{"id":65053,"date":"2017-11-30T12:04:11","date_gmt":"2017-11-30T18:04:11","guid":{"rendered":"http:\/\/news.medill.northwestern.edu\/chicago\/?p=65053"},"modified":"2017-11-30T12:13:49","modified_gmt":"2017-11-30T18:13:49","slug":"chicago-panel-addresses-shortcomings-of-the-me-too-campaign-for-women-of-color","status":"publish","type":"post","link":"https:\/\/news.medill.northwestern.edu\/chicago\/chicago-panel-addresses-shortcomings-of-the-me-too-campaign-for-women-of-color\/","title":{"rendered":"Panel addresses shortcomings of ‘me too’ campaign for women of color"},"content":{"rendered":"

By Cailin Crowe<\/strong>
\nMedill Reports<\/em><\/p>\n

\u201cMe Too\u201d — it\u2019s a short but powerful phrase that has taken social media, politics, workplaces and dinner tables by storm…at least for white women.<\/p>\n

The viral social media campaign has been tweeted<\/a> more than 1.7 million times and is credited with creating a unified platform for women to share sexual harassment stories. But reporting and sharing stories of sexual harassment remains more difficult for women of color compared to white women, according to Veronica Arreola, the director of Latin@s Gaining Access to Networks for Advancement in Science<\/a>. And while actress Alyssa Milano is widely credited with the tweet that launched the \u201cMe Too\u201d hashtag, others point out that a black woman, Tarana Burke<\/a>, started the movement 10 years ago to provide support for women of color who are survivors of sexual assault.<\/p>\n

\u201cWe\u2019ve been sounding this alarm for years. People just started noticing when white women joined in,\u201d said Arreola.<\/p>\n

<\/p>\n

Arreola was one of five panelists featured at an early November event, \u201cEveryday Feminism: Making the Workplace Better for Women,\u201d hosted by Women Employed<\/a>, a Chicago-based advocacy group. The event was held on a frigid fall Wednesday night, but had the palpable energy of a Saturday night dance club. It felt like a feminist oasis for working women on a top floor of the Merchandise Mart. The panel<\/a> featured five business leaders who advocate for working women in Chicago and was facilitated by Women Employed president and CEO Iliana Mora. <\/p>\n

Sexual harassment was a priority issue for the group given recent national headlines<\/a>. Despite the current watershed moment regarding accountability for sexual harassment, Arreola said sexual harassment issues are uniquely challenging for women of color and it\u2019s important to understand why.<\/p>\n

First, it\u2019s important to understand that women of color are more likely to be harassed, she said, \u201cbecause people think that\u2019s what our nature is.\u201d White women\u2019s bodies are regarded as having an \u201casexuality\u201d or \u201cpurity,\u201d she said, whereas women of color are considered sexual \u201cby default.\u201d<\/p>\n

That difference presents itself in unique ways at work. She said that women of color are more likely to be doubted when they report harassment because their bodies are viewed as inherently sexual.<\/p>\n

The extra difficulty for women of color is evidenced by Harvey Weinstein\u2019s response<\/a> to Lupita Nyong’o sexual harassment allegations, according to Arreola. Nyong’o is the only actress who Weinstein specifically attacked for making allegations against him. Why is that? \u201cMaybe because she\u2019s a black woman,\u201d Arreola said.<\/p>\n

\u201cI think that in some ways women of color didn\u2019t speak up right away with \u2018Me Too\u2019 because we have a higher standard [for being believed],\u201d she said. \u201cA lot of us have been talking about these issues for a long time, but no one was listening.\u201d<\/p>\n

Latina women, especially in STEM fields — science, technology, engineering and math — also \u201ccarry that baggage\u201d into labs, according to Arreola. She said that because Latina women\u2019s bodies are viewed as inherently sexual, their clothing is policed at work. \u201cLatina women in labs are more [likely] to be called out or talked to about the loud bright colors they wear or low necklines.\u201d<\/p>\n

The panelists offered specific<\/a> ways to begin to address these stereotypes and chip away at age-old workplace cultures that permit sexual harassment. <\/p>\n

Women Employed defines sexual harassment as any verbal or physical interaction, suggestion, remark, decision-making or behavior pattern that is sexual and unwanted. Victims of harassment are encouraged to speak directly to the harasser at the time of the incident, keep a detailed record of the harassment, talk to co-workers and use formal complaint procedures.<\/p>\n

The panel also discussed mistakes that men should avoid in response to the national explosion of sexual harassment allegations. <\/p>\n

One of the biggest mistakes men can make is to stop meeting one-on-one with women at work, according to Amy Best, a panelist and the chief human resources officer at Exelon Corporation<\/a>. Women can\u2019t be removed from the decision-making table, she said: \u201cThat\u2019s only going to further slow down the growth of women.\u201d <\/p>\n

\u201cIf men feel scared to be one-on-one with you in a meeting, that means he thinks you\u2019re going to lie about sexual harassment,\u201d Best said. \u201cIf we stop having one-on-one meetings with our male mentors or male bosses, we\u2019re never going to get anywhere.\u201d <\/p>\n

Alexander, the only male panelist and the chief operating officer for 1871<\/a>, a hub for Chicago\u2019s technology and entrepreneurial scene, said the best way to combat men\u2019s fear is with awareness. He said men need \u201clow pressure environments\u201d where they can learn and be trained about sexual harassment. Workplaces need to create consistent, clear sexual harassment policies for employees to easily access, he said.<\/p>\n

He also made it clear to the female-dominated audience that he was not apologizing for men\u2019s behavior. \u201cIt shouldn\u2019t be notable that you\u2019re a man in the workplace who made it a whole day without sexually harassing,\u201d he said. <\/p>\n

Photo at top: Panelists discuss issues women face at work during “Everyday Feminism: Making the Workplace Better for Women” event hosted by Women Employed.(CailinCrowe\/MEDILL)<\/div>\n","protected":false},"excerpt":{"rendered":"

By Cailin Crowe Medill Reports \u201cMe Too\u201d — it\u2019s a short but powerful phrase that has taken social media, politics, workplaces and dinner tables by storm…at least for white women. The viral social media campaign has been tweeted more than 1.7 million times and is credited with creating a unified platform for women to share […]<\/p>\n","protected":false},"author":436,"featured_media":65066,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3516],"tags":[],"class_list":["post-65053","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-winter-2017"],"yoast_head":"\nPanel addresses shortcomings of 'me too' campaign for women of color - Medill Reports Chicago<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/news.medill.northwestern.edu\/chicago\/chicago-panel-addresses-shortcomings-of-the-me-too-campaign-for-women-of-color\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Panel addresses shortcomings of 'me too' campaign for women of color - Medill Reports Chicago\" \/>\n<meta property=\"og:description\" content=\"By Cailin Crowe Medill Reports \u201cMe Too\u201d — it\u2019s a short but powerful phrase that has taken social media, politics, workplaces and dinner tables by storm…at least for white women. 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