SCWLA Annual Conference - What's Next for Working Women
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SCWLA Annual Conference - What's Next for Working Women

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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' ...

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!

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  • 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 SCWLA Annual Conference - What's Next for Working Women Presentation Transcript

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