Profile: Gabriel Paz

Gabriel Paz, a native of Tucson, will graduate this spring from Wildlife and Fisheries Science in the School of Renewable Natural Resources. It took him six years, and the length of the program is one of his few complaints about the UA program.

On the positive side, Gabriel speaks warmly about the department's faculty. "Their experience and varied background expanded what I learned and what I'll be able to do." Gabriel also worked with graduate students on their research projects and called that experience "very valuable."

Even more important, Gabriel says he benefitted from the College-provided opportunities to network with other minority students.

"We don't have a large built-in network. Who you know is really important now that I'm job-hunting, and that's one reason networks are so necessary.

Besides the usual parking problems, Gabriel complains about the "too large" general education classes, especially those taught by graduate students with English as a second language. In other words, he says his complaints are fairly typical.

Eventually, Gabriel hopes to work as a ranger for the Arizona Department of Game and Fish. With current government budget cuts, he knows jobs in his field are going to be difficult to find.

"First of all, I want to stay in Arizona, if possible," he says. "And, it's important to me that rangers are biologists in charge of managing and protecting Arizona's wild game animals.

"I love the outdoors. I decided what I wanted to be when my Dad took me hunting and fishing and I met wildlife managers working in the field."

Numbers Game

In 1940, 70% of U.S. immigrants came from Europe. In 1992, 15% came from Europe, 37% from Asia, and 44% from Latin America and the Caribbean.

88% of African-born residents had a high school education or higher in 1990, compared with 76% of Asian born, 57% of Caribbean-born and 77% of native-born.

Speaker's Tips

Observe non-sexist guidelines for speakers, as well as when you are writing.

- "Ladies and Gentlemen" is a time-honored opening ritual. However, addressing a mixed gender, or an all female audience, as "Ladies" is unacceptable. Simply say, "Good morning, everyone."
- Jokes and humor too often rely on old stereotypes for supposedly creating audience rapport. Offhand remarks about a wife's shopping habits or a husband's football addiction are equally unfortunate and to be avoided.
- Use the same format for citing or quoting men and women. If you say, "Dr. John Jones," also use "Dr. Jane Smith" (assuming equal degrees).
- Focus on what people have achieved, not on their appearance. Traditionally, male speakers compliment women for their "looks" and men for their "deeds."
- A steady dose of "he-man" sports and military slang can be a bit much even for an all-male group. Also, speakers who use too many flowery and effusive adjectives won't get far with all-female audiences.
- Usually, speakers can avoid problems with pronouns by using plurals instead of saying "he or she" or alternating between them.
- Unless there is a real reason to stress gender, avoid such indications. "We found a good female lawyer to take the case," should be 'We found a good lawyer to take the case."

Dr. George Simons, writing in "Managing Diversity," March 1995.

Interviewing

Managers may be unconsciously unfair when they conduct formal interviews-whether performance reviews, feedback sessions, or recruiting.

Very often people tend to hire the person who is most like them-the person they feel most comfortable with. Being unable to remove stereotyping, biases, familiarity and cultural prejudices is a great impediment to creating a diverse work environment.

Alan Weiss suggests focusing on these areas to ensure an objective interview (they are excerpted from his handbook, "Rejoicing in Diversity"):

- Results required for the job in question;
- Candidate's self-assessment;
- Activities required for success;
- Candidate's credentials and track record;
- Skills required;
- How the candidate would approach the job's requirements or problems;
- Support the candidate believes needed for success;
- Candidate's questions about the job.

The more the interviewer delves into private interests, family matters and other non-job-related matters, the more the interview will be immersed in culture. Comparisons between the interviewer's and candidate's lifestyle preferences are irrelevant at best and prejudicial at worst.

Career Strategies

Eight keys to career success for multicultural job seekers and workers as developed by Moses Kanhai, manager of employee communication for the Saskatchewan Power Corp.:

  1. Understand your employers perspective on hiring and retaining minorities. Look at their record.
  2. Focus your time and energy; establish priorities. Demonstrate your economic value to your employer.
  3. Prove your strategic value. Be your company or department's expert in some field needed by your employer.
  4. Be professional. Work toward changing attitudes by being yourself.
  5. Be genuine. Sometimes you sense someone hears you through a filter of ethnicity, and your credibility is questioned. Stay on the issue and avoid emotions.
  6. Be proud of the cultural diversity you represent.
  7. Be an example to others. You are paving the way for other minority professionals.
  8. Network to share ideas, thoughts, feelings, frustrations and experiences.
National Center

The Cooperative Extension System National Center for Diversity offers help in designing training or solving diversity-related issues.

The Center has specialized education and training programs, and it offers technical and consultation assistance.

Also, the Center collects information on diversity initiatives, activities, programs, resource people and organizations.

Make a formal request for Center assistance through the Cooperative Extension Associate Director, Operation Office at 621-7145.

Biracial Children

In a racially polarized society, children of mixed race face the challenge of "fitting in" every day.

"People want to define each other as either black or white, and their is little else in between," says Deborah Johnson, reporting on her research in "Impact ".

Nine of the 17 biracial adolescents in her research group preferred to identify themselves a belonging to one racial group. Six (35 percent) reported feeling socially excluded, compared to only 14 percent of the monoracial minority students.

Biracial children were less likely to be directed to or use minority school counselors.

The biracial children were typically involved in more school activities than were other minority students.

Biracial adolescents were more confident they would achieve their high aspirations than were their monoracial minority classmates.

Resources: Meeting

The 8th annual National Conference on Race & Ethnicity in American Higher Education is scheduled for June I - 6, in Santa Fe, NM. The registration fee is $345.

For the first time, the conference also includes an institute for senior administrative officers at the rank of dean or higher.

To obtain a registration form, call Dr. Shirley O'Brien at 621-1745.

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