Profile: Geerat Vermeij

"For a blind evolutionary biologist, shells are nature's portable museums: sculptures you can hold in your hand, sensuous art that embodies life's secrets." So begins an article on Geerat Vermeij in the August 1996 issue of Discover Magazine.

Geerat Vermeij was born with an unusual childhood form of glaucoma. His first four years were spent mostly in hospitals in the Dutch province of Groningen and later in Utrecht, in the Netherlands, as doctors struggled to save his sight. In constant pain and in danger of brain damage, Geerat had both eyes removed in 1950.

He adjusted quickly to blindness. In his autobiography "Privileged Hands," Geerat writes, "My world was not black and hopeless. It sparkled as it did before, but now with sounds, odors, shapes, and textures."

A fourth-grade teacher in Dover, New Jersey, first aroused his scientific curiosity, Geerat says. Mrs. Colberg brought shells she had collected to school and Geerat examined them closely with his hands-and mind.

"Mrs. Colberg's finds (shells from Florida) felt as if they had been crafted by a sculptor with an eye for regularity and intricate detail...My fourth-grade teacher had not only given my hands an unforgettable aesthetic treat, but she aroused in me a lasting curiosity about things unknown...On that day, a wonderful teacher set the course of one man's life." He never lost his scientific interest in shells.

By the fall of 1967, Geerat had earned a bachelor's degree from Princeton University. "The time had come to plan for life after Princeton. I was intent on pursuing doctoral studies in biology and geology." He convinced doubtful administrators at Yale University to allow him, blind as he was, to continue his study of shells. He continues to this day.

"All the world's creatures live and evolve in a context. They are not little worlds unto themselves, isolated from one another and from the forces of wind, water, and earth...Biologists seeking to document and explain patterns of evolution must penetrate and observe the world from the organism's perspective...There simply is no substitute for making one's own observations in the world.

"But is it reasonable to extend this necessity to a blind man?"

"I cannot claim to observe shells better than others do, nor would I pretend to discriminate more easily among species on the basis of shell features. Every observer brings to his or her own science a unique perspective, and I am no exception.

"Shells have always been more to me than just beautiful variations on a theme of spiral architecture. These works of art, and the environments in which they were fashioned, have shown me the way to some of the larger questions in biology, questions about function and evolution and construction.

"Nature will surprise us if we let her."

Excerpted from "Privileged Hands" by Geerat Vermeij as quoted in an article in Discover Magazine. Book published by W.H. Freeman and Company.

Etiquette Tips to Fight Discrimination

Much of the discrimination against the disabled stems from the uncertainty that the non-disabled feel when they first meet someone with a disability.

"Business Insurance," by Sara J. Harty

Language Styles Lead to Confused Communication

It's true. Men and women often don't understand each other. The problem is exacerbated by different styles of conversing.

For example, research shows that men tend to:

Social science research also shows that women tend to:

  • Listen for details to flesh out the whole picture.
  • Use a good deal of eye contact and head nods; engage in more self-disclosure.
  • Talk and interrupt less often.
  • Ask questions to get more information and to maintain conversation.
  • Control conversation by initiating topics and picking up on topics introduced by men.

These differences and others lead to miscommunication, frustration, and negative stereotyping. Both genders need to learn about communication styles of the opposite gender.

Column by T. McWhinnie, K. Esty, and Hy Resnick in the Seattle Post-Intelligencer

Sexual Harassment Still Increasing

The problem of sexual harassment among federal government employees persists despite work to increase sensitivity and awareness.

According to a study by the U.S. Merit Systems Protection Board, sexual harassment makes victim s of everyone because it costs taxpayers so much in lost time, work disruption, and legal battles. The survey included a government-wide survey of 13,200 workers, with more than 8,000 responding.

Harassment incidence has actually gone up since the last survey in 1987. In 1994, 44% of the women and 19% of the men complained, compared with 42% of the women and 14% of the men complaining in 1987.

However, only 6% of the respondents took formal action. The most frequent reaction to sexual harassment was inaction, most often because the employees did not think the harassment was serious enough or because other actions brought a satisfactory solution.

The full report (ISBN 0-16-048370-0) is available from the Superintendent of Documents, Mail Stop: SSOP, U.S. Government Printing Office, Washington, D.C. 20402-9328.

BNAC Communicator, Winter 1996

Tim Wernette

Tim Wernette recently joined the University of Arizona Human Resources staff as the Coordinator of Diversity Education. Working half-time, he will primarily focus on sexual harassment prevention workshops and presentations for UA faculty and staff during the 1996-97 academic year. Tim also is available to discuss gender equity issues in the classroom and educational programs for departments and staff.

Before joining the UA team, Tim Wernette worked for New Frontiers, Arizona's statewide educational equity program, for ten years.

To reach Tim Wernette, call 621-6867 or send E-mail to: wernett@u.arizona.edu

Sexual Harassment Awareness Test

Answer each of the following questions with "True" or "False." The correct answers are given at the end of this article.

  1. Only a manager or supervisor can sexually harass an employee because a non-supervisor cannot threaten a person's career.
  2. It's okay for women to engage in conduct of a sexual nature on the job because they cannot offend most men.
  3. Sexual harassment laws do not control employees' social lives outside the office.
  4. Most sexual harassment is based on sexual advances.
  5. Harassment is more likely to occur in jobs traditionally held by the members of a particular sex.
Answers:
  1. False - Sexual harassment can occur among any persons in the workplace-co-workers, superior-subordinate, subordinate-superior, etc. Even if the harassment does not threaten the job, it can create a hostile working environment, which also is against the law.
  2. False - Both men and women are protected under the law.
  3. True - The laws apply only at work and at social and business events sponsored by or required by work.
  4. False - Most sexual harassment is a power issue.
  5. True - Sexual harassment is more likely in jobs in which one sex is in the minority. Women who hold jobs traditionally held by men are more likely to be harassed.

From "Addressing Sexual Harassment in the Workplace"

Long-Range Diversity Strategy

Approach diversity as part of your long-range strategy for your organization.

People have different ways of viewing or seeing the relevance of diversity to an organization. Some choose a one-dimensional approach and look only at the surface where the pain may be manifesting itself. They usually decide to apply leverage, in the form of diversity training, to relieve the pain.

As understandable as this strategy is, it is inconsistent with whole systems thinking. The strategy often leads to failure because managers apply energy and resources at an incorrect point.

Instead, keep a "deep vision." Teach yourself to look beyond the surface. Begin to see the organization within the organization, consisting of cultural norms, spoken and unspoken, and the underlying assumptions driving behavior.

All processes require time for a transition to take place, and diversity is a process, not an event. If we understand that fact, it's more natural to develop a long-range strategy. We understand that a process manifests itself over time and in a way un ique to the environment. Moving toward desired diversity is moving along a continuum; appreciating that, we'll have a clearer view of what needs to be done to succeed.

Peter Dailey, Diversity Consultant, 610-524-0534, taken from Managing Diversity, 4/96

Identifying Racism

A growing resurgence of racism throughout this country raises questions about specific behaviors that are racist. Here are a few examples of specific workplace behaviors to watch out for:

Carolyn C.W. Hines and Wesley C. Wilson, C & W Associates, a comprehensive management consulting firm, 804-873-4735.

Resources: Books, Internet, Meetings

"Multicultural Marketing: Selling to a Diverse America," by Marlene Rossman, available for $16.95 from AMACOM Books, 1-800-262-9699.

"Chances & Choices: How Women Can Succeed in Today's Knowledge-Based Businesses," by Janet C. Wylie, available for $29 from BookCrafters, 1-800-879-4214.

"The 1996 Guide to Multicultural Resources" lists more than 3,000 organizations and governmental agencies, available for $39 from Highsmith Press, 1-800-558-2110.

Interdisciplinary magazine from the Center for Latino, Latin American and Caribbean Studies (CELAC), annual subscriptions available for $10 for individuals or $15 for institutions from 518-442-4590.

Internet Resources:

CLNET Diversity Home Page: http://latino.sscnet.ucla.edu/diversity1.html

Native American sources: http://minerva.cis.yale.edu/~isamc/native_env.html

Meetings:

"Workplace Diversity: New Challenges, New Opportunities" by The Society for Human Resource Management, October 20-22, in Washington, DC, 703-548-3440, Ext. 2103.

"Using a Cultural Competence Approach to Enhance Family Wellness" by Cooperative Extension National Center for Diversity, November 7-8, $150, 502-227-5904

Vision:  To affect positive change in the CALS community by valuing differences and building respect.

The University of Arizona is an equal opportunity, affirmative action institution. The University does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or sexual orientation in its programs and activities.


Content Questions/Comments: Billye Foster (billye@cals.arizona.edu) or Steven Crofts (scrofts@cals.arizona.edu)
Last Updated:
05/16/2005