Interrupting Sexism at Work: What Drives Men to Respond Directly or Do Nothing?
Catalyst, a global nonprofit working to help build workplaces that work for women, asked "what drives men to do nothing rather than directly interrupt sexism at work?" Their study finds that while personal agency impacts men’s intent to take direct action to disrupt gender inequity, workplace culture and environment determine when they do nothing. Check out the study and infographic for ways to recognize and address combative culture

The Demands on Trans Women
From not existing to existing but only in certain kinds of ways, the gender anxieties of nontrans people are played out time and again, plumbing the depths of the impossibilities of life for trans women. In this essay, Z Nicolazzo explores some of these demands, their affective beginnings, and the ways they further entrench and proliferate trans oppression.

Latina Equal Pay Day: October 29

October 29th marks Latina' Equal Pay Day, the symbolic day when Latina women's earnings "catch up" to non-Hispanic white men's earnings from the previous year. Latinas are paid 55%  of what non-Hispanic white men are paid. For more information regarding Latina Equal Pay Day, events, and demonstrations, visit the Latina Equal Pay website.

Jordyn Baker

Many times people ask me how I ended up doing the work I do every day and honestly, I wasn't planning on doing this work, but I think that's how a lot of us end up here. We see things, we have experiences, and we can no longer go through life without noticing the small indignities that build up or the big instances that set us back. I feel lucky to work in an office and on a campus that values equity and inclusion because I can no longer go through the world unseeing.

A few personal tidbits about me, my mom was one of the first women I saw push boundaries; she's definitely one of my role models. I love living near downtown Dayton, trying out local coffee shops and restaurants and playing with my pup, Tilly, in the biggest field we can find.

One of the lesser talked about components of the Equity Compliance Office is education. We know that sometimes a situation calls for punitive action, but sometimes, the best course of action is creating a space for learning and growth. The everyday work of advocacy is having conversations and bringing issues of inequity to the surface for people; truly making it seen. At my core, I am an educator. I love that I get to make the Nondiscrimination and Anti-Harassment Policy feel understandable to the actual lives of our students, faculty, and staff. 

I want to contribute to gender equity because I believe it helps everyone. When we're conscious about the role gender plays in our lives, we're able to be critical of the way it shows up in our daily interactions, the way it holds us back and hurts all of us, even those with power and privilege. 

As we continue through Domestic Violence Awareness month, it is important to educate ourselves about warning signs and how to approach our loved ones about issues regarding domestic violence. When approaching conversations around healthy or unhealthy relationships with your loved ones, it is important to remember that everyone moves at their own pace. As much as we love them, we cannot force our friends and family to see the unhealthy or even abusive nature of their relationships. I know that sounds frustrating and deflating, but as advocates, all we can do is provide resources and support, and continue to empower our loved ones to make the choices that are best for them. Below I've linked some helpful resources for talking about relationships with our loved ones--from college students to our friends and colleagues.

The One Love Foundation has amazing resources for talking about warning signs, healthy relationships, and is geared towards addressing concerns among college students. As a person who does this work all the time, I often have to remind myself that not everything is a red flag. I really enjoyed this article about expanding our conversation around flags. This creates a space to expand our conversation and normalize talking about all the aspects of our relationships, not just the good or the awful, but the humanity in between. The Artemis Center provides resources and support to the University of Dayton community with our on-campus advocate, Katie. She is a free and confidential resource for faculty and staff. They also have a 24-hour hotline, 937-461-4357.

Ben Kunz

Gender equity advocacy during the COVID-19 pandemic looks a little different than it might during “normal” times. Although we may not be spending as much time with our colleagues and the university community, it’s important for us to continue to work toward gender equity, even remotely. Below I mention a few suggestions for how we can continue the work of self-education about gender equity issues, even in these unique working conditions.

• Customize your news feed with sources that report on the unequal impact of current events on women and men. Here’s a good website and newsletter to get started: https://19thnews.org/2020/08/americas-first-female-recession/ Of course, gender equity obviously isn’t only a current issue; it’s is a long-standing problem with roots in the patriarchal foundations of our institutions and society.
• I found the Gender Knot by Allan Johnson and recommended by the UDMFGE mentors to be particularly enlightening about the ubiquitous and insidious influence of patriarchy in our modern lives.

• Perhaps, if any good is to come of the pandemic, it is a greater appreciation for the work that women have always done amidst the fight for opportunity and greater engagement in the workforce. In addition to acknowledging this, we must change our behaviors to take some of the burden from our women-identifying colleagues and family members.
• Create a shared Google calendar to schedule home responsibilities with your partner. My wife and I use a work/childcare calendar to ensure that we divide those responsibilities evenly.

• As Patrick Thomas suggested in last month’s newsletter, pay attention to the tasks your colleagues are assigned or feel obligated to undertake. Don’t wait for a woman colleague to volunteer (or be assigned) for a service assignment. Take on committee work or other service obligations that disproportionately fall to women.

Share Your Experience

The Women's Advisory Council invites you to submit any comments, questions, or other concerns related to gender equity and campus climate. The form is anonymous and will not collect any identifying information. The Council will share these comments in aggregate with the men's Equity Advocates and Allies as we work collaboratively to affect positive change on campus.