Oct. 25, 2019 Division Meeting - Masculinity
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Division Meeting - Oct. 25, 2019 - Masculinity UofSC Division of Student Affairs and Academic Support Featuring: Julian Capel, Student Life Cody Dunlap, University Housing Shawna Edmond, Student Life Jason Halterman, Student Health Services
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Oct. 25, 2019 Division Meeting - Masculinity
- 1. DIVISION MEETING October 25, 2019
- 3. NOMINATE A GEM TODAY Gamecocks who Excel at Magnificent Service Nominate a colleague in your department or across the Division
- 4. GEMS ⢠The GEMS recognition program makes it easy to celebrate employee achievements and say thank you to staff. ⢠Eligibility ⢠All employees in the Division of Student Affairs and Academic Support are eligible for recognition â full time, part-time, temporary, research grant /time- limited and graduate assistants. ⢠Participation ⢠Ask your department's business manager or HR contact for a GEMS notecard. Fill it out and send it to the employee you want to recognize, because a handwritten note is always nice. ⢠Nominate online using the GEMS Gift Card Nomination and Registration Form
- 5. PD TEAM â UPCOMING OPPORTUNITIES ⢠11/11 @ 12:30 p.m. â 2:00 p.m. â November Appreciation ⢠11/18 @ 12:00 p.m. â L.E.T.S. â Digital Well-being ⢠12/10 @ 3:30 p.m. â L.E.T.S. â Bake-Off â Ballroom C ⢠12/13 @ 8:30 a.m. â Division Winter Celebration
- 6. SPRING 2020 DIVISION MEETING DATES â˘January 31 â˘February 28 â˘March 20 â˘May 1
- 7. UOFSC STUDENT AFFAIRS & ACADEMIC SUPPORT NEW PROFESSIONAL SYMPOSIUM TUESDAY, JANUARY 7, 2019 8:30 A.M. â 1:00 P.M. The New Professional Symposium (NPS) is designed to assist new Student Affairs professionals and graduate assistants (with no more than two years of experience in the field) to develop skills, gain insight from seasoned professionals and network with colleagues. NPS aims to help UofSC professionals integrate into their roles while encouraging participants to keep pace with best practices and trends in the field. Presentations and discussions will be facilitated regarding but not limited to: ďˇ Life Balance ďˇ Supervision ďˇ Networking & Mentoring ďˇ Professional Identity ďˇ Change Management ďˇ Personal Finances ďˇ Resources at UofSC Register on the PD Team website by Friday, December 20th *Presentation proposals are also open until November 10th
- 8. IDEAPOP IMPORTANT DATES ⢠January 2020: Call for Presenters ⢠March 2020: Registration Opens ⢠May 13, 2020: IdeaPOP! Theme: RISE: Reframing in Shifting Environments
- 9. MASCULINITY AT UOF SC Dr. Julian Capel, Student and Community Outreach Director - Off Campus Living Cody Dunlap, Residence Life Coordinator - Carolina Menâs Community Shawna Edmond, Assistant Director - Office of Multicultural Student Affairs Jason Halterman, Interpersonal Violence Prevention Coordinator - SAVIP
- 10. THE PLAN⌠⢠Define traditional or hegemonic masculinity ⢠Understand the implications to our students and our work as professionals ⢠Review best practices and set UofSC as the model of supporting male students
- 11. ACKNOWLEDGEMENTS ⢠Masculinity is one part of intersecting identities and can vary across cultures ⢠This presentation, especially when looking at data, is focused on the gender binary and sex assigned at birth ⢠Recognize offering services, support, interventions, etc., for men does not mean we eliminate those for women, non-binary, trans, or other identities ⢠Weâre all here to learn and grow
- 12. WHAT IS MASCULINITY? ⢠PollEv.com/codydunlap284 Or ⢠Text âCODYDUNLAP284â to â37607â
- 14. THIS IS A STORY ABOUT HOW MY LIFE GOT FLIPPED TURNED UPSIDE DOWN
- 15. Meet John William Matthews. âJWâ is a first-year student who is stoked to come to the University of South Carolina. JW chose to live in the Carolina Menâs Community in McBryde so he can make some new friends and be towards the center of campus. JW received a scholarship to come to UofSC and relies on that to pay for his education.
- 16. JW received his scholarship because of his SAT score and GPA.1 He chose to major in business because he wants to be a CEO someday, attends the Student Org Fair to help his #networking, and he really just wants a good group of friends like his sports team in high school. Even though he has his group of friends, he still feels pretty alone.2,3 1. USC Admissions, unofficial data, 2019 2. Good, G. E., Robertson, J. M., Fitzgerald, L. F., Stevens, M., & Bartels, K. M. (1996). The relation between masculine role conflict and psychological distress in male university counseling center clients. Journal of Counseling & Development, 75(1), 44-49. 3. NCHA-III, University of South Carolina, 2019
- 17. Fall 2019 Admissions1* Accepted Deposit Enrolled Males 69.94% 31.96% 96.98% Females 67.92% 28.52% 97.22% * Unofficial data for this year until the âWâ deadline 1. USC Admissions, unofficial data, 2019
- 18. In order to better fit in, JW starts to dabble in the drinking and party culture with friends. One night, he comes home late stumbling into McBryde with a beer in his hand. He runs in to the RM on duty who files an incident report.
- 19. 4. AlcoholEDU, 2018-2019 (n=6115)
- 20. 4. AlcoholEDU, 2018-2019 (n=6115) 5. Office of Student Conduct and Academic Integrity, 2018-2019 Academic Year 0 500 1000 1500 2000 2500 Conduct Men Women 33.5% 66.4% N = 2,090
- 21. 4. Office of Student Conduct and Academic Integrity, 2018-2019 Academic Year 6. Harper, S. R., & Kimbrough, W. M. Staffing practices, professional preparation trends, and demographics among student affairs administrators at HBCUs: Implications from a national study. NASAP Journal, 8(1), 8-25. 7. Laker, J., & Davis, T. (Eds.). (2011). Masculinities in Higher Education (2011th ed., p. 57). New York, NY: Routledge. In comparison with their female counterparts, male students disproportionately violate policies and are sanctioned more often on college campuses across the country.6 Men who actively participate in exclusive communities for men (athletics, fraternities, single-sex living communities) are more vulnerable to pressures of gender conflict which can lead to misbehavior.7
- 22. JW recognizes his errors with drinking in the Residence Hall, pays his fine, and moves on. JW has been playing lots of Fortnight (now that Chapter 2 is available!) and staying up late with friends, so he either shows up late or skips his U101 class at 8:30 a.m.
- 23. 29% of male students stated theyâve struggled with sleep; 51% stated they got enough sleep to feel ârested when [they] woke upâ on three or fewer days within the last week.3 31.3% of males at UofSC are diagnosed with anxiety; 23.3% are diagnosed with depression.8 3. National College Health Assessment â II, University of South Carolina - 2019 8. National College Health Assessment â III, University of South Carolina - 2019
- 24. Since heâs been missing some classes, JW realizes heâs a bit behind on lecture notes and has a huge test coming up. Rather than choosing to meet with his professor during office hours, he uses a friend in McBryde who has a Mon/Wed class and already took the test to help prepare for his exam on Thursday.
- 25. 0 100 200 300 400 500 600 700 800 900 1000 Academic Integrity Males Females 57.69% 42.30% College men study less, are more likely to miss class, not come prepared, and not complete homework.9 A multi-campus study found 67% of males admit to cheating on a test - the same as females. However, fraternity men were more likely (86%) than sorority women (82%).10 4. Office of Student Conduct and Academic Integrity, 2018-2019 Academic Year 9. Kellom, G. E. (Ed.). (2004). Developing effective programs and services for college men. New Directions for Student Services, No. 107. San Francisco: Jossey Bass. 10. Donald L McCabe & William J Bowers (2009) The Relationship between Student Cheating and College Fraternity or Sorority Membership, NASPA Journal, 46:4, 573-586 4
- 26. JW gets caught cheating by his professor, who fails him for the exam. The professor recognizes JW may not do well in the class, so submits an early alert to the Student Success Center to help JW out, and a BIT referral because heâs concerned about a variety of behaviors.
- 27. 11. University of South Carolina Student Success Center
- 28. 45% 39% 46.71% 55% 61% 53.28% 0% 20% 40% 60% 80% 100% 120% SI Participants SSC Service Participants BIT Referrals Males Females 4. Office of Student Conduct and Academic Integrity, 2018-219 Data 11. University of South Carolina Student Success Center, 2018-2019 Data 4 11 11
- 29. JW didnât like that he had to meet with people because of the referrals, but once he did, he realized it was very helpful. JW sets up regular counseling appointments to process through this transition and life and utilizes his professor as a mentor. He also starts re-evaluating his involvement on campus.
- 30. 0 1000 2000 3000 4000 5000 6000 Unique Clients Men Women 0 2000 4000 6000 8000 10000 12000 14000 16000 18000 20000 Total Appointments Men Women 3. National College Health Assessment-II, UofSC 2019 12. Counseling and Psychiatry, UofSC, Sept. 2018 â Jun 2019 13. Centers for Disease Control (2007). Suicide trends among youth and young adults aged 10-24 â United States 1990-2004, Atlanta, GA: Author Men 15-24 are 5x as likely to die by suicide.13 Only 78% would seek help from a mental health professional vs 93% women.3 66.4% 33.6% 67.3% 30.6%
- 31. Males 43% Females 57% Student Life Interactions Males Females Males 30% Females 70% CJC Membership Males Females Males 21% Females 79% GLD Pathways Completed Males Females Males 21% Females 79% U101 Peer Leaders Males 25% Females 75% MAPP Mentors
- 32. Males 48% Females 51% RMs* Males Females Males 36% Females 64% OL's Males Females Males 24% Females 76% University Ambassadors Males Females Males 27% Females 73% SSC Peer Leaders
- 33. JW finishes up his first semester strong. He is able to maintain his scholarship, runs for a leadership position in his organization, and feels like he belongs here. He also decides he wants to apply to be an OL, RM, and U101 Peer leader eventually â for now, he just wants to be a University Ambassador and help at the Visitorâs Center.
- 34. Retention - 2017 U101 Non-U101 Difference Males 88.4% 84.2% 4.2% Females 89.9% 87.7% 2.2% 14 14. University 101 Programs, University of South Carolina
- 35. 12 10 20 12 15 26 22 Cuts and Conversations 2018-2019 Aug-18 Sep-18 Oct-18 Jan-19 19-Feb 19-Mar Apr-19 12 10 62 65 Cuts and Conversations Fall 2018/Fall 2019 Aug. 2019 Sept. 2019 Sept. 4 2019 Sept. 25 2019
- 36. SO WHAT?
- 37. QUICK RAISE OF HANDSâŚ. ⢠Who was surprised by some of the data? ⢠Who wishes they had more men engaging positively in their work? ⢠Who feels they can play a role in developing a healthier masculinity on campus?
- 38. INTERACT WITH YOUR FELLOW HUMANS ⢠What does this mean for us? How does this impact our work?
- 39. LETâS CHAT SOCIETY ⢠We canât fix society ⢠The âMan Boxâ forces pressure on men ⢠ââŚset of beliefs, communicated by parents, families, the media, peers, and other members of society, that place pressure on men to be a certain way.â15 15. Heilman, B., Barker, G., and Harrison, A. (2017). The Man Box: A Study on Being a Young Man in the US, UK, and Mexico. Washington, DC and London: Promundo-US and Unilever.
- 40. MAN BOX Percentage of men who agree or strongly agree society tells usâŚ
- 41. MAN BOX Percentage of men who agree or strongly agree society tells usâŚ
- 42. MAN BOX Percentage of men who agree or strongly agree in their opinionâŚ
- 43. MAN BOX Percentage of men who agree or strongly agree in their opinionâŚ
- 44. MAN BOX Society Self Diff. Talks about worries, fears, and problems shouldnât get respect 57 30 27% Men should figure out their own problems without asking for help 66 40 26% A guy who doesnât fight back when others push him around is weak 68 43 25% Guy should act strong even if they feel scared or nervous inside 75 59 16% It is hard for a man to be successful if he doesnât look good 64 47 17% Women donât go for guys who fuss too much about their clothes, hair, skin 54 48 6% A guy who spends a lot of time on his looks isnât very manly 55 40 15% Itâs not good for a boy to be taught cooking, sewing, cleaning, child care 52 28 24% A husband shouldnât have to do household chores 46 22 24% Men should be the ones bringing home money to provide for the family, not women 64 44 20%
- 45. MAN BOX Society Self Diff. A gay guy is not a âreal manâ 55 30 25% Straight guys being friends with gay guys is totally fine and normal (positive statement) 58 83 25% A âreal manâ should have as many sexual partners as he can 60 26 34% A âreal manâ would never say no to sex 63 31 32% Men should use violence to get respect, if necessary 51 25 26% A man should always have the final say about decisions in his relationship or marriage 55 33 22% If a guy has a girlfriend or wife, he deserves to know where she is all the time 56 37 19%
- 46. SO WHAT THIS MEANS IS� ⢠We all have a role to play in developing men ⢠Recognize any implicit biases ⢠Call others in on problematic language or situations
- 47. WHAT NOW?!
- 48. FIRST⌠⢠Recognize offering services, support, interventions, etc., for men does not mean we eliminate those for women, non-binary, trans, or other identities ⢠Masculinity (especially traditional masculinity) is just one part of a male (sex assigned at birth) studentâs identity.
- 49. BEST PRACTICES ⢠Build community and cohort-based programming ⢠Avoid nature vs nurture ⢠Have someone designated to tackle male engagement
- 50. BEST PRACTICES ⢠Recognize âmasculinity comes in many forms and packages and these multiple masculinities are informed, limited, and modified by race, ethnicity, class background, sexual orientation, and personal predilectionsâ (Tarrant & Katz, 2008, p.10). ⢠âThe social power of a poor man is different than a rich one, a working class black man from a working class white man, a gay man from a bisexual man from a straight man, a Jewish man in Ethiopia from a Jewish man in Israel, a teenage boy from an adultâ (Kaufman, 1999).
- 51. DISCUSS ⢠Find a new friend #networking ⢠Talk about: ⢠1 actionable item you can do within your role ⢠How the two of you, or your areas, could collaborate better ⢠Give us your ideas! Could be funded ď
- 52. CALL TO ACTION! ⢠Campus climate survey for all men, with a great incentive to get a reasonable response rate? ⢠Collect quality data and gather demographics to understand populations in which youâre successful and populations which may need additional attention ⢠Wednesday, Nov. 6th 12pm-1pm RHUU 315 (capelj@mailbox.sc.edu)
- 53. RESOURCES YOU CAN USE:
- 54. RESOURCES 1. USC Admissions, unofficial data, 2019 2. Good, G. E., Robertson, J. M., Fitzgerald, L. F., Stevens, M., & Bartels, K. M. (1996). The relation between masculine role conflict and psychological distress in male university counseling center clients. Journal of Counseling & Development, 75(1), 44-49. 3. NCHA-III, University of South Carolina, 2019 4. AlcoholEDU, 2018-2019 (n=6115) 5. Office of Student Conduct and Academic Integrity, 2018-2019 Academic Year 6. Harper, S. R., & Kimbrough, W. M. Staffing practices, professional preparation trends, and demographics among student affairs administrators at HBCUs: Implications from a national study. NASAP Journal, 8(1), 8-25. 7. Laker, J., & Davis, T. (Eds.). (2011). Masculinities in Higher Education (2011th ed., p. 57). New York, NY: Routledge. 8. National College Health Assessment â III, University of South Carolina â 2019 9. Kellom, G. E. (Ed.). (2004). Developing effective programs and services for college men. New Directions for Student Services, No. 107. San Francisco: Jossey Bass. 10. Donald L McCabe & William J Bowers (2009) The Relationship between Student Cheating and College Fraternity or Sorority Membership, NASPA Journal, 46:4, 573-586 11. University of South Carolina Student Success Center 12. Counseling and Psychiatry, UofSC, Sept. 2018 â Jun 2019 13. Centers for Disease Control (2007). Suicide trends among youth and young adults aged 10-24 â United States 1990-2004, Atlanta, GA: Author 14. University 101 Programs, University of South Carolina 15. Heilman, B., Barker, G., and Harrison, A. (2017). The Man Box: A Study on Being a Young Man in the US, UK, and Mexico. Washington, DC and London: Promundo-US and Unilever.
- 55. CLOSING REMARKS Dr. Dennis Pruitt Vice President for Student Affairs and Academic Support 55
- 56. ASSESSMENT â TELL US WHAT YOU THINK! ⢠Get out your phone, laptop, tablet, etc. ⢠Go to srs.campuslabs.com ⢠Type in code: 23324
- 57. LAST BUT CERTAINLY NOT LEAST ⢠Opportunity for funding for programming ⢠$500 grant ⢠Proposal form
- 58. THANKS!
Editor's Notes
- See if PD team would like to⌠or Anna
- Leena
- Lauren/Cassandra
- Introductions â state your âwhyâ are we doing this
- Our goals today is to define traditional or hegemonic masculinity; understand how hegemonic masculinity can impact the lives of students and the work we do; and then review some best practices for engaging men and set us up for being the model of supporting male students on campus.
- We canât continue without setting a few acknowledgments â First, masculinity is just one part of a personâs identity. Every person is the intersection of a variety of identities â and when we talk about masculinity, it can vary between cultures When we go through this presentation, specifically when looking at data, it is focused on the binary of sex assigned at birth. We recognize gender is a spectrum and no two humans are going to fall on the exact same spot â but the data is very limited to the binary of male and female so we focus intentionally on that. Weâre all here to learn and grow. This is a topic which may be challenging for some in the room, so we want to acknowledge that and demonstrate our desire to become better professionals for our students. And â itâs not listed on here, but we need to give a shoutout to Jarod Holt, Dan Friedman, Katherine Hilson, Alisa Liggett, Aimee Hourigan, Helen Powers, Amber Fallucca, Lauren Brown, Warrenetta Mann, Mark Miles, Rebecca Caldwell, and Jennifer Fendrich for pulling some data in a short window for us to be able to create this meeting. As youâll see, there were many offices who were able to provide some data to make us understand how UofSC is similar or different than some national trends.
- To begin â we want to know what masculinity is to YOU. So go to this Poll Everywhere page and text in what you think masculinity is. Remember it processes each word separately â so if you put âMasculinity is being angryâ all four words go up separately. We acknowledged earlier that masculinity can vary amongst cultures, but when we look at hegemonic masculinity â that is the dominant masculinity within a society, where certain traits or aspects are exalted above others. The simplest analogy is thinking about a Football team â theyâre big, strong, athletic, dominating, winning at all costs, only show certain emotions, etc., and are revered across our country. Thatâs hegemonic masculinity.
- So for us to better understand how hegemonic masculinity can impact our students â and again thinking about some of those traits, both positive and negative, we have a quick story about how a studentâs life got flipped turned upside downâŚ.
- Meet John William Matthews, or JW. Heâs a first-year student at USC who received an academic scholarship to attend. He wanted to live in CMC so he can make new friends and be located centrally on-campus. He has family members who went to college, but he remains firmly in the middle class â he relies on his scholarship to pay for his education.
- Menâs standardized test scores are higher than womenâs; they also are admitted and enroll at a higher rate than women, but have a lower GPA (USC Admissions) Men who adhere to traditional gender roles are more likely to struggle with intimacy â USC Data shows men are experiencing loneliness at a slightly lower rate than women (39.6% vs 43.3% - NCHA III, 2019)
- When we look at admissions and retention â which are both critical components of everyoneâs job â we see some interesting data with males. We have more males accepted than females (as percentage of applicants from their gender â so 69.94% of male applicants are accepted), a higher number of accepted males putting a deposit down, but then a slightly lower number of them actually enrolling. We have also seen there are some colleges are working to incentivize men to attend their college, since there are more women attending in general than men â that could be part of the reason for the lower enrolled statistic.
- We see at UofSC, men are more likely to be problematic drinkers than women â but we also have slightly more male abstainers, which is great! Abstainer Consumed no alcohol in the past year. Nondrinker Consumed no alcohol in the past two weeks, but may have consumed in the past year. Moderate Drinker On their highest drinking day in the prior two weeks, consumed 1-4 drinks (males) or 1-3 drinks (females) Heavy Episodic Drinker On their highest drinking day in the prior two weeks, consumed 5-9 drinks (males) or 4-7 drinks (females) Problematic Drinker On their highest drinking day in the prior two weeks, consumed 10+ drinks (males) or 8+ drinks (females)
- When engaging in high-risk behaviors, men are more likely to chug alcohol and choose a drink with more alcohol â theyâre also more likely to end up in a conduct process. At UofSC, 66.4% of students engaged in the conduct process were male. Men were also more likely to have more than one conduct case, specifically with alcohol (87% of students with more than one alcohol violation were male)
- We also see this mirrors a lot of national data. Our Alcohol EDU data and the experience of our male students is very similar to other universities across the country; male students violate policies and are sanctioned more often than females. We also see that when engaged in exclusive communities for men such as male-only residence halls, student organizations, and athletics, they are more likely to experience pressure to live the traditional masculinity, which can lead to misbehavior.
- Shawna takes over
- Sleep is a critical part of wellness and ensuring our students are healthy â our most recent NCHA data showed that 29% of males on-campus have struggled with sleep. 51% stated they had enough sleep to feel rested when they woke up on three or fewer days within the last week. SO within the last week, our males are not getting enough sleep on four or more days out of the week. We also see that 31.3% of males at USC are diagnosed with anxiety, 23.3 with depression â this came from the NCHA III survey. --- in case we get asked --- 31% of females struggle with sleep; 61% arenât getting enough rest 12.9% of women diagnosed with depression; 11.4% with anxiety
- Cheats using a friend who takes the class on Monday/Wednesday since his class is on Tuesday/Thursday.
- National data matches UofSCâs experience for men in the world of academics as well. Nationally, men are less likely to study while being more likely to miss class, not be prepared, or not complete homework. In a multi-campus study comparing fraternity/sorority members with their unaffiliated counterparts, it was found that unaffiliated men and women are cheating at the same rate â 67% of students â and that affiliated fraternity men and women are cheating at higher rates. However, fraternity men are cheating more often than sorority women (86 vs 82)
- Progress reports are very helpful in letting us know how our men are doing. This initiative, run through the Success Center, allows instructors to submit an âearly alertâ if there is a student who is at-risk for the class. The majority of academic programs that are using this system are male-dominated, such as Business, Engineering, and Computing, so it makes sense that a high percentage of these at-risk students are male, simply because there are more men enrolled in those programs. However, when you look at Fall 18âs U101 progress reports, men are still making up a majority of the reports even though theyâre not the majority of U101 students. However, weâre recognizing some men are at-risk for success and weâre referring them to the appropriate resources to offer support. This is a good sign!
- On the other hand, when we look at BIT referrals, the numbers match the USC population by gender â this is also a good sign! It means weâre getting men appropriate help, but theyâre not disproportionately needing the assistance. When we also dive a bit further into the Student Success Center, our Supplemental Instruction participants almost matches the USC population again (46% male, 45% are using SI). In terms of general service utilization, theyâre not accessing the many amazing resources the SSC offers at the same rate as women on campus are. This matches many other departments on campus in terms of male engagement â men are just using resources less.
- Looking at mental health concerns vs. usage, there are more females utilizing mental health services on campus, and females who do use counseling are more likely to return for more than one appointment. Youâll notice those percentages donât quite add up to 100% - thatâs because weâre looking at the gender binary only within this presentation. We feel itâs important to know that men aged 15-24 are five times more likely to die by suicide â this is because theyâre less likely to utilize services and more likely to use violent means versus women. South Carolina as a state is above the national average for both men and women with completed suicides. We see at UofSC, only 78% of men would seek help from mental health professional if something was bothering them versus 93% of women. Our NCHA data also shows men on campus are more likely to have attempted suicide (10% vs 8% of women); seriously considered suicide (25% of males v 22% of females) and especially within the last 12 months (10% vs 6% of women) In terms of general emotional experiences, men are less likely to report feeling anything (overwhelmed, exhausted, lonely, sad, anxiety, anger) than women are.
- When we look at engagement of males on-campus, Student Life is ROCKING IT. From the data Megan Coloscione and Julian presented at IdeaPOP, of the 132,000 interactions they captured, 43% were male â the university is 46% male students. Other areas that were able to share data are pretty similar â 30% of CJC members are male for this year; 21% of GLD pathways completed across all years to date are male (we need to say it exactly that way per USC connect); 21% of U101 Peer Leaders in the 2017-2018 academic year were male, 25% of MAPP mentors are male.
- Breaking down some more different areas on campus, RMs have a pretty even balance â 48% are male, 51% female. There is 1% of RMs who identify off of the gender binary. Orientation Leaders are 36 vs 64; University Ambassadors are 24 v 76, and Student Success Center Peers are 27 v 73. We can see we have a need as university to engage our men more and get them interested in leadership positions. We asked U101 about the acceptance rate for peer leaders based on gender â and there isnât a significant difference, which shows that men arenât less qualified or capable, theyâre simply just not applying as much.
- Looking at some very simplified retention data from first year to second-year, overall men and women are persisting to the second year at good rates. However, the gender gap is significantly lower when you look at students who are taking U101 â it becomes only 1.5% There are a variety of reasons for this, however U101 classes fit some of the best practices weâll dive into towards the end of this presentation: small class size where there is individualized attention, consistent follow up and relationship building, and an environment where free and open discussion is encouraged.
- JH
- JH â Men in the man box internalize these thoughts and behaviors and pressures. Younger men in the US who live within the man box also say they have more life satisfaction and claim they are âthe man.â Men in the man box are more likely to meet the screening standard for depression, and are more likely to have suicidal ideations. Men in the man box were satisfied or very satisfied with their physical attractiveness, yet half of respondents said they would change their weight or body shape.
- Appearing gay or vulnerable is a problem as well. In terms of seeking support, young men are likely to go to women rather than males. They are also more likely to provide support that utilize support. Men in the man box are 7x more likely to perpetrate acts of online or physical bullying against their male peers versus those outside the box. Men in the man box in the US are more 6x more likely to report perpetrating sexual harassment.
- Julian
- As we look at some best practices, there are a couple of things we need to recognize and re-acknowledge. First, and this is important â offering services, support, interventions, etc., for men does not mean we are going to eliminate those same things for women, non-binary, trans folx, or other identities. We should not be replacing any initiative or program which is successful â simply adding more on to assist another population who is struggling. Secondly â again, masculinity is just one part of a personâs identity. The other identities which that student holds is going to adjust how we need to address traditional masculinity and guide those students out of the man box.
- Some of the best practices from the literature, as well as what weâve seen successful with Shawnaâs programs â is to build community and cohort-based programming. Focusing on building that community for students is really important. We also should not be having deep conversations about nature versus nurture, or the biological differences versus the socialization. There are not biological differences in men and women that cause the disparity we have seen â rather it is the social construct of masculinity that we need to address. Again â one of the challenges here is the intersection of identity within a social construct and how itâs going to vary. Another best practice from the literature is to have a person whose role is to address male engagement and masculinity. Having many people who have a smaller percentage of their job description focusing on men is good as well, but having one person who has the sole focus of engaging men, bringing all of these other people together, and working to collaborate across academic departments, student affairs groups, etc., is critical.
- A couple of great quotes to help contextualize these best practices are up here as well â these are powerful, important things to make sure weâre keeping in mind.
- So weâre going to do another quick discussion with others â but this time, you need to find a new friend, someone youâve never met before. Introduce yourselves and 1) Share one actionable item you can do within your role and 2) see if there is a way for you to collaborate with this new person in the future. When we wrap up / are taking the survey, youâll also have the ability to write it on a notecard with your name, dept. and email to drop in a bowl on the way out. The âbestâ idea will have some funding put towards it by Dr. Pruitt
- Great! Iâm glad you all had a few moments to chat with people. Some ideas we had are to make sure youâre collecting quality data as part of your assessment and evaluation initiatives â and gathering demographics with it as well so you can see which populations youâre having success with, and with which you may need to spend some more time. Weâd also love to see a campus climate survey for all men in an effort to gauge where theyâre at, how we can better support, and have some consistent data for the future.
- Great! Iâm glad you all had a few moments to chat with people. Some ideas we had are to make sure youâre collecting quality data as part of your assessment and evaluation initiatives â and gathering demographics with it as well so you can see which populations youâre having success with, and with which you may need to spend some more time. Weâd also love to see a campus climate survey for all men in an effort to gauge where theyâre at, how we can better support, and have some consistent data for the future.