Barrett

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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Why We Don’t Call Her “Nasty Woman”: Understanding Race and Gender Perceptions of Women Politicians in the United States from 2008 to 2021

Description

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
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Protecting Minority Demographics in the Workplace: A Model for Employers to Maximize Diversity

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.
ContributorsFincher, Joshua (Author) / Sturgess, Jessica (Thesis director) / O'Flaherty, Katherine (Committee member) / Barrett, The Honors College (Contributor) / Dean, Herberger Institute for Design and the Arts (Contributor) / School of Social and Behavioral Sciences (Contributor) / Dean, W.P. Carey School of Business (Contributor)
Created2022-05

Power Dynamics and Relationship Satisfaction: Interactions Between Gender and Sexual Orientation

Description
Power— defined as material or social resources one brings into a relationship—can influence the experiences of each partner and has implications for relationship satisfaction. Queer individuals have distinct sexual and gender identities that may influence power dynamics within their relationships, yet Queer relationships have rarely been investigated. We used cross-sectional…

Power— defined as material or social resources one brings into a relationship—can influence the experiences of each partner and has implications for relationship satisfaction. Queer individuals have distinct sexual and gender identities that may influence power dynamics within their relationships, yet Queer relationships have rarely been investigated. We used cross-sectional data to examine how sexual orientation and gender interact to predict experiences of power in Queer relationships, and how power experience affects relationship satisfaction. Participants (N = 196) were recruited online via Prolific. Analyses suggested that lesbians experience the most egalitarian power dynamics, followed by heterosexuals, with bisexual/pansexuals and gay men experiencing the least egalitarian power dynamics. Relationship satisfaction followed a similar trend across groups, consistent with previous work. However, no interaction was found between participant gender and sexual orientation in predicting power dynamics. Exploratory analyses revealed a possible significant association of satisfaction with power in one’s relationship and relationship satisfaction, beyond effects of overall power dynamics. We benefited from a diverse sample; however, our analyses were underpowered. Future studies should continue to examine power dynamics in Queer relationships, and the role of satisfaction with couple power differentials and gender roles in mediating these associations.
ContributorsBellew, Crystallynn (Author) / Shiota, Michelle (Thesis director) / Corbin, William (Committee member) / Richard, Dylan (Committee member) / Barrett, The Honors College (Contributor) / Sanford School of Social and Family Dynamics (Contributor) / Department of Psychology (Contributor)
Created2024-05