Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

SCWLA Teaching Materials October 17


Published on

  • Be the first to comment

  • Be the first to like this

SCWLA Teaching Materials October 17

  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 />Authorand 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. We Make Assumptions<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 people <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 />
  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. The price of the jokes we tell and disrespect we show<br />$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 />
  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 />