C
Introduction ...................................................................................................................................... 1
What are societal Stereotypes? ......................................................................................................... 1
Why do we Stereotype People? .................................................................................................... 2
What is the international community doing? ................................................................................ 2
Methodology of the Guided Experience ........................................................................................... 3
Key Players ................................................................................................................................... 4
Interviewer Response Matrix ........................................................................................................ 5
Intended Result ............................................................................................................................. 6
Annex A ............................................................................................................................................. i
Annex B ............................................................................................................................................ ii
References ..................................................................................................................................... viii   i

I
Issues of identity are important because they shape who we are, and how we are seen by other people. It can also instigate the “us vs. them” conflicts that plague so many of the societies of the world (Wondolleck, Gray and Bryan 2003). An intimate understanding of the self, in relation to the other, can be an important prerequisite for conflict. Through self-categorizing, we acknowledge and subscribe to the beliefs and ideals associated with our grouping, which can very often have contentious consequences. Take, for instance, sports teams. By identifying yourself as a Redskins fan, you are also accepting the rivalry with the Cowboys that comes with it. In many ways this is true of political rivalry and conflict as well. The combative histories between groups get passed down through generations and strengthen existing conflict
(Wondolleck, Gray and Bryan 2003). So many of us adopt the prejudices of our respective identities, giving very little thought to what they mean for us today and in the context in which we live. We do this for two reasons, because it is easy and because it is oftentimes the only way we know how to behave. Not only are we reared in a cultural and ideological bubble, we often seek out those same groups in adulthood, making new ideas and alternative ways of thinking about other communities, difficult to penetrate.
It is also common to get so wrapped up in what we perceive as our “dominant identity” that we fail to see the areas where we might overlap with some of our “advisories.” At every level of conflict, there is always some common ground that can be found. Even in such long lasting struggles as the Israeli/Palestinian conflict, people are finding ways to meet on shaky ground, due in part to the fact that they have had similar experiences and can relate to each other.
Empathy is the key element in this type of relationship building, and it has the potential to break down more barriers than continued violence can. This is what makes finding common ground so important, but we first must be able to shed the biases and stereotypes that blind our thinking in order to achieve a common goal. The international community has been making strides in this area, and has been breaking down barriers little by little, but the conversation has yet to reach a wider audience. In order to galvanize movement on this issue we must first make it more applicable to larger audiences. It is here where an interactive tool to help facilitate this discussion would be useful.
What follows is the background and framework for a virtual guided experience focused on the issue of identity and how it relates to stereotypes and influences conflict. The goal of this guided experience is to make this common ground more easily attainable by giving participants the opportunity to empathize with members of other identities and communities.
W
S
?
In our attempt to understand the world and the ways in which we interpret it, we are inherently biased. Our understanding of the world is shaped by our experiences within it. And as individuals, it is impossible to know everything about the world, even with the advent of technology. As such, our views are only a partial reflection of our circumstances, and if think in a way that does not incorporate diverse experiences, we are forced to rely on limited, biased knowledge when faced with diverse situations. This biased, limited knowledge is the stereotypes that come into play in our daily lives.
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A stereotype is a widely held, oversimplified image or idea of a particular group of people or community. These thoughts and ideas are often adopted by outsiders who have littleto-no contact with this particular group. As such, these commonly made assumptions become the basis of knowledge for which all future encounters with members of that particular group are based. Stereotypes, whether good or bad, “follow you around like a balloon over your head whenever you step in to a room” (Steele 2010). These balloons then influence the balloonholders’ judgments, more than the individuals standing in front of them. Stereotypes are socially constructed and widely known. If given the opportunity, there is a high probability that different people will list the same or similar stereotypes that are held regarding a given subject such as race or sex.
Social theorists have identified five sources of identity that most people tend to use.
They are gender, social class, age, region and race/ethnicity. For the purpose of this guided experience, we will be examining two of these sources, namely race/ethnicity and gender, and add a third, religion, in order to better evaluate the current situation within the context of
American society.
W HY DO WE S TEREOTYPE P EOPLE ?
Noted psychologist and economist, Daniel Kahneman introduces one way to answer this question in his book, Thinking Fast and Slow . He suggest that the mind is divided into two systems; system one is fast, effortless and often times unconscious, while system two is slow, intentional and often lazy (Kahneman 2011). When we think of the answer to the question “what is 2+2?” the answer instinctively comes to mind with no real thought. This is system one at work. However, when we think of the answer to 37+75, our brain forces us to slow down and engage more with the problem. This is the work of system two.
In the majority of our daily interactions, we use system one, making quick decisions based on background knowledge we have stored in our brains from common knowledge and prior experience. We are usually very reluctant to use system two, because it is more time consuming and requires more focus. It is in the use of system one that stereotypes are reinforced. The brain stores these common knowledge stereotypes, whether positive or negative, and often reverts to this knowledge when encountered with a situation or person that they have limited knowledge of. Our brains are biased to this fast thinking and uses stereotypes as a way to quickly solve the problem at hand. In this instance, it is an unknown person. Within an initial meeting, the only information we have to go on is often the physical; whether the person is male or female, black or white, etc., and our fast thinking attempts to answer the question of who that person is using the stereotypes ascribed to that person’s outward identity. This is known as stereotype bias or implicit bias.
W HAT IS THE INTERNATIONAL COMMUNITY DOING ?
People are becoming more and more aware of these issues, but the problem still persist.
Not only are racial, sexual, religious and migrant tensions growing day to day, they seem to be becoming more intractable. All however, are centered around an “us vs them” mentality that keeps people in their respective camps and reinforces the negative ideas that cause conflict
(Kriesberg 2003). One way the international community is trying to help stop this way of thinking is by introducing ways in which conflicting sides can connect beyond their ideological
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differences. This guided experience is meant to aid in the continuation of that dialogue and help facilitate more ways to bridge these gaps between communities.
M
G
E
The aim of this narrative is to provide the foundation for a guided experience that centers around a common event that most people will be able to relate to. A guided experience allows an audience to engage in experiential learning through a technology-based platform, in this instance a visual interactive platform. Much like a tour of a museum, the guided experience will lead the audience on a journey that concludes with reflection questions and further information.
A guided experience on identity therefore should be twofold. The first would assist the user in answering the question “who am I,” not simply by asking the question, but by getting the user to make certain decision based on how they define themselves. Not only will this reveal the decision patterns for that individual, but it will also aid in making clear underlying biases that the user may not have realized they were using. The second would be to challenge the user by putting them in situations that would not seem necessarily comfortable to them. So often prejudices and rules of thought are never challenged simply because people tend to surround themselves with likeminded people, and if you only ever hear one opinion, you aren’t getting the whole story. This guided experience forces the participant to listen to some of those other opinions by literally putting the user into the shoes of someone else and, in doing so, challenging their understanding of the conflict as a whole. Examples of this kind of awareness building can be seen in the social media outbreak surrounding the Ferguson, MO conflict with the use of the hashtags #CrimingWhileWhite and #AliveWhileBlack twitter posts. Through twitter, people who might have been oblivious to the disparities between white and black interactions with law enforcement before, were beginning to get a better idea of what it was like in someone else’s shoes. Not only did this open up a dialogue on the issue to a wider audience, but it also brought some people out of their comfort zones and got them thinking outside of their reinforced bubbles.
In order to achieve this, the guided experience must be centered around a common event that a large number of people can relate to, otherwise the intended effect will be lost. In this case, the event is a job interview. Unlike the previously mentioned example of black vs. white police interactions, an interview is not only less politically charged, but is also more likely to be have experienced by everyone equally. Although every interview is different from person to person, the basic principles and general questions persist over genre and applicant.
As previously mentioned, this guided experience is broken down into two parts, identification and reflection. The first is focused on the participant themselves. Users will be asked a series of questions to help identify the base level communities that they might ascribe to.
After the computer has an understanding of who the participant is, it will move them to the actual virtual interview. Each interview question was field tested and appears as a common question that more than 80% of those asked had heard themselves in an interview setting. These responses will elicit certain responses from the computerized interviewer, based mainly on commonly used stereotypes, both positive and negative. Part I concludes the interactive aspect of this guided experience as part II introduces the recognition/ reflection section. In this section, the participant will observe how the answers they gave as themselves, could be/are perceived differently when they are delivered by someone who belongs to different identity groups. For example, a participant who happens to be a white man, will now see his answers being delivered
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as a black woman, and be able to witness the differing responses that are received by the computerized interviewer.
K EY P LAYERS
For the purposes of this guided experience framework on identity, six separate identities were chosen. These identities were meant to encompass a broad range of issues that are prevalent in conflict, and can therefore be relevant in multiple settings. As such, each one of the selected players incorporates at least two of the following three characteristics of identity: race, sex and religion. This framework is limited to six key players represented, however when developing a guided experience for global use, it will most likely be necessary for more identities to be added. What follows is a description of each chosen identity and the commonly held stereotypes and assumptions that surround them.
Muslim Man
Within the context of the United States, and increasingly around the world since the terrorist attacks on September 11 th , 2001, Muslim men have inherited an extremely negative connotation. They are seen as dangerous and extremist, and their religion has been constantly belittled and criticized. In fact, most American media openly label the community as being “full of terrorist, ignorant people and oppressive people.” (Clay 2011) An analysis conducted by
Carnegie Mellon researchers discovered that applicants who self-identified as Muslim on their social media profiles were called back at a lower rate nationwide by prospective employers than
Christians with the exact same names and qualifications. And it's worse in conservative states
(Pal 2013). "In the years following September 11th, the Equal Employment Opportunity
Commission (EEOC) reported a staggering 250 percent rise in the number of religion-based discrimination complaints filed," the Center for American Progress states. "And while Muslims make up 2 percent of the U.S. population, they accounted for one quarter of the religious discrimination complaints filed in 2011." (Greenberg 2013)
Black Woman
Statistically, this particular demographic is the only demographic in American whose unemployment rates have not improved in the last year (National Women's Law Center 2011).
The problem is not a lack of qualified applicants, as black women are consistently obtaining high level degrees at higher rates than any other female demographic (National Center for Education
Statistics 2012). However, black women continue to be hired at a far less comparable rate than both their male and female counterparts of equal education and qualification. The social stereotypes and stigma surrounding black people in general and black women specifically can be a potential cause of this fact (Financial Juneteenth 2014). The preconceived notions and ideas of how smart or how qualified a black woman is often carries more weight than her actual qualifications do.
White Man
Of the six players represented here, the White Male demographic is by far the most privileged and carries the most positive stereotypical connotations. Although white men who participate in this experience may not identify with this level of positivity, the statistics reflect a
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preference over all other demographics, not only in the job market, but in American society in general (US Department of Labor 2012). White males enjoy more innate perks based on the color of their skin and their sex, than any other demographic sampled in the United States.
Muslim Woman
Muslim women, particularly in the United States, have seen an increasing level of discrimination since the terror attacks of 2001. These attracts prompted a rush of information, often ill-informed, about the nature of Islam to the American culture. The main stream media reported on it rarely before that time, and very little was known about the religion within
American society. Since September 11 th , misinterpretations of the core aspects of the religion have labeled Muslim women as passive, unequipped and voluntarily oppressed. Further, they are one of the world’s fastest growing demographic to be discriminated against, with laws and practices worldwide denying them the right to wear Hijab, and in some cases, even firing them or denying them access to opportunities because of it.
Black Man
In the context of the United States, black men are one of the most demonized groups.
The history the country has with slavery and the constant targeting and imprisonment of black men has left a stigma on their group that many in this country ascribe to. They are seen as dangerous and untrustworthy and continue to be one of the lowest preforming demographics in employment. Often seen as only useful in tasks that involve physical labor, many find it difficult to escape this stereotype and fully participate within this structure.
White Woman
The white woman dynamic is primarily centered around sexism and exclusion due to perceptions of female gender roles. They tend to have more privilege and recognition in comparison to their black and Muslim counterparts due in larger part to their white identity, however, they are not immune to the discrimination that often surrounds women and power dynamics.
The Interviewer
The interviewer in this particular experience is a “good ol’ boy” white man who believes he knows everything there is to know about people, though his interactions with diverse communities has been extremely limited. He has subscribed to every racial, religious and sex based stereotype that exists, whether it be good or bad, and truly believes he can select a good candidate for the position based on these factors alone. Although he may seem like an extreme case, there are many in this country who subscribe to the same logic as indicated by the disparities and lack of diversity in the average workplaces (Burns, Barton and Kerby 2012). The interviewer is meant to be a polarizing figure in order to illicit deeper responses and reactions from participants.
I NTERVIEWER R ESPONSE M ATRIX
In an attempt to diversify the interviewer’s responses along social and stereotypical lines, a matrix was created based primarily on the overarching societal biases that surround each identity characterization (e.g. women being seen as emotional or white people being seen as
5

wealthy). All of the selected identities used in this particular guided experience are comprised of at least 2 characteristics. For example, a white woman’s primary identities are the fact that she is white, and that she is a women. She belongs to both communities simultaneously, but each are not equally weighted in our social stereotype structure. As such, this matrix attempts to map which stereotypes social structures are deemed to be positive, and which ones are seen as negative. To use the same example of the white woman: to be white in most societies brings with it mostly positive stereotypes, while being a women is more commonly associated with negative stereotypes. In order to gauge the computerized interviewer’s level of response to a specific subject both must be taken into account. For individual who have a double positive stereotype structure, such as white men for instance, the interviewer should respond in an overall positive way. Similarly, for those with a double negative stereotype structure, such as black or
Muslim women, the interviewer should respond with an overall negative approach. For those individuals who have both positive and negative stereotype structures the response should be mixed, as in not overly positive and not overly negative. This is how the interviewer responses were established (please see the matrix for further explanation).
Each question has a multiple choice answer assigned to it (see annex A), and each corresponding response by the computerized interviewer, will change depending on the speaker.
Please see annex B for a list of possible interviewer responses to each multiple choice answer.
I NTENDED R ESULT
This exercise is meant to show the multitude of different experiences that diverse communities could have in the same event. These differences are primarily based on stereotypes that tend to follow us whether we are aware of them or not. Participating in this experience will hopefully be able to see this event through the eyes of others in order to better understand their communities and how each person in perceived. This type of guided experience, centered around a common event, makes the complex issues that have withstood the actions of so many, more relevant and relatable to broader audiences who may bring fresh new ideas to the discussion. Exercises like these have the potential to not only expand the conversation around this complex issue, but they also have the ability to stop the spread of stereotyping and force peoples to engage their slow thinking more actively.
6

A
A
Sample Questions/ Answers:
1.
Why are you leaving your current position? a.
I’m looking for a new opportunity b.
No potential for growth c.
Poor relationship with management d.
Sector change
2.
Do you plan on starting a family any time soon? a.
No, and I don’t think that question is appropriate. b.
No, and I don’t plan on starting a family anytime soon c.
Yes, I already have a family and they’re wonderful! d.
Not sure
3.
Where do you see yourself in 5 years? a.
Leading the company. b.
I’m thinking about expanding my education and attending graduate school. c.
I don’t have specific plan, I would like to advance, however I am flexible. d.
That’s a really hard questions. I’m not quite sure where I’ll be in 5 years.
4.
Are you willing to work on holidays if called upon? a.
Yes b.
No
5.
How do you handle criticism? a.
I decide whether the criticism is valid or not. b.
I see criticism as an opportunity to improve my work. c.
As long as it is constructive I have no problem with criticism. d.
I feel it promotes micromanagement and duplicative work efforts.
6.
How would a boss or coworker describe your work ethic? (All that apply) a.
Hardworking, Dedicated, Team player, meticulous, perfectionist, focused, trustworthy, ambitious, confident, diligent, easy-going, loyal, methodical, motivated, punctual, reliable, entertaining, enthusiastic, quiet, passive, leader, follower, instigator, intelligent, abrasive, no nonsense, frank, kind-hearted, indifferent
7.
How did you hear about this position? a.
Online advertisement b.
Referred by a current employee/ Friend c.
Newspaper advertisement d.
Job listing
8.
What three words describe your leadership style? a.
Lead by example, forceful, accommodating, communicative, initiator, innovator, decision maker, Planner, delegator, passive, authoritative i

A
WHITE MAN A B C D
Why are you leaving your current position?
Do You plan on starting a family any time soon?
Where do you see yourself in 5 years
Are you willing to work on holidays if called upon?
How do you handle criticism?
How did you hear about this position?
How would a boss or coworker describe your work ethic?
What three words describe your leadership
Style?
WHITE
WOMAN
Excellent! Well we have plenty of exciting opportunities here
I’d expect nothing less from a man like you!
Yes of course!
We all need room to grow right?!
Hmm, well there must have been some miscommunication.
{Laughing} Well don’t get your panties in a bunch!
Just want to make sure you’re committed to the job.
Well definitely possibility. that’s a
Not that I’m worried about it in your case, but it’s a standard question.
Great!
That’s great! We have lots of employer subsidized programs education. for
A hard worker like you shouldn’t working be on holidays.
Excellent! Good strategy.
Some people’s opinions just don’t matter as much as others.
Oh good. The HR people will be happy to hear that we can pull quality people from the internet.
I can tell you were well liked at your last position.
Oh great! Who referred you? We might be golf buddies!
Great! Your wife stays home with them
I’m sure. Shows good responsibility skills
Understandable. Very good.
Perfect!
I’m a paper reader myself!
A B C
We have lots of sector diversity here. Good to know you aren’t afraid to take risks
That’s fine. As long as I can count on you to put the job first.
Don’t worry about it. You have plenty of potential.
{Chuckles} You might be right about that.
D ii

Why leaving are you your current position?
Ok. I can understand that, but there’s only so far you can go dear.
That’s a shame.
Do you plan on starting a family any time soon?
Where do you see yourself in 5 years
Well I can’t very well afford to be down an employee for 4 months now can
I?
That seems like a lofty goal don’t you think?
Shew
Great!
Ok.
{relieved}! I see, so I’m assuming you’ll be requesting a lot of time off then.
Great attitude!
That makes me nervous…
Yes, it for women. is an especially hard one to answer, especially
So many women are
“reinventing” themselves now and changing careers!
Are you willing to work on holidays if called upon?
Really? That’s surprising but I like your nononsense spirit!
Well as long as you can get your work done I guess we can work around that.
How do you handle criticism?
How did you hear about this position?
How would a boss or coworker describe work ethic? your
What three words describe your leadership Style?
You should always listen to superiors. Those guys are always right! It’s True!
Good to know you’ve got some thick skin. I’d hate for you to get too emotional over a simple critique.
As long as you don’t get all emotional that’s fine.
Good. Oh really? Who referred you? One of your husband’s friend’s maybe?
Sounds like you were a hard worker over there. We had some recent dress code issues by some of our female employees.
Just want to make sure that won’t be a problem for you.
I don’t know how much “leadership” we’ll need from you, but it’s nice to know that it exists in you if we need something like that.
I’m still a newspaper reader myself!
Are you sure you’re just not saying that?
I’ve had my fair share of female employees getting too worked up over something.
BLACK MAN
Why are you leaving your current position?
A
New opportunity because you probably got fired.
Though I don’t expect you to be truthful about that!
B
Sure there wasn’t
{skeptically}.
C
Oh so you don’t get along with management huh?
It’s probably your complete disrespect of
D
So you got tired of working with your hands I see. iii

authority.
Do You plan on starting a family any time soon?
Relax. Good to know child support won’t be an issue for you.
Great don’t that have worry about child support right?! you to
Oh. Well I hope you don’t have to pay child support.
I don’t want you coming to me for a raise when they garner your wages.
So you have no plan… great
{sarcastically}
Where do you see yourself in 5 years
Are you willing to work on holidays if called upon?
How do you handle criticism?
How did you hear about this position?
Haha! So you’re telling me you make a habit of setting unattainable goals.
We don’t provide financial aid for school, and we would still expect you to work your normal hours. You can go to school on your own time.
Of course you are.
Time and a half
I’m sure would be helpful to you.
You should be operating under the assumption that everything management has to say to you is valid.
Oh great! You have skills. computer
You don’t sound like you’re a team player.
Really? (surprised)
Great! You should be very productive then.
I find that hard to believe. Can you give me the person’s name?
I’ll have to call your references to confirm this of course. I doubt they’ll have all of that to say about you.
How would a boss or coworker describe your work ethic?
What three words describe your leadership Style?
BLACK
WOMAN
Why are you leaving your current position?
Ok {skeptically}.
A
Sure. Right.
{Skeptically}
B
If you couldn’t get farther there, I doubt you’ll get much farther here.
We’ve got to keep that glass ceiling intake someone!
You should be operating under the assumption that everything management has to say to you is valid.
Okay.
C
Oh no. We aren’t going to have an attitude problem with you are we?
That’s something we do not tolerate.
Well just remember, we don’t pay our employees extra to accommodate child support payments.
I have an idea of where you’ll be, but it doesn’t involve this company.
Only if you don’t listen the first time someone tells you to do something.
Okay.
D
So what you’re saying is you might not have the skills for this job. iv

Do You plan on starting a family any time soon?
Where do you see yourself in 5 years
Are you willing to work on holidays if called upon?
Well I can’t very well afford to be down an employee for 4 months now can I?
Haha! I swear, women are the best comedians!
Really? That’s surprising but I’ll take it!
Oh good.
We don’t provide financial aid for school, and we would still expect you to work your normal hours.
You can go to school on your own time.
So you’re not a team player I take it.
I see, so I’m assuming you’ll be requesting a lot of time off then.
So you have no plan… great
{sarcastically}
That makes me nervous…
Well, I can understand it might be an especially hard question to answer for women.
How do you handle criticism?
How did you hear about this position?
Just so you know, if you are being criticized, most likely for a valid reason.
Oh great! You have computer skills.
Great attitude! We should get along nicely then.
Really?
{Surprised}
As long as you don’t get all emotional, fine.
Okay.
Well, I’ve had my fair share of female employees who get too worked up over something.
Okay.
How would a boss or coworker describe your work ethic?
What three words describe your leadership Style?
I just want to make sure you know that your references will be check, so I hope there are no surprises there.
Hmm, I have my doubts about some of those…
MUSLIM MAN A B C D
Why are you leaving your current position?
Hmm, interesting. I see {watchful} I can see how someone might not be comfortable around you.
So you’re looking to start a new career, but I’m unsure whether your addition would be helpful or hurtful. v

Do You plan on starting a family any time soon?
Where do you see yourself in 5 years
Are you willing to work on holidays if called upon?
How do you handle criticism?
Calm down, calm down. Please don’t get upset. It’s a standard question.
{worried}
I don’t know about all that. Depends on your skills and work ethic.
I’m surprised!
Don’t you guys’ holidays last for days? Also, we don’t offer prayer breaks
Interesting approach.
Good to know.
Really? Well we’d expect you to maintain regular hours
Great! your working
You’re clearly not a team player.
I assume your wife stays home with them. That’s good.
If frees you up to contribute here.
No plan huh. As long as you do what you’re told, we shouldn’t have a problem.
Alright.
That worries me…
How did you hear about this position?
How would a boss or coworker describe work ethic? your
Oh really. It’s good to know you get internet service where you’re from.
They must be trying to make some point about
“diversity”
{shaking his head}
I’m surprised your boss trusted you at all. You never know with your type, especially this day and age.
So if the criticism is not constructive you won’t cause a scene will you?
So you can read
English too. Great!
Not necessarily.
There are definitely some sneaky people who need the criticism.
Okay.
What three words describe your leadership Style?
{Shrug} I doubt it but ok.
MUSLIM
WOMAN
A B C D
Why are you leaving your current position?
Either that or you couldn’t figure out how to preform your duties.
Do You plan on starting a family any time soon?
It’s a fine questions, and isn’t against your religion to talk to a man like that?
I highly doubt you’d have the potential to “grow” here either based on your limited skills I’m assuming
Great. I should check with your husband to confirm though right? He makes all the
He probably felt like he couldn’t trust you.
I see, so I’m assuming you’ll be requesting a lot of time off then.
I’m assuming you were a stay at home mom before this.
Hope some of those skills transferable. are
Don’t worry, if we hire you we’ll just ask your husband.
I’m sure he’ll have a better answer. vi

decisions.
Where do you see yourself in 5 years
Haha! That’s funny. You have a good sense of humor
You are still expected to work normal business hours
I doubt you’ll see any advancement.
So you aren’t a planner I see.
Are you willing to work on holidays if called upon?
Great! But I’ll check with your husband or father to be sure.
So we have to give you time off on both ours and your holidays??
{Outraged}
How do you handle criticism?
How did you hear about this position?
I’m sure you’re aware of this, but if the criticism comes from a man, it’s always valid.
Oh good, you have access to internet.
As you should.
They must be trying to make some point about
“diversity”
{shaking his head}
It’s always constructive when it comes from a man. You know this right
Oh good, you can read the English language too.
Just don’t meltdown on me.
Good.
How would a boss or coworker describe your work ethic?
I find that extremely hard to believe from just looking at you.
What three words describe your leadership Style?
I find it hard to see you leading anything. vii

R
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Workforce.
Report, Center for American Progress.
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December
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August. http://www.nwlc.org/resource/employment-crisis-worsens-blackwomen-during-recovery.
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December
06. http://www.progressive.org/news/2013/12/185826/study-muslim-americans-facewidespread-job-discrimination.
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