Patricia Cerro-Reehil, Executive
Director, NYWEA Johnson opened the WEB with hurdles: colleagues pushed to be internal counsel rather than client facing, flextime in acknowledgment of families and variable schedules, never feeling old enough to fill managerial roles (vs male counterparts growing beards, appearing more distinuquished and part of the club), that boards aren't reflective of social makeup--in gender or ethnicity. Ask for what you need. Be realistic about balance. Focus of what's important and give it your all.
The panel, comprised of Reehil, Shumaila
Bhatti, Janine DeBaise, Alyssa McDanile, Caleb Scib, answered questions posed
by facilitator Brittany Wong and the floor about the hurdles they face, and the
compounding impacts of the intersection with gender and other aspects of
identity. They defined feminism as equal social and political opportunity for access, security to make choices. That the definition still needs to be explained means that it hasn't yet been rached. Need more female perspectives in land planning and more.
They advice young people to get experience by "going above and beyond, but still find time for balance." Some ignore sexual harassment on jobs because they "needed job. No one else is complaining" until in "better positions" speak out. One described ideas being mocked, and being treated as a joke. Another tried to make complaints but was told they "misunderstood. It was nothing." Remaining colleagues pressured HR until an investigation was scheduled, months later.
Male colleagues, mentors and classmates can encourage and provide info and resources. They can also push forward ideas (especially ones that have been ignored) presented by their female colleagues and classmates, panelists noted that transmen might not "present enough as male" to have much power or privilege.
Those in power can do more to promote intersectionality though community building and acknowledging that there isn't intersectional understanding at this time! Recognize the need for events like these. Don't unsee things. Let people reflect on their experiences, and don't dismiss it. OK to ask simple questions, but don't start from position of stereotypes.
Require courses in cultural competency and environmental justice.
For managing conflict, acknowledge the commonalities to move forward. Also cannot ignore that biases and assumptions exist.
Key points: Women (and gender non-conforming
folks) face a higher penalty for messing up than male/straight peers. This goes along with tenancy to give those
individuals credit for their potential, while women (and gender non-conforming)
have to demonstrate their competencies, often at high levels. Also, women are assumed to speak more than we
do. Cultural competencies are learned,
and colleges should provide opportunities through required coursework and
trainings, and opportunities like these to listen to each others stories.
