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For this years Super Bowl there were at least 4 commercials supporting and representing the LGBTQ+ community. Michelob ULTRA is one of them.

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Super Bowl LV was definitely unlike any other before it. Not just because the Kansas City Chiefs, appearing in their 4th Super Bowl, had never played the Tampa Bay Buccaneers in this particular contest before, only their second appearance. Not just because Tom Brady was back in the Big Game and quarterbacking for his new team. And not just because Covid-19 meant fewer fans in the stands and masks on everybody not playing football. Not just because the Centers for Disease Control and local governments encouraged everyone who wanted to watch the game on TV do so either outdoors or in their quarantine bubble, safely, which meant not in crowded spaces and without yelling or shouting.

Wow, that is a lot, but what also made this 55th Super Bowl different is the other thing people watch for: the TV commercials.

GLAAD counted four "inclusive" Super Bowl ads that aired during the game, featuring out LGBTQ people. That's down significantly from last year when there were at least 11. A 30-second spot was also $100K cheaper this year, according to Sporting News.

Michelob ULTRA's commercial featured a slew of famous sports celebrities, including tennis icon and lesbian legend Billie Jean King, as a version of Lou Reed's "Walk on The Wild Side" played.

CBS All Access is rebranding its TV streaming service as Paramount+. If you don't blink, you'll see RuPaul standing on "Paramount Mountain," alongside a Teenage Mutant Ninja Turtle, a puppet... and Snookie of Jersey Shore fame. Patrick Stewart, Norah O'Donnell and Stephen Colbert really need to speak to their agents about that contract they signed.

Logitech's ad starred Lil Nas X, the out Grammy Award-winning rapper, singer, and songwriter.

M&M's commercial was the funniest of the bunch, with a sequence of actors showing they're sorry by sharing the candy. The bit ended with Schitt's Creek star Dan Levy, the out Emmy-Award winning showrunner, writer, director, producer, and actor.

"During one of the biggest nights in sports and media, global brands like M&M's, Michelob ULTRA, Logitech, and Paramount raised the bar for inclusion by featuring LGBTQ icons in their ads after last year's record number of inclusive ads," said GLAAD President & CEO Sarah Kate Ellis. "More brands should now step up year round, as including LGBTQ people in ads is good for business and good for the world. GLAAD is working to grow the quality and the quantity of LGBTQ people in advertising, as it can have a profound impact on LGBTQ visibility and acceptance, especially during cultural events like the Super Bowl."

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4 LGBTQ-inclusive ads aired during the Super Bowl

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Super Bowl LV was definitely unlike any other before it. Not just because the Kansas City Chiefs, appearing in their 4th Super Bowl, had never played the Tampa Bay Buccaneers in this particular contest before, only their second appearance. Not just because Tom Brady was back in the Big Game and quarterbacking for his new team.

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Many women in today's world are working to normalize body hair on women. One specific campaign is Januhairy raising awareness for this topic. I think this is great because for so long women have been expected to be perfectly shaven with no razor burn marks and I love that women are starting to embrace everything about them.

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Things have come a long way since 1999, when the actor Julia Roberts hit headlines globally for wearing a dress that exposed her unshaven armpits. These days, Gen Z pop stars, from Amandla Stenberg to Miley Cyrus, are regularly seen with body hair. Brands are cottoning on, too. Last year, Nike and No7 ran advertisements with models showing body hair (underarms and upper lip respectively). Even the ubiquitous advert trope of a woman shaving an already shaven leg was challenged by the razor company Billie, which had marketing collateral that showed underarm, leg and pubic hair.

In real life, however, the sight of a woman in public with body hair remains rare, although norms are slowly changing (almost one in four women under 25 no longer shave their armpits, compared with just one in 20 in 2013, according to the market analyst Mintel).

One campaign that is helping to continue this trend, and normalise body hair on women, is Januhairy, an initiative that encourages women to grow their body hair for the month of January and share images of themselves online. Started by students Laura Jackson and Ruby Jones in 2019, the campaign hashtag has now attracted thousands of posts from women across the world. As the end of this year's Januhairy approaches, we meet the movement's founders and others taking part to talk about how embracing their body hair has changed how they feel about themselves and their bodies.

'When I see my body hair now, it reminds me of my love for myself'

Laura Jackson was a student at Exeter University when she first grew out her body hair. It was May 2018 and she was working on a one-woman stage show she had written and would perform in. "It was about the pressures put on women to abide by these beauty rules to feel accepted," she says. "As part of the show I grew out my body hair for the first time. I wouldn't have done it if I didn't have that incentive."

Girls are often introduced to depilatory products and techniques by relatives, borrowing razors and trying to imitate their mothers. Jackson recalls a conversation with her older sister: "I was in the back of the car and she saw my hairy legs and said: 'Oh, it's time you start shaving.'"

She recalls a family holiday shortly after this, when she was in her early teens. "I was with my mum and we were in our swimming costumes and I saw some pubic hairs poking out of her costume. I was so horrified. I thought: 'That is disgusting. How dare she not shave?'"

But for Jackson, growing out her body hair forced her to rethink her relationship to it. Soon she "felt liberated" and wanted to embrace it. "When I see my body hair now, it reminds me of my love for myself."

She is keen to point out that Januhairy is not about shaming women who choose to remove body and facial hair. "Shave whenever you want to, but make sure you're making the choice for you," she says."We have people who support Januhairy and shave, we have men who support us. It's not just about hair, it's about building a conversation around the subject."

'This movement has allowed me to reclaim what I was ashamed of as a kid'

Sonia, like many women of south-Asian heritage, has "grown up conscious of body hair my whole life". Darker hair is more visible and requires more work to achieve a hairless look.

"Another beauty standard for south-Asian women is the focus on fair skin. I have black hair, so having dark body hair makes my skin look darker. Those two are linked. If you're fair, you're beautiful. Just look at Bollywood; all the actresses are fair." When she was younger, school friends and relatives would often point out her body hair, with comments or offers to remove it. "Even as a baby I was really hairy," she says. "People called me 'mouseling'. My mum told me that my grandma performed a treatment on me using atta [a flour-and-water mix used to make chapattis] which she massaged all over my body and then removed to remove the hair. It would have been painful and I would have cried a lot, but it probably has removed a lot of the hair I would have had.

"As a teenager I had really low self-esteem," she says. "I would spend time at home looking in the mirror, noticing hair in different places, such as my belly. I remember that when I was in year 9 one of the boys asked if I was doing Movember. That hurt because he went out of his way to say it."

This is Sonia's second year participating in Januhairy. "I've come to a point where I'm so much more comfortable in my own skin and in my own natural state," she says, although she admits she still has her moments. "After last year I still wasn't comfortable with my facial hair. I'm still not, but I've been trying to keep up with just growing it out. I found out that some of my boyfriend's housemates were making comments pitying my boyfriend and saying they feel sorry for him, which was extremely upsetting."

Despite this, she says: "This movement has allowed me to reclaim what I was ashamed of as a kid."

Part of that growing acceptance is the increasing circulation of alternative images of women that campaigns such as Januhairy have helped to encourage. "Last year, most of the pictures were of underarms, but this year we're seeing pubic regions and chest hair and other parts of the body."

The importance of beauty is something she has been grappling with, though. "The body hair images we see are often still quite glamorous. And I wonder why is it that for something to be accepted and normalised, it has to be glamorised and made to seem beautiful. But maybe movements like this reframe what is beautiful." She hopes that in the future women won't have to toil so much to feel good about themselves.

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Crystal Marchand: 'I carry the spirit of Januhairy with me throughout the whole year.' Photograph: Veronique Desaulniers/Instagram/Januhairy

'I've become a lot more comfortable in my body through this process'

This is also Crystal Marchand's second Januhairy. "The first campaign made a major impression on me. Now I carry the spirit of Januhairy with me throughout the whole year."

Marchand is a transgender woman living in Montreal. She regularly posts about her journey, "to get visibility for the community and to try to inspire others".

"I don't speak for the trans community," she says. "We all speak for ourselves - but I didn't see any other trans girls participating. I felt embraced by this campaign and I embraced it right back." Before her transition, she felt pressured not to remove her body hair to fit into a male world. Transitioning prompted her to think deeply about how she felt about the politics of body hair. "I asked myself: 'What do I actually want? What is the social pressure? And do I care? Do I agree with it?'"

For Marchand, as a trans woman, having visible body hair is something that has led to her being abused. "I have been harassed online and in person; people would swear at me, people would call me really derogatory things. People would misgender me: I got taken for male, female, nonbinary, all in one day. So there's a social pressure to blend in. It can be dangerous. If I get misgendered too much, it can really mess with my moods and my self-image."

Now, she says she has "become a lot more comfortable in my body". Last year, on the last day of Januhairy, "when my body hair was the longest and I had facial hair, I went to the community pool. I'm a swimmer, I love to do laps. So I put on my first ever bikini." She describes the event as "anticlimactic ... I just did my laps, came out, everything was fine. The point is, we're all the odd one out. We're all different.

"That's why the campaign appealed to me; it's not about saying I have to shave or not. It's just about becoming more comfortable with your body and to do it with all these other people in solidarity. Everybody's on their own unique quest and journey of self-discovery. And I think it's really beautiful."

'It's about self-worth and love'

Boo has been growing out her body hair for several years but this is her first year posting online as part of Januhairy. "I'm an energy healer, and my ethnic background is Indian and West Indian, so I have always been obsessed with tribal cultures." Her belief is that hair is an extension of the nervous system. "It's protecting us. It's baffling that we remove it."

Boo says she was motivated by a realisation of how body hair removal is ingrained in society and how images circulated through media entrench this. "I believe people will accept what's presented, but all you see through media and entertainment is one image telling people that's what they should adhere to," she says. That's why she was inspired to join Januhairy and send out alternative images.

"I'm not saying every woman shouldn't shave. I just want women to make informed decisions and ask themselves why they do it. It's about self-worth and love. I don't want there to be women shaving because they think they're disgusting if they don't. The fact that we're making decisions based on toxic ideals really saddens me."

But Boo's relationship to body hair is also informed by losing her mother to cancer when she was 14, after a six-year battle. "On a subconscious level, I think another reason I grow out my hair is that I watched my mum lose her hair - and her eyebrows - twice. I just thought: 'You don't know what you've got till it's gone.'

Boo's father, she says, is "the biggest free spirit I know. He looks like he's walked straight out of Pirates of the Caribbean. We used to joke about who had the longest head hair and now we joke about the hair under our arms." Boo says that having this male presence in her life has meant she never frets about the judgment of men about her body hair. "If I meet a man not as open- or high-minded as my father, I know that's just that one man's opinion." Boo's boyfriend has also been hugely supportive. "I know women fret about what their partners think, but if your boyfriend doesn't accept you with hairy armpits, then get a new boyfriend."

Day to day, Boo says she hasn't had many issues since growing out her hair. The only difference she can tell is that she occasionally catches people staring. "But I don't mind. I like to make people think."

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Ruby Jones: 'We are programmed to believe that others find body hair disgusting and repulsive.' Photograph: Theodore Clarke/Instagram/Januhairy

'Now I use my energy on other things that make me happy'

Ruby Jones is the co-founder of Januhairy, and teamed up with Laura Jackson in 2018 after the pair attended a panel talk discussing the politics of body hair. That same year, Jones developed a cerebrospinal fluid leak, which caused agonising pain every time she sat or stood. "Despite this, I used all my energy making sure I was smooth and hairless, even though I was barely leaving my bedroom.

"Going to the salon and getting my waxing done was so physically draining," she says. "But I didn't feel as if I had a choice." Being open to having body hair has changed her life. "Now I can use that energy on other things that make me happy," she says.

After the first Januhairy, Ruby went on to remove her body hair. "Straight away I missed it, and so decided to grow it out again."

Mostly, people have been wholly accepting, including the people she is dating. "We are programmed to believe that others find body hair disgusting and repulsive, yet from my experience it's really not a big deal at all." She is nevertheless conscious of her own privileges as a young white woman, living in the liberal environment of a university. "You get the occasional comment online, one of the most notable was: 'Being disabled is cool and all, but you really should shave your armpits, it's very unhygienic. Do you even shower?' Those comments are just one in a sea of positivity and love."

One criticism of Januhairy is that it is a navel-gazing exercise that does little for vulnerable women and, as a movement, is quite individualistic. Jones does not agree. "Januhairy is both individualised and a mass-movement. The act of growing your hair is a very personal experience and each woman is going to have their own challenges. But in doing it with a group of people around the world, you stand in solidarity and become part of a community. I feel so proud of the women taking part in Januhairy who continue to make their own choices surrounding their bodies. It is a radical act to rebel against these pressures."
Topics

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'I feel liberated': the women celebrating their body hair

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Things have come a long way since 1999, when the actor Julia Roberts hit headlines globally for wearing a dress that exposed her unshaven armpits. These days, Gen Z pop stars, from Amandla Stenberg to Miley Cyrus, are regularly seen with body hair. Brands are cottoning on, too.

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Many women out there want birth control but it can be so hard to get. Either you don't have insurance, can't afford it, or you are scared to talk to your parents. Now with the abortion ban laws many women are scared. Planned parent hood in Maine has seen a 20% increase of women making appointments to get birth control. I think it is sad how expensive it is and we need to find a way to make it more affordable and less shameful to want birth control.

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Planned Parenthood of Northern New England says the increase happened after Supreme Court rulings in June.

PORTLAND, Maine - Planned Parenthood of Northern New England says it has seen a 20-percent increase in appointments for birth control over the last three months.

It comes after two major Supreme Court reversals in June, including the Roe v. Wade and Dobbs v. Jackson's Women's Health Organization. Despite protections in Maine, both rulings threatened reproductive rights nationwide.

"I think it's surprising," Planned Parenthood Northern New England's spokesperson Nicole Clegg said.

According to Clegg, the organization saw as much of a 60-percent jump in appointment requests for birth control, including IUDs, immediately following the rulings.

"We anticipated that we see people traveling to Maine for care, whether that's abortion care or because they can't get earlier birth control appointments in their states, and we've see that for sure," Clegg said. "But it was surprising to us to see how people in Maine are internalizing and absorbing the information of Dobbs and as a result making different decisions about their health."

While the organization continues to see a steady number of people coming from states where abortions have been banned, according to Clegg, the number of people in the state seeking birth control and contraceptives has been significant.

Despite the federal rulings, Maine law still protects abortion rights and access to birth control, but Clegg said the organization is still bracing for that to possibly change.

Planned Parenthood Maine Action Fund, the organization's advocacy arm, has endorsed Governor Janet Mills's reelection campaign.

"We are committed to make sure anyone who needs access to birth control in Maine can get it from us," Clegg said. "We need people who are in the state legislature and in the Blaine House to protect our basic rights and freedoms."

More NEWS CENTER Maine stories

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Planned Parenthood sees 20% increase in birth control appointments in Maine

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Planned Parenthood of Northern New England says the increase happened after Supreme Court rulings in June. PORTLAND, Maine - Planned Parenthood of Northern New England says it has seen a 20-percent increase in appointments for birth control over the last three months. It comes after two major Supreme Court reversals in June, including the Roe v.

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This link will bring you to a petition page where you can sign to help make a difference. There is still a 20% wage gap for women and male pay. We have come a long way in gender equality since woman have gained the right to vote, but we have much further to go.

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0 have signed. Let's get to 5,000!

At 5,000 signatures, this petition is more likely to get picked up by local news!

At 5,000 signatures, this petition is more likely to get picked up by local news!

A 20% Gender Wage Gap. The time is now. Please take a few minutes to sign this petition for the Paycheck Fairness Act.

Thank you for making the difference. The world needs more people like you.

What is the Paycheck Fairness Act? The Paycheck Fairness Act ensures that "wage discrimination is being enforced" (National Partnership Organization). It makes sure women can compare their salaries with men, and negotiate a better salary. Most of all, the Paycheck Fairness act gives attention to almost every aspect necessary to equal pay for women, including companies to share what they pay to their employees, to make sure their are no gender-based "disparities" on salaries, and employers recognizing that women and men deserve the same (National Partnership Organization).The Equal Pay Act was brought out in 1963, but made no substantial impact to the gender pay gap for 50 years. The Paycheck Fairness Act amends the Equal Pay Act and makes sure that "wage discrimination" policies are carried out adequately.
http://www.nationalpartnership.org/research-library/workplace-fairness/fair-pay/the-paycheck-fairness-act.pdf

0 have signed. Let's get to 5,000!

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At 5,000 signatures, this petition is more likely to get picked up by local news!

Report a policy violation

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A 20% Gender Wage Gap. The time is now. Please take a few minutes to sign this petition for the Paycheck Fairness Act. Thank you for making the difference. The world needs more people like you. What is the Paycheck Fairness Act? The Paycheck Fairness Act ensures that "wage discrimination is being enforced" (National Partnership Organization).

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There should be no laws regarding abortions in my opinion. Things happen that we can't control and if a women isn't ready for a child or is scared because of they unwilling way she got pregnant it should be her choice to keep it or not. This video shows that 11 states might implace abortion laws restricting women rights once again.

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Abortion rights groups plan nationwide ‘Bans Off Our Bodies’ rallies on 14 May

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Hundreds of thousands of Americans expected to join marches across US as Supreme Court ruling on Roe v Wade expected in coming weeks

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In our text book on page 479 it talks about wage gaps, but this website has much more updated numbers. Women get paid on average about 82% of what males make in the same jobs. This is not acceptable. Women and men are equal and need to not only be recognized and treated equal, but paid equal for the same positions.

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The gender gap in pay has remained relatively stable in the United States over the past 20 years or so. In 2022, women earned an average of 82% of what men earned, according to a new Pew Research Center analysis of median hourly earnings of both full- and part-time workers. These results are similar to where the pay gap stood in 2002, when women earned 80% as much as men.

As has long been the case, the wage gap is smaller for workers ages 25 to 34 than for all workers 16 and older. In 2022, women ages 25 to 34 earned an average of 92 cents for every dollar earned by a man in the same age group - an 8-cent gap. By comparison, the gender pay gap among workers of all ages that year was 18 cents.

While the gender pay gap has not changed much in the last two decades, it has narrowed considerably when looking at the longer term, both among all workers ages 16 and older and among those ages 25 to 34. The estimated 18-cent gender pay gap among all workers in 2022 was down from 35 cents in 1982. And the 8-cent gap among workers ages 25 to 34 in 2022 was down from a 26-cent gap four decades earlier.

The gender pay gap measures the difference in median hourly earnings between men and women who work full or part time in the United States. Pew Research Center's estimate of the pay gap is based on an analysis of Current Population Survey (CPS) monthly outgoing rotation group files ( IPUMS) from January 1982 to December 2022, combined to create annual files. To understand how we calculate the gender pay gap, read our 2013 post, "How Pew Research Center measured the gender pay gap."

The COVID-19 outbreak affected data collection efforts by the U.S. government in its surveys, especially in 2020 and 2021, limiting in-person data collection and affecting response rates. It is possible that some measures of economic outcomes and how they vary across demographic groups are affected by these changes in data collection.

In addition to findings about the gender wage gap, this analysis includes information from a Pew Research Center survey about the perceived reasons for the pay gap, as well as the pressures and career goals of U.S. men and women. The survey was conducted among 5,098 adults and includes a subset of questions asked only for 2,048 adults who are employed part time or full time, from Oct. 10-16, 2022. Everyone who took part is a member of the Center's American Trends Panel (ATP), an online survey panel that is recruited through national, random sampling of residential addresses. This way nearly all U.S. adults have a chance of selection. The survey is weighted to be representative of the U.S. adult population by gender, race, ethnicity, partisan affiliation, education and other categories. Read more about the ATP's methodology.

Here are the questions used in this analysis, along with responses, and its methodology.

The U.S. Census Bureau has also analyzed the gender pay gap, though its analysis looks only at full-time workers (as opposed to full- and part-time workers). In 2021, full-time, year-round working women earned 84% of what their male counterparts earned, on average, according to the Census Bureau's most recent analysis.

Much of the gender pay gap has been explained by measurable factors such as educational attainment, occupational segregation and work experience. The narrowing of the gap over the long term is attributable in large part to gains women have made in each of these dimensions.
Related: The Enduring Grip of the Gender Pay Gap
Even though women have increased their presence in higher-paying jobs traditionally dominated by men, such as professional and managerial positions, women as a whole continue to be overrepresented in lower-paying occupations relative to their share of the workforce. This may contribute to gender differences in pay.

Other factors that are difficult to measure, including gender discrimination, may also contribute to the ongoing wage discrepancy.

Perceived reasons for the gender wage gap

When asked about the factors that may play a role in the gender wage gap, half of U.S. adults point to women being treated differently by employers as a major reason, according to a Pew Research Center survey conducted in October 2022. Smaller shares point to women making different choices about how to balance work and family (42%) and working in jobs that pay less (34%).

There are some notable differences between men and women in views of what's behind the gender wage gap. Women are much more likely than men (61% vs. 37%) to say a major reason for the gap is that employers treat women differently. And while 45% of women say a major factor is that women make different choices about how to balance work and family, men are slightly less likely to hold that view (40% say this).

Parents with children younger than 18 in the household are more likely than those who don't have young kids at home (48% vs. 40%) to say a major reason for the pay gap is the choices that women make about how to balance family and work. On this question, differences by parental status are evident among both men and women.

Views about reasons for the gender wage gap also differ by party. About two-thirds of Democrats and Democratic-leaning independents (68%) say a major factor behind wage differences is that employers treat women differently, but far fewer Republicans and Republican leaners (30%) say the same. Conversely, Republicans are more likely than Democrats to say women's choices about how to balance family and work (50% vs. 36%) and their tendency to work in jobs that pay less (39% vs. 30%) are major reasons why women earn less than men.

Democratic and Republican women are more likely than their male counterparts in the same party to say a major reason for the gender wage gap is that employers treat women differently. About three-quarters of Democratic women (76%) say this, compared with 59% of Democratic men. And while 43% of Republican women say unequal treatment by employers is a major reason for the gender wage gap, just 18% of GOP men share that view.

Pressures facing working women and men

Family caregiving responsibilities bring different pressures for working women and men, and research has shown that being a mother can reduce women's earnings, while fatherhood can increase men's earnings.

Employed women and men are about equally likely to say they feel a great deal of pressure to support their family financially and to be successful in their jobs and careers, according to the Center's October survey. But women, and particularly working mothers, are more likely than men to say they feel a great deal of pressure to focus on responsibilities at home.

About half of employed women (48%) report feeling a great deal of pressure to focus on their responsibilities at home, compared with 35% of employed men. Among working mothers with children younger than 18 in the household, two-thirds (67%) say the same, compared with 45% of working dads.

When it comes to supporting their family financially, similar shares of working moms and dads (57% vs. 62%) report they feel a great deal of pressure, but this is driven mainly by the large share of unmarried working mothers who say they feel a great deal of pressure in this regard (77%). Among those who are married, working dads are far more likely than working moms (60% vs. 43%) to say they feel a great deal of pressure to support their family financially. (There were not enough unmarried working fathers in the sample to analyze separately.)

About four-in-ten working parents say they feel a great deal of pressure to be successful at their job or career. These findings don't differ by gender.

Gender differences in job roles, aspirations

Overall, a quarter of employed U.S. adults say they are currently the boss or one of the top managers where they work, according to the Center's survey. Another 33% say they are not currently the boss but would like to be in the future, while 41% are not and do not aspire to be the boss or one of the top managers.

Men are more likely than women to be a boss or a top manager where they work (28% vs. 21%). This is especially the case among employed fathers, 35% of whom say they are the boss or one of the top managers where they work. (The varying attitudes between fathers and men without children at least partly reflect differences in marital status and educational attainment between the two groups.)

In addition to being less likely than men to say they are currently the boss or a top manager at work, women are also more likely to say they wouldn't want to be in this type of position in the future. More than four-in-ten employed women (46%) say this, compared with 37% of men. Similar shares of men (35%) and women (31%) say they are not currently the boss but would like to be one day. These patterns are similar among parents.
This is an update of a post originally published on March 22, 2019. Anna Brown and former Pew Research Center writer/editor Amanda Barroso contributed to an earlier version of this analysis. Here are the questions used in this analysis, along with responses, and its methodology.

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Gender pay gap in U.S. hasn't changed much in two decades

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The gender gap in pay has remained relatively stable in the United States over the past 20 years or so. In 2022, women earned an average of 82% of what men earned, according to a new Pew Research Center analysis of median hourly earnings of both full- and part-time workers.

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Majority of teachers are female, this video explains that in a Florida school district they don't recruit teaches based on gender, but based on trying to create more diversity in their staff. It just so happens more of them are female than males. Many people think males need to be doing more masculine jobs and that teaching is more of a women job. In my case I didn't have a male teacher until I was in the 7th grade. This seems to be changing more now. I definitely see more male teaches when I go back to my elementary school now to visit my mom who is a teacher, but still 98% of the paras in that school are still female. Males are more likely to be targeted when they are teaches because parents of young children think it is odd single males with no kids want to be around young children not their own.

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PALM BEACH COUNTY, Fla. - It's 2019, but male teachers are still a minority in the classroom.

According to Florida Department of Education statistics for 2018-19 school year, the gender breakdown for teachers in the Okeechobee County School District is 74 percent female and 26 percent male.

In Palm Beach County, it's 74 percent female and 26 percent male.

In Martin County, it's 78 percent female and 22 percent male.

In St. Lucie County, it's 73 percent female and 27 percent male.

In Indian River County, it's 73 percent female and 23 percent male.

For some teachers, the gender divide has led to stigmas and labels associated with men who work in the profession.

"There are some parents out there who are concerned maybe with why would a teacher who doesn't have his own kids want to be around students at all," said Daniel Alford, Okeechobee High School math teacher.

Sentiments echoed by Dylan Tedders, Okeechobee High School principal who says that even in 2019, teaching according to some isn't considered a masculine profession.

How many males do you hear at a young age say, "I want to be a teacher?" asked Tedders. "Society looks at it differently because the norm is the female teacher. So, if there's a male that is into teaching and really enjoys it and really loves to move students and builds relationships - my fear is as soon as somebody says maybe he just likes being around younger students that could be enough to destroy somebody."

Latest figures from the U.S. Department of Education reports the gender gap has widened in America's schools. Among public school teachers, 77 percent are female and 23 percent are male.

A snapshot similar to districts in South Florida. Moreover, the department reports approximately, 80 percent of all public-school teachers are non-Hispanic White, 9 percent are Hispanic, seven percent are Black and two percent are Asian.

Palm Beach Atlantic University joins a list of Florida colleges actively recruiting to create more diversity in public schools across gender and racial lines.

"Our recruiting for diversity is more for ethnicity rather than a gender issue," said Dr. Chelly Templeton, School of Education and Behavioral Studies Dean and Associate Professor at Palm Beach Atlantic University.

"We need to have teachers that look like the students in the classrooms," added Dr. Timothy Ladd, Director of Teacher Education at Palm Beach Atlantic University. ""And I was that one man teacher. I was the white teacher in the black school to make things more complicated. But I was able to change lives one at a time."

The Department of Education reports over the last three decades the number of minority female teachers has increased by 102 percent, the number of minority males increased at nearly the same rate. But the number of white female teachers also increased by 49 percent, compared to 12 percent for white male teachers.

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Male teachers: Stereotypes, labels and diversifying the classroom

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It's 2019, but male teachers are still a minority in the classroom. According to Florida Department of Education statistics for 2018-19 school year, the gender breakdown for teachers in the Okeechobee County School District is 74 percent female and 26 percent male.

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Many school dress codes call for no hats and require women to be fully covered. This is hard for many women of color or especially muslims because of their hijabs. Girls are being sent home for wearing hijabs because it breaks school dress code. Another disgusting fact about school dress codes is that many physical education classes require girls to be in pants/shorts. Some religions require girls to always be in a skirt and for these cases girls are failing their gym class for following their religions or are having to break their religious beliefs to meet the school dress codes.

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Throughout all 49 Vice Presidents Kamala Harris is the first female to be elected. Not only that but she is also black and Asian American, which has not happened in our us vice presidents. ever before.

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Kamala Harris makes history when she is sworn in as the 49th U.S. vice president on January 20, 2021, becoming the first woman, the first Black American and the first Asian American to occupy the office.

When Harris was chosen as Joe Biden's running mate in August 2020, the former California senator and attorney general, the daughter of Jamaican and Indian immigrants, became the third woman to be named on a major political party's ticket, following Geraldine Ferraro (chosen by Walter Mondale) in 1984 and Sarah Palin (chosen by John McCain) in 2008. Harris made her own presidential bid in the 2020 Democratic Party's primary before suspending her campaign and endorsing Biden. Together, they defeated incumbents Donald Trump and Mike Pence.

"In many ways, this moment embodies our character as a nation," Harris said on the evening of her inauguration. "It demonstrates who we are. Even in dark times-we not only dream. We do. We not only see what has been, we see what can be."

As first in line for the U.S. presidency, Harris has come closer than any woman before her to breaking what Hillary Clinton famously called "the highest, hardest glass ceiling."

Fact Check

We strive for accuracy and fairness. But if you see something that doesn't look right, click here to contact us! HISTORY reviews and updates its content regularly to ensure it is complete and accurate.

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Kamala Harris becomes first female vice president | January 20, 2021 | HISTORY

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Kamala Harris makes history when she is sworn in as the 49th U.S. vice president on January 20, 2021, becoming the first woman, the first Black American and the first Asian American to occupy the office. When Harris was chosen as Joe Biden's running mate in August 2020, the former California senator and attorney general, [...]

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Lamorne Morris is well played acorn is many movies and television shows. Recently he spoke out about the mistreatment he has received on set because of his different hair. He had to make his own appointments and find someone outside the set to do his hair for filming because they didn't have the budget to do his hair although all the white actors could get their hair and makeup done on set.

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Hollywood figures are calling for more diversity in hair and makeup departments on sets, after Black actors came forward about their experiences of racism including being told there was no budget to cut hair of their type.

Camille Friend, a top stylist who has worked on Black Panther, Tenet and Captain Marvel, said hair stylists who don't know how to work with Black hair should not be working on film or TV sets.

"It's 2021 and this is still a huge industry problem," she told the Guardian. "There shouldn't be hairstylists or makeup artists without knowledge of all hair textures and all colors of skin tone. There must be better education for all hairstylists and makeup artists."

Friend's comments follow the revelations at the Hair and Makeup Equity: Changing the Industry Standard virtual event, which saw Black actors sharing their experiences of hair mistreatment.

The New Girl actor Lamorne Morris was told that he had to do his own hair by stylists on a production. "I would have to go to the barbershop at 4, 4.30am before set to get my hair cut," he said. "When I would get to set, I would see everyone else in the hair and makeup trailer getting their hair cut. When I asked why I couldn't get my hair cut at work, it was because - this is what they told me - they didn't have the budget for my hair."

West Wing's Dule Hill was forced to do his own hair "more than once", because out of all the stylists employed on a production "no one knew how to do hair that looked like mine".

The Think Like A Man actor Meagan Good spoke about her hair being mishandled on set. "When [the hairstylist] went to press my hair, he put a metal comb underneath the comb and that comb slipped out and the pressing comb basically burned my forehead," she recalled.

She added: "I had about five or six tooth marks on my face. It was quite frustrating for someone to say that they knew how to do it and to not really do it and to kind of use me as an experiment."

Last month Ma Rainey's Black Bottom's Mia Neal and Jamika Wilson made history after becoming the first Black women to win Oscars for makeup and hair, but Friend said Hollywood continued to wrestle with issues of representation in hair and makeup.

"I absolutely think it's great that Nia and Jamika won the Academy award," said Friend. "Do I think it will change things? The answer is not yet."

She added that she believed that the internal structure of the business has to change, with the onus falling on producers hiring outside of their comfort zones to create a more inclusive experience on set.

"[They have to] look for hairstylists and makeup artists that are well trained for the diversity of the cast," she said. "Hairstylists and makeup artists who are not qualified to do Bipoc hair or makeup shouldn't take the jobs if offered to them."

Friend also believes the actors' union needs to make the necessary changes as they hold much of the power. "[The Screen Actors Guild] is a very powerful union and they have the power to change the rules for their actors of color," she said. "They can require Black actors to have a say in who is hired for hair and makeup departments, including barbers. This should be a requirement."

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Black actors speak out on hair mistreatment: 'I was told they didn't have the budget'

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Hollywood figures are calling for more diversity in hair and makeup departments on sets, after Black actors came forward about their experiences of racism including being told there was no budget to cut hair of their type.

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Men have sex = YAY!
Women have sex = Whore.

I don't feel much more needs to be said. The social standards regarding sex are so irritating and honestly no ones business but the people who are involved.

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Starting out women never received equality with men. They couldn't even attend college or get a degree. This article says that if a male and female application were to be present the male would get priority because of the fact that he is a male and is "more competent."
Women also receive an unjust amount of harassment in their work fields. In a "STEM" considered work place 38% of women reported sexual harassment.

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Women pursuing STEM careers have faced many challenges in the past, and they continue to do so today. In the past, many of these challenges were built into the framework of our public and private institutions and our legal system. Women, for example, were not allowed to attend college and earn a college education until 1840, when Catherine Brewer was the first woman to earn a bachelor's degree. Gaining a graduate degree wasn't possible until 1849, when Elizabeth Blackwell earned her medical degree (U.S. News, 2009). Without access to higher education, women had no chance of gaining enough experience and expertise to secure a job of any significance, let alone a career in STEM.

Barriers limiting women's access to higher education were not eliminated in the mid 1800s with the brave actions of Brewer and Blackwell. The historical prejudices that denied women access to higher education in that century are present today in the minds of many who serve as members of college admissions committees and hiring authorities. According to a study conducted by researchers at Yale University, when provided with identical application materials across all applicants, both male and female faculty rated the male applicants more competent and more employable than female applicants (Moss-Racusin, Dovidio, Brescoll, Handelsman, 2012). Despite holding comparable levels of experience or knowledge, men are consistently chosen over women.

It is an unfortunate truth that gender bias can present challenges even in the circumstance of a woman being identified as the best candidate for a given position and the hiring process initiated. Across the full spectrum of hiring levels - from entry level to executive level - the salary or wage offered to women can reveal gender bias. According to the Stanford School of Business, the entry level salary for a male employee is on average more than $4,000 higher than their female coworkers (Stanford Business, 2021). Because women are less likely to be awarded promotions, the wage gap between women and their male coworkers becomes larger and larger over time. A paper published by the Pew Research Center concluded that, in STEM fields, men earn 40% more than women (Fry, Kennedy, & Funk, 2021). This significant gap in earnings between women and men in the STEM field leads to significant differences in the ability of women and men to pay off debts incurred as part of their undergraduate and graduate education and to establish a solid financial footing as they move through their peak earnings years and into retirement.

Barriers women face in the workplace go far beyond those associated with lower pay and reduced opportunities for career advancement. The impacts of gender bias and discrimination are even greater when a woman holds the identity of mother or primary caregiver for another family member. A study conducted at the University of California, San Diego revealed that "43% of women in STEM careers left their full-time job within 4-7 years of having their first child...compared to 23 percent of new fathers" (Cech & Blair-Loy, 2019). Women are often forced to choose between being an important contributor to the STEM field and being a mother, while men are allowed to be both without having their professional commitment or parenting abilities called in question. In fact, in a study conducted by the Department for Business, Innovation and Skills (BIS) and the Equality and Human Rights Commission, one third of private sector employers reported that they believe that women who are pregnant or new mothers are "generally less interested in career progression" (Equality and Human Rights Commission, 2018). Women are often overlooked for promotions and, without prospects for growth within their company, many women pursue jobs at different companies, and sometimes within different employment sectors, that allow for professional growth.

Women who hold a non-white racial identity sometimes experience even more extreme forms of workplace bias and discrimination, including having to rise to higher hiring and workplace performance requirements than their white male and female coworkers, being paid lower salaries than their white male and female coworkers, having to assert their rightful status within the workplace more often than their white male and female coworkers, and experiencing less support from women co-workers than white women. Joan Williams, Katherine Phillips, and Erika Hall published a study that examined the prevalence of gender bias among women of color in the workplace (Williams, 2020). These researchers investigated prejudices in women's daily work life by conducting in-depth interviews with women of color and administering an extensive battery of questionnaires to a diverse group of women working in STEM. Findings from their study and a thorough review of the literature revealed four unique types of bias that influence the ways women of color are regarded in the workplace (Ngo, 2016). One of the identified biases is the Prove It Again bias. This bias is considered to be in effect when men are hired and/or offered advancement opportunities based on their potential, while their women coworkers are hired and/or offered advancement opportunities based on ratings of their current performance and historical successes. Some experience of the Prove It Again bias is reported by nearly 65 % of women, with as many as 77% of Black women in STEM reporting experience with this particular form of gender bias (Williams, 2020).

The Maternal Wall bias arises out of the belief that women lose their ability and commitment to work after having children. Nearly two-thirds of scientists with children said that parental leave influenced their coworkers' views of their commitment to the workplace (Williams, 2020). Interestingly, women scientists without children are impacted by their coworkers views of womanhood and parenting; they report being expected to work longer hours to compensate for work that is not being performed by coworkers who have taken maternity leave. Many everyday workplace experiences challenge women's very presence as contributing STEM professionals. Among women holding professional STEM positions, 32% of white women and nearly 50% of women who identify as Black or as Latina report being mistaken for administrative or custodial staff. These biases have significant implications for the success of women of color and all women working in STEM settings.

Harassment in the workplace can take many different forms and can be targeted towards anyone holding any position within a given organization. That said, harassment often plays out in the context of power hierarchies; persons of higher professional rank and power are more able than persons of lower professional rank and power to use their professional power in ways that meet the definition of workplace harassment. (Wright, 2020). Sexual harassment appears to be a particular frequent form of workplace harassment. Holly Kearl, Nicole Johns, and Dr. Anita Raj authored a report of findings from a national study of sexual harassment and assault occurring in workplaces across the United States (Kearl, Johns, & Raj, 2019). According to their report, 38% of women and 14% of men have reported experiencing sexual harassment at work. Much of what can be considered "the STEM education and workspace" has been and continues to be male dominated. Although the gap is decreasing, women still make up only 28% of the STEM workforce (AAUW, 2021).

Research suggests that sexual harassment continues to be a particularly significant problem for women working in male-dominated STEM fields. Sexual harassment simultaneously limits the scientific and technological contributions of women who maintain careers in STEM fields, pushes other talented and high-achieving women out of STEM careers entirely, and prevents young women from entering the field because of the fear that they, too, will become victims of sexual harassment and/or assault.

The information highlighted in this article makes clear that gender bias, biases related to women's racial identities and roles as caregivers, and harassment in the workplace serve as impediments to the success of women in STEM. If companies were truly serious about keeping and advancing women, they would handle these problems in the same way they approach other business issues: by developing objective measures and holding themselves accountable.
References
Cech, Erin A., and Mary Blair-Loy. "The Changing Career Trajectories of New Parents in STEM." PNAS. National Academy of Sciences, March 5, 2019.

Ceci, Stephen J., and Wendy M. Williams. "Understanding Current Causes of Women's Underrepresentation in Science." PNAS. National Academy of Sciences, February 22

"Characteristics of Public School Teachers." Coe. Accessed November 2, 2021.

Fry, R., Kennedy, B., & Funk, C. (2021). STEM Jobs See Uneven Progress in Increasing Gender, Racial and Ethnic Diversity.

"Historic Firsts in Women's Education in the United States." U.S. News, March 11, 2009.

Ngo, Sarah. "Race and Gender Bias: Forces Driving Women of Colour out of STEM." Simon Fraser University, July 27, 2016.

"Pregnancy and Maternity Discrimination Research Findings." Equality and Human Rights Commission, May 25, 2018.

"What's Behind the Pay Gap in STEM Jobs?" Stanford Business, February19, 2021.

Wright, S. (2020). Hierarchies and bullying: an examination into the drivers for workplace harassment within organisation. Transnational Corporations Review, 12, 162-172.

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The challenge of gender bias: experiences of women pursuing careers in STEM | University of Nevada, Reno

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A look at the difficulties and biases women in STEM careers face written by the freshmen Women in Science and Engineering (WiSE) LLC cohort on the topic of women in STEM

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If you identify as someone from the LGBTQ+ community you already have less respect than others in todays older generations of society.

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The Supreme Court who is very male heavy in members took away women rights of having an abortions. These males on the court should not get a say with what a women does with her own body. Women struggle with oppression everyday and this is just one awful example.

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Court overturns Roe v. Wade, abandoning decades of precedent and paving the way for states to ban abortion.

©P Wei/iStock Photo

In a devastating decision that will reverberate for generations, the U.S. Supreme Court has abandoned its duty to protect fundamental rights and overturned Roe v. Wade, ruling there is no constitutional right to abortion. Today's decision-which abandons nearly 50 years of precedent-marks the first time in history that the Supreme Court has taken away a fundamental right.

The Court's decision will likely lead to half of U.S. states immediately taking action to ban abortion outright, forcing people to travel hundreds and thousands of miles to access abortion care or to carry pregnancies against their will, a grave violation of their human rights.

"The Court's opinion delivers a wrecking ball to the constitutional right to abortion, destroying the protections of Roe v. Wade, and utterly disregarding the one in four women in America who make the decision to end a pregnancy," said Nancy Northup, President and CEO of the Center for Reproductive Rights in a statement. "While public support for access to abortion is at an all-time high, the Court has hit a new low by taking away - for the first time ever - a constitutionally guaranteed personal liberty."

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The decision came in Dobbs v. Jackson Women's Health Organization, a case challenging Mississippi's ban on abortion, brought by the Center for Reproductive Rights and its partners on behalf of Jackson Women's Health Organization, the only remaining abortion clinic in the state. Mississippi appealed to the Supreme Court after the Fifth Circuit Court of Appeals upheld a federal district court ruling that granted a permanent injunction against the ban.

With this ruling, the Court's majority upholds the state's ban and abandons the constitutional right to abortion. The decision not only allows Mississippi's ban to take effect but paves the way for half the states across the country to try to ban abortion entirely in the days and weeks to come.

Supreme Court Decision Will Profoundly Harm Millions of People

People will still need abortion care but the Supreme Court's decision means millions across the country will no longer have access to it.

Under Roe's core holding that prohibited states from banning abortion before viability, courts have blocked numerous attempts by states to ban abortion outright. By explicitly overturning Roe v. Wade, the Supreme Court has removed the federal abortion protections that people have relied on for generations

This rush to ban abortion will lead to extreme chaos across the country as people, providers, clinics, and abortion funds struggle to deal with new and extreme preexisting bans-and clinics in surrounding states attempt to absorb a huge influx of patients.

The impacts of these bans will fall particularly hard on people who already face discriminatory obstacles when accessing health care, in particular people of color, those having difficulty making ends meet, members of the LGBTQ+ community, young people, people in rural communities, and undocumented people.

Court's Decision Undermines Rule of Law and Institutional Integrity

For 50 years, the Supreme Court has consistently and repeatedly affirmed that abortion is a right protected by the U.S. Constitution. Nothing has changed in these 50 years that justifies the sudden overturning of an established precedent that protects the right to abortion.

Today's ruling is one in a recent run of Supreme Court decisions that have undermined rights, including the right to vote. It also raises grave concerns for the other constitutional rights interwoven in the Court's Roe decision-including the right to make decisions about our intimate partners, how we raise our children, whom we marry, and whether to use contraception.

The Court's decision is also out of step with the majority of Americans who support the right to abortion: More than two-thirds of voters (64%) believe the decision to have an abortion, including the reasons and situations for having an abortion, should not be regulated by law but left to the individual.

What's Next? The Path Forward in a Post-Roe World
Read more:
This decision is a devastating setback, but the work is far from over. The Center will continue to advocate in all ways to advance stronger legal protections for abortion in the future. In addition to working to advance the Women's Health Protection Act in the U.S. Congress, the Center will work to build stronger legal protections in state constitutions and state laws, and defend against further regression in the courts-working toward a future where every person has access to the abortion care they need.

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U.S. Supreme Court Takes Away the Constitutional Right to Abortion | Center for Reproductive Rights

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Court overturns Roe v. Wade, abandoning decades of precedent and paving the way for states to ban abortion. In a devastating decision that will reverberate for generations, the U.S. Supreme Court has abandoned its duty to protect fundamental rights and overturned Roe v. Wade, ruling there is no constitutional right to abortion.

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President True was accused of rape. He has a lot of privilege and power being the president and he denied these accusations. He was able to get away with it for many reasons that are unjust.

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Donald Trump wins ruling in rape accuser Carroll’s defamation lawsuit

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A federal appeals court set aside a judge’s ruling that Donald Trump could be sued for defamation by E. Jean Carroll after denying he raped her.

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In society, men have always been expected to be the rocks. They aren't to show emotions and never to show weakness. They are to just deal with it on their own and to move on. That is unrealistic because men have feelings and emotions as well as women. In the textbook on page 95, it talks about how along with your gender come different social expectations and certain behavior expectations.

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In the run up to International Men's Day on 19th November, BBH Singapore has launched a campaign that aims to normalise the idea of seeking professional help for men facing mental health challenges in the country, by breaking the stigma around it.

Launched in partnership with Calm Collective, an organisation on a mission to break the stigma and to normalise mental health conversations in Asia, as well as Freeflow Productions, an award-winning film production house based in Singapore, the campaign is targeted at men, who might be struggling with mental health issues along as well families and communities who might know of someone facing such challenges.

Using the tagline "Deal With It", the campaign will be led by a film and supported by social media and PR activation. The creative idea was born out of the insight that outdated societal pressures in Singapore expect men to be "emotionally strong" forcing them to internalise their mental health struggles. As a result, men are reluctant to seek help because they've learnt to deal with it.

The insight was derived from a survey (Pollfish) conducted by BBH Singapore that has confirmed that 7 in 10 in Singapore believe that there is an expectation for men to be more emotionally resilient than women. The survey, which is aimed at understanding barriers around men seeking help for mental health issues, polled 1,000 respondents - 542 men and 458 women - between the ages 16 to 54 and above.

A key finding was that the top reason why men in Singapore will not seek help for their mental health is because they've "learnt to deal with it" (53.2%). This attitude is most visible amongst the younger age group of 16-24 where 73.3% cite "learn to deal with it" as their reason for not wanting to seek help. This stands in stark contrast to the top reason why women in Singapore will not seek help for their mental health which is "getting help is too costly" (59.5%).

The creative idea of the campaign film revolves around questioning the effectiveness of self-talk/self-therapy. The film features a young man as he engages in conversation with his therapist behind the camera. But as the dialogue continues, we begin to realise the reality of his situation - that it was all just his self-talk.

Commenting on the campaign, Gaston Soto, group creative director, BBH Singapore said: "There's a lot of stigma around acknowledging mental health issues. Research shows that this habit of brushing off symptoms is even more evident in men who have been indoctrinated by a patriarchal society to deal with everything "like a man". This thought-provoking film aims to shed light on this issue, suggesting that the best way to "deal with it" is by asking for help. And when better than International Men's Day to talk about this. This project means a lot to me and I'm very thankful for our partnership with Calm Collective to make a little difference in Singapore society"

Sabrina Ooi, founder of Calm Collective, added: "Calm Collective was founded in response to losing two dear male friends to suicide. This jolted us to break the stigma and to normalise mental health conversations in Asia, and amongst men. The survey findings were especially interesting for us, though not surprising.We are culturally and socially conditioned to place unrealistic expectations on men. For instance, men are told from a young age that "boys don't cry" and being emotional only makes them look weak. They're expected to appear strong, stoic and "emotionally resilient". But emotional resilience is not about repressing one's emotions, but by embracing them fully and turning to support systems for help. This needs to stop - men need to stop questioning themselves and bottling up their challenges if they are struggling mentally, else it will be too late."

The campaign will be launched across digital platforms on 18th November.

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bbh singapore’s powerful mental health campaign tells men to 'deal with it'

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BBH Singapore's Powerful Mental Health Campaign Tells Men to 'Deal with It' | LBBOnline

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In the run up to International Men's Day on 19th November, BBH Singapore has launched a campaign that aims to normalise the idea of seeking professional help for men facing mental health challenges in the country, by breaking the stigma around it.

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While reading the textbook, on page 100 it explains how on some campuses there are LGBTQ alliances/centers for those students to go to in-order to get support or find resources to help them. I came across this article that came out last December and I was instantly disgusted with some of the people in our country. Some of these graphs and statistics are outdated, but they are still horrifying to look at. After reading this article I was happy to see in the text books that more and more places are opening up LGBTQ support offices.

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Anti-LGBT Hate Crimes Are Rising — But We Really Don’t Know How Much | Security.org

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Hate crimes targeting LGBT individuals have climbed for the past four straight years, according to data published by the FBI. While such hate crimes do not account for the majority of all hate crimes reported by the FBI (racially motivated hate crimes are by far the most common), the fact that such…

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This Tik Tok came up on my For You Page, and I thought it was perfect. Clara's video does a great job showing different things many women wear on a daily basis that can be offensive. Women, or however a person identifies should be able to look however they wish, whether it is wearing makeup, dresses, pants etc, no one should be judged for that or their body types. In fact the textbook has a section titled "Dominance Within" and it explains factors of how if a women were to be raped it was because "She was asking for it, (pg. 145) because of males expected dominance and how women's outfits are what men believe show they want it. This is awful and can go both ways, but the text book explains that in more depth.

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#pov: you’re a girl 😪…. #bodypositivity #feminism #feminist #girls #girlssupportgirls

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@clara_dao
pov: you’re a girl 😪…. #bodypositivity #feminism #feminist #girls #girlssupportgirls
♬ Bored - Billie Eilish

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When most people hear drag they think of drag queens, but drag kings are just as important. I feel it is important they are both talked about, I have heard of movies and different drag queen shows, but nothing about drag kings. In fact, in class was my first time learning of drag kings. In todays world anyone, male, female, nonbinary, and transgender people can be a drag king!

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In our textbook, there is a section about how cultures are beginning to realize there are more than two genders. (page 99) In Albania there is a culture that has different names for masculine girls or feminine guys, and they are socially accepted. Although, many people struggle with coming out as a different gender or wanting to use new pronouns. But with a pop star like Demi herself coming out publicly to state that they are now nonbinary can make a huge impact in younger person's decision with redeclaring their pronouns.

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Last year, Demi Lovato announced that they were nonbinary and would like to be referred to as they/them. They stated that the label non-binary, "best represents the fluidity I feel in my gender expression, and allows me to feel most authentic and true to the person I both know I am and still am discovering."

In an interview released Monday on the Spout podcast, Lovato revealed that they readopted the pronouns she/her.

"So for me, I'm such a fluid person that I don't really ... I felt like, especially last year, my energy was balanced, and my masculine and feminine energy, so that when I was faced with the choice of walking into a bathroom, and it said, 'women' and 'men,' I didn't feel like there was a bathroom for me, because I didn't feel necessarily like a woman," the singer shared. "I didn't feel like a man. I just felt like a human. And that's what they/them is, is about for me, it's just about, like, feeling human at your core."

Earlier this year, Demi updated her pronouns on Instagram to they/them/she/her, though she identifies as non-binary.

In the podcast, Lovato said: "Recently I've been feeling more feminine, and so I've adopted she/her again. But I think what's important is, like, nobody's perfect. Everyone messes up pronouns at some point, and especially when people are learning, it's just all about respect."

In July 2021, Lovato tweeted about being misgendered.

"If you misgender me, that's okay. I accidentally misgender myself sometimes! It's a huge transition to change the pronouns I've used for myself my entire life. And it's difficult to remember sometimes!" she tweeted.

I felt the need to post this because I often find that the change in pronouns can be confusing for some, and difficult to remember for others. It's all about your intention. It's important to me that you try, but if you make a mistake, it's okay 😊🙏🏼💞 pic.twitter.com/nd37qvMGqk
- Demi Lovato (@ddlovato) July 13, 2021

"As long as you keep trying to respect my truth and as long as I remember my truth, the shift will come naturally," Lovato added. "I'm just grateful for your effort in trying to remember what means so much to my healing process."

Trending News

Jaz Garner

First published on August 2, 2022 / 6:14 PM

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Pop star Demi Lovato adds "she/her" to preferred pronouns again

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Last year, Demi Lovato announced that they were nonbinary and would like to be referred to as they/them. They stated that the label non-binary, "best represents the fluidity I feel in my gender expression, and allows me to feel most authentic and true to the person I both know I am and still am discovering."