Barrett, The Honors College at Arizona State University proudly showcases the work of undergraduate honors students by sharing this collection exclusively with the ASU community.

Barrett accepts high performing, academically engaged undergraduate students and works with them in collaboration with all of the other academic units at Arizona State University. All Barrett students complete a thesis or creative project which is an opportunity to explore an intellectual interest and produce an original piece of scholarly research. The thesis or creative project is supervised and defended in front of a faculty committee. Students are able to engage with professors who are nationally recognized in their fields and committed to working with honors students. Completing a Barrett thesis or creative project is an opportunity for undergraduate honors students to contribute to the ASU academic community in a meaningful way.

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The media often portrays and the public often percieves white women and women of color politicians experience feminist obstacles, such as the masculine-feminine double bind and being dehumanized in the same way. Many of these representations of women of color politicians in society do not incorporate the impact of intersectionality

The media often portrays and the public often percieves white women and women of color politicians experience feminist obstacles, such as the masculine-feminine double bind and being dehumanized in the same way. Many of these representations of women of color politicians in society do not incorporate the impact of intersectionality and confining gender schemas; therefore, women of color politician’s experiences are often lumped together with that of their white women counterparts. This phenomenon ultimately contributes to the persistence of color-blind racism in the United States, which negatively effects the life outcomes of women of color politicians and women of color in general. In effort to help lessen the effects of color-blind racism locally and in government, some tools on how to reflect on one’s own biases are provided and avenues for change are proposed.

ContributorsCook, Caroline Matie (Author) / Sturgess, Jessica (Thesis director) / O'Flaherty, Katherine (Committee member) / Hugh Downs School of Human Communication (Contributor) / School of Politics and Global Studies (Contributor) / Barrett, The Honors College (Contributor)
Created2021-05
Description

The concept of rape has been a prominent part of historical U.S. criminal law, and legislation and statutes have changed significantly over time. Despite numerous reforms, however, there is still a lack of reporting, arrests, and convictions for sexual assault cases. This is due to several factors influencing the judgement

The concept of rape has been a prominent part of historical U.S. criminal law, and legislation and statutes have changed significantly over time. Despite numerous reforms, however, there is still a lack of reporting, arrests, and convictions for sexual assault cases. This is due to several factors influencing the judgement of criminal justice actors, such as how cases are handled by police officers and prosecutors, who decide whether to further investigate a case, send the case to prosecution for sentencing, or bring the case to trial. Some of these influences include legal and extra-legal factors and certain beliefs or assumptions about sexual assault victims, which affect these officials’ discretionary decisions. As a result, criminal justice officials tend to dismiss or unfound a sexual assault case, especially with acquaintance rape, contributing to the substantial lack of arrests and convictions. These facts, which are examined in the paper, emphasize the need to reassess our criminal justice system's current response to sexual assault cases. This includes adjusting the evaluation markers for prosecutors, improving the communication between the relevant criminal justice actors, and implementing evaluations of prosecutorial ethics and community satisfaction.

Created2023-05
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Description
Workplaces in the U.S. have historically been plagued by incivility directed at minority employees. Individuals have continuously been subjected to harassment, hostility, and discomfort while at work due to the lack of support given to minorities in these spaces. In a constantly changing environment, this problem only appears to be

Workplaces in the U.S. have historically been plagued by incivility directed at minority employees. Individuals have continuously been subjected to harassment, hostility, and discomfort while at work due to the lack of support given to minorities in these spaces. In a constantly changing environment, this problem only appears to be getting worse. Examining the issue through an intersectional lens shows a fuller picture. By putting into place a dynamic framework that identifies, solves, and predicts demographic related workplace incivility, organizations will be better equipped to create a positive work environment. The outcome being improved productivity and synergy. Most importantly, empowering minority groups that have previously been mistreated is invaluable to the wellbeing of these individuals and the employers.
Created2022-05