妻友社区

Dear Friends of WCW:

Happy New Year! I hope that your winter break was restful and rejuvenating. With a wrap on 2023, we leap headlong into 2024 with a sense of renewal and openness to what lies ahead. Our 2023 Research & Action Report highlighted some of our accomplishments from the previous year, as well as some of the new projects we are just starting. From our work to evaluate Planned Parenthood鈥檚 new sex ed curriculum to a new study of what home-based child care providers need to survive, we are excited about what is on the horizon鈥攊ncluding a project that鈥檚 particularly close to my heart.

At the end of this week, I鈥檒l be traveling to Liberia to train student intern data collectors for the Higher Education for Conservation Activity (HECA), a program funded by the United States Agency for International Development (USAID). My role on this project is Gender Equality and Social Inclusion Lead, and my work ensures that more women, youth, people with disabilities, and people from rural, forest-dependent communities can participate in higher education programs related to forestry, biodiversity, and conservation. Liberia contains the largest remnant of the disappearing Upper Guinean Rainforest, and we are trying to train more people to take care of it, for the benefit of all. It is important that women's unique experiences, perspectives, and ideas inform this effort, along with those of others who have been sidelined in the past. To be involved with an effort to stem climate change is new for WCW, and I'm excited that I can represent both WCW and the College on this larger team effort. Stay tuned for a travelogue on Women Change Worlds in February!

Like many of you, I am tuned in to the world around us, and watching closely what 2024 might bring. For one thing, this is a presidential election year, which could affect us profoundly by shaping the conditions of our work, including government funding streams. Secondly, there are still multiple wars going on in the world, and how we show up for peace and justice, whether individually or institutionally, as a women-led, social justice, research and action organization, will be important. What's more, climate change is likely to continue to affect the weather and a whole lot more, and how we weigh in on this consequential topic will be an area of emerging importance. Last but not least, artificial intelligence (AI) is the new kid on the block, and we are just beginning to understand what new issues it will raise, affecting gender equality, social justice, and human wellbeing as it evolves in ways we can scarcely imagine today. I鈥檓 sure you can think of many other things to add to this list. It is a time of converging grand challenges, but that has never scared WCW! We are on it!

As we begin this year, I am thankful for all of you and all you do to support WCW. However grand the challenges may be, it is always the small, local, everyday actions that give solutions life and make change sustainable. And it is also our interventions on the discourses of society鈥攖he ways in which we make sure WCW's research and action is heard and considered by wider audiences鈥攖hat have the potential to change hearts and minds and structures of power in a positive, humane direction. Your material support of our work makes it sustainable and increases its power to influence change. In the famous words of an African philosopher, 鈥淚 am because we are, and because we are, I am.鈥� Thank you!

Happy 2024,
Layli

Layli Maparyan, Ph.D., is the Katherine Stone Kaufmann 鈥�67 Executive Director of the 妻友社区 at 妻友社区 College.

Last month, while Massachusetts endured a gray, chilly January, I found myself deep in the Liberian rainforest. With a colleague from the University of Georgia (UGA), I visited two forest-dependent communities in the Liberian interior, and spoke with a wide variety of people there about their needs, challenges, expertise, and aspirations.

The U.S. Agency for International Development (USAID) has awarded $5 million to a team of institutions, , to implement a program called Higher Education for Conservation Activity (HECA) in Liberia. Its purpose is to develop a bigger, stronger conservation-oriented forestry workforce there. WCW is one of these participating institutions, and this is our first project in the environmental arena.

Liberia is a country I have been working in since 2009, mostly in the gender and higher ed arenas. This project is actually no different, because WCW鈥檚 role is to coordinate the aspects related to gender equality and social inclusion: We want more women in this forestry workforce, and more of other kinds of people who have historically been excluded or sidelined. We also want this project to empower youth, because more than 60% of Liberia鈥檚 population is under 25.

Saving the rainforest means less climate migration, less violent extremism, and lower risk of resource wars. It also means fewer mental health crises, and fewer gender-based violence war crimes such as the rape and abduction of women, especially young women and girls.

Why does USAID care about forestry in Liberia, and why does WCW? Well, the timing of this project comes at a tipping point for Liberia鈥檚 rainforests, which account for approximately half of the remaining rainforests in West Africa. Over many years, these forests have been degraded by unsustainable forestry practices, land conversion, and other pressures.

We know that rainforests are the lungs of the planet and reservoirs of biodiversity. But when they dry up and turn to desert鈥攁s has happened in Chad, Mali, Burkina Faso, and the Central African Republic over the past half century鈥攕ocial, economic, and political disasters result as well. These include resource shortages (most notably water), political instability, jihadist incursions, lawlessness, violence, and climate migration. Reducing these is a goal of U.S. foreign policy. Saving the rainforest means less climate migration, less violent extremism, and lower risk of resource wars. It also means fewer mental health crises, and fewer gender-based violence war crimes such as the rape and abduction of women, especially young women and girls.

That鈥檚 why it is a vital part of HECA and WCW鈥檚 mission to design a strategy to empower women and young people in the Liberian forestry sector: When rainforests disappear, they are directly affected, so they must be part of the solution. This strategy will also benefit people with disabilities, crisis- and conflict-affected individuals, first-generation post-secondary students, people from minority religious communities, and rural, forest-dwelling, and forest-dependent people. HECA is built on the premise that sustainable development must be inclusive development.

Our team spent December and January getting the project off the ground in Liberia, meeting with USAID, our colleagues at the Liberian partner institutions, and a diverse array of stakeholders in government, local communities, and the NGO sector. A highlight of the trip was conducting a three-day social science research methods training workshop with student interns at the Liberian Forestry Training Institute who will be collecting data.

I鈥檓 looking forward to returning to Liberia for two weeks in March to meet with the data collectors and work with another set of UGA colleagues who are coming to the country for the first time. And I will return again in August to present at a larger convening. After that, I expect to return to Liberia periodically as the team works on creating a thriving forestry workforce that has the knowledge to conserve Liberian natural resources鈥攁nd that includes those whose lives are directly affected by environmental sustainability. What an exciting new venture for WCW!

Layli Maparyan, Ph.D., is the Katherine Stone Kaufmann 鈥�67 Executive Director of the 妻友社区.

The last few years have brought vastly increased attention to issues of diversity, equity, and inclusion in the media and within countless companies and nonprofits. This is particularly true in higher education and healthcare institutions (eds and meds)鈥攖he largest and most influential nonprofits. Though such attention should have included increasing the diversity of governing boards, which have ultimate responsibility for decisions that impact a diverse population of stakeholders, many boards have not examined their own diversity deficits and taken steps to remedy them. And if these eds and meds boards think no one knows or cares about their makeup, they will have little or no incentive to change.

The organization I chair鈥斺�攂elieves that stakeholders like us (whether we are donors, staff members, students, alumni/ae, patients and their families, or members of surrounding communities) ought to care about diversifying the demographic makeup of these boards and ought to exercise our influence to propel change. Just as investors鈥攑articularly institutional investors鈥攈ave demonstrated their concern about for-profit boards that lack diversity and have found ways to hold those organizations accountable, stakeholders in the nonprofit sector need to do likewise. There is, however, a major obstacle to doing this. If you are interested in learning whether your alma mater or health care system has a diverse board, you are likely to find it is hard to get the data.

As someone who has been involved in researching both nonprofit and for-profit board diversity since 2005, I know how difficult it is to secure reliable data. In a 2020 Women Change Worlds blog post, I wrote about , a national report I co-authored and WNLI co-published. In 2019 WNLI partnered with La Salle University鈥檚 Nonprofit Center in publishing a report on the Philadelphia area鈥檚 largest eds and meds that showed the underrepresentation of women, particularly women of color, on these boards. In early November 2022, our two organizations published a new report, . The report found that some progress has been made, but that gender and racial gaps still exist in too many boardrooms, and board chairs are still predominantly white males.

But one of our major findings was not about diversity itself. It was about how hard it is to get accurate data about the composition of these boards. Though some institutions have photos and biographical information on their websites, many list only the names of trustees. A few provide no information at all. None of those in our study provide data on overall board demographics. When we sent a request to the 46 eds and meds to provide us with data on how board members in the aggregate self-identify by gender and race/ethnicity, only seven immediately sent us their data. A second request to confirm/verify or correct data we had gathered from public sources produced some response, but it took follow-up calls and great persistence to ultimately reach a 72 percent response rate. There were 13 eds and meds from which we were unable to get responses. So good luck to the individual who wants such information about a particular college/university or hospital.

Institutions of all types have increasingly faced pressure to be more transparent in general. Last August, the U.S. Securities and Exchange Commission approved a requirement that for-profit companies listed on the Nasdaq stock exchange disclose board diversity statistics annually using a board diversity matrix. Nonprofits could and should do the same.

At an inspiring featuring 妻友社区 President Paula Johnson interviewing former Australian Prime Minister Julia Gillard (both passionate proponents of women鈥檚 leadership), Johnson emphasized that making change happen requires data. As she said, 鈥淵ou don鈥檛 change what you don鈥檛 know.鈥�

WNLI is continuing to explore ways to require nonprofits to disclose their demographic makeup, as they are required to disclose a great deal of information about their finances and operations to the public. All of us need to be able to learn about the demographic makeup of nonprofit as well as for-profit boards so that we can use our influence individually and as groups of stakeholders to propel change.

Vicki W. Kramer, Ph.D., 妻友社区 鈥�61, is chair of , which was founded by classmate Happy Fernandez. Dotty Hindels Brown, 妻友社区 鈥�67, is an active member. Kramer is lead author of Critical Mass on Corporate Boards: Why Three or More Women Enhance Governance, published by WCW, and has co-authored numerous articles in such publications as Trusteeship Magazine, The Chronicle of Philanthropy, and the Harvard Business Review, and a chapter in .

Jade Prior and her mom Mishelle Prior of Eugene represent two-generations of Oregon parenting students.

On September 15, 2021, the U.S. Senate passed a declaring September National Student Parent Month. As a person who both was a student parent, and has worked to advocate for other student parents throughout my education and career, after many long years of simply trying to be seen and acknowledged, this federal recognition felt like an important victory. While it didn't direct resources to student parents, nor change laws or policies to better protect and ensure our equitable access to higher education, it showed acknowledgment and solidarity both for the fact both that we exist, and that we are significant: , and one in three graduate students, is parenting during their studies.

In the student parent world, this was a moment for both celebration and frustration: many of us work in small offices, or even departments of one, and our day-to-day work centers around supporting students parents. This is busy, ongoing, and critical work. Helping student parents address their needs and overcome their challenges and crises takes priority over day-to-day work. Between helping students succeed academically, helping them navigate systems to find child care and meet their basic needs, and helping strategize crises, we are very busy people!

Celebrations and special events take months to plan, and with National Student Parent Month being declared half-way through September, many of those celebrating this monumental recognition, were left with no time to plan, organize, and implement a celebration.

Instead of seeing September 30 as a deadline for celebrating the hard and diligent work of parenting students and their allies, we should view the close of National Student Parent Month as a catalyst towards the change that is on the horizon.

While I no longer work directly in a student parent program on my campus, I've been busy supporting student parents through research, program support, curriculum development, and advocating for policy and systems change, I can admit that, like a lot of my colleagues in the student parent world, I wasn't ready for a sudden two-week deadline.

So to my friends in the student parent world, I have a proposal. Instead of seeing September 30 as a deadline for celebrating the hard and diligent work of  student parents and their allies, we should view the close of National Student Parent Month as a catalyst towards the change that is on the horizon. Let鈥檚 use this as a call to action through which we will work to expand college access, inclusion, and success for student parents and their families between now and the second National Student Parent Month in 2022.

This is a moment to celebrate and showcase the collective work that we are already doing to support student parents, and to consider what it would take to be able to do our work even better. It's also a call for advocating for policy and systems change, envisioning a nation where every person鈥攔egardless of their background, age, race/ethnicity, income, gender, marital, and/or parenting/caregiving status鈥攊s offered an equitable opportunity to complete a college degree.

Highlights from Ongoing Work to Support Student Parents

At the Higher Education Access for Parenting Students Research Initiative, we have been busy working to advance student parent success across the landscape of U.S. higher education. Here are a few highlights of our work from the past year, and some previews of what you鈥檒l see from us in the coming year:

Educating the Public About Student Parent Issues

• Testifying before the Oregon State Legislature's Senate and House Education Committees on the need for student parent demographic data collection, which led to the passage of Senate Bill 564, requiring public postsecondary institutions to collect student demographics pertaining to parenting status. Oregon was the first state to pass such legislation, through an effort that was mobilized by student parents and their allies.
• Authoring a series of op-eds to call attention to student parents and their challenges and successes in outlets including The Hechinger Report, Diverse Issues in Higher Education, and Ms. Magazine.
• Launching Student Parents @ the Center, in collaboration with the Urban Institute, a project through which we are developing and expanding upon a framework for understanding and mapping the broad range of policies intersecting in parenting students' lives that support or impede their college success.

Reports and Resources on Student Parent Programs Across the U.S.

• Releasing a new report on a landscape scan of student parent support at Oregon's public colleges and universities.
• Publishing resources for student parents in New England, the Mid-Atlantic, and Florida through our Find Your Way project. And expanding Find Your Way to the Pacific Western Region with Hawaii鈥檚 Bridge to Hope Program. In the coming months, we鈥檒l expand our team to include student parents in states across the Pacific West.
• Releasing the Campus Family Housing Database, a searchable online tool, reflecting the findings of a nationally comprehensive study documenting U.S. colleges and universities offering students the opportunity to live on campus with their children.

Academic Journal Articles and White Papers

• Publishing a new article in About Campus about how to strategically time student parent support services across the phases of an academic term.
• Releasing a new white paper and sample curricula reflecting pedagogies for parent/child learning through the Two-Generation Classroom Project. In the coming year, we are excited to put this work into action through a partnership to support student parents.

Contextualizing Our Work in Historical Perspectives

• Student parents have been part of college life for a lot longer than most people realize! There is so much to learn from the history of student parents in higher education to inform our contemporary work, but this history is still largely undocumented. Our Student Parents in History Project, launching in fall 2021, is building a digital archive of documents and oral histories on the history of student parents in higher education from the Post World War II era through the present day.

We work to engage and elevate the expertise, leadership, and contributions of current and former student parents in meaningful ways that counter tokenism and affirm experiential expertise.

In all of these efforts, we believe it is critical that student parent voices and expertise are centered, supporting their efforts as emerging leaders and experts in higher education, social science research, policy, and advocacy. We work to engage and elevate the expertise, leadership, and contributions of current and former student parents in meaningful ways that counter tokenism and affirm experiential expertise. Student parents' perspectives are critical to understanding the challenges that student parents face in college today and determining how to build systems to create a more inclusive and equitable future for student parents and their families.

All of our projects work to engage student parents as meaningful contributors to our shared work. We engage with student parents, interdisciplinary experts who were student parents during their studies, and self-identified student parent allies as knowledge and research partners, collaborating with them to engage in the processes of informing and shaping social change. We practice family friendliness and flexibility in every aspect of our work, creating inclusive, welcoming, supportive, and safe spaces to be both parents and students/professionals, recognizing the brilliance, strength, and contributions of all of our partners in this work.

In the coming year, we hope to inspire and advance the quest for equitable access to education for all: including students with kids. Our projects focus on informing and shaping policy, systems, and structural changes that are necessary to achieving this goal across the U.S., while exploring and testing new approaches and models in partnership with post-secondary institutions and communities, who are working locally toward this shared goal.

For us, National Student Parent Month is a symbol of recognition with the power to ignite and accelerate this shared mission. It serves as a checkpoint at which we can stop and reflect on all that we have accomplished and all that we still have yet to do. It is our hope that the time between now and September 2022 will be a year of collaboration, partnership, and movement building across the fields of higher education, economic mobility, and thriving communities, so that next September, we can look back on the year and see just how far we have come.

Autumn Green, Ph.D., is a research scientist at the 妻友社区 studying higher education access for parenting students. Dr. Green is nationally recognized for her scholarship on the lives of parenting students and has worked to create two-generation programs on college and university campuses.

Happy New Year from all of us at the 妻友社区! This is a moment of profound reflection about all we鈥檝e been through and where we are headed.

2020 was a year like no other. From out of nowhere came a global pandemic that left no one untouched. Many of us, myself included, were visited by the strange new sickness known as COVID-19. Many of us endured the loss of loved ones whose lives were cut short by a virus we barely understood, but thanks to scientists working around the clock and around the world, the genome was quickly mapped, its elusive symptoms were painstakingly documented, and life-saving therapies and vaccines were developed and tested in record time. In many respects, this was a year when we learned what we were capable of as one human race writ large.

Yet, it was also a year when we had to face some of our ugliest demons. The specters of racial inequality and racial violence jointly rose up amid the pandemic, sparking a larger and more inclusive than any we have seen in decades, perhaps ever. We were moved to tears and rage by the CDC鈥檚 data showing that as white people, as well as by the ongoing killings of Black people 鈥� such as George Floyd, Ahmaud Arbery, Breonna Taylor, and Rayshard Brooks 鈥� even with the pandemic raging on. The movement for racial justice generated important dialogues, as well as many changes in policy and practice around the country. Yet, it also highlighted all the work we have yet to do to ensure a world of equality, justice, and wellbeing for all.

The devastating pandemic deepened financial fissures, ripping away what little economic security many people had managed to accumulate. We saw , surpassing all past records, we saw triple and quadruple, we saw more people become unhoused or buckle under the looming threat of eviction. Yet, against this backdrop, we witnessed in 2020 the emergence of the world鈥檚 first  鈥� that is, individuals whose wealth exceeds $100 billion.

On the bright side, our society came to recognize the tremendous worth of many low-wage essential workers 鈥� from nursing assistants and emergency medical technicians, to grocery and restaurant workers, to truck drivers, delivery people, and everyone in logistics, to gig workers of all kinds 鈥� expressing long-overdue gratitude for all they do to keep society functioning. Yet, most are still economically vulnerable and will remain so without a major rethinking of what makes a society thrive economically.

As we begin a new year, we must concern ourselves with the fact that economists have predicted a 鈥� one in which those who are financially well-off are expected to do better and better and those who are financially vulnerable are expected to do worse and worse.

The mental health consequences of 2020 were not insignificant. The stresses of the pandemic, the stresses of racial inequality and violence, the stresses of economic precarity, the stresses of new patterns of life, and the stresses of looming unknowns affected virtually everyone in some way. For those of us who had to suddenly pivot last March from 鈥渓ife as usual鈥� to 鈥渨ork from home鈥� and, often, 鈥渞emote schooling鈥� for our children, there were many new stressors, from having no clear boundaries between work, family, and self, to the pressure of having to take on new roles such as homeschool teacher or family nurse and public health officer.

These pressures were especially acute for women, a not insignificant number of whom made the difficult decision to retreat from the workforce, whether to care for family or pursue other life goals. We must also remember what the year was like for those women and girls 鈥� in fact, for anyone 鈥� for whom home was not a safe place to be, whether for reasons of intimate partner violence, sexual abuse or exploitation, or child abuse 鈥� all at a time when protective services and resources were sharply curtailed due to the pandemic.

For people who had to isolate at home alone, loneliness and disconnection became real risks, as did fears of what would happen if they got sick with no one around. The year was perhaps most stressful of all for those who could not be together with loved ones who were in the hospital or, even more tragically, those who could not be together with loved ones who were dying.

And we cannot forget the doctors, nurses, and other medical personnel who were the heroic heart of the year, who were caring for us and our loved ones, despite the uncertainties related to their own health and survival, and despite the risk to their own families.

2020 was a year of great sacrifice for every single person on this planet, in fact, a year of profound trauma for some, and we owe each other the grace of that. Against this backdrop, we must look ahead in 2021.

The fact that 2020 was an election year almost fades into the background, yet, it becomes a source of hope when we imagine the possibilities of a new administration and all that we can do together, inside and outside politics, to restore faith in ourselves and the world.

We must, in particular, acknowledge the historic first of Kamala Harris, a Black woman, a South Asian woman, and first-generation woman born of immigrant parents, being elected Vice President of the United States, and the courage of Joe Biden, a white male presidential candidate, to buck the trend of history by choosing her as a running mate.

These things bode well as we continue our work of building a more inclusive and equitable society in which all can prosper and thrive. We at the 妻友社区 are energized by a tempered optimism, geared up for another year of doing what we do best 鈥� shaping a better world through research and action 鈥� and we look forward to partnering with all who share our vision in 2021!

Layli Maparyan, Ph.D., is the Katherine Stone Kaufmann 鈥�67 Executive Director of the 妻友社区 at 妻友社区 College.

This was originally posted by Karen Craddock, Ph.D., on April 17, 2020, on .

While we manage the day-to-day, sometimes moment-to-moment, shifts during this global pandemic, it is sure to have implications on how we navigate the array of feelings and interactions we encounter in every aspect of our inner and outer lives. This process involving managing emotions, setting goals, showing empathy, building relationship, and making constructive decisions, otherwise known as social and emotional learning (SEL), is especially poignant now. Raising awareness of how these skill sets and competencies intersect with interpersonal, situational and structural inequities is even more so鈥�

Pain of exclusion

In my on the social-emotional, neurophysiological pain of racialized exclusion and strategies to remain resilient, there is discussion on how pain is perceived and received across racial lines. Particularly relevant is mention of the well documented racial empathy gap that occurs for people of color, especially in healthcare settings as well as in education. This is important to keep top of mind during this COVID-19 crisis in light of emerging national data revealing the glaring disparities occurring along race for both contracting and dying of the disease, as well as getting access to testing and treatment.

What is clear is that the pain of racism occurs both directly and indirectly. So as communities of color hear and experience more of these disparities, even while not surprising, the impact is felt whether target or watching from the sidelines. Already strategies of resistance have been activated among people of color to buffer and recreate in the midst of this, which includes a call for increased awareness and action by all. Furthering these strategies to remain resilient will be crucial for the long haul calling for intentional awareness to stratified privilege, disrupting inequities, supporting affinity networking, and deploying collaborations with resources of all kinds.

Staying physically distant and socially connected

While we adhere to vital mandates to stop the spread of the virus which can require quarantine and separation, it is important to be aware of language that indicates social or relational disconnection. We are wired for connection and thrive mentally, physically, and emotionally from being in healthy relationship. The have recently and will likely continue.

Inclusive language that encourages staying socially connected in safe ways is vital. This means honoring the diverse personalities and profiles of individuals falling along the spectrum of introvert to extrovert by making room and opportunities for everyone to find comfortable and necessary methods to stay connected without assumptions of 鈥渙ne size fits all鈥�. By using the term physical distancing it also forces us to look at the range of physical settings people are in while braving this storm. Thus, it is even more important to address the implications and remain aware of the physical constraints and necessities that are realities across the country and for so many.

A current context in the climate of COVID-19

It is not unusual that during times of extraordinary crisis that prevailing stressors become worse. For communities already chronically marginalized by race, ethnicity, gender, class鈥�an increase in volume, intensity, and impact occurs. In addition, a climate of crisis also heightens awareness of social, structural, and systemic inequities. Over the past few weeks we have experienced COVID-19 hit our communities and we are beginning to hear stories and see data that brings this point to a head.

From physical appearance to physical location, the ugly truths of marginalized existences are coming to bear. An African-American man living in Boston describing the risk and worry he has of being a man of color wearing a facemask to prevent illness while fearing for his safety due to bias. We see the economic intersectional realities during this public health pandemic across many communities and how it is specifically playing out given the disproportionate rate of pre-existing and socially influenced health conditions among communities of color. And sadly rates of domestic violence and abuse are likely spiking especially with quarantine and stay at home recommendations and mandates in place. The backdrop of the growing sharpens the need for paying attention to the mental health needs of us all right now and especially within communities of color.

As educators and practitioners of SEL it is vital now more than ever that we remain vigilant in our efforts to defeat COVID-19 while staying aware of how its impact is inextricably tied to issues of bias, equity, and wellness. It will require and invite personally and professionally that center cultural fluency, emotional intelligence and agility. Before us is a call that compels intentional, active, and inclusive engagement within affinity networks and with racially culturally diverse thought-partners and leaders to seek and create solutions for much-needed healing.

Karen Craddock, Ph.D., is a visiting scholar at the 妻友社区. As an applied psychologist, her work centers on issues of equity, wellness, leadership, and partnership. Her studies on psycho-social functioning have included explorations of race and gender intersectionality, models of optimal resistance and resilience, social and emotional learning, emotional intelligence, and the neuroscience of inclusion.

Hospitals and universities are facing challenges that many have never seen before as they respond to COVID-19. Universities are and transitioning to remote learning in order to protect the health of their faculty and students. Hospitals are working around the clock to and acquire the gear needed to protect their staff. These educational and healthcare organizations ("eds" and "meds") need to identify creative solutions to solve these problems in ways that take into account the needs of their diverse stakeholders. Boardroom diversity is particularly important to achieving this.

Almost 14 years ago, the 妻友社区 published Critical Mass on Corporate Boards: Why Three or More Women Enhance Governance. I wrote this report along with my coauthors Alison M. Konrad, Ph.D., and Sumru Erkut, Ph.D. At the time, we didn鈥檛 know how much of an influence it would have on corporate boards. Since then, the biggest for-profit corporations have faced increasing pressure to diversify their boards from major shareholders, advocacy groups, some government entities, and the media.

The largest nonprofits鈥攅ds and meds鈥攈ave not faced comparable scrutiny or pressure. But recent studies in and , two major centers for eds and meds, have begun to shine a light on the low percentages of women on the boards of many of these institutions.

As a member of the (WNLI)鈥攚hich was founded by my 妻友社区 College classmate, Happy Fernandez 鈥�61, and is a co-publisher of the Philadelphia report鈥擨 learned of the need for research to understand the reasons behind the numbers and what remedies work. So WNLI colleague Carolyn Adams and I conducted in-depth, confidential interviews with 59 female ed and med board members and male and female board chairs and chief executives in 14 states and the District of Columbia, representing every region of the United States. We wanted to know what it鈥檚 like to be in 鈥渢he room where it happens.鈥�

In our new report, Increasing , we document that women face substantial barriers to gaining board seats and to serving effectively once elected. Though our study focused on gender diversity, we found parallel barriers to racial diversity and note the impact of the combined barriers of gender and race for women of color.

Removing obstacles for all women matters, not only because equity in organizations must start at the top, but also because our interviewees reported that female directors have positive impacts on the boards and their significant decisions. Women make contributions related to their expertise, as do men, but they also bring different experiences and perspectives to the table, particularly on issues involving consumers (students and patients), culture change, improved governance, and the way decisions are made. An overwhelming number of interviewees believe board diversity can increase effectiveness in serving consumers.

Though these nonprofit boards present some of the same barriers to gender diversity as for-profits, women face additional barriers in nonprofits related to differences between the sectors:

• FINANCIAL REQUIREMENTS: Unlike for-profit boards, where members are paid a stipend, nonprofits generally expect board members to make financial contributions, sometimes sizeable. That can work to exclude or reduce the numbers of women who are considered.
• WHO-YOU-KNOW RECRUITMENT: Unlike for-profits, which regularly use search firms, nonprofits rely primarily on board members to recruit new members and are therefore limited by the largely white male social and business circles of the current white male trustees.
• BOARD SIZE: Nonprofit boards are usually larger than corporate boards, which average 9 to 11 members. In our study, excluding one board with over 85 members, the average board size was 29, and some had over 60 members. Though our 2006 WCW study led the way in pointing to a critical mass of three or more women in order to have an impact on for-profit boards, our nonprofit respondents cited 30% as the relevant minimum on their boards, because of their greater size. Even a critical mass does not necessarily lead to inclusion on large boards, where committees do the real work and executive committees often make most decisions. Exclusion from such power positions, or appointments only in small numbers, can mute women鈥檚 voices and limit their opportunity to be of influence and value.

The differences we identified call for change strategies tailored to the nonprofit sector. The strategies we recommend include:

• Placing less emphasis on a candidate鈥檚 financial capacity to contribute.
• Changing recruiting practices.
• Shrinking board size.
• Creating separate fundraising boards.

Embracing change, we found, requires leadership, intentionality, and a full board discussion of diversity.

In the United States, pressure on for-profits has largely come from shareholders. Nonprofit eds and meds do not have shareholders but they do have stakeholders: students and patients and their families, alumni/ae, employees (particularly faculty in the eds), members of communities affected by major board decisions, and donors. Since we are all members of some of these groups, if we, as stakeholders, paid greater attention to the lack of diversity on these boards and organized to exert our influence, we could propel change鈥攑utting eds and meds in a better position to face future challenges.

Vicki W. Kramer, Ph.D., is a consultant to nonprofits and former academic. She has co-authored articles in the Harvard Business Review and numerous other journals, as well as chapters in and . She was the founding president of the Thirty Percent Coalition, a national collaboration of for-profit companies, institutional investors, and nonprofits promoting gender diversity on corporate boards.

A woman graduates from college and starts her first job, earning about the same as the male colleague who sits next to her. She gets promoted a few times, her salary increases, and in her late 20s, she gets married. Her husband gets a job offer in a new city, they move, and she takes a slightly lower-paying job. In her early 30s, she has a baby, and then another baby in her mid-30s. She decides to cut back her hours (and thus her pay) in order to spend more time with her children. My research shows that this is the point in women鈥檚 lives at which the gender pay gap widens.

Fast-forward 15 years: the woman鈥檚 children are growing up and will soon be headed off to college, and she is eager to ramp her career back up. What happens to the gender pay gap now?

Today is Equal Pay Day, a day that symbolizes how far into the year the average woman in the U.S. must work in order to earn what the average man in the U.S. earned the previous year. Equal Pay Day for black women is August 13, for Native American women it鈥檚 October 1, and for Latina women it鈥檚 October 29. Women on average earn $0.82 for each dollar earned by a man; black women earn $0.62, Native American women earn $0.57, and Latina women earn $0.54. The gender pay gap has slowly narrowed over time, but over the past 15 years. Globally, the gap isn鈥檛 expected to close .

But we are learning that the story of the gender pay gap is a complex one. We now know that male and female college grads start their careers earning nearly the same salaries, but . By the time college grads reach their peak earnings, . Less than a third of this gap is caused by differences between the jobs in which men and women work, though women are certainly such as teaching, nursing, and social work 鈥� the usual 鈥減ink-collar鈥� jobs. Much of the widening of the gap comes from married women: their earnings grow much more slowly with age and they see little benefit from job-hopping compared with men and unmarried women. And when women become mothers, they are more likely to than men, even in full-time work.

This paints a bit of a dire picture. Things begin to turn around for women, though, once they reach their late 40s and 50s: the pay gap begins to narrow again. For example, among more recent generations of college-educated women, the they reach their late 50s. This happens as women increase their work effort relative to men once their children leave home.

There are still more questions to be answered before we can fully understand the causes of the gender pay gap, and how policies might help close it. For example, how much of the gap is contributed by dual-career considerations, where a family has to optimize around the primary breadwinner? Can public policies help to better share the burden among working spouses? An improved understanding might help us determine whether policies such as father quotas in parental leave might be part of a solution.

We are slowly gaining a clearer picture of how the gender pay gap evolves over the course of our lives. As our research continues, this picture continues to come into focus.

Sari Pekkala Kerr, Ph.D., is a senior research scientist and economist at the 妻友社区. Her studies and teaching focus on the economics of labor markets, education, and families.

As we enter 2018 with eager anticipation, it is a natural part of the transition into the new year to establish personal and career resolutions. Many business leaders consider ways to refresh the strategy for their organizations seeking to answer questions such as 鈥淗ow can my team help our organization achieve its goals with a greater impact?鈥�

For Capgemini鈥檚 North America Corporate Responsibility Team, the answer is easy鈥� We understand that to realize sustained change for greater gender equality we must facilitate courageous conversations, identify opportunities for improvements as they arise, and maintain accountability for our progress through measurable goals.

Some context on our current state:

In 2016 and 2017, Capgemini in the U.S. and Canada, respectively, . EDGE is the leading global assessment methodology and business certification standard for gender equality. Capgemini was awarded the recognition after a third-party review of its inclusion practices across five dimensions: equal pay for equivalent work, recruitment and promotion, leadership development training and mentoring, flexible working, and company culture. This recognition confirms our commitment to gender balance through impactful actions across North America, which include new benefits such as our backup care program. We will continue to be an innovative environment where our talent helps our clients transform business through solutions fueled by inclusion, diversity, and team development.

Capgemini鈥檚 EDGE Certification set the stage for our thought leadership on diversity measurement in the workplace enabling best practices sharing with other companies and community partners. In 2017, Capgemini sponsored two external events with the Anti-Defamation League鈥檚 Women鈥檚 Initiative, which had cumulative audience totals of over 600 attendees. Capgemini representatives joined other business leaders in addressing global gender balance challenges and the related topic of unconscious bias.

In July and December of 2017, Capgemini North America hosted its first sessions in San Francisco, CA, and New York, NY. Capgemini鈥檚 Global Group created this strategic program to explore how women are driving change as executives, navigating organizations through digital disruption to innovation.

Capgemini was also proud to support the National Diversity Council鈥檚 Women in Leadership Symposiums (WILS). The program鈥檚 mission is to bring together a diverse mix of successful women leaders who, through the discussion of topics relevant to today鈥檚 issues, educate, inspire, and encourage women to reflect on their own goals and status as they strive to move higher in their organizations.

Finally, Capgemini enhanced our Women鈥檚 Leadership Development Program (WLDP) to ensure a positive impact on the development of our women leaders. As a three-month program designed to provide training, mentoring, career objective-setting, and coaching for women in North America, WLDP is a signature program of the company鈥檚 talent development initiatives.

Our resolution for 2018:

We recognize that we need existing and future leaders contributing to the conversation on gender balance and equality in the workplace. This year we will empower our North America Employee Resource Group Leaders to build on last year鈥檚 16,000+ hours of engagement through a focus on deeper partnerships with our leaders and clients to drive accountability across organizations, not only on gender balance but on all aspects of diversity and inclusion. In 2018, we will partner with our clients on everything from unconscious bias training to volunteering. We will continue to make progress by holding ourselves accountable to be the change we want to see through our behaviors anchored by our and leadership commitments. We鈥檝e found past success where our grassroots efforts met our leadership goals and expect this year鈥檚 results to take us even further.

Janet Pope is a member of the 妻友社区 Council of Advisors. Additionally, she and her colleague Yvonne Harris work to grow the reach of Diversity & Inclusion initiatives at Capgemini North America.

In 1973, when I was 21, I dropped out of college in New Jersey and moved to Boston. I didn鈥檛 have a clear plan or strong reason for the move. A girl I knew, on whom I was developing a huge crush, had relocated here; so had my boyfriend (life was complicated). The bookstores in Harvard Square stayed open until midnight鈥攊n contrast to the town I鈥檇 grown up in, which had no bookstores at all. It seemed like a cool place to be.

So I was new to the city, and living in my own world of discovering feminism and sharing collective apartments and working at odd jobs and coming out. I was not aware of ruling in 1974 ordering students to be bused from neighborhood to neighborhood in order to I may not even have been aware of the violence that greeted the first black students to attend South Boston High, who were abused and threatened and pelted with rocks. Gradually, I learned. I remember being at a party at which half of the guests suddenly grabbed their coats and rushed out, someone having received a call that a black family in the South End was being attacked and needed defenders. These same progressives and others organized marches against the racist violence, but their outcry didn鈥檛 make much of an impression, in a city whose politics were dominated by , the South Boston Marshals, and other antibusing groups.

I didn鈥檛 really understand what had happened in Boston until years later, after I did some reading about the city鈥檚 neighborhoods; the class, racial, and ethnic tensions that shaped them; and how they were changing because of redlining and gentrification鈥攊n particular, , by Hillel Levine; , by J. Anthony Lukas; and , by Michael Patrick MacDonald.

The contrast between then and last weekend鈥攚hen more than 40,000 people (from within the city, its suburbs, and beyond) turned out on a hot, humid August day to protest a so-called on Boston Common that threatened to give a platform to racists, Nazis and Ku Klux Klan members鈥攊s astounding. From my vantage point, my fellow marchers seemed to come from all walks of life: students, union members, elders, yuppies. Blacks, whites, Latino/as, Asians, Native Americans. Christians, Muslims, Jews, Buddhists. LGBTQ folks and straights. Feminists, anarchists, socialists, Democrats, Libertarians, and Republicans. Most of the signs were home-made, and they, like the marchers who carried them, were both serious and joyful: 鈥淏lack Lives Matter,鈥� 鈥淛ewish Lesbian Against White Supremacy,鈥� 鈥淭he Only Thing We Hate is the Yankees,鈥� and 鈥淏oston Ain鈥檛 Nazi-Town.鈥� At one time, I wouldn鈥檛 have been so sure of that. Yet seemed to have no doubt that he was speaking for most of his constituents , 鈥淲e reject racism, we reject white supremacy, we reject anti-Semitism, we reject the KKK, we reject neo-Nazis, we reject domestic terrorism and we reject hatred, and we will do every single thing in our power to keep hate out of our city.鈥�

How did this turnaround happen? I鈥檓 glad of it, but I don鈥檛 know. Some of the people I talked to theorized about a better-educated population, a two-term black president, more understanding and acceptance of LGBTQ people and other nonmainstream folk鈥攁nd even the experience of the 1970s, from which at least some white people in Boston concluded that the anger, fear, and hatred that they directed toward people of color caused only misery and destruction鈥攏ot only to others but even to themselves.

Surely some of it has to do with demographic changes. Boston is no longer as white as it was in the 1970s, and its neighborhoods are not quite as segregated (although don鈥檛 get me wrong, they are segregated still). People with wildly different backgrounds, cultures, and values have more day-to-day interaction鈥攁t work, on their block, in stores, . Crime is down. Art, music, literary, and cultural events are not confined to Symphony Hall and the Museum of Fine Arts and the Hatch Shell on the Fourth of July鈥攖here are happenings throughout the neighborhoods that draw people out into the open, to enjoy them together.

Yet Boston remains a city of enormous economic inequality, institutional racism, struggling schools, and expensive housing and mass transit. The old fault lines could easily re-open, as people compete for scarce resources. After the march, some鈥攃ynics? realists?鈥攕aid, 鈥淣ice turnout鈥攏ow what?鈥� For August 19 to be meaningful, we have to keep it going. For some of us, the protest was just one of a life-long series of actions, while for others it was a first. For all of us鈥攃ertainly for me鈥攊t is an inspiration to keep marching in a positive direction, by remaining engaged and active, by working for justice and peace.

A writer, editor, and community activist, Amy Hoffman, M.F.A., is the editor-in-chief of Women鈥檚 Review of Books, published by the 妻友社区 and . Her most recent book is , a novel, forthcoming from the University of Wisconsin Press.

One of my favorite footnotes in the world appears at the bottom of the first page of the in the first edition of Home Girls: A Black Feminist Anthology on page 272. It reads, 鈥� was a Black feminist group in Boston whose name came from the guerrilla action conceptualized and led by on June 2, 1863, in the Port Royal region of South Carolina. This action freed more than 750 slaves and is the only military campaign in American history planned and led by a woman.鈥� As a Southern Black woman now living in greater Boston, I have in my travels back and forth driven across the Combahee River many times, moved by the small highway sign that unceremoniously identifies this historically significant waterway. It has become a kind of sacred place to me, over which I always say a silent prayer when crossing. Whether on Interstate I-95 or Highway 17 (the older, smaller 鈥渂lue route鈥� that runs parallel, all the way up and down the East Coast), it is a prayer of gratitude to Harriet Tubman and all that she did for the liberation of human beings.

She was a tiny woman, a woman with a disability, and, of course, a Black woman--who also happened to be an almost superhumanly courageous person and a logistical/navigational genius. She commandeered the Underground Railroad, shotgun in hand (so that no one would run back to slavery). An abolitionist in word and deed, she led the Combahee River Raid. She eventually worked as a suffragist. And, in her old age, she founded an old folks home for indigent women, even though she herself died indigent in that very home. Race, class, gender--she covered it all. Her story is one of the archetypal stories of American culture. We are because she is, and because she is, therefore we are, to paraphrase my retired philosopher colleague, , and many other African cosmologists and epistemologists.

When the U.S. Department of the Treasury announced two years ago that it was planning to put a woman on the $10 bill, I voted for Harriet Tubman every chance I got. I was privileged to participate in an invitation-only phone call of women leaders with representatives from the Treasury Department, and I also voted online as an 鈥渙rdinary citizen.鈥� And I unapologetically urged my friends on social media to do the same. So, when the arrived last week that , I was ecstatic. Victory!!! Who better to represent so many different marginalized U.S. populations, not to mention to embody, personify, and reify the black feminist theoretical innovation of , emblazoned onto popular discourse by the very Combahee River Collective that so revered Tubman??

I have to hand it to Jack Lew, the U.S. Treasury Secretary who recognized that the time was right--indeed, overdue--to put a woman on a piece of high-circulation U.S. currency and to right some historical wrongs. In fact, not to stop with Harriet Tubman, Lew spearheaded a series of to the $20, $10, and $5 bills to reflect a more inclusive history of the U.S. Beyond the addition of Harriet Tubman to the $20 bill, a diverse group of suffragist women will be added to the back of the $10 bill: Sojourner Truth, Lucretia Mott, Susan B. Anthony, Alice Paul, and Elizabeth Cady Stanton. Like the women of the U.S. today, these women were ideologically and politically diverse, ranging from radical to reformatory in both rhetoric and method. Their history of interaction is complex, as texts such as , and documentaries such as Ken Burns鈥� and Paul Barnes鈥� "," reveal in captivating detail. Placing these women together on the back of the $20 bill suggests symbolically that we can work through our differences for good--a message badly needed right now in the U.S. It took 75 years--three generations of activism--to achieve the in America. No single woman did it alone, and women of diverse opinions each played a pivotal role, even when they disagreed on tactical and ideological points. This is a great inspiration for our times. And to add even more inspiration, the Rev. Dr. Martin Luther King, Jr., Marion Anderson, and First Lady Eleanor Roosevelt will be added to the back of the $5 bill to give life to the legacy of President Abraham Lincoln.

Admittedly, if I had a private audience with Secretary Lew, I would suggest the inclusion of some notable Americans of Asian, Latin, Middle Eastern, Native American, and Pacific Islander descent in addition to the very welcome inclusion of African Americans on the new bills--and I might even suggest that he replace the image of slaveholder President Andrew Jackson (after whom my hometown, Jacksonville, Florida, is named, incidentally) with these diverse Americans, since he has (too) long had his day in the sun. I can only hope that this is the plan for the $50 and $100 bills!

I think it was a good decision to begin these momentous changes with the currency of everyday life. $20s, $10s, $5s--we look at these every day, and now these ordinary currencies will stimulate important social discourse. They might even stimulate the economy! #GenderPayGap, #SayHerName, #NotThere, #EverydaySexism, and #BlackLivesMatter are all having a heyday. All of these discussions should move a step forward now that we have racial and gender diversity on the money!

In sum, this was a great week for U.S. women, U.S. history, and maybe even the U.S. economy. Who won鈥檛 be excited to get and try out the new $20 bill? ATM machines, anyone?? Another milestone toward gender equality has been passed, another hurdle cleared. Although there is still a long way to go, I am thankful and glad, indeed, exuberant!

Layli Maparyan, Ph.D. is the Katherine Stone Kaufmann '67 Executive Director of the and Professor of Africana Studies at .

The purpose of Celebrate Diversity Month is to recognize and celebrate the rich diversity of cultures around us. Although this is often a necessary first step toward increasing understanding and heightening awareness of the differences and similarities among us, not probing beyond these experiences can lead to a 鈥渢ourist approach鈥� to understanding difference, particularly when engagement with other cultures is limited to the more obvious areas (e.g., food, arts, celebrations, music, and historical contributions). This often results in those cultures remaining in the realm of 鈥渆xotic other.鈥� Why not take Celebrate Diversity Month to the next level? What if we work to gain a deeper understanding of the invisible riches and underlying motivations of culture?

My own journey beyond tourist-based experiences of culture began with the discovery of several models for deconstructing and understanding culture. One of these, the , is a tool for elucidating the two layers of every culture: surface culture and deep culture. Picture an iceberg with its smallest visible part above the water (surface culture) and much larger, invisible part below (deep culture). Surface culture includes food, dress, literature, history, language, etc., while deep culture includes core values, concepts of personal space, world views, nonverbal communication, beliefs, tolerance for change, etc. Deep culture always influences surface culture. In fact, it can be challenging to make sense of the surface aspects of a culture without understanding the invisible, deep elements from which those aspects originate. We can be proactive by journeying beyond our tourist-based experiences of surface culture and delving into deeper aspects of other cultures.

My academic and teaching interests lie at the intersection of culture, computation, community, and cognition--I like to think about how technology can support learning in community and public settings. In my , I challenge my students to push beyond their cultural tourist-based experiences to engage in deep culture learning of both their own and of others鈥� cultures, and to consider how deep culture impacts equity in learning. Throughout the semester, students practice designing learning technology interventions that are culturally responsive in deeper ways.

For a broader equity perspective on learning technologies, let鈥檚 consider how deep culture impacts learning technology policies, even before those technologies leave the factory. Cultural assumptions about learning--and learners--inform design decisions. Technology designers are often oblivious to how their cultural programming influences their ideas about appropriate characteristics of software functions, features, and interface metaphors. The deep cultures evident in those spaces where learning technology design decisions are being made usually forecast who will benefit most from that technology鈥檚 use. For example, gaming software companies (predominately white and male) have often been criticized for the gender and other biases embedded in their game design choices. This has fueled efforts to design gaming software that incorporates greater gender flexibility (and to increase gender diversity within the designer ranks). There is a more detailed discussion of this phenomenon in my chapter, 鈥淒iversity and Inclusion in the Learning Enterprise: Implications for Learning Technologies,鈥� in the forthcoming Handbook of Learning Technology.

Celebrate Diversity Month is our opportunity to take steps toward a better understanding of other cultures. We can deepen that celebration by taking a few more steps toward understanding the invisible structures and practices that fuel our own and others鈥� cultures. 妻友社区 College is an amazing and privileged place. Our students are the future educators, policy makers, executives, entrepreneurs, etc. who will craft a better world. Their time with us is an opportunity to grow beyond the limitations of tourist-based diversity experiences and delve into the richness and complexities of deep culture. Let鈥檚 join them in that learning. If we are to offer our students more equitable and inclusive learning spaces, then we must examine--and when appropriate, address--the deep cultures within our institution, our disciplines, and ourselves. We must encourage the exploration of deep cultures as well as surface cultures. This is the pathway to appreciation of differences and similarities within our communities.

, Ph.D. is Associate Provost and Academic Director of Diversity and Inclusion and Lecturer, Education Department at .

When I was a girl, my grandmother Jannie had only two books in her house. One was the Bible, and the other was Carter G. Woodson鈥檚 . My grandmother was born in 1917 in a sleepy little town called Locust Grove, Georgia. Not far from there, her own grandmother, Phyllis, had been born into slavery and was about 12 when the Emancipation Proclamation set her free. Phyllis gave birth to Laura, my great-grandmother and namesake, and Laura, as the result of a quietly kept sexual assault during her time as a domestic worker in Locust Grove, gave birth to my grandmother, Jannie.

In the early 1930s, Locust Grove didn鈥檛 have a high school for Black students due to Jim Crow segregation, so my grandmother left Locust Grove with the proverbial 鈥渘ickel in her pocket鈥� to move in with her much older stepbrother and his wife in Atlanta. This allowed her to attend the famed , built in 1924 as the first high school for African American students in the state of Georgia. It was here that Carter G. Woodson鈥檚 groundbreaking 1922 text, The Negro in Our History, served as her high school history textbook. After graduating from high school, she kept it, and eventually, after her passing in 1987, it landed in my hands. It has served as one of my most treasured possessions ever since.

is the father of Black History Month, which began as Negro History Week in 1926. He was an erudite and meticulous scholar who obtained his B.Litt. from Berea College, his M.A. from the University of Chicago, and his doctorate from Harvard University at a time when the pursuit of higher education was extremely fraught for African Americans. Because he made it his mission to collect, compile, and distribute historical data about Black people in America, I like to call him 鈥渢he original #BlackLivesMatter guy.鈥� His self-declared dual mission was to make sure the African-Americans knew their history and to insure the place of Black history in mainstream U.S. history. This was long before Black history was considered relevant, even thinkable, by most white scholars and the white academy. In fact, he writes in the preface of The Negro in Our History that he penned the book for schoolteachers so that Black history could be taught in schools鈥攁nd this, just in time for the opening of Washington High School.

Carter G. Woodson鈥檚 starting premise was that African American history did not begin with slavery, but rather began in the free and self-organized cultures of the African continent before slavery was even a consideration. So, the first chapter of his copiously illustrated book is titled 鈥淭he Negro in Africa.鈥� His ending premise was that Black History was central to the pursuit of equality and dignity for people of African descent in America. Hence, his concluding chapter is 鈥淭he Negro and Social Justice.鈥� In between, he talks about the glorious, creative, and noble actions and contributions of a wide array of African American men and women. It enlivens my curiosity to imagine my grandmother Jannie as a young woman learning in school about her own history from Carter G. Woodson鈥檚 text, which, at that time was still relatively new, alongside anything else she might have been learning. It saddens me to reflect on the fact that my own post-desegregation high school education, AP History and all, offered no such in-depth overview of Black history, African American or African.

In 1915, Carter G. Woodson founded the , a professional organization for Black scholars. A year later, in 1916, he founded the Journal of Negro History, now known as the鈥攁 journal in which I, coincidentally, have published. This year, the organization he founded, now known as the (or ASALH), celebrates its 100th anniversary鈥攊n Atlanta, no less. The survival of this organization is a testament to the fact that scholars have played a huge role in the advancement of dignity and justice for people of African descent in the United States, and such Africana studies scholarship itself has often presented the evidence base for the work of social change.

After finishing high school, my grandmother Jannie, like many of her generation, worked as a domestic for many years. However, after spending time working in the home of a doctor, she was encouraged and went on to become a licensed practical nurse (LPN), which took two more years of night school. From that point until her death, she worked as a private nurse to aging wealthy Atlantans. This enabled her to make a good, albeit humble, livelihood for herself and her two daughters, along with my great grandmother Laura, who lived with her and served as her primary source of childcare, particularly after her brief marriage to my grandfather, an older man who she found to be overbearing, ended. With this livelihood, she was able to put both her daughters through Spelman College, the nation鈥檚 leading African American women鈥檚 college, then and now. It stands as a point of pride to our whole family that, although she was unable to attend due to family responsibilities, Jannie herself was also at one time admitted to .

When I was growing up, the message from my grandmother was unequivocal: Education, education, education. She singled me out early as the one on whom to be unrelenting with this message, and throughout her life, she went out of her way to contribute to my educational success鈥攅verything from the gift of a piano when I was in elementary school so that I would learn music to the gift of new clothes for college when I myself was admitted to Spelman College. Perhaps, most notably, she served as my source of childcare when I had my first child as a junior in college. Sadly, she didn鈥檛 live to see me attain my Ph.D., but, when she passed away, I was already pursuing my Masters degree, and, like her, I was also mother to a second child. Thus, when I inherited The Negro in Our History, it was more than a quaint artifact of an earlier era, and more than just a physical symbol of Black History Month. Rather, it was where Black history, women鈥檚 history, the pursuit of education, the pursuit of social justice, my own history, and my own destiny met.

Wherever I am in my life, when I need inspiration, sometimes I go to my shelf and pull out The Negro in Our History, and sometimes I go sit at my grandmother鈥檚 grave (where she is buried right next to her mother, my namesake, Laura, in Atlanta) and commune with her spirit, offering gratitude. These are not easy times we are living in, I tell her鈥攂ut neither were mine, she tells me. I made progress, and so will you. Keep going. And through the thread of our connectedness, the long march continues.

Layli Maparyan, Ph.D. is the Katherine Stone Kaufmann 鈥�67 Executive Director of the and a Professor of Africana Studies at . Her scholar-activist work interweaves threads from the social sciences and the critical disciplines, incorporating basic and applied platforms around a common theme of integrating identities and communities in peaceable, ecologically sound, and self-actualizing ways.

I was many things at ten years old, but one thing I wasn't was accepted. My family moved to a new town that summer鈥攊t was 1972鈥攁nd on the first day of school when the school bell rang I stood in the middle of the girls鈥� line anxiously waiting to meet my new classmates. As I was studying my shoes I heard the laughter and the whispering, 鈥淲hat is that new boy doing in the girls line!鈥� They were talking about me, well-dressed in boys clothing. I was humiliated, filled with shame, desperate to go back to my old school where people knew and accepted me. It was a long year of pain, accentuated by my teacher who routinely tried to force me to join the Girl Scouts.

This memory popped back into my mind when I first discovered social pain overlap theory at UCLA. These researchers study the brain in social situations. They devised a clever experiment during which people were asked to join a virtual cyberball game on a computer screen. As the game progresses, the research subject is attached to a functional brain imaging machine. Now, being left out of a where you do not even know or see the other players is nothing compared to my year of ridicule and ostracism in fifth grade, nor does it compare to the many forms of being socially rejected from bullying, to racism and homophobia, but still, this rather mild social exclusion told these researchers something very important: Being left out hurts most people. They feel uncomfortable, unsettled, irritated鈥� distressed. The next step was to see what area of the brain was activated with this distress.

This is where the story gets really interesting. The area that lit up when a subject was excluded is a strip of brain called the (dACC). The dACC already had been mapped as the area of the brain that is activated when a person is distressed by physical pain. To humans, being socially excluded is so important that it uses the same neurological pathways used to register when you are in danger from a physical injury or illness. Remember the old saying, 鈥渟ticks and stones will break your bones and names will never hurt you鈥�? Not true. It should have been 鈥渟ticks and stones will break you bones and names will hurt you too!鈥�

The human nervous system has evolved to be held within the safety of safe relationships. When we drift away from our group or are pushed out, when we are ridiculed, bullied, or shunned it creates real pain. This happens to individuals within groups and to groups of people within the larger society. SPOT theory confirms that people who live in glass houses shouldn鈥檛 throw stones鈥攂ut it also tells us that we all live in glass houses, we are all vulnerable to the pain of being left out. It is simply how we are wired.

Amy Banks, M.D., has devoted her career to understanding the neurobiology of relationships. She was an instructor of psychiatry at Harvard Medical School and is the Director of Advanced Training at the Jean Baker Miller Training Institute (JBMTI) at the at . She is the author with Leigh Ann Hirschman of the forthcoming book, Four Ways to Click: Rewire your Brain for Stronger, More Rewarding Relationships (Penguin Random House).

October was LGBTQ History Month. We should continue to celebrate, reflect, and get back to work!

It has been less than 50 years since , the start of the current LGBTQ Rights Movement. There have been trials and tribulations, along with celebrations. Today, over 30 states grant same-sex couples the right to marry legally. Today, social acceptability has permeated society (). Today, groups, businesses, and academic institutions supporting LGBT rights and LGBTQ youth, all with the message of equity and equality, have increased exponentially (). Curriculum teaching about inclusiveness is making schools safer and more hospitable than they were even 5 years ago.

These accomplishments are certainly remarkable considering a mere 50 years ago homosexuality was considered a mental disorder. Gay people feared getting fired from their jobs and, often, only a suspicion of homosexual behavior was enough. Religions condemned homosexuality as an abomination, an affront to the natural order of things. And AIDS meant social isolation and certain death.

With so many improvements in equality and rights for LGBTQ communities since Stonewall, one might wonder what else there is left to do. One area that is unaddressed and under-researched is the challenges LGBT elderly people face. More than six million LGBTQ individuals will be in the 鈥�65+鈥� age bracket by 2030 (). This, of course, provides some trepidations -- and opportunities鈥攆or LGBTQ communities, policymakers, and the general population.

In the last couple of years, more research has surfaced regarding LGBTQ elderly people, which provides a sobering look at their attitudes and thoughts about aging. The first and obvious concern is aging in a society and community that places a high value on youth, leaving the elderly feeling useless and insignificant (Fox, 2007). This is both within the LGBTQ communities and in the general population. Ageism is pervasive in the U.S.

The second concern is discrimination or perceived discrimination at long-term facilities and healthcare institutions. SAGE (2014) reported 40% of lesbian and gay elderly people do not tell healthcare providers they are homosexual, and healthcare providers just assume they are heterosexual. Moreover, in long-term care settings same-sex couples are denied same-space living arrangements more often than heterosexual couples (Stein, Beckerman & Sherman, 2010). In other words, heterosexism entitles you to live your life with your significant other, especially in the final years.

A final concern is that LGBT elders worry about financial insolvency more often and believe they will not be able to retire or will outlive the meager retirement savings they have. In addition, current retirees have lived through years of employment discrimination (SAGE, 2014). Even today, there are still some states that don鈥檛 ban discrimination on the basis of sexual orientation in their employment discrimination laws (HRC, 2014). About 15% of LGBT women and men 65 or older live in poverty, compared to only 10% of heterosexual men (). In couples over 65, female same-sex couples are almost twice as likely as heterosexual couples, or male same-sex couples, to be low-income, reflecting the double impact of women鈥檚 lower earnings compared to men(Table 9; Badgett, Durso, & Schneebaum, 2013).

October鈥檚 LGBTQ History Month is about celebration, reflection, and work. We should celebrate that elderly couples are now, legally, entitled to their married spouses Social Security benefits when one spouse dies. Moreover, we should celebrate that the Affordable Healthcare Act is providing many people, especially transgender older adults, with needed healthcare. Finally, we should celebrate that LGBTQ issues are being discussed and acknowledged with the federal, state, and local agencies. In the span of less than 50 years, LGBTQ communities have gone from despised to celebrated and are seen as important members of the global community. Reflection comes as we realize there is more to be done to truly create equality for all members of society.

Let鈥檚 get back to work. We need to call members of Congress and demand that they pass the Older Americans Act (the premier elder care law) with LGBTQ elders added to the definition of vulnerable populations. We must call on state and local decision makers to pass anti-discrimination laws and create new minimum wage laws, so that pay is equalized for males and females, LGBT and heterosexual, gender conforming or nonconforming. Furthermore, let鈥檚 do what we do best, continue to initiate meaningful discussions on heterosexism, sexism, and ageism.

Brian Fuss, M.P.A., a Research Fellow at the at , is working on his doctorate in Public Policy and Administration. The working title of his dissertation is Public Policy Recommendations for Florida鈥檚 LGBT Elderly Population Residing in Rural and Suburban Areas.

Additional References:

Fox, R.C. (2007) Gay grows up, Journal of Homosexuality, 52, 33-61. DOI:10.1300/J082v52n03_03

Stein, G. L., Beckerman, N. L., & Sherman, P.A. (2010). Lesbian and gay elders and long-term care: Identifying the unique psychosocial perspectives and challenges. Journal of Gerontological Social Work 53, 421-435. DOI:10.1080/01634372.2010.496478

Opponents of LGBT equality often try to make LGBT parents seem like a new and untested phenomenon, and therefore . The history of LGBT parents and our children, however, goes back further than one might think.

The Greek poet , whose island home of Lesbos gave us the term 鈥渓esbian,鈥� may have had a daughter named 鈥淐leis.鈥� That would mean that the history of LGBT parents goes back to around 600 BCE.

The existence of her daughter is only attested through a few fragments, though, making it far from certain. It鈥檚 also anachronistic to apply modern identity terms to historical figures, even such a lesbian icon as Sappho. The possibility of her existence, however, should encourage us to reflect that the history of parents who fall under a broad LGBT umbrella (not tied to modern conceptions of the terms) likely goes back as far as the history of LGBT people as a whole. They may not have been 鈥渙ut and proud鈥� like many modern LGBT parents, but we can still see them as their forebears.

Sticking with better documented cases, was the father of two boys with his wife Constance Lloyd, and apparently a loving one. His son Vyvyan, in his book Son of Oscar Wilde, wrote about Wilde鈥檚 relationship with him and his brother, 鈥淗e was a hero to us both. . . . a real companion to us. . . . He would go down on all fours on the nursery floor, being in turn a lion, a wolf, a horse, caring nothing for his usually immaculate appearance.鈥� Alas, when the boys were eight and nine, their mother took them to Switzerland after Wilde鈥檚 trial for 鈥済ross indecency鈥� (having same-sex relations) and they never saw him again.

had relationships with several women, including fellow writers Virginia Woolf and Violet Trefusis, and had two children with her husband, Harold George Nicolson (who also had same-sex relationships). Her son Nigel Nicolson later used her account of the affair with Trefusis as the heart of a book about his parents, Portrait of a Marriage. There, he called his mother鈥檚 description of the affair 鈥渙ne of the most moving pieces that she ever wrote.鈥� While he acknowledged both parents鈥� same-sex relationships, he also said their marriage 鈥渂ecame stronger and finer as a result.鈥� Their love affairs were mere 鈥減orts of call,鈥� but it was 鈥渢o the harbour that each returned.鈥� Nevertheless, it is easy to see Nicolson as the product of parents who fall under the broad LGBT umbrella, and to place another brushstroke in our picture of LGBT family history.

Looking only at parents who had a more modern sense of their LGBT identities, out LGBT parents go back to the very start of the LGBT civil rights movement. Most still had their children within the context of different-sex marriages, but were more likely than in earlier times to leave those marriages, even though this often meant losing custody of their children. , one of the founders in 1955 of Daughters of Bilitis, the first national lesbian rights organization in the U.S., was one such parent. Not surprisingly, her organization held some of the first known discussion groups on lesbian motherhood鈥攚ay back in 1956. (See Daniel Winunwe Rivers鈥� Radical Relations, which I reviewed in the Women鈥檚 Review of Books earlier this year.)

Even the term 鈥済ayby boom鈥濃�攔eferring to same-sex couples starting their families together鈥攊s already over two decades old, dating to at least March 1990, when Newsweek reported, 鈥渁 new generation of gay parents has produced the first-ever 鈥榞ayby boom.鈥欌�� That means that many of the children from that boom are themselves now adults鈥攚hile many of the first generation of out parents are becoming grandparents.

Think of it this way: the fictional Heather who had two mommies was in preschool in classic 1989 children鈥檚 book. If she were real, she鈥檇 now be in her late 20s.

Those who continue to insist that LGBT parents are not good for children have failed to realize that if that were true (even leaving aside the extensive social science research to the contrary), there would be many more maladjusted adults running around. Analyses from have found that currently, between 2.3 and 4 million adults have an LGBT parent. If they suffered harm because of that, someone surely would have noticed the connection by now.

As a lesbian mom, I believe that learning the history of LGBT parents and their children can also help us feel less alone, less like we are the first to face each challenge. Having confidence that others have succeeded before us can translate into confidence in our parenting skills, which in turn can positively impact our children.

Knowing the struggles鈥攁nd triumphs鈥攐f LGBT parents in the past can also give us hope and strength in overcoming the challenges鈥攍egal, political, social, and emotional鈥攖hat we still face.

And seeing how the early organizations for LGBT parents helped shape the overall LGBT rights movement of today (a story told in Rivers鈥� book and in the 2006 documentary ) can inspire us to keep contributing to that broader effort, even as we balance the demands of work and family.

for this year may be drawing to a close, but the work of exploring our history must continue.

is the online content manager for the at the at . She is also the founder and publisher of , a GLAAD Media Award-winning blog and associated newspaper column for lesbian moms and other LGBT parents. She has a BA summa cum laude from 妻友社区 College and an M.Phil in Modern History from Oxford University.

Today we lost a Phenomenal Woman writ large and a national treasure, Dr. Maya Angelou, at the age of 86. Last year on April 4, 2013, we cross-posted a birthday tribute to her extraordinary life here on Women Change Worlds and at the blog page of the Voices of our Community Blog. In honor of her passing, and in honor of phenomenal women everywhere, we are re-posting this blog again today. 

Happy Birthday Maya Angelou!

We may remember today many ways, but one of the happiest has to be by wishing an ebullient 鈥淗appy Birthday!鈥� to one of America鈥檚 living national treasures: Dr. Maya Angelou, who was born on this day, as Marguerite Ann Johnson, in 1928.  In the 85 years since then, she has graced our nation and the world with wisdom, vivacity, courage, and splendor as the very embodiment of the figure she made famous in her poem, 鈥�.鈥�  On a day that encourages us to reflect on civil and human rights with the widest possible scope, we can use this occasion to look closely at the many ways that Dr. Angelou has blazed paths, opened doors, and enlarged life and living for the rest of us.

Dr. Angelou is perhaps best known for her groundbreaking autobiography, I Know Why the Caged Bird Sings, first published in 1969, which tells the story of her tumultuous childhood and its overcoming, and then again for her riveting recitation of the poem 鈥淥n the Pulse of Morning鈥� at President Bill Clinton鈥檚 inauguration in 1993, or as the first poet to be invited to a presidential inauguration since Robert Frost appeared at John F. Kennedy鈥檚 inauguration in 1961.  Yet, these anchors of public awareness only punctuate a life of irrepressible self-invention that has enlarged our sense of what human beings are capable of and what human liberation might actually look like.  Challenging early circumstances in Dr. Angelou鈥檚 life 鈥� family violence, family mobility, economic insecurity, sexual abuse 鈥� only served to refine and lay bare her genius and expose us to her gifts 鈥� artistic, political, literary, and spiritual. 

This Phenomenal Woman was the first African American woman to author a screenplay: Georgia, Georgia, the first African American woman to direct a major motion picture: Down in the Delta, the first major Black writer to author a fourth (then a fifth and sixth) autobiography (giving W.E.B. DuBois, who famously authored three, a run for his money and his historical legacy), and even the first African American female streetcar conductor in San Francisco.  Yet, this litany of firsts obscures a deeper contribution to women鈥檚 empowerment and the global legacy of civil and human rights for people of African descent.

As an integral creative spirit within the Black Arts Movement of the late 1960s and early 1970s, Dr. Angelou鈥檚 works of autobiography then poetry helped lay the foundation for Black women鈥檚 literature and literary studies, as well as Black feminist and womanist activism today.  By laying bare her story, she made it possible to talk publicly and politically about many women鈥檚 issues that we now address through organized social movements 鈥� rape, incest, child sexual abuse, commercial sexual exploitation, domestic violence, and intimate partner violence.  Through the acknowledgement of lesbianism in her writings as well as her public friendship with Black gay writer and activist James Baldwin, she helped shift America鈥檚 ability to envision and enact civil rights advances for the LGBTQ community.  And the time she spent in Ghana during the early 1960s (where she met W.E.B. DuBois and made friends with Malcolm X, among others), helped Americans of all colors draw connections between the civil rights and Black Power movements in the U.S. and the decolonial independence and Pan-African movements of Africa and the diaspora. 

By communicating through the arts, Dr. Angelou has always brought a much-needed dimension of heart and soul to our political efforts and aspirations.  Her life-as-career has been recognized for its universal value to others in her appointment as the lifetime Reynolds Professor of American Studies at Wake Forest University, as well as through numerous awards and recognitions. The long arc of her contributions to civil and human rights, which reaches back to her early employment with the Southern Christian Leadership Conference, reached a tragic pitch with the assassination of her friend and colleague Dr. Martin Luther King on her 40th birthday in 1968, and proceeds forward to the recent formation of the  at Wake Forest School of Medicine, is now part of the fabric of our history.

At 85, Dr. Maya Angelou is a living legend and cultural treasure. Her courage in the service of freedom and justice has left its unmistakable mark on our world. As she once stated, 

On this day, as an act of honor and celebration, I encourage everyone to seek out and share a book, poem, film, song, or speech by Dr. Maya Angelou 鈥� but not to stop there.  To truly honor her life, we must look around and witness the many 鈥渃aged birds who still sing鈥� 鈥� and then find a way to help open doors to freedom.  We can look to organizations like the , which has become a convener of change conversations and a facilitator of change actions, or to organizations like the , that works to move the needle of change by supporting social change efforts through social scientific research, theory, and action.  But we can also start right where we are, as Dr. Angelou did so many times herself, and ask ourselves, 鈥淲hat can I do, right here, right now?鈥�  There are so many ways to get involved, and, like Dr. Angelou, to live a life that makes a difference.

Layli Maparyan, Ph.D., is executive director of the , .

I was asked to write this post about and I must admit that I had never even heard of it.

But as I considered "tolerance," I thought of its role in my life. Being a middle aged queer mom, I came of age in the 70s and 80s not expecting tolerance from anyone--expecting to hide my sexual orientation in all but the private parts of my life and to navigate the world carefully in that way.

When I had come out to my mother at 17, she said, 鈥淵ou don鈥檛 have to tell anyone鈥� and never tell your father.鈥� I would say at that point that level of tolerance was the "gold standard" of what I was hoping for in my life journey

So when my second fourth-grade daughter came home from school one day all a-flutter, exclaiming, 鈥淚鈥檓 going to take those movies to school tomorrow!鈥�--referring to and Both My Moms Names are Judy--I cautioned her. I said, 鈥淚 don鈥檛 think that鈥檚 a good idea. I think that might not be what you want to do. It might not go well.鈥�

She was adamant and then she told me why. A boy in her class had called her and her reading partner lesbians because my daughter had her arm around the younger girl鈥檚 shoulder as she was guiding her reading.

鈥淲e told him we aren鈥檛 but he said it again--in a mean way.鈥�

My daughter was confident that it wouldn鈥檛 be necessary for me to call her teacher; she would just bring in the movies. She did. Her teacher did choose to show the 10-minute film and she stopped it along the way for discussion. As the conversation unfolded, the boy said that he had heard that gay people abuse children, so he was sure that they were bad. Others in the class, including my daughter, spoke about family members and people they knew who were gay. As the time unfolded the boy understood that what he had been previously taught did not match the people about whom he was now learning.

All day I wondered how the class had responded to the film. I was worried, but the description of the discussion surpassed my expectations. I called the teacher to thank her. She said that they had been working on stereotypes and biases for several weeks but it wasn鈥檛 until kids who were classmates talked about their own experience that opinions and attitudes shifted. This was before standardized testing and she was a brilliant teacher who made time for this important discussion. I know there are many brilliant teachers who could create spaces for tolerance in their classrooms if given some tools and language to guide them.

At the 妻友社区 over the last 25 years, two tried-and-true programs create space for tolerance in schools: for students and school communities and the for teachers and community adults.

Though the reality for young LGBT people has changed much in the last 25 years, 鈥渢olerance鈥� like I experienced as a teen is viewed as sub-par in today鈥檚 world of activists. I would argue, however, that the challenge of creating spaces for tolerance is as great as it has ever been. In educational settings there are so few spaces and places that are devoid of competition and assessment; spaces and places where tolerance can thrive without an overlay of hierarchy and judgment even for a limited time.

I want to give a shout out to all the skilled teachers who are intentional in making space for tolerance. Through this commitment they are cultivating affirmation, respect, connection and cooperation and making room for these to grow in their classrooms and school communities.

Emmy Howe, M.Ed., Co-director of the on Inclusive Curriculum, is an original writer and founder of the

The controversy surrounding lack of of directors as it is going public with an IPO, has rekindled interest in diversity on corporate boards. In research conducted at the 妻友社区, my colleagues Vicki Kramer, Alison Konrad and I showed that having a critical mass of three or more women improves board governance. Catalyst (2007) and McKinsey (2012) subsequently reported that companies with diverse executive boards enjoyed significantly higher earnings and returns on equity. When there is a business case to be made for greater diversity on boards, the usual excuse is that there are too few qualified women, buttressed by the small number of female CEOs. But let鈥檚 look at the facts: not all male board members are CEOs. A board needs diversity in professional expertise as well as gender, race, and nationality. People making excuses for high tech companies鈥� lack of female board members point to the small numbers of women majoring in computer science. Again, not all male board members of high tech companies have technology backgrounds. In fact, most members of Twitter鈥檚 board members have undergraduate degrees from liberal arts colleges: one has a degree in English; another in Asian Studies. Couldn鈥檛 female experts in entrepreneurial management, intellectual property law, investment management contribute, for example, contribute positively within such a governance structure? It was smart of Twitter to include diversity of educational and work experiences on its board. Twitter (and all corporations) needs to stop making excuses and go for greater diversity, by including female, minority, and international members on its board.

Sumru Erkut, Ph.D. is an associate director and senior research scientist at the at where she studies women's leadership and co-led the Critical Mass on Corporate Boards study.

A gated community can be more than a real estate development. Last year, I visited an ailing friend who lives in a gated community on Hilton Head Island in South Carolina. I waited at a guardhouse while my white host, on the other side of the gate, was asked on the phone whether I should be let in. Waiting, I felt guilty until proven innocent, with a tinge of "Am I an imposter? Do I belong inside the gate?鈥� But once allowed in, I could drive around without feeling wary as I looked for my friend's house. I didn't need to prove again that I "belonged." I am white, and elderly, and to the young white guards, I probably looked harmless. I was given a pass--temporary permission to belong.

because he was a dark, unwelcome element from outside that Zimmerman felt did not belong within the gated community. Its neighborhood watch organization justified--at least in Zimmerman鈥檚 own mind--his intention to get rid of the outsider-within. George Zimmerman acted as an individual, and it was as an individual that he refused to do what the police asked him to do--stay in his car rather than engage on the street with Trayvon Martin.

But I see George Zimmerman as also acting out fears, projections and aggressions that form patterns in our civic life. I think George Zimmerman shared with tens of millions of people in the United States the assumption that people whose skins are darker than their own do not belong, people who look poorer do not belong, and black men on the streets do not belong. The deep and usually unacknowledged assumption of the more empowered is that these others are threats that should be rooted out.

My own education in this kind of exclusion started very early in my life. What I have in common with George Zimmerman is a head full of yes-and-no instructions about who should be in and who should be out of "our" communities. Beyond that, our circumstances were very different.

I was raised in an upper class suburban New Jersey family with what I call a "litany of 'good's"--unquestioned markers of superiority that put a gated community around my consciousness. I was told that we had a good family, lived in good neighborhoods, went to good schools, had good manners, read good books, and of course earned good grades. We females should go to good colleges and marry men with good prospects who would get good jobs and make good investments because they had good sense and good judgment. We would learn good music and recognize good art because we had good taste. When such a castle of invented "goods" is built around one, an obedient self, keeper of the moat and drawbridge, will recognize and try to keep out threatening elements.  

This frame of mind, instructed in keeping the 鈥渂ad鈥� at bay, made me as a child feel some fear when an un-good thought, an uncertified thought or person even, made its way into the precincts. The gated mind did what it could to hold off, stamp out, expunge, even kill the intruder. A man I was dating when I was 18 told me his parents had Jewish friends. I broke up with him immediately. Having grown up in anti-Semitic towns with few Jewish people, my gated mind stopped the intruding element. George Zimmerman and I were taught by large elements of American sensibility to do this.

We need liberal arts education and caring parents to teach children鈥檚 minds to see that what is unfamiliar is not necessarily threatening. We need teachers to encourage students to look critically at what they have been taught about who and what "belongs" in a democracy. are humanizing pursuits. By contrast, rage--especially racial, religious, gendered, sexuality and class-based rage--at what is seen as 鈥渙ther鈥� can kill off those observant and potentially welcoming internal elements of the self that can see beyond whatever excluding 鈥渓itany of goods鈥� one was taught.

The posse sensibility is not open or welcoming. The inner watchdogs of the closed mind kill off democracy. They fear what is not in their precincts. They do not recognize themselves in others. They close off curiosity and empathy. What remains is the ruthless gated community of the heart.

Peggy McIntosh, Ph.D. is an associate director at the at . The founder of the National SEED Project on Inclusive Curriculum and a leading scholar on privilege, she is the author of the groundbreaking essay, 鈥�White Privilege: Unpacking the Invisible Knapsack.鈥�

Social Scientific Perspectives on Making Change in America

Yesterday I attended the 50^th Anniversary of the March on Washington with two members of the WCW staff. We had been in Washington, D.C., for a series of meetings--indeed, we had just met with a liaison to the earlier that morning--and we wanted to be a part of this history. The fact that my own had been a civil rights activist in the early 1960s was part of my inspiration to attend this event and share in the national moment on reflection on how far we had or hadn鈥檛 come in terms of meeting the deeply enshrined American ideals of equality and justice.

During the flight home, as I reviewed the day鈥檚 by three U.S. Presidents-- Carter, Clinton, and Obama--vis-脿-vis the poignantly articulated and enduring of Martin Luther King, Jr., I began to think about a social science perspective on progress towards our shared civil and human rights goals. Of course there are political and philosophical ways to think about achieving equality and justice, but how does the achievement of these ends look through lenses of psychology, sociology, education, or economics, for example?

The work we do at is geared towards social change, yet our methods revolve around empirical social science research. Research not only informs action here, but it also allows us to evaluate the effectiveness of action using evidence. As I mentioned in one of our D.C. meetings, WCW is a kind of 鈥渆vidence factory鈥�--we are in the business of generating the kind of evidence that shapes effective policy and sound action programs. And it is no accident that, these days, everybody from activists and advocacy groups to philanthropists and Federal funders are seeking evidence that the actions they engage or invest in actually make a difference. Social-change oriented research organizations like WCW are key players in this equation.

Tomorrow, I will post a blog that takes a deeper look at some of the ways that social science research--including work by WCW scholars--informs social justice questions. Over time, I鈥檇 like to enlarge this dialogue about the role of research in social change, and I hope you鈥檒l join me by adding your comments and reposting our blogs on your social media channels. By staying in conversation and creating a buzz, together we move the needle on the issues we all care about!

Layli Maparyan, Ph.D. is the Executive Director of the 妻友社区 at .

 Yesterday the that denying recognition and benefits to same-sex couples is unconstitutional. Gay and lesbian couples who are legally married (they are able to do so in 12 states and the District of Columbia) will be able to take advantage of such benefits as tax breaks and pension rights that are available to other married couples. Further, legally married same-sex couples will have the . Reflecting on the Supreme Court鈥檚 ruling, I am reminded of the research study my colleagues and I launched in May 2004, when the went into effect, making Massachusetts the first state to legalize same-sex marriage.

My colleagues and I interviewed 50 same-sex couples in Massachusetts and their children. Some of the couples had chosen to get married and some had not. Whether or not a given couple chose to marry, they talked about the importance of the legitimacy and the recognition the change in the law offered them. Their sense was that when legal marriage is available to same-sex couples, the ramifications stretch far beyond the couples themselves. Perceptions of families, co-workers, neighbors, and strangers shift toward greater acceptance.

Rod* (married, in a 27-year relationship) put it this way:
It has been an amazing experience. I do feel in some fundamental way that it has changed me in the sense of legitimizing me鈥� I always used to say, I鈥檓 married, but it wasn鈥檛 real. And now it鈥檚 real, you know? It鈥檚 real, real. You know? I mean it鈥檚 like legal real. In that way I think it fundamentally changes the way I approach the world. You know? It鈥檚 like, 鈥淎re you married?鈥� 鈥淵eah!鈥� And it鈥檚 your problem to figure out who it is that I鈥檓 married to, or whether this is a straight marriage or a gay marriage or whatever. And I鈥檓 extraordinarily grateful for the opportunity to do that.

Regardless of whether they believed that legalization changed their personal relationships, and whether or not they chose to marry, all respondents clearly recognized the tangible and intangible benefits that come with official state approval. These included access to family health insurance, legitimacy for second parents, and next-of-kin status in medical contexts. The issue of medical access, privileges and decision-making was specifically mentioned by a number of families. Linda and Sally, a couple who had been together for 24 years, described the importance of a marriage license for their family鈥檚 legal protection:

Linda: Well, I honestly feel like, not to be unromantic but, the marriage part was really just the medical benefits and that sort of the financial 补苍诲鈥�
Sally: Get the piece of paper.
Linda: Right and, just the things that help the family in a time of crisis.

Ada, a married woman in a five-year relationship described the transformation from a cautious to a secure position with respect to her family and their public entitlements:
If we didn鈥檛 have a legal marriage, I would feel like I was constantly on the defensive about what should I do, how I should do it 补苍诲鈥� And instead I鈥檓 able to take a much more assertive stance and be able to advocate for the family in a way I didn鈥檛 feel like I could have before, because I didn鈥檛 have anything behind me to do it.

Other respondents shared similar sentiments, identifying a sense of 鈥渟afety鈥� or protection that comes as both a formal and informal benefit of legalized marriage:

Jaidyn (married, in a ten-year relationship), said,
To be legally validated and whether or not someone likes it, we鈥檙e married. They can鈥檛 say 鈥榃ell, that鈥檚 not real鈥�. I think there was a feeling of safety that would come along with the legal marriage. 鈥�We were very safe in our relationship with one another, in our lives, but [now we have] safety from people who might want to deny us our civil rights.

Despite the real benefits and protections that came to same-sex couples in legalized unions in Massachusetts, the federal (DOMA) was repeatedly mentioned by study participants as a source of unequal financial burdens on couples who chose to take advantage of the availability of family benefits that were state but not federally recognized.

Leo, a married man in a 27-year relationship, described the dilemma confronting many couples in the study as they contemplated taking advantage of the new opportunity to put a same-sex partner on the other partner鈥檚 family health insurance plan.
Even though I could bring him under my health insurance, I would have to pay a tax on the contribution the state of Massachusetts--because I was a state employee. So [the contribution that] the state of Massachusetts makes towards his health insurance, I鈥檇 have to pay a tax on that. That鈥檚 a considerable amount, because the state pays seventy-five percent of the insurance. So 鈥� there are still some penalties that same-sex couples face that opposite sex couples don鈥檛.

Yesterday the U.S. Supreme Court has lifted the penalties and unequal burdens. We rejoice.

[*The quotations in this piece are from 鈥淲hat I did for Love, or Benefits or鈥�: Same-Sex Marriage in Massachusetts,鈥� by the Same-Sex Marriage Study Group, 妻友社区. Names of the study respondents have been changed. The paper can be downloaded for free through July 2013: http://www.wcwonline.org/pdf/paid/422.pdf . In addition to the WCW Working Paper, you can also download this publication from the study: .

Sumru Erkut, Ph.D. is an associate director and senior research scientist at the 妻友社区 at . Members of the exploratory study of same-sex marriag in 2004-2005 were: Erkut; Ineke Ceder; Georgia Hall; Amy Hoffman; Erinn Horrigan; Gloria Luong; Jean Murphy; Anne Noonan; Konjit Page; Michelle Porche; Diane Purvin; Catherine Senghas; Lisa Sankowski; Ellen Schechter; Joyce Shortt; Allison Tracy; Jasmine Waddell; Nancy Wechsler; and Jodie Wennemer. Additional expertise was provided by Jean Hardisty; Nicolene Hengen; Karen McCormack; Nancy Marshall; Jan Putnam; and Donna Tambascio.

Are you paid what you鈥檙e worth? How much do you earn? Is your paycheck fair?

These are the kinds of questions we don鈥檛 talk about in public, or even with co-workers. We might broach them with close friends or family, but many Americans don鈥檛 like to talk about whether our paychecks are fair. However, when women earn 77 cents for every dollar a man earns, and this gender wage gap holds at all levels of education, we have to ask what鈥檚 at play here. ; Black women earn 70 cents for every dollar earned by men of all races, and Latinas earn only 60 cents.

Is it that women put family and children first, and that affects their pay, because they work part-time or take time out of the workforce? While women who work part-time or take time out of the workforce to experience a 鈥渕otherhood penalty,鈥� the majority of mothers are working full-time. Working mothers are as serious about their employment as are working fathers, in an economy where a second income is essential to maintain a standard of living that, decades ago, could have been supported by one income.

Perhaps the pay gap is because women 鈥渃hose鈥� to go into jobs or professions that pay less? , such as nursing, teaching, administrative assistants, health aides, customer service and the like. This concentration of women in a few, predominantly female, occupations does hold wages down, because more women are competing for a more limited range of occupations. However, .

These kinds of arguments about why women earn less than men are grounded in old ideas about what a woman is worth, and about women鈥檚 place in the world. When we devalue women鈥檚 family and community work, we also devalue the paid jobs that support families and communities, such as teaching and nursing. When we ask whether it's women鈥檚 choices that drive the pay gap, we鈥檙e ignoring the effects of discrimination enacted by others with the power to hire and fire.

According to the official blog of the U.S. Department of Labor, 鈥淓conomists generally attribute about 40 percent of the pay gap to discrimination--making about 60 percent explained by differences between workers or their jobs.鈥� That鈥檚 right, almost half of the pay gap is attributed to discrimination. Two bills that would address this discrimination are currently in committee and not likely to go further. The (S.168, H.R.438) is designed to end wage discrimination by requiring equal pay for comparable work. (S.84, H.R.377) would strengthen the Equal Pay Act of 1963.

However, we don鈥檛 have to wait for Congress to act to address the issue of discrimination and pay equity. As workers, we can start talking to each other about what we earn, and whether we think that鈥檚 fair. As employers, we can reconsider the wage structure in our firm, and evaluate its fairness. As citizens, we can challenge the old ideas about what a woman, and women鈥檚 work, is worth, and encourage our daughters and sons to not limit their dreams to the old dreams, but to explore a wide range of occupations and follow their own interests.

Nancy Marshall, Ed.D., is an Associate Director and Senior Research Scientist at the at . She leads the Centers' Work, Families & Children team and teaches courses at 妻友社区 College on gender, employment and the sociology of children and youth.

This blog was originally published on the Voices of our Community Blog.

We may remember today many ways, but one of the happiest has to be by wishing an ebullient 鈥淗appy Birthday!鈥� to one of America鈥檚 living national treasures: Dr. Maya Angelou, who was born on this day, as Marguerite Ann Johnson, in 1928.  In the 85 years since then, she has graced our nation and the world with wisdom, vivacity, courage, and splendor as the very embodiment of the figure she made famous in her poem, 鈥�.鈥�  On a day that encourages us to reflect on civil and human rights with the widest possible scope, we can use this occasion to look closely at the many ways that Dr. Angelou has blazed paths, opened doors, and enlarged life and living for the rest of us.

Dr. Angelou is perhaps best known for her groundbreaking autobiography, I Know Why the Caged Bird Sings, first published in 1969, which tells the story of her tumultuous childhood and its overcoming, and then again for her riveting recitation of the poem 鈥淥n the Pulse of Morning鈥� at President Bill Clinton鈥檚 inauguration in 1993, or as the first poet to be invited to a presidential inauguration since Robert Frost appeared at John F. Kennedy鈥檚 inauguration in 1961.  Yet, these anchors of public awareness only punctuate a life of irrepressible self-invention that has enlarged our sense of what human beings are capable of and what human liberation might actually look like.  Challenging early circumstances in Dr. Angelou鈥檚 life 鈥� family violence, family mobility, economic insecurity, sexual abuse 鈥� only served to refine and lay bare her genius and expose us to her gifts 鈥� artistic, political, literary, and spiritual. 

This Phenomenal Woman was the first African American woman to author a screenplay: Georgia, Georgia, the first African American woman to direct a major motion picture: Down in the Delta, the first major Black writer to author a fourth (then a fifth and sixth) autobiography (giving W.E.B. DuBois, who famously authored three, a run for his money and his historical legacy), and even the first African American female streetcar conductor in San Francisco.  Yet, this litany of firsts obscures a deeper contribution to women鈥檚 empowerment and the global legacy of civil and human rights for people of African descent.

As an integral creative spirit within the Black Arts Movement of the late 1960s and early 1970s, Dr. Angelou鈥檚 works of autobiography then poetry helped lay the foundation for Black women鈥檚 literature and literary studies, as well as Black feminist and womanist activism today.  By laying bare her story, she made it possible to talk publicly and politically about many women鈥檚 issues that we now address through organized social movements 鈥� rape, incest, child sexual abuse, commercial sexual exploitation, domestic violence, and intimate partner violence.  Through the acknowledgement of lesbianism in her writings as well as her public friendship with Black gay writer and activist James Baldwin, she helped shift America鈥檚 ability to envision and enact civil rights advances for the LGBTQ community.  And the time she spent in Ghana during the early 1960s (where she met W.E.B. DuBois and made friends with Malcolm X, among others), helped Americans of all colors draw connections between the civil rights and Black Power movements in the U.S. and the decolonial independence and Pan-African movements of Africa and the diaspora. 

By communicating through the arts, Dr. Angelou has always brought a much-needed dimension of heart and soul to our political efforts and aspirations.  Her life-as-career has been recognized for its universal value to others in her appointment as the lifetime Reynolds Professor of American Studies at Wake Forest University, as well as through numerous awards and recognitions. The long arc of her contributions to civil and human rights, which reaches back to her early employment with the Southern Christian Leadership Conference, reached a tragic pitch with the assassination of her friend and colleague Dr. Martin Luther King on her 40th birthday in 1968, and proceeds forward to the recent formation of the  at Wake Forest School of Medicine, is now part of the fabric of our history.

At 85, Dr. Maya Angelou is a living legend and cultural treasure. Her courage in the service of freedom and justice has left its unmistakable mark on our world. As she once stated, 

On this day, as an act of honor and celebration, I encourage everyone to seek out and share a book, poem, film, song, or speech by Dr. Maya Angelou 鈥� but not to stop there.  To truly honor her life, we must look around and witness the many 鈥渃aged birds who still sing鈥� 鈥� and then find a way to help open doors to freedom.  We can look to organizations like the , which has become a convener of change conversations and a facilitator of change actions, or to organizations like the , that works to move the needle of change by supporting social change efforts through social scientific research, theory, and action.  But we can also start right where we are, as Dr. Angelou did so many times herself, and ask ourselves, 鈥淲hat can I do, right here, right now?鈥�  There are so many ways to get involved, and, like Dr. Angelou, to live a life that makes a difference.

Layli Maparyan, Ph.D., is executive director of the , .

This blog appeared originally on . Author Peter Biro is the husband of , a participant in , YW Boston鈥檚 experiential executive leadership program which explores key equity issues facing Boston. As part of its examination of poverty, LeadBoston 2013 participants undertook the Challenge (feeding yourself on four dollars a day for one week). To support Nova, the entire Biro family participated in the Challenge to better understand food insecurity. Here, Peter reflects on the experience:

I rarely decline a cappuccino any time of day, and certainly never first thing in the morning, but last Thursday I had no choice. To support my wife Nova, our family went on a diet. We were trying to shave not calories, but dollars: her mission was to complete the 鈥淪NAP Challenge鈥� as part of her LeadBoston program, and experience issues of firsthand by limiting our daily food spend to what poor families can afford. That number, per person, is only four dollars a day.  

So, the Thursday morning cappuccino that rang in at $4.25 was not in the budget.

If you are lucky enough never to have thought about the breakdown on four bucks a day, as many reading this have not, you eventually arrive at a few other non-obvious conclusions. First, you have to allocate the $4 among your meals--say, 50 cents for breakfast, 1 dollar for lunch, 2 dollars for dinner, and 50 cents for 鈥渙ther鈥� 50 cents for other is just not a lot. In that world, if someone offers you free food, whatever the kind, you probably take it. Second, as characters in Frank McCourt鈥檚 Angela鈥檚 Ashes, about growing up poor in Ireland could tell you, alcohol is a budget-killer. Say your addiction is on the opposite end of the spectrum like mine and you need a cup of coffee. Cheap will do. That鈥檚 about $0.25 if you make it yourself.  

The issue in both cases is that the $0.25 has to come from somewhere. So taking your children out for a ice cream or a treat is a non-starter.  
What are some cheap nutritious foods? In no particular order, the Biro family鈥檚 diet last week consisted of rice, beans, potatoes, inexpensive meat (specifically split chicken breasts on sale, and stew meat on sale), bananas, eggs, carrots (but you have to peel them yourself--having the factory do the work for you and turn them into baby carrots costs too much), pasta, homemade pancakes, nuts, oatmeal and super cheap granola bars we bought in bulk (more on this later). We bought a small crate of 鈥淐lementine鈥� oranges on sale for $6, or $0.20 apiece. We made homemade pizza one night, with dough from scratch costing roughly $0.40, the sauce about $1 and mozzarella at $3, totaling not quite $5 for 2 pizzas, with leftovers for lunch. We did buy fresh broccoli, which is expensive at $0.30 per serving, so we didn鈥檛 have much.  Frozen vegetables are usually cheaper, but not always. Lentils are cheap and high-quality calories but we didn鈥檛 get those in.  

Greasy tortilla chips are cheap--low quality, to be sure, but cheap. It is true, as has been noted many times by those studying childhood obesity, that two liters of soda (for about $1 on sale) are much cheaper than a half gallon of orange juice (about $3.50 on sale) or milk.  

Besides designer coffee served by a disgruntled barista, other luxuries were out.  Berries. Flank and high-quality steak. Lamb. Brand names. Good apples out of season cost $1.33 each. So, you can eat a granny smith in March, but you have to give something up.  

My daughter Sophie and I typically spend Tuesday afternoons together and share a piece of cake ($4) and bring one home for my wife and other daughter ($4). We knew this had to go. So, last week, Sophie and I split a mini-cupcake for $1.  

We worked over the crumbs for a while. This was a theme all week.

This experience with my daughter really got my attention. My wife and I know how to improvise in the kitchen, and the convenience of leftovers makes them a way of life for us already, so fitting different ingredients into this model didn鈥檛 jar us. For Sophie and me to go without our usual dessert was not that big of a deal either, because in truth, we knew we could resume it next week. It was temporary. But poverty is rarely temporary. And on the best day, you can either have a cup of coffee yourself, or give your child a treat, but never both.  

My family adapted. Sophie resiliently offered, 鈥淭hat鈥檚 OK dad, I don鈥檛 need the big piece anyway.鈥� I checked the daily sales at our local supermarket and, for example, bought a 鈥淔ive Buck Cluck," a pre-roasted chicken on sale on Thursdays for $5. That鈥檚 meat for four of us, plus a little extra, plus the basis to make stock instead of buying broth at $0.80 per can. We used things that we had bought before in bulk--on a per-serving basis, much cheaper. A granola bar from a small box cost $0.40, but from a Costco-sized box, it鈥檚 about $0.10.  

But families in poverty, I imagine, cannot adapt this way. They might not have time to check in at  the market every single day. Yes, shopping at Costco saves money in the long run. But if you are poor, it鈥檚 not in your neighborhood. How do you get there? How do you have the money upfront to pay for everything? How do you get it back home? Where would you store it? And  you can鈥檛 spend, in the form of foregone wages, nearly $22 to make the 3-hour round trip; $22 is food for six days. At the same time, you probably have to shop for food much more frequently, which is a tremendous time burden for people already stretched to the limit.

This made us think about the broader issues.  

Tight food budgets bring the pervasiveness of cheap processed foods into sharp view. I don鈥檛 know what happens to the economy if the minimum wage goes up $1. I do know, that an extra $1 equals $40 per week and would increase the food budget of a family of four by almost 35 percent. A huge impact.    

Most importantly, I remember the anxious feeling after exhausting the daily $4. Not hunger pangs--we had full pantries in a warm spacious house in a safe neighborhood. The anxiety was rooted in this: for someone on $4 per day for food, food insecurity is rarely the greatest of their challenges.

Peter Biro is husband of , co-director of , a social-emotional learning program for grades K-5, based out of the , . Biro and her family's food challenge were featured on .

One of the things I like best about Sheryl Sandberg鈥檚 new , Lean In: Women, Work, and the Will to Lead, is something she says on page 9. Addressing the debate about whether the key to increasing women鈥檚 access to power lies in removing 鈥渋nternal barriers鈥� or 鈥渋nstitutional barriers,鈥� she writes, 鈥淏oth sides are right. So rather than engage in philosophical arguments over which comes first, let鈥檚 agree to wage battles on both fronts. They are equally important.鈥� I couldn鈥檛 agree more.

As the Executive Director of the , a social-change oriented women-and-gender research and action institute that works on both sides of the coin--systemic factors and individual factors--when it comes to issues of gender equality and women鈥檚 and girls鈥� wellbeing, I know--and WCW has known collectively for nearly 40 years--that these issues exist both because of what society has set up as unfair parameters and because of how individual people think. And these thoughts include women鈥檚 thoughts about themselves, what Sandberg refers to as 鈥渋nternal barriers.鈥�

We all know women who do lean in and succeed, and we know many others who have been leaning in but haven't been able to secure a space at the table. We know that it's not just a matter of will and desire, but the opportunities as well as our perseverance. This is why leaning in for social change-鈥搃ndeed, for full social equality--is so important.

Sandberg shows real insight when she points out that 鈥減ersonal choices are not always as personal as they appear鈥� and notes that 鈥渨e are all influenced by social conventions, peer pressure, and familial expectations.鈥� She is rightly acknowledging, as much research has shown before her, that our thinking is often constrained by the social context as well as 鈥渄emand characteristics鈥� in the environment that overdetermine our tendencies to think (or feel) one way or another. And much of this is unconscious.

The role of research is to bring our unconscious tendencies to light, so that all of us can contribute to the individual and societal self-corrections that add up to social change. I applaud Sheryl Sandberg for incorporating so much research into her book (a full 33 pages of footnotes, to be exact), particularly highlighting the life-changing impact of our own theoretical insights on her own understanding of how women feel like a fraud, mentioning the 妻友社区 and by name, mentioning the NICHD Study of Early Child Care on which two of our senior researchers worked, and working closely with sociologist at our sister organization, the at Stanford, to provide much of the statistical data that supports her arguments.

A cornerstone of Sandberg鈥檚 social change recommendations center around increasing women鈥檚 access to power and women鈥檚 leadership in arenas of power. In perhaps what is the book鈥檚 most famous recommendation (and the source of its title), she states, 鈥淚 believe that if more women lean in, we can change the power structure of our world and expand opportunities for all.鈥� Her concern with women鈥檚 leadership is the book鈥檚 animating anxiety, as evidenced in her statement, 鈥淲e have to ask ourselves if we have become so focused on supporting personal choices that we are failing to encourage women to aspire to leadership.鈥� I actually like Sandberg鈥檚 recommendation for women to 鈥渓ean in to leadership鈥� as a way of advancing gender equality and eradicating sexism, but I would like to expand her notion of what this means by pushing her (and all of us) to consider leaning in on multiple fronts simultaneously.

What I mean is this: In addition to leaning in to end sexism, we need to lean in to end racism that holds women of color back, lean in to end heterosexism that holds LGBT women back, lean in to end xenophobia that holds immigrant women and women of different nationalities and religions back, lean in to ending able-ism that holds women with disabilities back, lean in to ending ageism that holds 鈥渨omen of a certain age鈥� back, and lean in to ending classism which holds women of low socio-economic status as well as women strapped by global poverty back. And we also need to lean in for all of the men and transgender people who are disadvantaged by these same systems. Leaning in is intersectional! And there鈥檚 room for everyone to lean in somewhere.

There鈥檚 also one more comment I鈥檇 like to make about the notion of leadership. Sandberg echoes and applauds the comments of recent Nobel laureate , who stated decisively that what we need to make a difference on all these issues is 鈥渕ore women in power.鈥� We tend to think of power as being at the pinnacle of a hierarchy, whether that hierarchy is governmental, corporate, professional, or even among celebrities. But, as feminist theorist has pointed out, there are two kinds of power--鈥減ower over鈥� and 鈥減ower with.鈥�

鈥淧ower over鈥� reproduces the very hierarchies and their inevitable violence that we are trying to escape, whereas 鈥減ower with鈥� is invitational and transformative, linking agents of change together in service of a common idea or aspiration. In fact, it resonates with the definition of success that Sheryl Sandberg attributes to Harvard Business School Dean Nitin Nohria, namely, 鈥淟eadership is about making others better as a result of your presence and making sure that impact lasts in your absence.鈥�

While I will not deny that, within our current world system, having more women in 鈥渢raditional鈥� positions of power is a good thing, we need to give more credence and visibility to women--and men and transpeople--who are leaders in the 鈥減ower with鈥� vein. In fact, we need to educate our children, one and all, about how to lead using 鈥減ower with.鈥� A recent study by political scientists Mala Htun and S. Laurel Weldon drives this point home even further: In a study of 70 countries over a 30-year span, these authors found that advancement in policies to end violence against women were explained by the presence of active, autonomous feminist movements and organizations ("power with") and not the presence of female leaders ("power over") per se. And they further found "that autonomous movements produce an enduring impact on VAW policy through the institutionalization of feminist ideas in international norms."

I am thankful for all the attention that Sandberg gave to the importance of men sharing household and family duties with women as well as being accountable for the pro-women policies they create in the workplace as well as in law and policy. She rightly points out that, 鈥淎ny coalition of support must also include men, many of whom care about gender inequality as much as women do.鈥� It is worth noting that many of these men are the sons and grandsons of the proverbial 鈥渇eminists from the 60s and 70s,鈥� highlighting a generational change in attitudes, an often overlooked achievement of the second-wave feminist movement, or 鈥渨omen鈥檚 lib.鈥� This article by Kunal Modi, 鈥淢an Up on Family and Workplace Issues,鈥� which she cites, is a worthwhile . Sandberg also applauds lesbian and gay couples for the level of equity they demonstrate with regard to sharing household duties, suggesting that heterosexual couples and families could learn a thing or two from their LGBT counterparts.

There鈥檚 no doubt that Sheryl Sandberg鈥檚 new bestseller Lean In has generated considerable buzz and controversy. The issues she addresses are front and center in many people鈥檚 lives. Although her perspective is heavily race-d and class-ed, she acknowledges this with fairness. Having now read the book cover to cover, I find myself wishing that fewer people would spend so much time searching for the flaws in her perspective and more people would take up her challenge to 鈥渨ork together toward equality.鈥� From my perspective, Sheryl Sandberg鈥檚 Lean In is a real clarion call for those of us who are working on issues that will improve women鈥檚 lives--professional and otherwise--to join forces, be more systematic and strategic about our change work, and to align efforts. Equipped with a both/and perspective that acknowledges both societal and individual impediments to gender equality and women鈥檚 empowerment, I would love to see more of us just lean in to social change.

Layli Maparyan, Ph.D., is the Executive Director of the at .

As we hurtle towards the conclusion of the in 2015, some of which have more or less been met and others of which remain very far from target, there seems, at least based on the most recent United Nations on the Commission on the Status of Women (UN CSW a/k/a CSW57) meetings, to be something of an emerging global consensus about women鈥檚 issues.

First, there is now a nagging sense that eradicating violence against women and girls (VAWG) is 鈥渢he missing MDG.鈥� In fact, Michelle Bachelet, the Director of UN Women, stated this forcefully in her opening remarks at the 57th UN CSW last Monday. 鈥淓nding violence against women is the missing MDG that must be included in any new development framework. We need a stand-alone goal on gender equality with gender mainstreamed across all other goals.鈥� Bachelet鈥檚 statement also indicates a growing international consensus around women鈥檚 empowerment and gender issues more generally.

The fact that the authors of the MDGs didn鈥檛 think to include ending VAWG as a global development objective both highlights glaring flaws in the process that produced the MDGs in the first place and sets the stage for greater inclusiveness and attention to women鈥檚 issues, especially the eradication of VAWG, in the probable 鈥渘ext鈥� global development model, currently being referred to as the post-2015 development agenda or framework. This emerging framework was the subject of a UN CSW parallel session called 鈥淭he Post-2015 Development Agenda: What鈥檚 at Stake for the World鈥檚 Women?鈥� This session was sponsored by the , self-billed as 鈥渁 coalition of feminist, women鈥檚 rights, women鈥檚 development, grassroots and social justice organizations working to challenge and reframe the global development agenda.鈥� The panelists noted that the MDGs were created through a process that was less than consultative and that women came late or not at all to the conversation. In contrast, the post-MDG process is proving to be highly and purposefully consultative 鈥� perhaps too consultative, as some have only half-jokingly suggested 鈥� and there is a sense that women and women鈥檚 issues must be prominent and interwoven in terms of both process and content.

Second, it has become clear that eradicating VAWG specifically and gender equality more generally are preconditions of success for virtually all other planks of global development. Feminists, take a bow, because -鈥搕he concept that both social identities (such as sex, race, and class) and social oppressions (such as sexism, racism, and classism) are interlocking, co-constitutive, and co-relative 鈥� was all abuzz in these discussions. It is fair to say that no one at this conference would argue that the next development model can proceed without fundamentally acknowledging the intersecting nature of all social inequalities and articulating the principle of gender equality as a necessary premise of all global development. My sense was that, all lingering controversies aside, maybe we鈥檝e actually reached global tipping point with regard to recognizing the principle of women鈥檚 equality and the principle of the unacceptability of violence against women and girls. But, of course, principles alone do not a reality make.

At the meeting, there has been well-articulated recognition that not only are all women鈥檚 issues intersectionally interconnected with all other development goals, but also that, because of intersectionality, development models must disaggregate the experiences of different groups of women (and men, indeed, people of all genders) with regard to the various development goals. UN-level, country-level, and NGO-level speakers acknowledged at this meeting that global targets and even country-level targets are insufficient because they often fail to capture the very different experiences of diverse populations within a country. On a more pragmatic level, it was pointed out that the statistical apparatus which will make disaggregation of data possible on global or country-level indicators remains to be designed or put into place.

For example, with regard to MDG 3, which aims to eliminate gender disparity in primary education, urban and rural girls or girls from different socio-economic statuses or racial or religious backgrounds within a country often achieve educational parity at different rates and face different constraints in the achievement of access to primary education. With regard to MDG 5, which involves reducing maternal mortality and increasing access to reproductive health resources for women, similar differences among women evince but are not currently well captured in the indicator data. Thus, speakers have argued, development goals must have quantitative (鈥渢his many鈥�) as well as qualitative (鈥渢his well鈥�) targets to address the real needs of . It is pertinent to note, however, that NGOs play a crucial role in the provision of the needed data that show these kinds of differences--both quantitative and qualitative--and helping to define the meaning and causality of the differences in outcomes. Women鈥檚 research centers, take heed!

Thus, there was evidence during my week at CSW57 that a global consensus on women鈥檚 issues is emerging. It is fair to say that we have perhaps reached the global tipping point with regard to the acknowledgment that violence against women and girls is unacceptable and must be eradicated. Additionally, we have perhaps achieved global consensus about the value, although maybe not the particulars, of women鈥檚 empowerment, at least at the level of state actors. There are of course, cautions. This consensus does not imply that nations, cultures, and subcultures are in agreement about what women鈥檚 empowerment means or looks like, or about the frameworks to use when creating rationales for eradicating VAWG. Stark religious differences have been in evidence at CSW57 as they have been at virtually all UN meetings pertaining to women and gender, and lines of conflict and contestation still run deep. Similarly, regional differences have been in evidence, particularly, for example, between the countries of the European Union and some Middle Eastern nations. I also observed interesting differences between countries with high populations of recognized (in Latin America or the Pacific Islands, for example), and nations whose populations are more uniformly non-indigenous in self-characterization.

One test of this consensus will come at the end of the week when the participants in CSW57 do or don鈥檛 come up with a list of agreed conclusions. In the history of the UN CSW, according to one knowledgeable scholar I met at the meetings, only once has a meeting ended without a list of agreed conclusions--and that was last year. the possibility that language will have to be 鈥渢oned down鈥� to make a set of agreed conclusions possible from this meeting. So, stay tuned as we follow this CSW57 journey!

Layli Maparyan, Ph.D., is the Executive Director of the at .

It鈥檚 International Women鈥檚 Day, and I鈥檝e spent the last week attending the annual meetings of the United Nations (CSW) 鈥� for the first time. As a starry-eyed youngster who used to collect pennies for UNICEF every Halloween when other kids were collecting candy, I always dreamt of being involved with the U.N. in some way. Now, here I am, representing the 妻友社区 in its capacity as a nongovernmental organization (NGO) with consultative status at the CSW under the banner of the U.N.鈥檚 Economic and Social Council (). It has been an eye-opening experience 鈥� one filled with a mix of awe and inspiration, counterbalanced by a healthy dose of critical reality checks.

My week began at the opening session of this 57th CSW, which was presided over by Her Excellency Madame Marjon V. Kamara, Ambassador of Liberia to the United Nations and Chair of the CSW, newly re-elected for a second term. The priority theme of this year鈥檚 meetings is 鈥淓limination and Prevention All Forms of Violence Against Women and Girls.鈥� During the opening session, high-level statements were offered by a representative for the Chair of ECOSOC, who acknowledged that gender-based violence must be eliminated completely, and the Deputy Secretary-General of the U.N., who argued with some passion that ending violence against women is a matter of life and death and that we must channel our outrage into action. The highlight of the session was a speech by Michelle Bachelet, Head of and former president of Chile, who informed us that the 57th CSW, with its many country representatives as well as over 6,000 registered NGOs, was the largest-ever convening on the topic of ending violence against women and girls (VAWG). As such, she indicated, it represents an historic opportunity to take responsibility for ending violence against women and girls. Although I enjoyed these august speeches from the glamorous environs of the overflow room, having arrived a day too late to garner a coveted ticket to the U.N. General Assembly Hall, their messages stuck with me and set the stage for the rest of the week.

The 57th CSW continues for another week, but today 鈥� 鈥� is my last day here. On this day, there are festive celebrations and commemorations that will break up the grind of the regular daily meetings, which cycle between three-hour long sessions of 10-minute country reports, day-long in-and-out 鈥渋nformal鈥� conversations (where the real work of negotiation gets done), 鈥渙fficial鈥� CSW side events, and 鈥渦nofficial鈥� NGO parallel events. As I prepare to depart, I find myself reflective with regard to the events of the week. Three themes in particular are holding my attention: First, is a global consensus finally emerging around issues related to women and girls, particularly with regard to ending violence against women and girls and more generally with regard to the theme of gender equality? Second, what will the post-2015 global development agenda look like? Although ending VAWG is the official theme of the 57th CSW, there has been a great deal of discussion around what will happen after the expire in 2015 鈥� and this theme will serve as the centerpiece of the next two CSW meetings, in 2014 and 2015. Third, what role do civil society organizations (CSOs) 鈥� particularly those, like ours, that are feminist, womanist, or woman- or girl-centered 鈥� play in advancing women鈥檚 and girls鈥� issues, at the U.N. and beyond? A recent article in the suggests that, with regard to some issues (such as ending VAWG), the role is indeed great. This gives us 鈥� as people who work at, stand with, or support WCW, a CSO with a longstanding reputation for high-quality research, innovative theory, and influential action programs 鈥� even greater impetus for all we do.

All next week, I will continue blogging about these themes as I track the progress of the CSW to its final conclusion on Friday, March 15th. My trip to the CSW 鈥� a first, but certainly not the last 鈥� has been productive and illuminating. Yet, it has also introduced me firsthand to the 鈥渞ealpolitik鈥� of advancing justice and wellbeing for women and girls around the world. Since such change is WCW鈥檚 reason for being, I look forward to dialoguing about the issues.

Layli Maparyan, Ph.D., is the Executive Director of the at .

Five years ago, my colleagues , Ph.D., , Ph.D. and I studied the effect on boardroom dynamics of increasing women鈥檚 presence. We interviewed 50 women directors, 12 CEOs (9 male), and seven corporate secretaries at Fortune 1000 companies. The results showed that the .

Two recent of Fortune 500 women board directors, executive officers, and top earners, show that 鈥渨omen鈥檚 share of Board Director and Executive Officer positions increased by only half a percentage point or less during the past year鈥濃�攖he seventh consecutive year of no improvement in the number of board seats women held. The reports further demonstrated discouraging data for women of color and women鈥檚 earnings at the highest levels within the organizations.

What we found in our study鈥攁nd what studies since have verified鈥攊s that women directors make distinct types of contributions that men are less likely to make. For example, they can broaden boards鈥� discussions to include the concerns of a wider set of stakeholders, including shareholders, employees, customers, and the community at large. And even more germane to the distressing news about the lack of growth in women鈥檚 representation reported by Catalyst in 鈥淲omen and Men in U.S. Corporate Leadership,鈥� women鈥檚 presence on a corporate board has a positive impact on women in the corporation. In other words, increasing the number of women on corporate boards is a good beginning for increasing the number of women leaders in a corporation.

A recent from April 2012 shows that diversity in the top echelons of corporate diversity is associated with better financial results. In 180 publicly traded companies in the U.S., U.K., France, and Germany, companies making up the top quartile of executive board diversity (in terms of women and foreign national on senior teams) returns on equity and margins on earnings before interest and taxes of were 53% higher compared to companies in the bottom quartile.

So if top team diversity is good for the bottom line, why aren鈥檛 corporations rushing to diversify their leadership? The answer may be the persistent bias in viewing men with identical credentials to women as more competent than the women. The results of a recent , online Sept. 17 can shed light on this gender bias. The study focused on the scarcity of women in academic science, where women are also highly underrepresented. In this experiment, science faculty from research-intensive universities rated the application materials of a graduate student鈥攚ho was randomly assigned either a male or female name鈥攆or a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the identical female applicant. (Faculty participants also selected a higher starting salary and offered more career mentoring to the male applicant.)

It appears that undervaluing women鈥檚 credentials, seeing them as lacking the necessary competence, to be a laboratory manager or a corporate leader, is pervasive and quite resistant to change. This gender bias operates most forcefully in situations where people are evaluating candidates with whom they have little personal familiarity. Curiously, in actual organizational settings the results of field studies (not laboratory experiments) have shown that there are few differences in how male and female managers are perceived. Greater familiarity with the actual characteristics and performance of managers one works with seems sufficient to overcome masculine biases. However, hiring and promotions decisions are made by people who do not know the candidate personally. When there is no familiarity with the person being evaluated to trump the bias that makes men seem more competent, men are chosen over equally competent women.

How are we to bring rationality to evaluating women on their merit? Becoming aware of implicit biases is a first step. Training can help us to be aware of our implicit biases. When faced with a hiring or promotion decision, we need to compel ourselves to justify an 鈥渁utomatic鈥� assumption that a male candidate is more competent. Having diversity on evaluation committees is another must.

Sumru Erkut, Ph.D. is an Associate Director and Senior Research Scientist at the 妻友社区 at 妻友社区 College. She is the author of Inside Women's Power: Learning from Leaders.

As the Massachusetts senate race becomes increasingly heated around the topic of candidate Elizabeth Warren鈥檚 ancestry, social scientists have a unique opportunity to provide some insight into the greater conversation by highlighting recent research on racial identity in general and bi-racial identity development specifically: racial categories are socially constructed, racial self- identification is often fluid, and phenotype 鈥� or physical appearance 鈥� can vary widely.

The United States is increasingly moving from a society of monoracial groups into one with a large population of bi-racial or multi-racial individuals. For the first time, in 2000, the U.S. Census began allowing respondents to check more than one box when providing . Data from the 2010 Census estimated that over 7 million people in the U.S. (2.3 percent) identify as belonging to more than one race (United States Census Bureau, 2012; www.census.gov). Similar to Census data collection, places of employment and K-12 and higher education have only recently allowed for checking of multiple racial and ethnic identities. (Tracy, Erkut, Porche, Kim, Charmaraman, Grossman, Ceder, & V谩zquez Garc铆a, 2010), many of the same single-check-boxes remain in place. Thus generations of mixed ancestry individuals have been, and continue to be, forced to choose a single ancestry, denying one parent/grandparent/side of the family while singling out the other.

These historically restrictive practices must be understood in the context of anti-miscegenation laws that were declared unconstitutional in 1967 with the U.S. Supreme Court ruling on , which legally protected the right of interracial couples to marry. Even with legal protections, however, discrimination and stigma related to interracial marriage and mixed race children is slow in dissipating; difficulty remains in acknowledging that a person can belong to more than one race. Historic patterns of discrimination also include the 鈥渙ne-drop rule鈥� which classified any individual with any African ancestry鈥� (Davis, 2006). People with Native American ancestry were historically classified in the same way. This rule of hypodescent stood whether or not you could tell people鈥檚 background by simply looking at them. And indeed, Jim Crow laws were enforced according with strict accordance to the one-drop rule.

Against this historical backdrop, decades of research on racial identity development have revealed common patterns in stages of self-identification and disclosure that are influenced by family, physical appearance, community, and media; compelling stage models have been proposed first by Poston (1990) and then expanded by Kerwin and Ponterotto (1995). In addition, Fhagen-Smith鈥檚 (2003) WCW Working Paper also described a stage model of mixed ancestry identity development. Children grow up taking on the identity community to them by their immediate family for the most part, although (Kao, 1999) []. Phenotype, or appearance, will influence how the individual is categorized by others; lighter skinned individuals may be simply thought of as white, while individuals with darker complexions, for instance, might be externally identified as simply black. Rockquemore and Brunsma (2002) found that cultural context in childhood and adolescence influenced whether an individual of . Being forced to choose only one box in demographic forms only exacerbates the invisibility of mixed ancestry individuals who are thus forced to choose the one racial identity they are most immersed in at any given time. Pride in one鈥檚 ancestral background at a time of exploration and self-discovery is likely to drive a particular racial identity, and it would not be unusual for this choice to change again as the individual begins to integrate all ancestral backgrounds into a single identity. Youth have been born into an era where biracial or multiracial identification is a norm, and are more likely to be comfortable identifying as such. Older generations that have been socialized to 鈥渃hoose one鈥� are more likely to claim a monoracial identity even if it does not fully describe their background. Rockquemore, Brunsma, and Delgado鈥檚 (2009) more recent work stresses ecological theory in understanding identity development which focus on the role of context as an influence of self-identification and also that there is not one particular . Context matters and the individual may choose to identify as one racial category or another, or both, or none鈥攁ll are reasonable based on context, rather than assuming a single 鈥渃orrect鈥� or 鈥渉ealthy鈥� identity.

Hapa is a Hawaiian word loosely defined as 鈥渙f mixed descent鈥� and often used by Asian or Pacific Islanders to describe their mixed ancestry. The hapa movement to educate people about the variety in physical appearance for people of mixed ancestry is a powerful response to the too often harmful question of 鈥渨hat are you?鈥� Several websites document the incredible range of both . You can learn a lot by looking at someone鈥檚 racial identity only when you also listen carefully to his or her story.

Michelle Porche, Ed.D. is an Associate Director and Senior Research Scientist at the at .