Topic

gender equality

70 petitions

Update posted 1 week ago

Petition to Journalists, News Editors, news publishers, media personalities, news columnists, news commentators, editors in chief, news readers, current affairs bloggers

Sign off on 14 principles to end misogyny in the news industry

We, members of the international journalism community, are not prepared to sit through another ‘manel’, support organisations that disingenuously claim credit for gender equality initiatives, nor stay silent when female colleagues are sexually harassed before our eyes. Our industry has a responsibility to lead on gender equality in, and through, the media – broader social change depends upon it. Which is why we call on news makers and news readers alike to sign off on standards to which we will hold our news providers accountable. Because we are done pandering to the egos of change-resistant influential men in the hope that our gentle lead will eventually encourage them to join us on a meander towards gender equality in the news business. Time is well and truly up. Read the whole open Letter to end misogyny in the news here. 14 PRINCIPLES OF GENDER EQUALITY FOR THE NEWS INDUSTRY 1. Insist on gender equality in and through the media:  Globally, women represent well under 30% of leadership positions in newsrooms making the narrative of most publications skewed to the male perspective. Recent studies also show that mainstream newspaper journalists and commentators are dominated by men talking about what other men are doing. This imbalance is directly reflected in content, and in curation of panels and moderators at events throughout the news industry. It’s 2018 -  push back and make sure you/your organisation are not contributing to the problem. Bloomberg News’ recipe for embedding gender equality is a useful guide. 2. Use data to drive inclusive representation on panels, in leadership, on stage: “If you can’t count it, you can’t change it” This great point from Joanne Lipman is an important starting place. Most organisations feel that gender inequality is not their problem. But taking the time to map and measure is the only way to be sure. Track the gender of bylined authors, sources, speakers and editors to see how balanced your teams and content really are. Simply counting can lead to change. (Read about/listen to Lipman’s approach to leveraging data in the cause:) . Check out the BBC 50:50 gender balance challenge created by Ros Atkins, and see the toolkit produced by Gender Avenger. Also consider sharing these metrics so you can be held accountable in a spirit of transparency which should also help build trust in your organisation. 3. Call out sexual harassment and tackle it head on (on and offline): “I deeply believe we need an overall code of conduct for men to LEARN how not to treat women in professional setting. There is a lot to learn” Mariana Santos, Founder of ChicasPoderosas, has said. News organisations certainly need  detailed policies that deal decisively with harassment - on and offline. See Press Forward’s resources and read Julie Posetti’s 11-step guide to managing online harassment in newsrooms. 4. Don’t ghettoise gender-equality initiatives: Schedule feature content designed to empower women sources, journalists and editors on the main program, center stage, and on the front page. This is vital if the issues are to be taken seriously, and to ensure male participants are also educated and motivated to embrace change and collaborate on gender equality initiatives. “To relegate issues about women is double-binding - because it makes it a ghetto”- Catarina Carvalho, Editor in Chief, Global Media Group. 5. Create opportunities for women’s active participation: Consider sponsoring women (particularly those in low socio-economic circumstances) speakers and moderators - they generally have less economic power than their male counterparts. And what about sponsoring creche places to accommodate female professionals with primary care responsibilities for young children? (See also Hannah Storm’s 13 suggestions for a more inclusive conference) 6. Insist your partner organisations and contracted contributors abide by principles of gender equality: Ensure all conference partners, sponsors, moderators and speakers are aware of, have access to, and abide by organisational policies and codes of conduct on sexual harassment and gender equality. 7. Sponsors: consider using the funding stick to enforce gender equality standards Sponsors of journalism/media conferences & events should make funding contingent upon gender balance in the content, or directly fund female speakers and moderators. Audit content thoroughly after events and publication, and consider withholding funding if equality is not achieved as promised. Facebook, Google, Twitter, we’re looking at you (along with an array of Northern European media development funds and intergovernmental organisations). Alternatively, perhaps consider the carrot of a funding bonus for success? 8. Share the platform: If your event must include speakers or panels from partner organisations or sponsors, insist they nominate a woman/women with expertise. And if you’re a male executive asked to represent your organisation as a speaker, consider nominating a more junior woman to take your place. Experience grows from opportunity. 9. Mind conversation culture: Male dominance on panels and in meetings, interruption of women who are speaking, or explaining to women things they are perfectly aware of (‘mansplaining’) are the most common ways that women’s voices are silenced in work environments. Making your team sensitive to this and measuring contributions with simple apps (like this one) can help foster an environment where women can thrive. 10. Edit bias out of your hiring and selection  processes: The human brain is designed to use bias to navigate complex reality. It is not, however, designed to create equitable hiring and panelist selection procedures. We have to design programs and mechanisms to correct for bias by hand. For help, see Iris Bohnet’s (Harvard Kennedy School) recommendations on designing a bias free organization. 11. Sponsorship from the top: Achieving balance can’t happen as a grass-roots initiative. Without buy-in from the top, gender initiatives will pop up and peter out. Men sponsoring talented women for promotion is one of the best ways to set an example for management and build diversity into leadership. Adam Grant has some great advice on how to do this if men in your organization are nervous about mentoring and sponsoring women in the post-Weinstein world. 12. To pay equally, negotiate differently: Orit Kopel, CEO of the Jimmy Wales Foundation for freedom of expression and co-founder of WikiTribune, says that the responsibility for equal pay rests with the employer, not the employee. To pay women equally, don’t abuse women’s tendency to undervalue their contribution - give raises to those who deserve them, rather than to those who demand them. 13. Let women pull back and lean in when ready: Just because a woman refuses promotion when she wants to focus more on her family, doesn’t mean she will never want to put her career in high gear again. Many women choose to focus on their children when they are small. Once kids reach a certain level of independence, their parents’ capacity to ‘lean in’ tends to rebound in a big way. So, if a star player refuses once, try again. 14. Apply all of the above in reference to diversity more broadly. This includes race, class, and sexual orientation.

#TimesUpNews
1,446 supporters
Update posted 1 month ago

Petition to Mark Rothbart, Dominique Crisden, David Collingnon

Blink Fitness, Make Your Lockers Safe for Trans and Gender Non-Conforming Members

Transgender and gender non-conforming people have been target of continuous attacks on their rights to use gender segregated bathrooms and lockers. These limitations not only affect students and the youth but extends to adulthood and beyond the school environment. Many transgender and gender non-conforming people consider spaces such as gyms to be vital for their development and health. Yet, the simple task of walking into the "women's" or "men's" lockers can be panicking, especially when those spaces don't provide safety and protection. The simple task of undressing becomes stressful and forces us to either hide in a corner or in the stall in order to avoid being harassed or physically assaulted.  Blink Fitness claims to be for everyone, this is why we are asking them to put that mission into practice. How Can Blink Fitness Be for Everyone? 1. Create All-Gender Inclusive Signs. Many companies already understand that gender must be inclusive and are taking real actions to support transgender and gender non-conforming employees. By putting these signs up, people will be aware that the space they share welcomes different gender expressions and identities and that harassment will not be tolerated. 2. Create a Gender Neutral Locker. Not everyone identifies as male or female and they shouldn't be forced to use a space that puts them in those confinements. Many trans and gender non-conforming people who may identify with male or female would simply prefer a gender neutral space to avoid harassment. 3. Train Your Crew on Gender Inclusivity. The Blink Crew needs to be trained on gender inclusivity and be a crew that is there to support us. My experience talking to Blink employees, experiencing that blank stare, and being in communication with management shows me that Blink has no gender inclusivity policy and training. Blink Fitness' goal should be to turn their beautiful mission into action.Blink Fitness, be for everyone! Blink will set the precedent for all other gyms to follow what a gender-inclusive space really looks like!

Raffi Ciavatta
198 supporters
Update posted 1 month ago

Petition to Palo Alto City Council

Support Gender Equality at Aug 20th Palo Alto City Council Meeting

UPDATE: This item has been rescheduled (again) for August 20th. If you think the City Council is taking way too long to consider the HRC's recommendation and begin what is already a long process by directing staff to explore and draft an ordinance, please let them know by emailing them at city.council@cityofpaloalto.org. *Remember this is just the first of many steps. Staff needs to receive direction from City Council to explore and draft an ordinance, then that draft ordinance has to come back to Council for its consideration and adoption. Only then can a gender equality task force begin the more important and difficult work of examining gender equality issues in the city and making policy recommendations. We still have a long way to go and its shocking how long its taking to complete what is and should be the easiest and quickest step in the process. #himforher - Steven D. Lee     -- Support Gender Equality Initiative at August 20th Palo Alto City Council Meeting (Updated) On Tuesday, August 20, 2018, the Palo Alto City Council will consider a gender equality ordinance recommended by the Palo Alto Human Relations Commission (HRC). The recommendation, introduced by Commissioner Steven Lee and passed unanimously by the HRC at its February 8, 2018 meeting, calls upon the Palo Alto City Council to enact a gender equality ordinance, based on the principles of the United Nations Convention on the Elimination of all Forms of Discrimination against Women (CEDAW), which would establish a city task force responsible for studying gender equality issues within the City of Palo Alto and proposing policies to comprehensively and systematically address gender equality issues within the City.  With so many other issues on the City Council's agenda for the year, this initiative won't get the attention and time it deserves without community support. If you believe gender equality is still an issue in 2018 and that the City of Palo Alto should take additional steps to address it once and for all, please sign this petition, send an email of support to city.council@cityofpaloalto.org and come and speak in support of the HRC's recommendation at the City Council's August 20th meeting.  Wear suffragette white to show your support! This item has been rescheduled for Tuesday, August 20, 2018. More details to come; If you have questions about this initiative or want to get involved, please contact Commissioner Steven Lee* at stevendlee@gmail.com. Supporters: American Association of University Women, Palo Alto Branch League of Women Voters of Palo Alto United Nations Association, Midpeninsula Chapter Women's International League for Peace and Freedom, Peninsula Palo Alto Branch   Resources: Stanford Daily Article on the HRC's Recommendation: https://www.stanforddaily.com/2018/02/13/city-of-palo-alto-votes-in-favor-of-gender-equality-ordinance/ June 12, 2018 City Council Agenda (Item #2 scheduled for 7:45-8:15pm): https://www.cityofpaloalto.org/civicax/filebank/blobdload.aspx?t=46779.73&BlobID=65310 HRC Memo - CEDAW Committee's Recommendation to HRC for CEDAW Ordinance: https://www.cityofpaloalto.org/civicax/filebank/documents/63325 Minutes from HRC's February 8th Meeting: https://www.cityofpaloalto.org/civicax/filebank/documents/63879 Video from HRC's February 8th Meeting: http://midpenmedia.org/human-relations-commission-30-2/ Staff Report from HRC's February 8th Meeting: http://midpenmedia.org/human-relations-commission-30-2/ Cities for CEDAW: http://citiesforcedaw.org/about-us/ League of Women Voters of Palo Alto - Letter of Support: https://www.scribd.com/document/371072674/League-of-Women-Voters-of-Palo-Alto-Letter-of-Support-for-HRC-CEDAW-Recommendation Commissioner Steven Lee: https://www.facebook.com/StevenLeePaloAlto/ and https://www.cityofpaloalto.org/gov/boards/hrc_bios/default.asp  *Note: This page was created by Commissioner Steven Lee, in his individual capacity and by other members of the public & community groups who support this gender equality initiative. This page was not created or authorized by the Palo Alto Human Relations Commission or by the City of Palo Alto.

Steven Lee
110 supporters