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Scwla teaching materials revised

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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.
  • Transcript

    • 1. 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
    • 2. 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
    • 3. Jamia Wilson
      • Media activist
      • 4. Organizer
      • 5. Networker
      • 6. Storyteller
      • 7. 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
    • 8. Gloria Steinem
    • 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
    • 12. 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
    • 13.
    • 14. Blind Orchestra Auditions
    • 15. Confusion
      Resentment
      Resistance
      Denial
      Fear
      Scorn
      Humor
    • 16. Romance or assault?
    • 17. Even a dog knows whether he’s been kicked or stumbled over
    • 18. 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 .
    • 19. 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
    • 20. Is it really happening to me?
      Am I biased?
      Am I doing it to someone else?
      What can I do?
    • 21. 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
    • 22. Does this have to be placed in historical context?
    • 23. The Intersection of Bias and Harassment
    • 24. How Would Women Create a Work Environment Hostile to Men?
    • 25. $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
    • 26.
      • 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. Women led to expect BSexism in workplace perform worse
      • 28. Women who endorse BSexismmore likely to accept a male romantic partner’s sexist restriction despite potentially negative career impact
      • 29. priming BSexismactivates greater system justification among women, undermining resistance to inequality
      Relationship Between Hostile and Benevolent Sexism
    • 30.
      • Implicit bias research . . can function as a convenient scientific justification for interpreting any behavior as proof of sexism (or racism).
      • 31. In practice, [implicit bias] training discourages dissent from campus orthodoxies and discussion of uncomfortable ideas.
      • 32. Sexual harassment training attempts to coerce people into “identifying themselves as either victims or oppressors.”
      • 33. Op-Ed Column Boston Globe, May 29, 2005
      Addressing the Blow Back
    • 34. 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
      • 35. Too MUCH evidence of gender discrimination
      • 36. Compare Brown v. Board of Education
    • Do We Need a Brown v. Board of Education for Women?