SCWLA Annual Conference - What's Next for Working Women


Published on

Join Gloria Feldt, Gloria Steinem, Shelby Knox and Jamia Wilson for a cross-generational panel on the Intersection of Implicit Gender Bias and Sexual Harassment at the South Carolina Women Lawyers' Association Annual Conference. It's not the same ol' same ol'. Come prepared to be transformed!

Published in: Career, Entertainment & Humor
1 Like
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • Discrimination lectures leave most of us confused, many of us resentful, and, all of us resistant because we believe we’re being criticized about behaving in the way people properly behave in social situations. We also tend to all be fearful about how behavior. Some of us respond with humor because the topics are not those that are usually openly discussed and humor is a good way to get past troubling material. The people who are scornful are the most difficult to reach because they have usually pre-judged the learning objectives as being beneath them, disrespectful and frivolous.
  • SCWLA Annual Conference - What's Next for Working Women

    1. 1. WHAT’S NEXT FOR WORKING WOMEN<br />AT THE INTERSECTION OF SEXUALITY AND IMPLICIT BIAS?<br />Gloria Feldt, Gloria Steinem, Jamia Wilson, Shelby Knox<br />Moderator: Victoria Pynchon<br />
    2. 2. Shelby Knox<br />nationally known subject of Sundance award-winning film, The Education of Shelby Knox<br />teenage activist for comprehensive sex education and gay rights<br />feminist organizer<br /> activist <br />Authoring book about fourth wave of feminist activism<br />
    3. 3. Jamia Wilson<br /><ul><li>Media activist
    4. 4. Organizer
    5. 5. Networker
    6. 6. Storyteller
    7. 7. Women's Media Center VP of Programs</li></li></ul><li>Gloria Feldt<br />Author, Speaker<br />Author, No Excuses, 9 Ways Women Can Change How We Think About Power<br />teaches "Women, Power, and Leadership”<br />former CEO Planned Parenthood<br />
    8. 8. Gloria Steinem<br /><ul><li>Founder, Ms. Magazine
    9. 9. Feminist activist
    10. 10. Author
    11. 11. Speaker</li></li></ul><li>Implicit Bias<br />Cognitive biases – universal tendencies of thought<br />Cultural biases – stereotypes associated with the culture in which we live<br />No one is unbiased<br />We need to quickly characterize people to make quick decisions on trustworthiness<br />
    12. 12. Assumptions We Make<br />what people do<br />Who they are<br />What they’re are thinking<br />Their Character<br />Their Attitudes<br />Their Beliefs<br />Their Desires<br />Their Needs<br />Their Sensitivities<br />Their Opinions<br />Their Ideas about us<br />And we treat them <br />accordingly<br />
    13. 13.
    14. 14. Blind Orchestra Auditions<br />
    15. 15. Confusion<br />Resentment<br />Resistance<br />Denial<br />Fear<br />Scorn<br />Humor <br />
    16. 16. Romance or assault?<br />
    17. 17. Even a dog knows whether he’s been kicked or stumbled over<br />
    18. 18. Rules don’t give us certainty<br />They are categories of behavior that are possibly offensive<br />The appropriate behavior is an exercise in communication<br />The challenge is to respect other people’s boundaries.<br />I’m staying on the road but does it matter how fast or slow, I go, how long it takes me to get there, whether I can stop and start again, what I should do if someone is coming my way . <br />
    19. 19. I don’t like it when you call me [honey, baby cakes, girlfriend, chick, whore, bitch]<br />I’m not comfortable being touched at work; I’d appreciate it if you’d stop<br />When you shake hands with the men but give me a peck on the cheek I feel less professional; I’d appreciate a handshake instead<br />Ask for what you believe you’ve been deprived of – raise, promotion, bonus, etc.<br />
    20. 20. Is it really happening to me?<br />Am I biased?<br />Am I doing it to someone else?<br />What can I do?<br />
    21. 21. Pick a characteristic <br />2. Blow it out of proportion <br />3. collapse the person into the characteristic <br />4. Ignore individual differences and variations <br />5. Disregard subtleties and complexities <br />6. Overlook commonalities <br />7. Match it to your own worst fears <br />8. Make it cruel <br />
    22. 22. Does this have to be placed in historical context?<br />
    23. 23. The Intersection of Bias and Harassment<br />
    24. 24. How Would Women Create a Work Environment Hostile to Men?<br />
    25. 25. $63,000 to lesbian worker for disparaging remarks about her appearance being masculine + withheld tools provided to me<br />Man awarded $475K for harassment by gay supervisor<br />1st woman police officer $2 million – men watched Howard Stern & made vulgar remarks, compared her physique to those women on show<br />The price of the jokes we tell and disrespect we show<br />
    26. 26. <ul><li>Men who endorse BSexism more likely to blame female victim of acquaintance rape if she has violated gender role expectations for feminine ‘‘purity’’ and chastity
    27. 27. Women led to expect BSexism in workplace perform worse
    28. 28. Women who endorse BSexismmore likely to accept a male romantic partner’s sexist restriction despite potentially negative career impact
    29. 29. priming BSexismactivates greater system justification among women, undermining resistance to inequality</li></ul>Relationship Between Hostile and Benevolent Sexism<br />
    30. 30. <ul><li>Implicit bias research . . can function as a convenient scientific justification for interpreting any behavior as proof of sexism (or racism).
    31. 31. In practice, [implicit bias] training discourages dissent from campus orthodoxies and discussion of uncomfortable ideas.
    32. 32. Sexual harassment training attempts to coerce people into “identifying themselves as either victims or oppressors.”
    33. 33. Op-Ed Column Boston Globe, May 29, 2005</li></ul>Addressing the Blow Back<br />
    34. 34. Legal Responses to Implicit Bias<br /><ul><li>whether or not discrimination is the “fault” of any individual discriminator, it has systematically harmful effects on the life chances of members of particular socially salient groups
    35. 35. Too MUCH evidence of gender discrimination
    36. 36. Compare Brown v. Board of Education</li></li></ul><li>Do We Need a Brown v. Board of Education for Women?<br />