By: Xiuhnel Venegas, Yazmin Lopez, Justin Chee
Date: November 6, 2024
Dr. Irene Matz, Ph.D., is an associate professor in the Department of Communication Studies at California State University, Fullerton, where she previously served as associate dean and interim dean of the College of Communications. She managed a faculty of 180 and a $8.5M budget, and established international partnerships, including an exchange program with the University of Havana. Dr. Matz holds a doctorate in education from Claremont Graduate University and has received several awards, including the Distinguished Faculty Award (2019) and the University Faculty Leadership Award (2020). Her research focuses on leadership, women leaders, ethics, and organizational communication. She also chaired the Faculty Affairs Committee for the Academic Senate from 2019-2022.
Question #1: What made you want to research gender disparity in debate, legal and business professions?
Dr. Bruschke collected data and enlisted Matz to help write up research on the trend of women in debate and legal professions. Matz was looking at gender research and women in leadership positions which made Bruschke invite Matz to assist in the research study. While participation in debate was declining for women, Bruschke wanted to explore the broader trend. Matz emphasized the importance of equal representation and opportunities for all, regardless of race or gender, particularly in university settings, and stressed the need to monitor inequities.
Question #2: In your review of the literature section, you noted that the trend of women’s underrepresentation in argumentation and debate will continue to worsen. Do you believe they are still possibly underrepresented today?
Matz acknowledges that while women in the workplace are improving, progress has been slow. She emphasizes that mentoring is crucial for helping women enter male-dominated fields, but there is still a long way to go for equal representation. Although more women are entering the workforce, they remain underrepresented at higher levels. She also believes the younger generation is more willing to seize opportunities that will elevate them in their career. Matz hopes progress continues and that women’s representation improves at a faster pace.
Source: Women in the workplace 2024, McKinsey & Company and Leanin.org
Question #3 In your literature review, how did you decide what information was important to include on this topic?
Matz advises beginning with literature directly addressing the hypothesis you aim to explore. She suggests consulting researchers with experience in the relevant field to ensure that the insights gathered are credible and valuable. Additionally, Matz recommends examining these researchers’ reference pages to uncover further resources on the topic. Research can start either with a particular topic or with a notable expert. For example, Matz mentions a former California State University Fullerton professor who was a prominent figure in her field, later on contributing to juror selection in court cases. By focusing on established professionals recognized in their field, Matz emphasizes the importance of understanding expert perspectives before going deeper into the topic.
Question #4: What criteria did you follow when deciding what data goes into the study and where to gather your data from?
Matz became interested in women’s leadership after noticing three women in leadership roles being asked to leave their leadership position. This led her to explore how that could happen. First, she conducted a pre-study to test her questionnaire and used focus groups to gather feedback on her research approach. Both helped her understand leadership styles and how life experiences might shape them.
She looked at leadership across four states in government, education, and business, gathering data on different leadership styles. Matz found that the issue wasn’t about gender but about the style of leadership used. She focused on five styles: autocratic, consultative, consensual, collaborative, and laissez-faire, which helped guide her study and conclusions.
Question #5: After gathering your research, do you still believe mentoring is an effective option to increase women’s inclusion in debate and the workforce?
Matz strongly believes that mentoring is a key strategy for increasing women’s inclusion in debate and the workforce. Reflecting on her career, she shared how mentoring moments played a significant role in her development. She recommends mentoring for all women, emphasizing that having a mentor is incredibly valuable. Matz referenced the book First Friends by Gary Ginsburg, in which the author discusses American presidents and highlights the importance of having someone who can be candid and objective in offering advice. She stressed that it’s crucial to have a mentor who can speak openly about the challenges women still face, while also being supportive and encouraging. Matz believes that the support and encouragement provided through mentoring are essential for personal and professional growth.
Full Interview below.
The Society for Communications Research 