- The Importance and Impotence of Native American Heritage Month (A Reparations Conversation)
- Wisconsin Tribal Histories- WPT
- “Asegi Stories” by Qwo-Li Driskill
- Native Appropriations
- YWCA Racial Justice Summit
- November is Native American Heritage Month
- Everything you want to know about Indians but were afraid to ask
- The Ways: Great Lakes Native Culture and Language
- What Native Americans Couldn’t do before 1990s
- National Congress of Americans Indians
- “More than a Word”
- Top Native American Organizations to Know
- Wisconsin Menominee Student Suspended for Speaking in Her Native Language
- Creating Linguistically Inclusive Classrooms
To find a copy of any of these books at a library near you, click on the book’s link, enter your location, and click on your preferred library from the list of results.
The National Center for Transgender Equality has been busy preparing breakout reports from the 2015 U.S. Transgender Survey.
Two of the breakout reports specifically address the experiences of Black respondents and Latino/a respondents, respectively. Read them at http://www.ustranssurvey.org/reports.
Another important breakout for us to consider is the one for Wisconsin. The first page alone describes the experiences around income/employment status, employment/workforce, and education. Click the link above to learn more.
To All UWCX Employees –
Become a “better you” by taking advantage of the opportunity to receive a quick 10-minute on-site health screening. UW-Extension & Colleges participation in this screening program is an effective health risk identification solution and education tool. The screening is designed to help improve your understanding of your health and well-being by evaluating your biometric measures such as Body Mass Index (BMI), blood pressure, cholesterol and glucose to help identify early warning signs of health risks and prevent potential diseases.
Aside from the $150 visa gift card you will receive as an incentive, having the health screen done is a wonderful gift you can give yourself. If you haven’t already done so, please visit the StayWell Well Wisconsin portal to register and schedule an on-site health screening (and see how to receive the $150 incentive).
From my own personal experience, participating in the health screen helped to identify an underlying medical condition that I had, but wasn’t aware of. The findings at the health screen allowed me to catch the condition in the early stages and be able to effectively manage the situation. Due to an abnormal result found during the health screening, I have now taken the steps necessary that could ultimately reverse the condition. For this reason, I encourage everyone to sign up for their own health screening today!
Attention Cisgender folks!
I don’t identify within the Transgender spectrum. I’ve lived my life through a cis-male lens with a family that reinforces the male/female binary; there is a story-line for boys and one for girls. Even now when I go home, I see this played out and reinforced without challenge or an acknowledgment of anything outside of those well-defined stories. Recently one of my nephews decided to have his nails painted to his utter joy. One of the first comments made explicitly stated that act was something girls do, not boys.
Transgender Day of Visibility is March 31st every year. Why is visibility so important? Our society continues to go to great lengths to render the Trans community invisible through laws, healthcare, and violence. For example, using a bathroom that matches one’s gender identity is curbed through bathroom bills. Having health insurance that would cover hormone therapy and reassignment surgery is inexplicably and unceremoniously removed. Just existing in public space can elicit violence or even death.
Too often privileged (cis) voice (like me) are centered in the conversations. The resources below are meant to intentionally center Trans voices:
Trans Student Educational Resources: “A youth-led organization dedicated to transforming the educational environment for trans and gender nonconforming students through advocacy and empowerment.”
Trans People of Color Coalition (TPOCC): “Trans People of Color Coalition exists to advance justice for all trans people of color. We amplify our stories, support our leadership, and challenge issues of racism, transphobia, and transmisogyny.”
Trans Day of Visibility: “The International TDoV is an annual holiday celebrated around the world. The day is dedicated to celebrating the accomplishments and victories of transgender & gender non-conforming people while raising awareness of the work that is still needed to save trans lives.”
Trans Women of Color Collective (TWOCC): “To uplift the narratives, lived experiences and leadership of trans and gender non-conforming people of color, our families and comrades as we build towards collective liberation for all oppressed people.”
GLAAD: Transgender Resources: “GLAAD rewrites the script for LGBTQ acceptance. As a dynamic media force, GLAAD tackles tough issues to shape the narrative and provoke dialogue that leads to cultural change.”
Research in industry indicates that diversity is good for the bottom line. Diverse companies and institutions are more successful than those that are not diverse. In fact, gender-diverse companies are 15% more likely to outperform their peers, and ethnically-diverse companies are 35% more likely to outperform their peers.
In addition to their study on the gender pay gap and representation gap which Kelly Thomas wrote on in our previous blog post, the College and University Professional Association for Human Resources (CUPA-HR) did a study on the pay and representation gap of racial and ethnic minorities in higher education specifically in administrative positions. Having collected data since 1967, this report focuses on data from 2001-2016.
While there is a still a minority pay gap for full time U.S. workers which has remained relatively unchanged since the 1980s, there is no racial pay gap in higher education administrative positions. However, there is a gap in representation of administrators when compared to the population. See the graphs below, taken from the report, to see where the gaps are and aren’t.
These two graphs show that an overwhelming majority of higher education administrators are white, but that the number of minority administrators is growing, slowly but surely.
These two graphics show that race and location matters when it comes to pay. While Asian and Hispanic/Latino administrators now make on average more than White administrators, Black/African American administrators still make less. This too, varies by the region. In the Midwest, where there the minority population is significantly lower than the other regions, minority administrators tend to make more than White administrators.
This report shows that there has been growth in some areas, but there is still need for growth in other areas. The report ends by making recommendations for individual institutions to considers, including examining our institution’s data to see if we follow the trends represented here in minority pay and representation, identifying concerns, and addressing those concerns with leadership.
Read the full report here:
Bichsel, Jacqueline, and McChesney, Jasper (March 2017). Pay and Representation of Racial/Ethnic Minorities in Higher Education Administrative Positions: The Century So Far. Research report. CUPA-HR. Available from: www.cupahr.org/surveys/briefs.aspx.