How to embrace diversity as a PhD Student
by Jasamine Hill (NASSM Student Representative of Diversity) & Paul Doh (NASSM Student Representative of Conference Planning)
What is diversity to you? Over the last few years, diversity has become much of a heated topic that has been transformed to fit political agendas. However, in these discussions, we can lose the core meaning of a concept that holds the power to transform PhD students’ ability to excel in their research, teaching, or career in the sport industry. In this post, we will dive into some of the misconceptions regarding diversity, set a foundation for what diversity is, and then leave you with some tips to embrace diversity.
A widespread misconception about diversity is that it only advantages minority groups. This notion implies that diversity initiatives primarily cater to the needs of minorities and fail to offer much to the majority population. However, diversity benefits everyone by stimulating innovation, creativity, and a wider range of perspectives. Teams with diverse backgrounds are better equipped to tackle complex problems and adapt to changing environments. This misconception may arise from a limited understanding of diversity, which often focuses solely on race or ethnicity, rather than encompassing a broad spectrum of identities and experiences. This misunderstanding can be dangerous as it threatens the collective benefits of diversity and fosters resistance to inclusive practices among those who perceive themselves as unaffected by diversity efforts.
A second major misconception about diversity is that it requires sacrificing qualifications. This misunderstanding suggests that diversity initiatives prioritize demographic representation over meritocracy, leading some to believe that individuals from underrepresented groups might be hired or admitted solely based on their identity rather than their qualifications. For example, someone might assume that a woman is promoted to a leadership position solely because of her gender, rather than her skills and experience. This misconception stems from a misunderstanding of the purpose of diversity efforts, which is not to lower standards but to ensure fair opportunities for all qualified individuals. It is important to recognize that diversity enhances organizations by bringing together individuals with diverse perspectives, experiences, and skills. For instance, research has shown that teams with diverse backgrounds tend to be more innovative and creative in problem-solving.
Holding onto the misconception that diversity compromises qualifications can have several negative consequences. First, it diminishes the accomplishments and capabilities of individuals from diverse backgrounds, perpetuating the false belief that they are chosen solely to meet quotas rather than based on merit. Second, it can breed resentment among those who feel they are passed over in favor of diversity considerations, potentially creating a toxic atmosphere in the academic or workplace setting. Misunderstandings like these frequently arise from limited exposure to diverse perspectives, resistance to embrace social change, and/or longstanding biases and prejudices. Misinformation or selective (e.g., cherry-picking) data interpretation can also fuel these misconceptions. Correcting them demands education, open dialogue, and a dedication to nurturing inclusive environments where individuals from all backgrounds feel appreciated and respected.
So how can you rise above the misconceptions of diversity? Well, one avenue is to embrace diversity. Here’s great news, it is not limited to those who study or teach inequalities but can be beneficial to no matter the subject area. A diverse mindset can enhance your ability to be effective as a researcher, professor, and a better colleague. But, before we get into it, it is important to set the foundation of what diversity is. As stated before, the failure to understand can lead to an array of misconceptions. Cunningham defines diversity as “the presence of socially meaningful differences among members of a dyad or group” in his book “Diversity and Inclusion in Sport Organization: A multilevel perspective”. This definition consists of three parts:
The first is that it involves more than one person as its focus relates to differences among individuals. Take a minute to think of the diversity in your current surroundings. You can include your advisor, lab members, other PhD students in your program, classmates, or even faculty in your department. Now think about the differences among these different groups. I’m sure many of your lists included differences such as gender, race, and maybe even age.
This leads to the next component; diversity includes both objective and subjective differences. The differences we listed fall within objective differences, these are factors that we can see and typically the first thought when individuals think of diversity. Barnhill and colleagues also added psycho-social, in which you typically are unable to tell without getting to know the person. Think along the lines of personality tests, is someone a big-thinker versus detail-oriented, or extroversion-introversion spectrum. Think about how as PhD students we often collaborate with others on research projects. These elements can assist in preparing how to work best to complete the study. Additionally, there are subjective differences, which are based on person’s perspective of being different. The last part of the definition relates to socially relevant differences. This has resulted in some differences with more of a social meaning than others which originate from history, institutions, or politics to name a few.
So, you might be thinking, why should I engage with diversity? Well, other than it is the right thing to do, it is important for your future career, whether in academia or the sport industry. The demographic characteristics of the world are shifting which will result in more heterogeneity in the workforce, and the classroom as well. For example, the census demographic predicts that the United States will soon lack a majority ethnic group. This means that you will more than likely interact with those who are different than yourself.
How can you engage in diversity? Well, here are five tips that you can implement in your daily life.
1. Enhancing your cultural intelligence
Cultural intelligence or CQ is an individual’s ability to function effectively in diverse situations. As a PhD student, you often collaborate with diverse groups, CQ allows students to understand and appreciate different cultural norms, how they impact behavior, and provides the ability to respond and adapt as needed. To enhance your CQ, you can begin by understanding your own cultural perspective and how it influences your interactions with individuals from different cultures. Learn about different cultures, engage in cross-cultural experiences if available.
2. Amplify diverse voices
Amplifying diverse voices gives PhD students the ability to promote diversity and inclusion in their academic communities. This can be achieved by collaborating with diverse researchers which also provides a diverse perspective in projects. Additionally, students can promote and advocate the work of individuals from underrepresented groups.
3. Use inclusive language
Promote inclusive language shows respect and that differences are valued and acknowledged. Whether in your writing, teaching, or working in the field, students can be mindful of the language used.
4. Celebrate cultural awareness months
This is a great reminder to acknowledge and learn about different cultures. Check the calendar and review observances such as Black History Month, LGBTQ+ Pride Month, or Women’s History Month just to name a few.
5. Reflect and improve.
Take a moment to review your behaviors related to diversity. Seek feedback and remain open to growth in order to cultivate an inclusive environment.
By embracing diversity, PhD students can play a critical role in fostering a more inclusive community where diverse voices are not only heard but also valued.