SCF Faculty Lecture Series | Jennifer Bieselin | Associate Professor Language & Literature

see so many people out here for another of the SCF faculty lecture series today's talk is going to be presented by associate professor of speech communication jennifer B's 'ln jennifer received her a a from North Country Community College in Saranac Lake New York she did her BA in broadcast journalism and mass communication at out so we go State University of New York and she earned an MA in speech communication with an emphasis on rhetoric and culture from the prestigious Syracuse University Jennifer's current research interests include gender inequity and women in leadership at SEF Jennifer serves as speech curriculum coordinator the student athlete mentor coordinator and as he mentored students and faculty jennifer has professionally served as a panel moderator at the Florida Communication Association and Sarasota Film Festival on such projects as women in film she's presented her research on gender inequity at the state communication conference and she's a peer reviewer for a major communication academic journal in the past she was a freelance writer for the Ithaca Times in New York and the Gulf Coast woman in Florida and she has worked as a radio reporter for an NPR affiliate in upstate New York reporting on issues faced by veterans of the Desert Storm Operation the first Persian Gulf War in our local community she serves as a board member of Wildlife Inc education and rehabilitation center located on Anna Maria Island it educates the public about wildlife preservation she also assists in writing wildlife inks quarterly newsletter today's talk is titled the 51% minority from lower wages to memes and misogyny gender inequity persists in the 21st century and they also encourage everyone to come back next month for Josh Schulte 's talk on the secret life of bats which is on April 18th same day same time same room but please go warm welcome to associate professor Jennifer B's Lynn she's going to tell us about a very important issue sighs all right thank you so much I don't use podiums and my students that are here today they know that I'm not a big fan of podiums so firstly I would like to thank sue wire I just wanted to show this flyer and so could you just kind of she's like oh no all eyes on me but when I saw this flyer I said this is I said badass for a lack of a better word I said this is badass this is such an awesome flyer and I hope that I can live up to the quality of this flyer aesthetically it is awesome I was so excited you got me excited about my talk from this flyer so I wanted to thank you for that and thank you to Phil and also to Hyun for for having this and also for guiding us through the process having these types of discourse is so essential to life in college and to our community and to our country so I want to thank you all firstly so without further ado some of the memes that you will see are offensive so I want to to get that out there they are offensive a little bit later on but the first one is pretty offensive now this is not a political this is not a political talk so do not worry about that this is not a Republican or a Democrat thing this is a gender issue thing so I saw this in 2016 and as a woman it doesn't does not matter what political side of the aisle that you are on it hurt me so it hurt me at my core that something like this is something that people laugh at and think is funny and they will use to disparage women so just to put that out there there's a personal reason why I chose to talk about this and also why part of my research is in gender inequity firstly I want to start off with a couple of definitions the first one is sexism so it's prejudice or discrimination based on sex especially discrimination against woman basic could also be behavior conditions or attitudes that fosters stereotypes of social roles based on sex and then misogyny which we'll get to a little bit later on is just pure hatred of women so just keep those definitions in mind as you listen to this talk and there will be some time for Q&A afterward and this talk the 51% minority so women are the 51% minority what I'll focus on are wages medicine higher education politics and practical solutions and I will be the first to say I do not have all of the answers I have made inquiries through my research I have been taking courses within the Gender Studies graduate certificate program at the University of Central Florida which has allowed me to present panel due panel discussions and moderate different arenas with regards to gender inequity and again it's across the spectrum it's not just in the workplace but it's across the spectrum and it affects us all so self reflexive statement I said a little bit I have been taking courses at UCF for a number of years now I have a personal interest yes I am a woman let's get that out there yes I'm a white woman too which also impacts a lot of how I experience the world and I also want to say too that this is not a woman against a man type of thing the issues that I talk about our issues that you all will face in your lifetime irrespective of your sex or your gender so it's something that we all will face these are really family issues we call them gender and equity we call them women's issues but they're really family issues so it's we're all going to face some of these issues today so why should you care well families usually to people now have to work to be able to make ends meet and both men and women are in the workforce it's going to impact you in the pocketbook at some point in time and it's also going to impact you with the quality of your relationships so I have here Sheryl Sandberg she's the CEO of Facebook and she shared a lot of data and a TED talk and it's really interesting here because she said if both couple if both people both male and female are working full-time that what typically happens is that the woman has twice the amount of housework even though they're both working full-time and three times the amount of childcare than the man does so why do you care well because that when that is the case the divorce rate is increased exponentially and one way to cut that in half is for both males and females or partners domestic partners to share in the responsibility and she also said that an again user study is done at Harvard that the partners get to know each other in the biblical sense more when they actually share in those responsibilities so hey there's a reason to actually listen because it does impact you it does affect you and as a speech communication scholar part of my role and responsibility is to establish a civic dialogue a discourse and that's what this is and that's why I'm so thankful that we have the faculty lecture series acidic dialogue is defined specifically as referring to a dialogue about civic issues Civic issue here policies directly related of decisions of consequences to people's lives community and in the society so first let's start off with a wage gap if we look at the wage gap and then I'm going to break it down by race here in a minute and the Institute for the Women's policy research and their report in 2015 the report showed blatant discrimination and pay hiring and promotion and as far as achieving pay parity with that of men white women in the year 2050 nine if we continue on the same trend although we are regressing a little bit black women 21:24 hispanic woman twenty to forty eight so if we look at this or that so if we look at this by race this is the AAU pay the wage gap breakdown by race and again just interesting so what does this mean so 80% but if you break it down here Hispanic or Latino woman are the lowest paid in comparison african-american woman 61% white woman non-hispanic 77% Asian woman 85% American Indian or Alaskan native 58 percent and Native Hawaiian or Pacific Islander 62 percent and that's to the dollar so if those statistics don't speak to you maybe some of these other things will so the wage gap continues in the male-dominated industries tend to have higher wages we know that and I'm going to show you a breakdown here a table of different occupations in a comparison of occupations with at least 50 thousand men and 50 thousand women in 2017 107 of 114 had statistically significant gaps in pay that favored men and some occupations women collectively are receiving billions less billions billions than they would with equal pay for instance woman working as physicians and surgeons which I'll touch on in a little bit are paid 19 billion less annually than if they were paid the same as men in that same occupation so this is just a breakdown I'm not gonna go through it all just see where you might fall but let's just take here for education higher education education administrators so men's earnings right here 83 so just say eighty-three thousand a year and then women educator administrators in education around let's just say 65,000 so you can see the pay ratio even in higher education is 78 percent so you can see that lawyers 76 percent marketing 71 registered nurses a little bit closer 92 percent but still the woman and it's interesting because they'll break down occupations by masculine versus feminine and that's oftentimes the way they are categorized and so even in nursing so meals are typically paid so this is just something interesting now I'm not gonna get into that but interestingly enough there are some occupations where women make more money can anyone guess of all the occupations no let's see no that is not it no modeling pay child care definitely not they're terribly paid no definitely not [Laughter] no no you'll never get it you'll never get it it's a farmer and a rancher who never get that right so so yes there are a few out there surprisingly okay so why do we care why do we care it matters to families that's that's why we care so equal pay would cut poverty among working women and their families by more than half and add 513 billion to the national economy women's priorities according to the afl-cio survey report this is in 2004 they did a survey of women and working women and they said basically they want two things they want a good job and they want to have good benefits at that job and so 95 percent said that yep 95 percent said that health care is a priority right here once there did not have health care so one-third of those working women did not have health care 93% said equal pay was important 79% agreed childcare is a major issue and it's especially important if you have a single parent in the household trying to provide for their children and trying to provide childcare for them and that goes male or female it does not matter so that's that's an issue in general and then 90 percent wanted laws to restrain corporate America so that although we do have policies on the books for equal pay really not enforced so we could learn a thing or two from some other countries that actually enforce the Equal Pay for both men and women and then even though this is not about other countries what's interesting and which is something that we all should be aware of how do some of these American corporations act outside of the United States and this is just one example but there are many that I found in my research many examples so in Mexico for example General Motors AT&T and General Electric electric subject female applicants and employees to mandatory urine testing does anyone know what they're testing for okay all right not drugs it's pregnancy so to not be pregnant is a mandatory condition for employment and once they find out if a female worker is pregnant they do whatever they can to get rid of her so that's something to be said here for these corporations so enough of that with wages now we're moving on to the Academy higher education and I could do I could try to fit K through 12 in here because that would be a whole other talk and a whole other day so I'm focusing specifically though on higher education here so moving on to the Academy so according to the American Association of University Professors women are mostly represented in community colleges and I think we could probably agree with that here for those of us that that work here and they're represented at disproportionately lower ranks within the community colleges according to the catalyst organization changing lives women in academics the decline is actually continuing and a statistic from this organization is I think thirty seven point five percent of the faculty that are tenured are women so it's about 37.5 compared to about seventy percent to men so thirty two point five percent of women are in non tenure track positions and that is income Harrison to 19.6% of non-tenure-track for men raising a family in a khadeem negatively impacts women's careers going up for promotion so oftentimes women have to decide do I want to have a family do I not want to have a family okay honey let's get ready because we need to have these kids during the summer because that's when we're off or we might be working but we have more flexibility and then that creates a lot of a lot of personal strife with an individual within a woman among tenure track faculty like I said 70% were males and 70% of males are married with children but only 44% of women are many woman in the Academy said I'm just not going to have kids because it's going to be really difficult to move up through the ranks so they would forego having children or they'd wait until a little bit later on in life and then have some issues there the University of Southern California study exposed a promotion gap and this is 1998 to 2012 92% of white male faculty were awarded tenure and only 55% at that institution of women a minority faculty were awarded tenure what are some universities and colleges doing about this so there is some hope we can look at these institutions and although not perfect but what are they doing to try to combat or circumvent the system of the status quo so MIT did a gender equity project and they had a problem and I don't know if we have this problem here on our campus because I haven't consulted her our science faculty but it might be an issue I'm not sure but at MIT 15 percent tenured were women 190 or not percent 15 were tenured were women and 194 were men and they found in this report it revealed family work conflicts negatively impacted their careers woman felt very marginalized the there were differences in salary resources awards etc so what did they do in response the president of the college who was a male good for him Charles Charles vest he owned the problem he said yes I recognize this as a problem we want to change it so we actually want to change so there are there are some really good things that are happening in the Academy by some leaders that recognize these are issues that we are going to continue to face unless we do something about it so he owned the problem a gender bias and addressed the root causes so they did their project some initiatives came out of that project in 2000 an equity committee was established at each of the four schools of MIT and out of one of those committees the national initiative for minority woman faculty and I M W F was created and so an update this is in 2011 52 women are now in science it's a lot better than it was but they still have a ways to go but at least they have addressed the problem and they're working on it I've read subsequent reports and a lot of the female faculty have said it's still not perfect but it is better so that's what that's one of the arguments that the science faculty we're making is we need to make things better so that women want to stay that they don't want to leave their jobs that they don't have to choose between working here getting promoted and having a family so in an AUP study said why are there so few women leaders in higher education women are less well represented among college presidents college community college universities college presidents also with regards to Dean's and chairs and there are more men that are full professors so just all around they're less represented so the in the study questions are being raised about the root causes for the persistence of gender and equity at the highest ranks of academic leadership so what are some of the root causes you have to get to the root of the issue to address it you can't just address the symptoms okay I have a stomach ache so I'm just going to address the symptom why do I have the stomach ache maybe I should not have eaten that you know cookie before coming here to talk to all of you so sufficient evidence they said there's plenty of evidence so they know what it is now we just need to see our institutions going to do anything about it lower salaries appointments are at lower ranks for women women are a much slower process for a woman to get promoted lower rates of retention for women and less recognition through the award so in in this survey and by the evidence that they've that they were able to gather the awards are oftentimes given more to men and at higher rates then then the woman so the University Committee on the status of women they're looking at they were looking at five questions and I want I want you to think about maybe yourself and if you are an educator and some of these questions and then how would you answer these questions because what they did was in this study they created focus groups and then we'll talk about some of the themes that they came up with I think they came up with four different themes but some of the questions are what are the characteristics that identify a leader in the Academy what do women need to know about leadership our woman faculty attracted to leadership positions as currently designed do women have access to an environment such as mentoring and access to information that is conducive to their growing into leaders and then the last question is what is it about leadership roles in our institution that could be problematic for a woman so and I think this particular study was done it at John Hopkins but they came up with four basic themes from this focus group and I'll try to talk about them let me grab this so in the four basic themes the first one was past a leadership are slower and often blocked for women now with regards to this first one so they're slower and often blocked for women many administrator administrative offices appear to be understaffed and underfunded and part of the problem here is that oftentimes women are more likely to take on projects and add more and more to their plate and they're taking more of an informal route so because they're taking more of an informal an informal route they're not getting the credits that they need for promotion so that's part of that's part of the problem and secondly leadership positions as currently defined are less attractive to women then to men and possibly are becoming unattractive to an increasing number of men now what's interesting about this is in higher education they're they're facing an issue with our Dean's because and even vice presidents and presidents because what's happening is since we are so underfunded in higher education they're not being paid what they need to be paid and they're expected now that it's like a 24/7 model you need to be on-call 24/7 but they don't get paid like they are working on Wall Street so what's happening is even men are saying I'm not gonna do this anymore I have a family I can't make ends meet I'm working all the time what's the benefit of working in higher education anymore so this this specifically is not just a woman issue but this is this is a man issue as well number three woman already in leadership roles are not as well recognized as men are appropriately rewarded for their institutions again talking about those informal networks and part of how we are socialized as females is we don't toot our own horn enough that's part of the problem so it's kind of a resocialize ation if you will of how we communicate our strengths and our abilities and an interesting statistic here what is this so in the data again this was a Harvard study interesting success and likeability are positively correlated in men success and likability are negatively correlated and women see it's part of the problem part so if a woman is seen as successful she's less likable so so that's something that we face and the last one number four women are more often excluded from the informal network of intellectual leadership than men kind of like the old boys club so women feel like I just can't get in there because we've got the old boys club I don't feel comfortable so there's that so these were the themes and since we are done with the Academy for now but again I could talk forever I've got ten minutes I've got ten minutes here Grey's Anatomy we know everything that there is to know about medicine right so a woman in medicine and the article increasing representation maintaining higher hierarchy an assessment of gender and medical specialization contend that the number of women entering the medical fields has increased over the past 40 years so this is really good this is great great news however they are part of what is deemed anyway categorizes less prestigious medical specializations such as psychiatry dermatology and gynecology and they make less money more prestigious surgery cardiology radiology and pathology and they make more money okay so what are the causes of the gender discrepancies taking a look at it from a sociological perspective and to all the social teachers in here I am NOT a sociologist so I'm just communicating the research that I have found I'm not trying to step on any toes but supply the sociological factor women are socialized to put others and family first so that's how women are often caretakers 60% the caretakers are women so a lot of the burden is placed on the woman at home with their family so whether or not it be their children but also then when they're parents as they age that's placed on the woman so it's partly how we are socialized but again there there are men to that they're caretakers so just keep that in mind and then the demand the structure structural barriers and interactional expectations discriminatory factors practices in-group out-group so the guys are part of the in-group women are part of the out-group sexual harassment and being asked inappropriate questions during interviews because they are women with regards to sexual harassment I was reading in the is it FeO see someone help me out here is that the Federal Equal GOC the Equal Employment Opportunity Commission so of the sexual harassment suits that were filed in the last five years 2% actually resulted in a positive outcome and then a little bit it was I think approximately 20% they were able to win some small sum of money but only 2% actually ended in winning the lawsuit so they really sexual harassment really goes unpunished in our country so why does this matter also there are real-life consequences to our health real-life consequences in part again of how women are socialized is that when you're talking about private parts a lot of women prefer to go to female doctors but not all and a lot of men prefer to go to male doctors but again not all so this is in the research this is generally speaking true but not always true so keep that in mind so some of the health consequences are for women because of this colon cancer is usually detected later than men sometimes a woman will wait up to a full year to get in to get a colonoscopy to see a female doctor because there's only one on staff so it's often detected later they're more likely to die from it because of that woman more women than men have actually died from cardiovascular related causes since 1984 and in less than one in five doctors actually knew this fact so we know that the number one killer of both women and men is what so so it's heart disease so heart related issues that is the number one killer but women are much more likely to die from it especially after the age of 60 because women who experience heart attacks are twice as likely to die today because they should know their body they should know their body part of the problem also is that much of the research and and hospitals and medicine they are trying to address this issue so I'm not trying to say that they are not but they're trying to address this issue but but that much of the research conducted is comprised of medical textbooks that are out of date mostly white middle-aged men and why is that an issue so why do you think that would be an issue for a woman so anyone know what would be the issue a lot of clinical trials are have not been woman but yet the drugs that were prescribed to women they have to take so why would that be an issue yes we are so we're built differently so our body mass index is different our hormones are different so women are actually more susceptible to Alzheimer's and does anyone know why because of our estrogen so I think it's something along the lines of of the Alzheimer's patients it's about 70% woman and that's because of our estrogen so they're developing drugs and many of the drugs haven't even been tested on woman before and then so the the real-life consequences here we have dr. Natalie in a patreon major she's an associate professor of pharmacy at Ohio Northern University she says the lack of clinical trial data for women means we don't fully understand if drugs are sick are as safe and effective in women as they are in men and oftentimes with drugs it's the women that are repo reporting the actual side effects from the drugs so just and this is just a few other things with the studies but for the sake of time you can look at that the Female Viagra study they were studying female viagra but none of the participants were female makes a lot of sense okay so dr. measure advocates medical research should not be sex gender neutral or skewed to male physiology so it's really important that in these clinical trials that you have woman in these clinical trials what's interesting enough and I just read this last night in in this data from dr. Masur she said in her research even the animals that are used and that's an entirely other subject but the animals that are used in medical research eighty percent of the animals are male too and it's 80 percent so keep that in mind so she said the reason why we need to start including women in these clinical trials is because it matters it puts women at risk for missed opportunities for prevention even with Alzheimer's the Diagnostics that they have for Alzheimer's again it's skewed toward males and so they detect Alzheimer's which may be part of the problem much later in females than they do in males often times there's an incorrect diagnosis misinformed treatments treatments sickness and death so it does matter we need to get women involved in these in these trials and again not to say that they haven't there have been issues so you can't have a woman during childbearing years in these clinical trials but also that is true for men because it's a sperm as well so if you look at that from that perspective it affects both the males and females here so enough about medicine and I could go on and on for days because I love I love health communication politics and gender so here's the here's the one about memes so women in politics and I just want to tell you we're going to be talking about memes and why did I choose memes so why am I looking so one of my research papers I was looking at memes and then memes serve in the research really as a folklore as a cultural common-sense today we use memes to express our humor but also the darker side of that is oftentimes we can use memes to according to the theory on superiority of humor to also feel superior to other people it's a way of expressing that feeling of superiority through anger that is expressed through under the guise of humor but I looked at me memes and I asked the question how was misogyny and sexism reinforced through the cultural production of memes and how does this affect how society views women so so that was what I was examining and I was focusing specifically on the 2016 presidential election so a woman in politics will get to some of the memes the categories of memes but let me see and I want to make sure that I get this straight for women in politics so Zoey Baird was she was nominated by former President Bill Clinton to be the first female US Attorney and she this case really exposed kind of the double standards that women face so he nominated her and again this goes across party lines so it's Democrat and Republican this isn't just a political issue that's of one particular party it's both it's it's not just one so what she did was she hired a Peruvian immigrant coupled to provide childcare for her son and other duties she held their taxes in escrow but because they were immigrants they didn't pay taxes but she held their taxes in Ex escrow and she earned over five hundred thousand was criticized for not hiring an American couple and she faced a Senate Judiciary Committee hearing and I read the actual transcripts of everything that was said during that hearing and I was really upset and for some of my friends that love Joe Biden I did not like how he treated her and some of the questions that she was asked was how much did she spend how much time did she spend with her child is that an appropriate question so any male in here ever asked be asked how much time she spent with your child okay what were the values of people who lived in her community so she was asked about other people's values what did she pay the couple what was the going rate was she being a cheapskate so Joe Biden said this is big-league baseball and I'm the umpire so he used a lot of sports metaphors and he really heavily attacked her and then Diane Feinstein said are you tough enough can you go after crime like a tiger okay so this crosses both both political it crosses the political aisle so why does it matter it matters who's in the cabinet it does matter who's in the cabinet because they exercised great power because they advise our president and the Department of Justice is comprised of over 91,000 employees FBI DEA INF US Marshal Service in the Bureau of Prisons it matters because they create the policies that affect our lives so we want to care about who's there some further setback so president george w bush selected Linda Chavez to be Secretary of State however something similar happened to her and she would drew her candidate candidacy to to a similar incident however he did actually he didn't fight for her but he did fight for Clarence Thomas and I don't know if some of you might be too young to know but so Clarence Thomas he was a Supreme Court justice appointee at the time he was accused by Yale lawyer Anita Hill from the Department of Education of sexual harassment she was aggressively questioned by 14 men Republicans attacked her character and invaded her privacy from youth to present and his private life was remained intact he did not get questioned and the Democrats were heavily were have they were by the political party they said why didn't you do anything about it why didn't you stop them why didn't you stop them from attacking Anita Hill and they just didn't other political scandals we have Spitzer and Sanford so they are the wives of some politicians one was the governor of New York at one time Eliot Spitzer and the other one was the former governor of South Carolina and Jenny Sanford and Spitzer and the wives face the double standard oftentimes wives are judged by their husbands behavior so both of these guys so one was with a prostitute and another one he had a girlfriend on the side so Spitzer the double standard that she faced was she stood by her man and all the women were like damn you you stood by your man you're not a woman you got to leave him you got to leave him Sanford left her husband and in fact what did she say I've got this here I can find Sanford was quoted as saying after she left him she said not only will I survive I will thrive and boy they came down on her they said she is a real bitch she's a cold-hearted bitch no wonder he cheated on her no wonder so you're damned if you do and you're damned if you don't you stay or you go you're really screwed it doesn't matter so now moving on to which we've all been waiting for the memes in the five minutes that I have left so that we have a little bit of Q&A but again so these memes are highly offensive however I selected these memes from Facebook so they were created on the Internet and then they were distributed through Facebook but there were far worse memes than this so actually the memes that I'm showing are just far there are different websites that you can find different memes so by far these are a little bit less offensive so the themes that I that I came up with the categories that I came up with and this is still research and process but the first one I identified I'm doing a Content analysis a rhetorical analysis and then I'm doing a Content analysis on the different themes from the memes that were generated during the 2016 camp election so the first one the first theme is female objectification and that's also body shaming so objectifying the female body and also body shaming the second one is women is sexually inadequate woman as old hag and then woman as bitch so the first one objectification body shaming so if we look here we have Joe Biden he's coming from her behind hey lady need your server wiped so this is complete objectification there's some body shaming in there and this was just pretty a mild meme in comparison to others the second one which is very common in in political rhetoric is woman a sexually inadequate so a woman can't meet the needs of her husband and then he's going to look elsewhere so this is a nut Monica 2016 I got the job done when Hillary couldn't so this is another common theme found amongst the memes woman has old hag this this theme is as old as time itself and so again it's we have ageism here but this is a common theme they're really trying to focus on she's a woman she's old they objectify her body she's everything every part of her body was ripped apart on as well and then the last one is woman as bitch so Trump's greatest accomplishment kept this bitch from becoming president so again a very common a common theme among the memes so where do we go from here again I do not have answers I have some other ideas that we could mill about and I have some questions that I could even ask you all maybe you have some better ideas but what I do know is there are some practical solutions that we can do individually and also at the state level and at the national level as well at the federal level we need to get our institutions to acknowledge the problem so how do we go about doing that so getting institutions to acknowledge the problem demand old policies be revisited and change them if necessary we need more family forward policies so even here you have a family if you have one child it's what does it who has a child in here not many so how much is it a month 500 600 okay that's I mean that's so much money to have a child and to try to give this child health insurance so we need more family forward policies the fair representation act check that out because it's interesting it's not about political party it's about having more representatives in your area so that it's not red or blue but it's purple or pink so that you have people that are actually representing you and the issues that your community is facing so check the the fair representation act out much of the media is perceived as truth tellers call them out when they perpetuate gendered stereotypes of political candidates don't don't take part in in the disparaging of a woman or men for that matter create programs to support and promote girls and women in education disrupting fields that are traditionally masculine so interestingly enough about the stem just a little side note a lot of women going into stem so they'll go into stem and then they actually end up leaving stem because the conditions aren't suited to raising children the conditions aren't suited to some of the needs that woman face that are different than men and sit at the table Sheryl Sandberg CEO of Facebook she said women need to sit at the table don't sit beside the table don't behind the table but you need to sit at the table you need to have your voice heard you need to sometimes toot your own horn and then on the individual level choosing partners that actually share in the and the responsibilities and the household duties and the cooking and the shopping and the childcare duties because it just might save your marriage or if not make you happier in your marriage while here while you're in it so what do we cover we covered a lot in the 40 minutes that I had wages higher education medicine politics and then some suggestions to combat this gender inequity and I know this is cheesy but I do love memes that's why I study memes because I do like them they do have their place and what I ask all of you now is will all the woman in this room please stand up please please humor me all the women please come on come on ladies I know I say a fierce thank you especially the older women I'm 42 anyone that's older me a fierce thank you to paving the way for a woman like me and the other woman in this classroom thank you so much okay okay thank you uh Professor Beasley we're gonna do a little Q&A and I'm gonna get Venice on the screen here and the way we're gonna do this because I assume Venice probably has quite a few comments we'll start here will I get finished queued up it will take a question here and then we're gonna let Venice have a question on their side so watch the monitor and there are no questions then we'll keep it here but I'm sure last time there was a good back-and-forth so let me get them queued up and any questions so you want to raise your son a lot of things have been talking to about today yes yeah gosh I don't have the answer to that one I do not have children so people that do or would be like you shouldn't be talking about that but what I will say what I will say is that it does all start at home so children model the behavior of their parents and so in choosing so for those of you that don't have a partner yet choose wisely so some of us didn't choose so wisely the first time around and second or third or fourth whatever it might be choose a partner wisely choose a partner that shares and the responsibilities that actually sees you if sees you as an equal so it starts at the home and then the institutions we have an effect over the institutions and what they teach and how they teach it in the programs that they have absolutely communication is key so Julie and then I Sarah yes do we so what's interesting is in the research that's called internalized misogyny when women do that to each other there's some work some research I think it's by bell hooks and she talks about how that oftentimes in her language he uses the oppressor but people will take on the attitudes of the oppressor and then treat each other that way and try to throw each other under the bus and so that that is an issue and what I would say to that is collaboration is key and and try to as much as possible to resist that temptation to to be that way but that's a real that's such a deep conversation to have and it's it is quite prevalent and in my research it's woman woman betraying other woman and that was a common and theme in the research okay so the gentlemen and the knives here yes I that's an excellent question and you are not the first person to ask that question that comes up all the time and it said because the status quo needs to be maintained and so they just don't at this point in time but because the status quo needs to be maintained that they're willing to pay the extra it's just companies have not really been forced yet to look at the inequity and pay but now that they're being forced to do it there might be some changes but that is a very good question a lot of researchers ask that question and the best answer they can come up with it's to maintain the social hierarchy and the statuses meal being higher and the woman being lower no it's okay California is they have passed bills policies like that and that's why it's so important for your voice to be heard if that is something that is important to you that policies like that get put in place so I know that Florida we have one of the weakest policies although the pay is interestingly enough it's fairly it's not fairly equal but I think it's like eighty eighty seven eighty seven cents to every dollar a man makes but partly it's because the wages are so low in Florida you can't get much lower but we're like we're pretty unequal as far as pay in the state of Florida but yes that's excellent excellent point okay Sarah the first question about how can we train our sons are young fun too to respect women more and I would go back to what you said about make sure you sit at the table as a parent when they have the PTA meetings and any events at the school that your child is in and your grandchild make sure you attend those events or send a representative a grandparent to attend to the PTA meetings and to become very very involved in all of the activities at that particular school so we have to sit at the table Kim I had to do that with I have only one son who's 25 years old now but I had to actually sit at the table at his school he was attending or send my mother or my father or someone kills Professor Rogers okay could you either repeat the gist of the question or have them repeat it again maybe closer to the microphone children in the workforce [Laughter] you're all done this is it this is it as life as we know it no more children so in all honesty a lot of women are deciding not to have children or they're waiting and then they can't have them so that is that is an issue but remember you're placing the issue on the woman but there's two that are involved there so there's two so these issues are not just women's issues like I said at the beginning they are family issues and so it does not just impact the woman but it also impacts the man as well because it's not enforced it's not enforced it's on the books but it's not enforced and actually companies like are not companies countries I think it's Iceland someone correct me if I'm wrong someone told me about this they actually are enforcing it they're gonna start to find companies if they don't bring their the pay with women in with the the pay for women up to the same level as men they're gonna start to find the money so I imagine if they started to find institutions and corporations for not paying equally that they might actually start to get some equal wages there but that's why it's not being enforced Anastacia thank you yes the anesthesia make it pretty minded for me but I was also really looking at coming out in the natural state bill yesterday big report came out about child mortality we're talking about how two women deal with that so it's a lot of the Scandinavian countries to there's greater equality and with regards to wage there and sharing household responsibilities is all of that so I saw hand here there and then Julie sorry colleges backs towards being a comfortable job without requirements so with the urine testing I'll start with that one first that was in Mexico and that would not be legal here so that would not be legal but with regards to the races the differences in races that is an issue that various women groups are addressing currently and it's a matter of again personal but not fully placed on the personal but our institutions to create committees so that we have equity so that we're actually recruiting and we're hiring people that actually represents our students within the workforce so that is absolutely an issue and something that scholars are trying to address but corporations and institutions are really slow to listen so it is an issue okay so I saw one and then Julie yes that probably wouldn't happen because in the countries that do enforce that that's not happening so it probably wouldn't happen not saying I saw Julie Scandinavian yeah anyone else Dennis historically did go back to child the one thing that I've seen just in my life raising my kids everything the more flexible a workspace can be as far as time for the employees and that's men and women and then also when children are born are adopted or into the family to me long term that's the thing that has to change in that has to be a better way of not just making it better for women but I think you'd start to see two men would be much more willing to take on that role if they had that flexibility and they're very afraid of losing their job and I thank you for saying that too because like it this is not just a woman's issue this is a family issue and what's good for a woman is good for families and that means men too so thank you because we need both so we need both males and females to be able to work together to change some of these policies that we can have better working conditions so that we can have a better quality of life because the standard of living has continued to decrease people have to work more and they have less time for their family and for their responsibilities their home life so it's not just a woman's issue it's a it is a family issue so thank you for pointing that out thank you for coming thank you so much communication interpersonal here at SCM thanks to Venice professor Rogers also don't forget believe it is on the 18th one of our scientist Josh Hill team will be giving a presentation or the secret life of bats it'll be an ear every time same bat-channel everybody thank you for coming out to have such a great turnout so thank you

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