">, who graduated from MIT with a B.Sc. in Biology in 1904.
Among others, she was the benefactor of McCormick Hall, a suffragist and a
philanthropist. We hope to continue her legacy and dedication to the
advancement of women through this advice column.</span></i><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="line-height: normal; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto;">
<b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Dear Kate,</span></b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: 12.0pt;">
<b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">How best should I respond to obvious sexist remarks from
people outside of MIT? Two occasions in recent memory come to mind--once when I
was shadowing physicians, considering going to medical school after graduating
with my master's, I was asked did I wanted to leave engineering "because
the math was too hard"? Also, at a holiday party I was told point-blank
that the only reason I got into MIT was because I was female. Usually I'm too
stunned to respond but then I'm left feeling angry and discouraged.</span></b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"></span></div>
<div class="MsoNormal">
<b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-fareast-font-family: "Times New Roman";">Female
Engineer</span></b></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Dear FE: </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">It never ceases to amaze me how many
people feel compelled to offer gender-specific, offensive insults (or any
insult for that matter)! You can't control other people, but you can
manage your own responses. The first step in dealing with this type of
interaction is taking a moment to breathe before you choose how to respond.
I use the word <i>respond</i> very specifically. <i>Responding </i>rather
than <i>reacting </i>allows you to take the "high road".
Little or nothing is achieved by becoming defensive or combative and you
will not change anyone's mind. <br />
<br />
In the first instance, a response such as, "As much as I love math, the
idea of helping humanity through medicine appeals to me greatly. Is that
why you went into medicine?" The first sentence leans on a positive
aspect, while the second is a question which deflects negative energy from you.
If we wanted to verge on the snarky (which may be more satisfying but
ultimately not positive for you), you could simply ask, "Is that why you
went into medicine?" However, it is important to know your audience
and if you have to remain respectful, the first response is probably the better
one.</span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">In the second example, you could
choose to respond directly with, "I'm sure you didn't mean to be insulting
or insensitive. Isn't this weather/food/house incredible?" Since
this is a social occasion, most likely with no career implications, you can be
a bit more imaginative and "off the wall". By following your initial
straight-forward statement with a non-sequitur question, you can deflect the
negative energy. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The following is crucial: you <i>must </i>employ
a half-smile. Easy and confident. You can practice. Imagine the
sling of an insult coming at you. Breathe in slowly, exhale slowly,
inhale again. All the while with a half smile. On the 2<sup>nd</sup>
exhalation, practice saying, "I'm sure you didn't mean to be insulting
and/or insensitive.", with a gracious smile on your face. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Kate W. </span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<i style="mso-bidi-font-style: normal;"><span style="color: #222222; font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Kate W. has been a senior administrator for MIT for more than 25
years.</span></i></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<i style="mso-bidi-font-style: normal;"><span style="color: #222222; font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"> </span></i></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<i><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">On behalf of the GWAMIT mentoring
committee, thank you to this month's Dear Kate student contributor and to Kate
H.!</span></i><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"></span></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
<b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">If you have a question that you
would like to ask our panel of experts (GWAMIT mentors), please submit it </span></b><a href="https://docs.google.com/forms/d/1if7tQB34Cy4ER4uZyRa-Ed-AQm3wPyz8dFiDJA1FjzI/viewform" target="_blank"><b><span style="color: blue; font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">here</span></b></a><b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">.</span></b><span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"></span></div>
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