Minnesota Feminists Speak Out!

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Women of Color Opportunities Act is a Good Investment

This piece was written by our treasurer, Beth Anderson, and published on the Savage Pacer website on April 25, 2016.

Minnesota’s 2016 legislative session is well underway in St. Paul and our Legislature is discussing difficult issues like transportation funding and the copper/nickel mining prospects up north. But I want to draw your attention to a lesser-known series of bills introduced by Representative Rena Moran in the House and Senator Sandy Pappas in the Senate, addressing the educational and economic disparities of women of color in our state. Known as the Women of Color Opportunities Act (WOCOA), this legislation is designed to develop programs for women and girls of color in order to increase their economic success in our state.

The legislation consists of five bills that develop programs in key areas of education and employment and economic development. These bills are common sense ideas and programs that promote the tools that all of our young people need to succeed in our city and state. Yet these same tools have been disproportionally unavailable to women and girls of color. Here is a brief summary of the bills proposed:

  • Increase academic success by decreasing the school suspension rate for girls of color, increasing on-time high school graduation rates, and encouraging girls of color to pursue post-secondary education. (HF 3031/SF 2885)
  • Educate women and girls of color in financial literacy to lay the groundwork for an economically secure future. (HF 3032/SF 2865)
  • Encourage girls of color to explore and pursue STEM (science, technology, engineering and math) careers by funding competitive grants to community-based, STEM-affiliated organizations experienced in serving girls of color. (HF 3033/SF 2916)
  • Increase the number of women of color in high-wage, high-demand, nontraditional jobs through job skills training and apprenticeships. (HF 3098/SF 3056)
  • Provide small business loans and technical assistance to businesses owned by women of color. (HF 3099/SF 2931)

Here in Savage, with an 82 percent white population, you might ask, “Why should Savage care about the Women of Color Opportunities Act?” My answer is several-fold.

Increasingly our business community relies on a diverse, skilled, and educated workforce. If we hope to attract world-class businesses to Savage and the surrounding communities, we have to be able to provide a workforce that is well-trained and ready to produce. This may mean an apprenticeship in a skilled trade, it may mean a two-year college degree, or it may require an accredited four-year college degree. Any way you slice it, high school drop-outs and illiterate citizens do not cut it in today’s work force.

Our community is changing. In 2000, the city of Savage was 10 percent non-white, in 2010 we were 18 percent non-white, and 2013 estimated statistics showed Savage to be 20 percent non-white. These numbers are pretty typical at state levels, too. As our population ages, more diverse communities are following. According to the Minnesota State Demographic Center, younger Minnesotans are more racially diverse than older Minnesotans. There are three counties in Minnesota where the children under 5 are over 50 percent children of color. More people of color are living in Savage than ever before. This brings diversity and vibrant cultures into our local melting pot. It’s a good thing. But we in Savage must make sure that the necessary components for a successful education and successful employment are also available for this growing community.

Making sure that all of our children have the opportunity to succeed in school and at work benefits all of us. There is a bigger tax base when we are all gainfully employed and there is less reliance on government services. Statistically we have heard a lot in Minnesota about the documented employment gap between white Minnesotans and black Minnesotans — a 2013 study found that blacks were three times as likely to be unemployed as whites. And we have heard a lot about the education disparity between whites and blacks — in 2003, white Minnesotan eighth-graders topped the charts on national math tests while black Minnesotan eighth-graders came in 22nd of the 50 states. This achievement gap has been well-documented and discussed. What has not been clear is how to fix it.

Achievement gaps are often attributed to income level and home environment. Low-income families often have few educational resources. Recent immigrants don’t always have the English language skills needed to keep pace in school or the financial literacy that leads to good economic decisions. The Women of Color Opportunities Act attempts to address these resource gaps head on.

Making sure our women and girls of color graduate from high school, increase their financial literacy, pursue post-secondary education, obtain high-paying jobs, and have the tools available to start their own businesses will go a long way towards ending these disparities and making our communities a better place to live.

The bills introduced in the Women of Color Opportunities Act are administered by two departments: the Department of Education and the Department of Employment and Economic Development. The bills ask for a nominal amount of funding for pilot programs and grants to local community groups to achieve the goals of the bill. In this way, local groups who work with girls and women in the community receive the funds they need to make a difference. Reporting and oversight is at the state level and the pilot programs must be developed so they can be transferred and used throughout the state.

According to the bill’s authors, the estimated cost of this set of bills is about $4.9 million. The Minnesota Management and Budget Office is projecting a $900 million surplus in 2016. It seems to me that this small expenditure — 0.5 percent of our projected surplus — is well worth the investment in our future Minnesotans. You can ask Representative Drew Christensen and Senator Dan Hall for their support at rep.drew.christensen@house.mn andsen.dan.hall@senate.mn.


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Feminism and Eating Disorders: NEDA Week 2016

This post was written by Colleen, a high school student and Minnesota NOW volunteer.

This week is National Eating Disorders Awareness Week. Given that I am both a feminist and an eating disorder (ED) warrior, I want to take this opportunity to discuss how feminism and eating disorders are inextricably linked, in more ways than meet the eye.

First, and foremost, eating disorders are a mental reflection of the ridiculous beauty standards perpetuated by social sexism. This is NOT to say that seeing paper thin models or those ludicrous health crazes in magazines causes eating disorders – they are complex, multifaceted illnesses that are influenced by genetics, environment, and biology, among other factors. However, the extremely unhealthy and unrealistic body image ideals our society promotes definitely influence those with eating disorders, as well as those without them. It is impossible to ever meet the requirements of what is considered “beautiful” in our society: tall but not too tall, thin but not emaciated, big butt/boobs but not too big, no acne, no blemishes, skilled at makeup, toned arms, etc., etc… This list diminishes the self-esteem and body positivity of practically anyone who reads it, and promotes the unhealthy ideals that a disordered mind believes. Not to mention that many of our society’s beauty standards are heteronormatively sexual in nature… but that’s another blog post.

Second, eating disorders are linked to feminism in how they touch on women taking up space. This idea may illicit a “huh?” at first, but bear with me as I explain. For me, I can definitely link my struggle with anorexia to the idea of women taking up space. Our society has come a looooong way in terms of the prevalence of sexism; no one can deny that. And yet there still are ingrained elements of sexism, many of which are subtle nuances that often have to do with women taking up space. Think about how much women apologize, even when it’s not necessary to apologize – like when someone else bumps into them or they contribute an idea in a discussion. (Check out this startling video on how quotidian a habit this is). That is nuanced sexism – women defaulting to apologies for taking up space, metaphorically and physically. 

In my struggle with anorexia, I focused a lot on losing weight and being thinner – taking up less space. I thought that by taking up less space, I would be better in every way. But really, taking up less space than you’re meant to only deprives the world and yourself of the wonderful contributions you bring to the table. On the flip side, women are often more judged than men for bigger sizes, both literally and metaphorically. Women who speak out and get involved, thus taking up “more space” in a figurative sense, are often judged as “bitchy” or “bossy.” I do want to emphasis that eating disorders are NOT about the food, and there is NOT one body type that indicates that someone is struggling with anorexia or bulimia or EDNOS or BED, contrary to what the media often portrays (the emaciated model type). I choose to talk about the size aspect in this post, both in the small and large sense, to show how feminism and eating disorders are paralleled in numerous ways. 

Lastly, eating disorders relate to feminism in that women are often shamed for needing and pursuing the two things all humans are programmed to need: food and sex. I find it fascinating from a sociological standpoint that humans are programmed to need sustenance and sexual interaction, and yet we live in a society where food is potently tied to value judgments and sex has become a power play that can change someone’s self-worth at the drop of a hat. I’m going to elaborate here on the food piece as it is more pertinent to the subject matter at hand. We all need food, and yet eating “too much” (which is a blatant disregard for the fact that everyone’s bodily needs are completely unique and no blanket calorie amount works for everyone) suddenly makes one seem “gluttonous,” “fat,” and “greedy.” This especially affects young girls–it’s interesting how when a teenage boy gets seconds, it’s deemed okay because “he’s growing!” and yet when a teenage girl does the same, there are usually comments on how much she’s eating. (News flash: teenage girls grow too! We all need food! Wow!)

Feminism and eating disorders are linked in other ways too – think affordable nutrition and the poverty cycle, access to healthcare, etc. The aforementioned reasons are but three of many. I encourage everyone to start/continue this discussion, especially during this week. Eating disorders are life-threatening illnesses that never take a day off, so I encourage everyone to use this NEDA Week to stand in solidarity with all those who fight their inner demons each and every day.

Here are some great links to find out more about eating disorders, prevention, treatment, and how you can help:

http://theprojectheal.org/6-things-you-shouldnt-say-to-someone-with-an-eating-disorder/

http://www.nationaleatingdisorders.org/

https://beatingeatingdisorderspage.wordpress.com/2015/10/06/what-is-anorexia/


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Gender Roles: What, Why, and How

This post was written by Colleen, a high school student and new Minnesota NOW volunteer.

Gender roles, defined as “a set of societal norms dictating what types of behaviors are generally considered acceptable, appropriate or desirable for a person based on their actual or perceived sex,” can be found anywhere and everywhere. The concept of gender roles has been around for a loooooong time, beginning with anthropological data of cavemen/women sticking to their pre-ordained duties – hunting for men, housekeeping for women. Fast forward a bit to the Middle Ages when girls prepared to be married off to much older men knowing that the rest of their (most likely short) lives would be dedicated to giving birth, hopefully to sons. Then, of course, the lovely “cult of domesticity” ideal developed in the 1800s, followed by the push against women working outside of the home (because who, then, would cook and clean? M-men?! GASP!).

In today’s society, many people think that feminism is no longer necessary and that gender roles are either a) a thing of the past or b) something rather inconsequential. Gender roles are ubiquitous, widely accepted by many people, and can be detrimental. Gender roles promote heteronormativity (assuming everyone identifies as heterosexual or “straight”) and cisnormativity (assuming everyone identifies with their biologically-assigned sex). Promoting these ideas may seem inconsequential on the surface, but they strengthen institutionalized homogeneity that creates feelings of dissonance in those who identify outside of what is considered “normal.” This leads to an undermining of diversity in all areas that is costly for both the individual and society.

One example of gender roles in action happened just the other day. A few girls in my physics class were discussing Polly Pocket toys they played with in their youth and my teacher asked what those toys were, claiming ignorance because “I’m a boy- I don’t play with dolls.” I was shocked– here was a grown man, using the “I’m a boy” excuse.

Another more global example of gender roles can be seen walking down the toy aisle at your local big box store. The boys’ toys are generally constructed with materials in more masculine colors like blues, reds, and blacks, and showcase “tough” toys like construction trucks, swords, and war-simulating board games. The girls’ options are often pink, sparkly, and affiliated with either princesses or domestic tasks (i.e. play stoves/ovens, baby dolls with fake bottles and diaper kits, etc.). The gender roles reflected in kids’ toys are only the beginning, though – the packaging and advertising of products for adults often reflect stereotypical gender roles as well.

Gender roles are reflected in the common assumption that women will be the ones to quit their jobs upon having a child(ren), in Father’s Day commercials promoting grills and toolboxes, and in the gender-based labeling of myriads of products.  They’re reflected in decisions about who pays for dinner on a date and what boys and girls say they want to be when they grow up. For example, a study done by Dr. Janet Shibley Hyde at UW-Madison showed that when the participants were told that their sex wouldn’t be identified, women exhibited more aggression than men. This shows that gender roles are not innate or pre-programmed; they are taught and conditioned by society. 

Now, don’t get me wrong, girls loving to bake and plays with dolls boys playing with trucks are not bad things. Neither is a guy treating his date to dinner or a woman choosing to stay home with her kids.  What makes gender roles an issue is when they become rigid– which they so often do. It’s detrimental to stop a boy from making cookies with an Easy-Bake Oven “because he’s a boy” or to tell a girl not to play kickball with the boys because its “unladylike.” Women should of course stay at home with their children if that is what they want to do– but not because they feel pressured to do so. One of my best friends was raised by a stay-at-home dad while her mother is a high-level and very successful businesswoman; conversely, my mom chose to be a homemaker and has dedicated the past 30 years to raising four kids while my father worked. Both of these choices are valid– because they are choices and reflect personal fulfillment rather than compliance with societal-designated norms.

Gender roles confine and assume. The roles which should be promoted are those that promote the individual pursuit of happiness, not related to one’s gender/sexuality but to one’s personal passions and vocations. Define your own roles – let the boy wear pink shoes and the girl play football; promote people roles instead. Yay inclusivity!:)


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Reflecting on 2015, Looking Ahead to 2016

As we ring in the new year let’s take some time to reflect on the great things we did in 2015 and look ahead to 2016.

In January, MN NOW activists attended the Women’s Economic Security Summit. The Summit was a great opportunity to learn more about the advocacy and public policy work that remains to be done following the passage of the Women’s Economic Security Act in 2014.

In March, ERAMN, including several MN NOW activists, lobbied at the state capitol in support of efforts to finally pass the ERA. By the end of the legislative session a resolution asking Congress to remove the ERA ratification deadline was passed by the Senate. Victory!

We held our annual State Conference at St. Cloud State University in April. Attendees worked on feminism-inspired collages, heard from some fantastic speakers, and bid on some great silent auction items. We recognized a few of our awesome Minnesota NOW activists for their efforts and elected new officers to the board. MN Valley NOW hosted a screening of Paycheck to Paycheck in April and MN NOW had a presence at Planned Parenthood’s annual solidarity rally.

A few of our athletically-inclined members ran in NARAL Pro-Choice Minnesota’s “Run for Your Rights” 5K in May.

In June we tabled at the Pride Festival in Loring Park. We handed out some snazzy fans made by a MN NOW member that included pictures and info about some amazing LGBT activists. The Cackle of Rads trivia team, featuring MN NOW members, took home their third straight first place trophy at the Minnesota Women’s Consortium’s Trivia Perusal.

We celebrated Women’s Equality Day in August, with a happy hour at Honey in Minneapolis. Senator Sandy Pappas and Representative Rena Moran talked what inspired them to get involved in the fight for constitutional equality and discussed next steps we can take in Minnesota to make it a reality. We also recruited a few new activists at our Activist Open House.

MN NOW participated in the annual SlutWalk event in October. The speakers were powerful, the performers were great, and the solidarity among the marchers was inspiring. We held the first meeting of our feminist discussion group, Feminist Forum, at the end of October. We’d like to continue this group in 2016 – if you’re interested in hosting a discussion let us know!

In November we participated in Give to the Max Day and raised over $1,200 for the MN NOW Foundation. We also held another Activist Open House and set our priorities for the coming year at our board meeting.

Looking ahead to 2016, we’ve got another great state conference in the works. We’ll continue to host our Activist Open Houses and table at events like the Pride Festival. We’re hopeful that we can accomplish more legislative victories on our core issues this year, including passage of the ERA legislation that ERAMN is supporting, a special session to address racial inequalities in Minnesota, and changes to sexual assault and domestic violence policies.


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Wage disclosure promotes good business through better pay and better workers

This piece was written by our treasurer, Beth Anderson, and published on the Savage Pacer website on October 19, 2015.

Employers and employees alike are squeamish when discussing wages and how they are determined.

Traditionally, employers have discouraged employees from comparing salaries or discussing their wages. In some cases it has even been a condition of employment. In Minnesota, that is now illegal. And I argue that wage discussions amongst employees should be encouraged to the benefit of employers and employees alike.

The Women’s Economic Security Act (WESA) was enacted in Minnesota on Mother’s Day 2014. The law covers many issues involving women’s rights in the workplace and is designed to address the causes of the gender pay gap and to protect the rights of pregnant employees. The Minnesota Legislative Office on the Economic Status of Women just issued a report on WESA implementation over the last year and I thought it was a good time to discuss one of its provisions: wage disclosure.

WESA makes it illegal to prohibit employees from discussing wages or to retaliate against employees who discuss their wages or another employee’s wages. This is a key provision for women workers, or for any workers that have faced wage discrimination. How do you know if you are being paid in accordance with your peers if you can’t discuss it with them? We know in general from salary surveys and hiring statistics what types of salaries can be expected in broad job categories, but most of us don’t know how our personal salary compares to that of a similarly employed co-worker.

The Minnesota Department of Labor and Industry is tasked with enforcing the wage disclosure protection portion of WESA. Between July 2014 and September 2015, there have been only three worker’s complaints regarding the wage disclosure provision of the law. This may be because employees are not experiencing problems with discussing salaries, but I think it is more likely that the traditional reticence we have for discussing our salaries and wages has kept us from exercising this right.

After all, if you found out you were making less than a similarly qualified co-worker, it might make you feel bad about your job, perhaps decrease your job satisfaction. And if you found you were making more than your co-worker, you might not want to discuss it with them if it only served to make them feel bad about themselves or their job. Why risk the discomfort?

One obvious reason to risk it is economic. If you are underpaid, you can use the information to negotiate for a fair wage. For example, it has been shown that even small differences in starting salaries can multiply over time and have a large effect on your lifetime earnings. Since most future pay raises are based on current salaries, if you start with a smaller salary, it can affect not only your current wealth, but your future earning potential. A $5,000 difference in starting salary can grow to a $12,000 difference in salary 30 years down the road. And that’s an extra $12,000 each year!

Similarly, if you find your salary is less than your co-workers mid-career, you can use that information to argue for a raise, or correction, to bring your wages in line with the going rate. Some of this can be done based on national or local wage statistics, but disparities within a company may not be picked up by comparison with national averages or ranges, and the differences can be significant. Wage disclosure discussions will help make salaries fair an d lessen the inequalities.

A second reason for having this wage discussion is to make the market more efficient. If a worker is not being paid according to similarly qualified co-workers, it may be because they are underperforming. Having the wage discussion could prompt better performance on the part of the worker or it could cause the employee to seek employment that is more suited to their skills. Both the employer and the employee benefit from having high-performing, fairly-compensated employees. The market should self-correct, matching the right employees to the right tasks.

In order for this to work, an employer has to determine what factors influence salaries in their company and clearly communicate that to the employees. Are wages and salaries based on customer satisfaction, hours worked, quality of product produced, sales figures, seniority, specialized skills or education, commitment to the company, etc.? What matters when setting salaries and what doesn’t matter? If your company hasn’t clearly stated this, it might be a good time to ask.

As a small business owner myself, I know the challenges involved in applying a consistent standard to employee wages and clearly communicating the criteria. Jobs evolve, employees gain experience and education, and the company’s performance varies. Every year, I reflect on the salaries I am paying my employees and how they compare to each other and to national standards. I take into consideration the performance of the individual, the performance of the company as a whole, the education and training the employee brings to the position, and the complexity of what is being asked of the employee. I use the annual salary review to make changes where necessary to eliminate arbitrary or unconscious bias that may have crept into the compensation packages over the years. I envision the discussion that I would have with that employee if confronted with questions regarding their pay in comparison with others in the company. And I walk away with a new appreciation for the bargain we all make to provide a fair wage for a job well done.

Whether you are an employer or an employee or both, the wage disclosure discussion will result in better pay and better workers. If you have questions about the wage disclosure protection provision of WESA, you can contact the Labor Standards unit of the Minnesota Department of Labor and Industry at 651-284-5070.


Intersectional Feminism and Maya Angelou

This post was written by Colleen, a high school student and new Minnesota NOW volunteer.

When discussing feminism, intersectionality is a very important aspect to consider. Intersectionality, or the study of intersections between oppressions/dominations/discriminations, is a key component to making feminism accessible and applicable to everyone. Feminism, at its core, is accessible and applicable to everyone; however, that fact is too often lost in translation, leading to harmful sects of feminism like “white feminism.” Intersectionality means that we, as feminists, fight for things like racial equality, LGBTQA+ rights, economic justice, disability rights, etc.  Intersectionality is a friendly reminder saying, “yoo-hoo! Feminism really is for everyone!” (side note: if you have not read Feminism is For Everybody by Bell Hooks, please do so immediately. It’s wonderful, enlightening, and a great example of the inclusivity intersectionality promotes.)

When I think of intersectional feminism, I think of Maya Angelou. For those of you who are not familiar with Maya Angelou, she was an incredible poet, writer, actor, dancer, and singer. In my eyes, she is one of the best examples of intersectional feminism to date. Her work– particularly, her poetry– radiates pride and love while advocating for the advancement of women and people of color simultaneously; her poem “Still I Rise” is a great example. Angelou draws on her own experiences of abuse and her insecurities to communicate the importance of raising awareness about all forms of abuse and body-image issues, as seen in her heart-wrenchingly beautiful essay collection named Letter to My Daughter. In her masterpiece poem “Phenomenal Woman,” Maya addresses the insecurities so many women and girls face and cites the individual spark and beauty found in every woman, simply because they are a woman.

It has been nearly a year and a half since Maya Angelou passed on, but her spirit and contributions to feminism, society, and the world will always live on. Appreciating, sharing, and spreading Maya’s works not only pays homage to a wonderful feminist, activist, and writer, but also encourages and promotes intersectional feminism. Share some of Maya Angelou’s works this week with friends and family– look up new poems, share your favorites, or discuss her books. Let’s honor an amazing woman and an amazing movement together.


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Consider Equal Rights Amendment this Women’s Equality Day

This piece was written by our treasurer, Beth Anderson, and published on the Savage Pacer website on August 17, 2015.

By proclamation of the president, Aug. 26 is Women’s Equality Day, the day we commemorate the 19th Amendment to the U.S. Constitution granting women the right to vote. This year marks 95 years since women were first written into the Constitution and 43 years since the second attempt was made in the form of an Equal Rights Amendment.

Women’s Equality Day was established by a resolution passed by Congress in 1971.

The full text is as follows:

WHEREAS, the women of the United States have been treated as second-class citizens and have not been entitled to the full rights of privileges, public or private, legal or institutional, which are available to male citizens of the United States; and

WHEREAS, the women of the United States have united to assure that these rights and privileges are available to all citizens equally regardless of sex,

WHEREAS, the women of the United States have designated August 26, the anniversary date of passage of the Nineteenth Amendment, as symbol of the continued fight for equal rights: and

WHEREAS, the women of United States are to be commended and supported in their organizations and activities,

NOW, THEREFORE, BE IT RESOLVED, the Senate and House of Representatives of the United States of America in Congress assembled, that August 26 of each year is designated “Women’s Equality Day,” and the President is authorized and requested to issue a proclamation annually in commemoration of that day in 1920, on which the women of America were first given the right to vote, and that day in 1970, on which a nationwide demonstration for women’s rights took place.

The nationwide demonstration referenced is the Women’s Strike for Equality that occurred on Aug. 26, 1970. It focused primarily on equal opportunity for women in the workforce. At the time, women were earning 59 cents to the male dollar.

Every president from Richard Nixon to Barack Obama has since issued a proclamation declaring Aug. 26 Women’s Equality Day. The proclamations are interesting reading. At first they focused primarily on the Equal Rights Amendment (ERA) that was passed by Congress in 1972. Thirty-five states ratified the amendment, but 38 are required to make it part of the U.S. Constitution. Presidents Richard Nixon, Gerald Ford, and Jimmy Carter expressed their full support of the ERA and urged ratification by the states.

Presidents Reagan, Bush, Clinton, Bush and Obama’s proclamations acknowledge and honor the perseverance of women in their fight for equal rights, discuss legislation that has improved conditions for women, and urge us to dedicate ourselves to the cause of equal rights for all. Yet none of these presidents after Jimmy Carter specifically mention the Equal Rights Amendment.

Women’s Equality Day was born out of a national movement recognizing that women should be guaranteed equal rights in the Constitution. It continues to be proclaimed by presidents across the political spectrum, with varying emphasis, but without a doubt endorsing the underlying sentiment of equal rights for women. Americans agree. Polling data indicates that 96 percent of Americans think women should have equal rights and 88 percent of Americans think we should have an ERA added to our constitution.

So why don’t we have one? Is there no political will on the part of politicians? Are we satisfied with the progress women have made since 1970 in closing the wage gap to 80 cents on the male dollar? Are there better tools in the equal rights tool box than legal ones?

Maybe all of these things play a role, but I think the underlying reason we don’t have an Equal Rights Amendment to the U.S. Constitution is that we, as citizens, haven’t demanded it. There hasn’t yet been enough talk, enough urgency, enough stories both of successes — such as Minnesota’s Equal Pay Legislation, and setbacks — such as the U.S. Supreme Court decision affirming it was OK for UPS to fire a pregnant woman rather than modify her job duties for the last months of her pregnancy. The issue of an Equal Rights Amendment to the Constitution isn’t forefront in our public discourse. Until the legal discrimination happens to you or someone you know, it’s not discussed or acknowledged. And even then, it may be easy to suggest this one act of discrimination is just an isolated case.

I don’t know that an ERA would change these experiences without the accompanying changes in our collective expectations of how women should be treated in the workplace, but it does give foundation to protest that treatment and enforce equal rights.

If President Obama again issues a proclamation celebrating Women’s Equality Day on Aug. 26, take a minute to discuss what an Equal Rights Amendment might mean for you, or your daughter, or your grandmother. Another tool in the tool box to ensure equal pay, equal opportunity, and equal rights for all, per our Constitution.

I’ll leave you with a quote from Richard Nixon’s 1973 proclamation to that captures these sentiments:

“While we are making great strides to eliminate outright job discrimination because of sex in the federal government, we must recognize that people’s attitudes cannot be changed by laws alone. There still exist elusive prejudices born of mores and customs that stand in the way of progress for women. We must do all that we can to overcome these barriers against what is fair and right.

“Because I firmly believe that women should not be denied equal protection of the laws of this nation and equal opportunity to participate fully in our national life, I reaffirm again my support for the Equal Rights Amendment to the Constitution. This amendment can represent a giant step forward in achieving full equality for opportunity for all Americans as we approach the 200th birthday of our nation. I hope it will be speedily ratified.”

Me too.

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