Tell us about yourself.
I’m Zak, and my pronouns are they/them. I’m from a small rural town in Appalachia, Virginia with a population of about 270 people, where being a non-binary queer person was far from accepted. I pursued my undergraduate studies at Virginia Tech, earning degrees in psychology, sociology, and criminology, driven by a desire to understand individual and societal behaviors. I later worked at the University of Houston as a behavioral researcher, focusing on emotion communication through nonverbal touch between parents and children. Applying to grad school led me to UCSC, where I’ve been growing both as a scholar and an artist. Additionally, I’m a professional drag queen and have recently started a drag consulting and production business.
Can you tell us about how your work contributes to DEI efforts, whether it be in your community, research, service, or teaching?
My research is deeply intertwined with diversity, equity, and inclusion, particularly focusing on gender and sexual diversity. Initially, I concentrated on how queer youth construct their identities in digital landscapes. My work with the Santa Cruz Diversity Center has since broadened my scope to include multi-generational queer communities, exploring various intersecting factors of identity such as wellness, conflict resolution, political tensions, community building, and self-care practices. I often represent Queer culture to our community and a core thread throughout my teaching is the significant contributions of Black trans women and African American Vernacular English (AAVE) to Queer culture.
I facilitate a trans and non-binary youth support group, witnessing participants grow from shy individuals to confident advocates, underscoring the importance of community support in personal development. Beyond academia, I engage in meaningful conversations with parents and teachers about creating safe and supportive environments for LGBTQ+ youth, such as teaching a Gender 201 class at the queer youth summit for approximately 50 parents and educators.
What made you choose UC Santa Cruz, and, in particular, the UCSC psychology department?
Choosing UC Santa Cruz and the UCSC psychology department stemmed from my desire for a safe haven and academic inspiration. Phil Hammack’s article “From Sickness to Species to Subjects” empowered me and made so much sense to me as a young queer scholar, so I looked into Phil Hammack’s work and discovered his affiliation with social psychology. However, I knew my passion lay in developmental psychology, especially working with families and youth. My decision was solidified when I read a paper co-authored by Phil and my current advisor, Adriana Manago, and learned of Adriana’s work looking at cultural context in digital landscapes. Additionally, I was inspired by UCSC’s historical significance in Queer theory and influential professor alumni like Angela Davis.
What can the department and campus do to help sustain the work that you do?
Although the internal staff and administrators of the Psychology department have been terrific, the funding procedures in the graduate division require improvement, especially in securing Graduate Student Researcher (GSR) positions in partnership with outside organizations. Working with the Santa Cruz Diversity Center highlighted challenges such as changing payment amounts and unhelpful redirections, reflecting inequitable practices compared to STEM organizations. These barriers seemed targeted due to our focus on Queer communities.
Internally, I also want to advocate for normalizing the sharing of pronouns and increasing visible safe spaces on campus. The walls of our department are often barren of representation, art, or inclusivity. I would strongly recommend enhancing visibility and signal safety for Queer individuals, particularly for BIPOC Queer community members who are navigating both racial and Queer identities. For example, we have ample artists on this campus who could help to create murals that reflect the inclusivity the department strives to create. The increased visibility that celebrates and accepts these identities would be a valuable addition to our campus.
What action do you recommend to others in relation to DEI? What kind of advice would you give to others who want to get more involved in DEI related work?
First, for those looking to engage deeply in DEI efforts, embracing the inevitability of mistakes is essential. Our understanding and knowledge in this field are constantly evolving. We are perpetually learning, analyzing, and reevaluating our perspectives. It is crucial to become comfortable with making mistakes, acknowledging our limitations, and committing to continuous learning and improvement. For instance, when working with trans and non-binary individuals who may be adjusting their pronouns, I have encountered numerous parents, teachers, and professors who strive to be inclusive. This process requires time and patience. The key is to be intentional about recognizing and correcting mistakes without shifting the responsibility onto others. This approach applies broadly to many DEI initiatives, where addressing one’s privileges and oppressions openly and using these acknowledgments to drive action is fundamental. Therefore, my first piece of advice is to become comfortable with discomfort. If you are not feeling uncomfortable, you are likely not challenging yourself enough. Discomfort is an indicator that you are pushing your boundaries and growing as an individual in DEI work.
Second, in terms of practical actions, if you hold any position of authority or influence, it is important to be transparent about your pedagogical practices. Whether you are a teacher, mentor, or leader, clearly articulate your beliefs about mentorship and leadership, and how your identity and the identities of those you work with shape these relationships. For example, I always share my pedagogical practices with my mentees and students. This transparency fosters dialogue and mutual understanding, which are crucial for advancing DEI initiatives. Furthermore, if you have the privilege and power to effect change, do not hesitate to use your voice. Even small actions, like advocating for the inclusion of pronouns in community guidelines, can contribute to creating more equitable practices. These moments of bravery can collectively lead to progress in DEI efforts.