Topic

gender equality

71 petitions

Started 1 week ago

Petition to State of Nebraska Board of Pardons, Sonya Fauver

Please help me obtain a pardon.

July 10th, 2018 Dear family, friends, neighbors and/or colleagues,     A long time ago I knew a young lady who was abused. She was showing signs of abuse again, and I was trying to help her. I wanted to provide a safe space for her to discuss things with younger female family members who agreed to stay with her on New Year’s 2014. Unfortunately things didn’t work out as planned.     The next morning, I was intoxicated from the night before, and was passed out on a futon, in a presumably safe room of my own home. I was alone when I went to sleep, then woke up to find someone stirring next to me. I touched her as I struggled to gain my wits, and immediately apologized when I realized who it was.     I was later charged with heinous crimes by the state of Nebraska. Upon deposition, the state’s primary witness made many claims that somehow, without using any force, or verbally convincing her in any way, I compelled her to do things to my body before I got up and walked away. I can't recall the details she recalls in her statements, and there was no physical evidence as proof.     My own investigation revealed five witnesses to my history of sleep disorders, leading me to theorize that a parasomnia event may have occurred. So, I take active steps to prevent the possibility of that happening in the future. I also did my best to tell the investigator what I knew without discussing my theory; since (under Nebraska law), it could be used to force me into a lifetime requirement on the sex offender’s registry due to a “brain abnormality”….     With the current hysteria about sex crimes, I was advised my chances were 50/50 regardless of the lack of proof. I thought of my family, and what it’d be like for them to have me sentenced to life in prison… … …I couldn’t stomach risking everything for the stubbornness of holding to principle. So I took a plea bargain for two counts of 3rd degree, misdemeanor sexual assault (goosing). The deal meant that I didn’t lose my voting rights, and I faced only 0 - 1 yr of incarceration.     I avoided the risk of decades in prison, making the plea agreement a strategic victory, considering the circumstances. I had no intent to hurt anyone, and I didn’t consent to any sexual activity myself. Nevertheless, I then spent December 19th 2017 through June 27th 2018 in Douglas County Jail. Unfortunately I was punished for potentially being raped, and not remembering what happened.     If you’ve read this far, you are someone I’ve connected with. You know my story, and hopefully realized that I am not a threat to anyone. I’m not looking for any kind of revenge. I just pray for healing of everyone involved in this senseless tragedy, and am thankful for the absolution I already have through God.     I need my reputation restored too though. I shouldn’t be left with this scarlet letter on me. I want to inspire change in our broken system, and that’s where I could use your assistance. I implore you to please help me by signing my petition for pardon. Then, share my story with others and encourage them to sign as well.   Reference material for Sleep disorders can be found at:   https://sleepfoundation.org/ask-the-expert/sleep-and-parasomnias   https://1drv.ms/f/s!AhRH1Hd9RTi4gy8du_9qP5VSX0h1   https://www.ncbi.nlm.nih.gov/pubmed/23664055   http://sleepeducation.org/       While I’m in the dark on many things, I’m trusting Matthew 6:14 (NLT) to be right on this one. “If you forgive those who sin against you, your heavenly Father will forgive you.” I forgave the young lady for her part of things, and don’t plan to pursue any action against her. It was a horrible situation with a mixed up individual who didn’t follow rules. In the end I’m glad she got the mental health services she needed.                                                 -  Zachary J. Hostetter   I plan to submit the following text with gathered signatures to the Nebraska Board of Pardons for consideration.     State of Nebraska Board of Pardons,           We; the family, friends, neighbors, and/or colleagues of Mr. Zachary J. Hostetter; ask that you please pardon him of his convictions from case # CR14-1375. He’s shared his story of how he was convicted of two counts of 3rd degree sexual assault in this case in late 2017.     Zachary is extremely remorseful for any and all psychologically trauma which occurred due to his actions. He acknowledges that the young lady, who violated his personal space, was a victim of sexual abuse just as he was. He says his actions were inappropriate. However, he doesn't recall specifics.     He has claimed a history of sleep disorders, to which he has several witnesses, and memory gaps are common with parasomias. Therefore, he appears to have had no intention of committing such crimes. Zachary has also taken active steps to safeguard against future events of this nature. We believe he should be forgiven. Please help him find social healing and redemption through pardon. By signing this petition, we acknowledge the following: • We may be called as a witness for a Full Pardon Hearing.• Our statements of Mr. Hostetter’s character will be legal record.• Our statements hold the same weight as testimony to Nebraska district court.• We may be asked to swear by oath under penalty of perjury if subpoenaed by the board.

Zachary Hostetter
5 supporters
Update posted 2 weeks 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
1,451 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