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Work Culture

This aspect does not concern research results or artefacts but the researchers’ personal position as agents in an organizational culture. Gender equality, team compositions, and assumptions about gender and other social categories have to be reflected.

Reflection questions

  • Do we encourage the specification of pronouns used in written and oral communication?
  • Do we make an effort to learn the correct pronunciation and use of names for all team members and people we are in contact with?
  • Whose voice is louder and whose voice is never heard?
  • What development approaches do we use?
  • How do we ensure gender and diversity sensitive language and conduct e.g., avoid ableist language or derogatory terms for gays? Do we have a code of conduct for the project?
  • Is our project team diverse? Diversity may mean people’s age, ethnicity, race, sexual orientation – but also social roles (being a parent), professional or disciplinary background.
  • What measures might be taken to progress team diversity?
  • How inclusive is our general company policy, e.g. in terms of family-friendliness (non-judgemental flexibility in working time and/or place) or protection from discrimination (in particular for minorities)?
  • Is there a need for gender and diversity awareness training? How about assigning the role of a “gender/diversity-minder” to a member of our team?
  • Do we need/provide childcare for lengthy project meetings at inconvenient times?
  • How are decisions made in our company, at the workplace and in work processes? How do power and hierarchy relations influence our cooperation?
  • How is our work process organised?
  • How can we assign diverse roles and duties and provide opportunities?
  • How do we inform and support persons who conduct workshops and trainings for our product?