Presidential Address: Mollyann Brodie talks about diversity in all its forms #AAPOR @MollyBrodie


Introduction

  • Molly loves !!!!!!!!!!
  • If there is only one ! in an email, then maybe you’ve done something wrong. Several is lukewarm endorsement
  • She also likes🙂
  • She is so athletic it’s exhausting to sit beside her 
  • Harvard beats Ya; 29 to 29

Address

  • Spent 3 months reading EVERY past presidential address
  • Most set #AAPOR agenda relating to it’s role in the world
  • We’re having. a deep conversation about equality and diversity, we might elect our first woman president after our first black president
  • Is it some for us to have a discussion about inclusion in our own institutions
  • We are stronger and more successful  if we embrace more fully what has made us special, diverse methods, diverse people, diverse issues, diverse culturally 
  • The answer isn’t Sure, of course
  • We study methods and implications, Qual or quant, small or large, chapters and regions, and yes by our personal demographics – gender, race, religion, age, sexual orientation
  • Many feel their perspective has belittled or ignored, 
  • Do we ignore nonprobability, do we care if you aren’t a methodologist
  • There ARE inequities but it is not intentional exclusion, it comes from our inattention
  • We must be more deliberate about who we mentor and include
  • Gender in AAPOR leadership, Molly was preceded and mentored by many women, gender wasn’t an issue for her. But picture changed. Grumbling about all male panels. 7 male presidents in a row. Does the data support a concern?
  • [woot my gender ratio chart is on the screen! You can see that most conferences have a higher proportion of male speakers.  Http://Lovestats.Wordpress.ca]

  • In the old days 1 in 5 members were female, by the 70s had the first woman president
  • Over last 16 years, share of women members increased but not the share of the leaders
  • We’ve only seen ONE female versus female president election, just once in 7 decades
  • We rarely select female achievers as award winners – only five
  • Is this a problem across the board or just some committees
  • This is a long persistent pattern, not intentional or quickly fixed
  • Are we sampling properly to get a full range of perspectives?
  • We need ALL differences of opinions to expand our thinking
  • We can’t risk being irrelevant by not ensuring their is fresh air in our organization
  • We want everyone to feel that AAPOR is their home, we want all companies large and small, surveys and data science to feel at home
  • We want to bring different styles into the organization as well, we are stronger together
  • It is the right thing to do [can we insert Justin Trudeau here? Because it’s 2016!]
  • We need to LOOK like the public for them to believe and trust us, we need to have the voices of the public
  • More diverse is not necessarily easy, more constituencies with limited resources, traditions might have to change
  • We will have to get better at dealing with differences of opinion
  • We need to appreciate some uncomfortable differences to benefit from the collective whole
  • We have the tools to do this
  • We now have a diversity statement
  • Our bylaws call for a rotation of public and private organizations to guarantee equity between the groups
  • Need to understand structural barriers
  • New policy added term limits to ensure one voice isn’t the only voice for decades
  • Pipeline for leadership is being seeded
  • Where are our gaps, what are our impediments, FILL OUT YOUR MEMBERSHIP SURVEY
  • Need for affinity groups so everyone has opportunity to find their voice
  • GAYPOR is one group that self organized in 2012, Hispanic AAPOR established this year, Retired AAPOR might be the next affinity group, we have have so many more
  • ASA has a Women in Statistics group which helps with mentoring
  • #WomenAlsoKnowStuff – find voices for your conferences
  • Racial and ethnic diversity is the hardest at all – we are very white. [As I look around the room, I can’t see any black people.😦 ]
  • We do care about over sixty but good intentions are not enough. We need to change this going forward.
  • We need an actionable plan
  • Do YOU pay attention to this? It changed her behaviora and choices. Honestly think about inclusion in your role. Planning panels, committed, who you sit with, how are you trying to reach outside your normal circle? Are you seeding the pipeline?  Have you recruited a different type of person?
  • Insights are richer when produced by a diverse set of researchers.
  • Who is and isn’t participating? Who is on the sidelines?

%d bloggers like this: