Dr. Nadine E . Franz | Baylor University (original) (raw)

Dr. Nadine E . Franz

Dr. Nadine E. Franz, Ed.D., is a Graduate Writing Coordinator and Affiliate Clinical Professor in the Research and Writing Development Center within the Ed.D., Learning and Organizational Change Program. Dr. Franz earned a B.A. in Anthropology from Brandeis University, an M.S. in Human Resource Development and Administration from Barry University, and an Ed.D. in Learning and Organizational Change from Baylor University.

Dr. Franz's teaching competencies include Professional and Academic Writing Development, Workplace Ageism, Diversity Equity & Inclusion (DEI), Human Resources (HR), Human Resource Management (HRM), Career Management, International Business, and Organizational Leadership. Her primary research foci include workplace ageism, DEI, workplace marginalization, and similar topics. In addition, she is passionate about creating equitable and inclusive work environments that foster a sense of belonging for underrepresented employees and job seekers.

Dr. Franz is the founder of APEX Career Services and DrNadineFranz.com. She is a Career Coach, HR Strategist, and Ageism and DEI Consultant who advises job seekers on career growth and transition strategies. In addition, she consults organizations on strategies to develop and sustain inclusive workplaces, particularly through implementing non-biased and non-ageist recruiting, hiring, and retention strategies.

Additionally, she is a member of the Society for Human Resource Management (SHRM), the Academy of Management (HR & Organization Development and Change), the Academy of Human Resource Development (AHRD), and the North American Network in Aging Studies (NANAS).

Dr. Franz is also active in her community, serving on several Boards.

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Papers by Dr. Nadine E . Franz

Research paper thumbnail of Restructuring the Workforce Through Non-Ageist Hiring and Retention Practices That Value Aging Workers' Expertise

IGI Global eBooks, Jan 6, 2023

The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the ... more The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the airwaves, where society celebrates youth while undervaluing older people. These stereotypes permeate as companies marginalize older people while sending veiled messages that diminish their worth. Older people endure barriers, whether seeking new opportunities or promotions. Ageism is widespread, and hiring and retention practices often neglect older workers. The disregard for more senior talent results from ageist stereotypes. These biases ignore older employees' worth. Employer mistreatment of older employees signals their lack of commitment to diversity. Employers must implement non-ageist HR initiatives while continuously holding themselves accountable for executing fair employment policies. This chapter explores ageist issues, controversies, problems, and steps employers must take to create and implement non-ageist hiring and retention policies to safeguard a diverse workforce.

Research paper thumbnail of Bridging the Cultural Divide: A Single Case Study to Describe the Lived Experiences of a High School Senior from a Mexican American Working-Class Family

Journal of Multicultural Affairs, 2022

The United States’ education system lacks a commitment to multicultural education. This failure t... more The United States’ education system lacks a commitment to multicultural education. This failure to validate all students’ cultural assets is problematic. Multicultural education challenges the status quo to change schools to validate the diverse backgrounds of students of color (Banks, 1993; Banks & Banks, 2015). The United States education system must adopt a multicultural education policy that focuses on equity, freedom, and diversity to ensure students’ success (Grant & Tate, 1995). Consequently, schools and students benefit academically and socially when schools validate, incorporate, and respect underrepresented students’ cultures as an integral part of the school curriculums and classroom cultures. This inclusion is crucial because multicultural education benefits teachers and administrators (Ladson-Billings, 1994). This paper explores the lived experiences of a bilingual Mexican American high school senior and first-generation college student as she navigated school and a hegemonic society that fights cultural and linguistic diversity. This paper describes the student’s lived experiences and the influences of hegemony on her and her family’s lives. The researcher audio-recorded the participant’s interview in her home. The participant responded to three primary questions and 30 supporting questions. In addition, the researcher asked questions that solicited details about her school experiences as a child of immigrants. The study’s findings conceivably inform school administrators, curriculum designers, teachers, boards of education, and other K-12 decision-makers of the need to implement multicultural education.

Keywords: multicultural education, cultural capital, funds of knowledge, white privilege, marginalization, hegemony, macroculture, segmented assimilation theory, critical race theory (CRT), anti-racist education, linguistic diversity, hegemony, DEI

Research paper thumbnail of Ageism-Induced Anxiety of Job Seekers Aged 50–83: Preliminary Findings from A Phenomenological Case Study Problem of Practice Dissertation

Impacting Education: Journal on Transforming Professional Practice

Ageism in today’s job market has a range of detrimental emotional, psychological, and economic im... more Ageism in today’s job market has a range of detrimental emotional, psychological, and economic impacts on older job seekers aged 50-83. Even as such job seekers “de-age” their professional documents and online profiles, they still navigate misperceptions about older workers that disadvantage them in the recruitment and hiring process. While anecdotal evidence raises concerns about older job seekers’ equitable access to employment, empirical evidence documenting the impacts of ageism on this population remains limited, thus impeding the efficacy of their support systems. This article reports on progress from the qualitative case study that I designed for my CPED-informed Problem of Practice Dissertation that captured data from 30 job seekers, aged 50-83, through one-on-one interviews, focus groups, and questionnaires. This article offers preliminary findings from this research, documenting the negative financial, emotional, psychological, and physical effects of navigating persistent...

Books by Dr. Nadine E . Franz

Research paper thumbnail of Thriving Despite the Odds: A Review of Literature on the Experiences of Black Women at Predominately White Institutions

Handbook of Research on Exploring Gender Equity, Diversity, and Inclusion Through an Intersectional Lens, 2023

Black women endure intersectional oppression from racism and sexism, but research suggests they a... more Black women endure intersectional oppression from racism and sexism, but research suggests they are often erased from conversations centering on racism and sexism due to their proximity to White women and Black men. The erasure of Black women translates into the college environment and at Predominately White Institutions (PWIs). In the classroom, Black women have reported feeling inferior due to the minimization of their knowledge and expertise, gender and racial stereotypes, and microaggressions. Black women have also reported hypervisibility and hyperinvisibility resulting from being one of few Black students in their courses. Beyond the classroom, many Black women feel out of place due to the lack of Black students and staff, the lack of race and gender-affirming campus-related activities, and disproportionate resources. It is critical to consider the factors that assist Black female students in thriving in higher education. This chapter informs higher education stakeholders who can address the obstacles Black female students navigate at PWIs to promote thriving.

Research paper thumbnail of Restructuring the Workforce Through Non-Ageist Hiring and Retention Practices That Value Aging Workers' Expertise: Recognizing the Need for Workplace Age Diversity

Examining the Aging Workforce and Its Impact on Economic and Social Development, 2023

The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the ... more The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the airwaves, where society celebrates youth while undervaluing older people. These stereotypes permeate as companies marginalize older people while sending veiled messages that diminish their worth. Older people endure barriers, whether seeking new opportunities or promotions. Ageism is widespread, and hiring and retention practices often neglect older workers. The disregard for more senior talent results from ageist stereotypes. These biases ignore older employees' worth. Employer mistreatment of older employees signals their lack of commitment to diversity. Employers must implement non-ageist HR initiatives while continuously holding themselves accountable for executing fair employment policies. This chapter explores ageist issues, controversies, problems, and steps employers must take to create and implement non-ageist hiring and retention policies to safeguard a diverse workforce.

Research paper thumbnail of Restructuring the Workforce Through Non-Ageist Hiring and Retention Practices That Value Aging Workers' Expertise

IGI Global eBooks, Jan 6, 2023

The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the ... more The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the airwaves, where society celebrates youth while undervaluing older people. These stereotypes permeate as companies marginalize older people while sending veiled messages that diminish their worth. Older people endure barriers, whether seeking new opportunities or promotions. Ageism is widespread, and hiring and retention practices often neglect older workers. The disregard for more senior talent results from ageist stereotypes. These biases ignore older employees' worth. Employer mistreatment of older employees signals their lack of commitment to diversity. Employers must implement non-ageist HR initiatives while continuously holding themselves accountable for executing fair employment policies. This chapter explores ageist issues, controversies, problems, and steps employers must take to create and implement non-ageist hiring and retention policies to safeguard a diverse workforce.

Research paper thumbnail of Bridging the Cultural Divide: A Single Case Study to Describe the Lived Experiences of a High School Senior from a Mexican American Working-Class Family

Journal of Multicultural Affairs, 2022

The United States’ education system lacks a commitment to multicultural education. This failure t... more The United States’ education system lacks a commitment to multicultural education. This failure to validate all students’ cultural assets is problematic. Multicultural education challenges the status quo to change schools to validate the diverse backgrounds of students of color (Banks, 1993; Banks & Banks, 2015). The United States education system must adopt a multicultural education policy that focuses on equity, freedom, and diversity to ensure students’ success (Grant & Tate, 1995). Consequently, schools and students benefit academically and socially when schools validate, incorporate, and respect underrepresented students’ cultures as an integral part of the school curriculums and classroom cultures. This inclusion is crucial because multicultural education benefits teachers and administrators (Ladson-Billings, 1994). This paper explores the lived experiences of a bilingual Mexican American high school senior and first-generation college student as she navigated school and a hegemonic society that fights cultural and linguistic diversity. This paper describes the student’s lived experiences and the influences of hegemony on her and her family’s lives. The researcher audio-recorded the participant’s interview in her home. The participant responded to three primary questions and 30 supporting questions. In addition, the researcher asked questions that solicited details about her school experiences as a child of immigrants. The study’s findings conceivably inform school administrators, curriculum designers, teachers, boards of education, and other K-12 decision-makers of the need to implement multicultural education.

Keywords: multicultural education, cultural capital, funds of knowledge, white privilege, marginalization, hegemony, macroculture, segmented assimilation theory, critical race theory (CRT), anti-racist education, linguistic diversity, hegemony, DEI

Research paper thumbnail of Ageism-Induced Anxiety of Job Seekers Aged 50–83: Preliminary Findings from A Phenomenological Case Study Problem of Practice Dissertation

Impacting Education: Journal on Transforming Professional Practice

Ageism in today’s job market has a range of detrimental emotional, psychological, and economic im... more Ageism in today’s job market has a range of detrimental emotional, psychological, and economic impacts on older job seekers aged 50-83. Even as such job seekers “de-age” their professional documents and online profiles, they still navigate misperceptions about older workers that disadvantage them in the recruitment and hiring process. While anecdotal evidence raises concerns about older job seekers’ equitable access to employment, empirical evidence documenting the impacts of ageism on this population remains limited, thus impeding the efficacy of their support systems. This article reports on progress from the qualitative case study that I designed for my CPED-informed Problem of Practice Dissertation that captured data from 30 job seekers, aged 50-83, through one-on-one interviews, focus groups, and questionnaires. This article offers preliminary findings from this research, documenting the negative financial, emotional, psychological, and physical effects of navigating persistent...

Research paper thumbnail of Thriving Despite the Odds: A Review of Literature on the Experiences of Black Women at Predominately White Institutions

Handbook of Research on Exploring Gender Equity, Diversity, and Inclusion Through an Intersectional Lens, 2023

Black women endure intersectional oppression from racism and sexism, but research suggests they a... more Black women endure intersectional oppression from racism and sexism, but research suggests they are often erased from conversations centering on racism and sexism due to their proximity to White women and Black men. The erasure of Black women translates into the college environment and at Predominately White Institutions (PWIs). In the classroom, Black women have reported feeling inferior due to the minimization of their knowledge and expertise, gender and racial stereotypes, and microaggressions. Black women have also reported hypervisibility and hyperinvisibility resulting from being one of few Black students in their courses. Beyond the classroom, many Black women feel out of place due to the lack of Black students and staff, the lack of race and gender-affirming campus-related activities, and disproportionate resources. It is critical to consider the factors that assist Black female students in thriving in higher education. This chapter informs higher education stakeholders who can address the obstacles Black female students navigate at PWIs to promote thriving.

Research paper thumbnail of Restructuring the Workforce Through Non-Ageist Hiring and Retention Practices That Value Aging Workers' Expertise: Recognizing the Need for Workplace Age Diversity

Examining the Aging Workforce and Its Impact on Economic and Social Development, 2023

The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the ... more The aging workforce faces obstacles in a youth-obsessed society. Ageist assumptions dominate the airwaves, where society celebrates youth while undervaluing older people. These stereotypes permeate as companies marginalize older people while sending veiled messages that diminish their worth. Older people endure barriers, whether seeking new opportunities or promotions. Ageism is widespread, and hiring and retention practices often neglect older workers. The disregard for more senior talent results from ageist stereotypes. These biases ignore older employees' worth. Employer mistreatment of older employees signals their lack of commitment to diversity. Employers must implement non-ageist HR initiatives while continuously holding themselves accountable for executing fair employment policies. This chapter explores ageist issues, controversies, problems, and steps employers must take to create and implement non-ageist hiring and retention policies to safeguard a diverse workforce.