March 1, 2021 | The Mercury
15
NEWS/LIFE & ARTS BAND
CONTINUED FROM PAGE 6 for musicians on campus when it comes to maintaining these conditions. Most of the band students in the class play some sort of wind instrument and playing requires them to take off their masks. In order to adhere to COVID-19 safety restrictions, they sit as far apart as possible and in rows when they are not playing in a small ensemble. Gregory Hustis, director of the band ensemble, says that playing this way
WORKPLACE
CONTINUED FROM PAGE 7 According to the 2015 U.S. Transgender Survey Report, 27 percent of transgender and gender non-conforming people in Texas reported having been denied a promotion, fired or not considered for a job solely because of their gender identity. In addition, fifteen percent of respondents reported being verbally or physically abused or sexually harassed in the workplace due to their gender identity. The Higher Education Research Institute also conducted a study revealing a statistically significant difference in retention in STEM fields between LGBTQ+
PANDEMIC COMFORT CONTINUED FROM PAGE 10
This comfort can come in many forms, and it’s possible for people to revert to doing the things that they once found comfort in, Small said. “Think about that little kid who goes and grabs their blanket when they’re wanting to self-soothe,” Small said. “We naturally do that as even as adults; we reach for things that give us comfort.” Kacey Sebeniecher, director of the Stu-
IMPOSTOR
CONTINUED FROM PAGE 10
and sometimes even beneficial – to feel a little bit of self-doubt after starting a new job or receiving an award or promotion. This shows that you are taking the time to think about your limitations and boundaries and use them to adopt a growth mindset. However, self-doubt can become counterintuitive when it becomes
has been challenging. “Doing anything online with a large group is pretty much impossible. Everyone’s internet is different, the timing is different and you can’t hear the other people. We had to have everyone willing to come in person,” said Hustis. “People wear masks until they get to their seats. Then they are six feet away from each other, which does not make for great ensembles sometimes, and they can’t really sit in a way that they can see each other very well because we have to space things
out. All of that is difficult. You come, you rehearse, and you leave. There’s no hanging around afterward. I think that this has taken a toll artistically.” In addition to the logistical challenges brought on by the pandemic, Kiesewetter said that the music groups experienced a drop in enrollment numbers early in the fall and spring semesters. This brought about a scare as to whether they would meet the minimum number of required people to hold the class. “It was super important these couple se-
mesters to make sure that everyone who is playing is enrolled in the class so we could show the school that people really want these music programs,” Kiesewetter said. Due to COVID restrictions, the band wasn’t allowed to enroll too many students either: the string orchestra enrollment was capped at 30 and the band ensemble cap was set at 15. “Right now, we are actually at the maximum we can put on site. At this point, I think I have about 21 that actually show up for class on Tuesday night,” Ming said.
“But normally, we have something like 35 people. There are students who would play but don’t because it’s just not feasible right now.” Hustis said that he is glad that the musical ensembles are still able to make music despite the obstacles of the pandemic. “It’s been a real challenge, but I have to say that the students have been great. They have been very flexible and very understanding and willing to adapt to a crazy situation,” Hustis said. “They’re the ones that have made it work.”
individuals and heterosexual individuals, suggesting that LGBTQ+ representation and retention in these fields were lower due to workplace environments. Alexander Xavier, a biology junior and member of oSTEM, said there are ways companies can do more for their LGBTQ+ employees. “It is important for companies to have diversity workshops, to educate the employees of different identities…also to make initiatives to hire and look for more diverse employees specifically,” Xavier said. “(Diversity) is beneficial to the companies because it makes them look good. A diverse workforce allows for greater diversity in ideas.”
At a Harvard Hillel Faculty Arts and Sciences Diversity Dialogue, Stephanie Huckles – senior global program manager of diversity at International Game Technology – said comprehensive talk is a strategy that can help members of the LGBTQ+ community feel welcome in the workplace. “Forty-six percent of LGBTQ people hide who they are at work. Thirty-eight percent do so because they are afraid of being stereotyped; 36 percent think they may make others uncomfortable,” Huckles said. “Approaches and tools for communicating with – and to – the LGBTQ employees in a way that sends the message, ‘You are
welcome here,’ are crucial.” Zayne , general officer of UTD’s oSTEM, describes how although progress has been made, there are still ways the LGBTQ+ community faces bigotry. “The larger problem here is that almost all states in America have some form of atwill employment, which means you can fire someone for almost any reason, as long as it’s not one of those covered by the Civil Rights Act of ‘64,” Zayne said. However, Marco Mendoza, UTD’s senior director of institutional equity and Title IX coordinator, said that in most situations, employers implement progressive discipline before firing an individual.
“If you have a progressive discipline policy in place even if you are working in an at-will state, the company will still have to provide you with a reason as to why the progressive discipline is needed,” Mendoza said. “Most organizations will not simply fire you without a reason – however some might.” At UTD, discrimination based on sexual orientation or gender identity has been prohibited since 2014. “When we presented this policy in 2014 to all the different groups on campus, we got no pushback. There was no issue,” Mendoza said. “I think it goes to show how UTD has always been a welcoming place.”
dent Wellness Center, said that leisure activities – beneficial or not – can be considered coping mechanisms. “It just depends on what a person is using for their coping mechanism,” Sebeniecher said. “A good way to tell (if this) is this crossing a line and becoming unhealthy is asking yourself, ‘is this affecting other areas of my life?’” Since leisure activities are considered coping mechanisms, they should be used to take care of mental health, Sebeniecher said.
“What do you enjoy? If it’s gaming, if it’s being outside, if it’s baking, home decor, painting art, anything you really enjoy, find time for it in your daily schedule,” Sebeniecher said. “And when I say daily, every single day we should be focused on stress management and self-care.” With extra time spent at home, 12 million people joined a streaming service such as Netflix, Amazon Prime Video or Disney+, according to Ofcom’s Media Nations 2020 report. Similar spikes were shown in video
games as well. According to a study by the NPD Group in November 2020, total time spent gaming increased 26% and total money spent increased 33% since the onset of the pandemic. Prioritizing mental health is especially important right now, as widespread social isolation can impact depression and any sort of pre-existing condition, Sebeniecher said. Although the pandemic has actually caused the onset of such conditions in many people, Small said, this time can also be seen as an opportunity.
“It gives you the opportunity to realize your impermanence, which means you’re not going to be here forever,” Small said. “We don’t know when our next breath is going to be, and I think the pandemic has given us a beautiful opportunity. And I use that word opportunity instead of saying problem because problem naturally makes you feel like it’s something we have to fight. That’s what adjustment is all about. How can you see things as an opportunity rather than as a problem?”
overly crippling or when we get so wrapped up in self-criticism that we cannot function properly. Instead of identifying with any of the negative thoughts you may be having, work on countering them with statements grounded in fact and reality. If you ever feel undeserving of a good grade or an internship, ask yourself “Who told me I don’t deserve it?” Surely a professor or an employer would tell you that they gave you
a good grade or a new job because you earned it. Why else would they reward you? They don’t owe you anything. Asking yourself questions from others’ points of view will prevent you from fixating on your faults and help you develop a more positive internal script. Normally, negative thoughts are just a reflection of your innermost fears and anxieties, so demanding evidence from your mind is a great way to stop baseless self-criticism right in
its tracks. Students with impostor syndrome generally have difficulty accepting compliments. They attribute their successes to luck or help from others but are quick to blame themselves when things go awry. But we play the main characters in the stories of our own lives. If we can take full responsibility for our shortcomings, why not our triumphs as well? Celebrating success and even visualizing it in
advance can help us readily embrace it at its arrival. The next time you experience success but feel immediately overcome with self-doubt, consumed by the fear that soon everyone will know you’re a fraud, recognize that these feelings aren’t just in your head. They’re a manifestation of the very real and debilitating imposter syndrome, and if you were really a fraud, you wouldn’t be worried about this at all.
