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This month we’ll take a look at the candidates.
Today’s feature are the candidates for undesignated seat #2 of the Committee on Gender Equality. Responsibilities of the committee members include:
- Monitor gender discrimination within the discipline
- Pursue greater parity for women in the discipline by means of:
a. monitoring, including gathering information that illuminates issues that effect the diverse women in anthropology as well as efforts to obtain existing comparable survey data,
b. advocating, including bringing findings before the Association’s members, in the form of resolutions, when appropriate and
c. educating, including distributing brochures, meeting with department chairs, setting up an interactive presence on the internet/web and writing periodic updates for the AN.
- Identify forms of sexual harassment in all settings where anthropologists work and learn including the varieties of biases that complicate issues regarding race/ethnicity, gender stereotyping and preferences, class, and disabilities.
- Interact on an ongoing basis with the Association’s long range planning process on issues of gender parity.
Click here to learn more about the Committee on Gender Equality.
Gender and equity issues are at the center of my professional life, both in my research and in my service to my University and professional organizations. For more than two decades, I have studied the gendered division of labor and its intersection with the political economy, power, and social stratification. As Chair of the Department of Anthropology at CSUN, it is imperative that I maintain a discrimination- and harassment-free work environment. I served on several personnel and search committees, each of which received training on equity issues. On campus, I have served as the Equity and Diversity Officer for the Liberal Studies Program and on the Integrated Teacher Education Program Working Group on Diversity. I served two terms on the Society for American Archaeology’s Committee on the Status of Women in Archaeology and Chaired that organization’s Women in Archaeology Interest Group. Finally, as part of my general community service, I served on the Windward School (Los Angeles, CA) Task Force on Diversity. While we have made great progress since the days I was a graduate student and was told by a senior member of the faculty that “women should not be archaeologists,” there is much work that remains, and I look forward to ensuring a more equitable future for the next generation of anthropologists.
Laws about equity appear to ebb and flow over the years, but lived experiences of gender, race and class inequality have remained rather steady. Rather than be discouraged by the stories, the statistics and the reports, I would like to join the CoGEA committee in their continuing efforts to monitor and report on issues of gender, race and class in the discipline. What has changed in recent years is the degree to which the feminization of contingent non-tenure-track faculty has increased and has become normalized. Gender disparities also persist in rates of promotion and in leadership positions within departments. As a body that is charged with the role of raising awareness and motivating change, CoGEA must consistently reconsider the same issues and carry on monitoring of the discipline. Because the last large-scale online survey on the status of gender, race and class parity in anthropology was conducted in 2005-6 (and published in 2008), it is time to consider constructing a new survey of the status of anthropology’s academic climate, work environment, work-family issues, and gender issues experienced by both female and male anthropologists.
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