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My concise definition: looking at the social world and understanding gender inequality in it.

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My concise definition: the focus of relationships between social and economic classes.

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If you wear glasses, then you understand how difficult it is to see things clearly without them. The road signs along the freeway, the words in a book, the emails on a computer screen - all the information is there, but without your glasses, it might as well be invisible to you.

If you don't wear glasses, then think what it's like to try to see underwater without goggles or a mask.

Looking at the world without a gender lens can be a bit like swimming without goggles or reading without glasses.

We live in a world where the default settings have been set by heteronormative men and for heteronormative men. The default gender-related assumptions that underlie our thinking are likely to remain invisible or blurry, and therefore they can mislead us, even without our realising it, unless we bring them to attention, question them specifically, and look objectively at precisely what lies before us.

It's not just men who have blurry vision when it comes to gender. Both men and women are socially conditioned to see things a certain way.

Using a gender lens when analysing, planning, and making decisions means carefully and deliberately examining all the implications of our work in terms of gender.

A gender-wise program is one that considers the different needs and circumstances of people of all genders within the target beneficiary group.

The concept of gender applies to both men and women. It refers to our different socially constructed roles, our behaviours, our activities, the way we relate, share resources, make decisions, plan for the future and participate in our community. It is different from "sex", which merely defines us in a biological and physiological way. (Adapted from a definition by Australians Investing in Women)

Is this only about girls and women?

The 2015 European Foundation Centre report Grantmaking with a Gender Lens responds specifically to the question, "When you talk about gender, do you mean just women?"

It says: "No. We mean looking at the different issues arising out of our experiences of being women or men or those identifying differently.

"Effective gender analysis requires engaging with and assessing impacts for people from across the gender spectrum, in diverse circumstances and with a wide range of other social characteristics."

What we really want to get away from, however, is the situation where words like "standard" or "natural" or "neutral" really mean "heteronormative male". For example, it might be considered unremarkable for a board or council to be composed of seven men and one woman, but noteworthy for it to consist of seven women and one man, and newsworthy for it to include transgender people.

As a result of this "unremarkable really equates to male" bias, you are more likely to need to deliberately examine your program's effects on and openness to other groups, including to women and girls. As the largest population of the excluded, and given its roots in the feminist movement, gender lens analysis tends to emphasise understanding policies and programs primarily in terms of their effects on females.

Why does it matter?

There are two excellent reasons why grantmakers should apply a gender lens to their work.

First, doing so will mean your work is fairer (because all potential beneficiaries are considered and included) and more effective (because your programs will be better targeted).

Second, funders are increasingly being asked to demonstrate that they have taken account of the persistent biases in society - in what they are, and in what they do. Your credibility may be at stake if you don't address this issue meaningfully.
Anti-discrimination efforts may begin with women, but should not end there. Women are not, of course, the only disadvantaged or marginalised group in our society. Organisations must also ask themselves whether there are barriers to participation affecting other groups - Indigenous people, people from non-English-speaking backgrounds, people in poverty and LGBTQI people, for example - along similar lines. In what follows, our examples address the specific issues of women and girls. We hope you will be able to use these examples to suggest ways in which you might address other areas where our dominant culture renders discrimination invisible.
Equality versus equity: what's the difference?

Imagine a running race between a cheetah, a leopard, an elephant, a dog and a beetle. All are in good health. The starter's gun fires, and they all take off at exactly the same time. They've all got an equal opportunity to win the race, right?

No, clearly not.

A report by Girls Incorporated titled What's Equal? Figuring Out What Works for Girls in Co-ed Settings (1993) urges organisations to examine their work in terms of:

1. Equity of access

2. Equity of treatment

3. Equity of outcome.

"Levelling the playing field is more than simply opening more doors for girls and giving equal treatment to girls and boys; it is transforming the way we look at gender as it relates to girls' and boys' development," the report says.

"Equity of access means that a program provides women and girls equal opportunity with men and boys to participate in programs and activities. Programs will not necessarily achieve equity of access simply by opening the door to all genders."

Similarly, opening up the running race to five different species with different qualities is hardly a fair race - and that's not even taking into consideration the socially conditioned biases and differences that come into play when we're talking about humans instead of animals.

In seeking to uncover structural biases embedded within its work, a grantmaking organisation needs to take time for thoughtful reflection.

Gender lens checklists

It is impossible to prescribe all the questions your organisation should ask itself in order to gain a better appreciation of the gender implications of your work. However, you can use the following areas as a starting point and tailor the questions to your own circumstances and aims.

Not all of the following questions have right and wrong answers. There may be very good reasons why your programs are not reaching women and girls in equal numbers (you may be funding men's health initatives, for example). In any case, it's still important that you ask the questions.

Culture

Does your organisation serve all genders by:

Holding board meetings, retreats, staff meetings etc at times when people of all genders are able to participate fully?

Offering family-friendly benefits, such as family leave, job-sharing, family violence leave, and childcare?

Training board and staff members to recognise and address discrimination, equity and language bias regarding gender, race, age, disability and sexual orientation? Do your policies adequately and appropriately address sexual harassment, domestic violence, discrimination, and protections for those expressing grievances?

Seeking appropriate gender-related expertise or collaborations?

Taking into account the ways in which racial, ethnic and cultural dynamics affect the interests and needs of specific groups of women and girls?

Governance

Does your organisation include women and girls as active decision-makers by:

Ensuring they are adequately represented in staff, executive and board leadership positions?

Encouraging their participation in strategic planning, program planning, staff development and evaluation?

Demonstrating a commitment to women and girls in both budgeting and expenditures? For example, do you provide equitable and appropriate compensation with the opportunity for professional growth?

Grants programs

When designing grants programs, does your organisation consider gender equity by:

Timing any grant information sessions to ensure that all genders are able to participate? E.g. if you hold sessions in the evening, does that limit participation by people with parenting responsibilities? If you hold meetings during the day, does that preclude people who work?

Catering for particular groups of people who need extra help in applying for your grants because they are starting from a lower or different base of knowledge or experience?

Advertising and promoting your grants rounds in places that will ensure you reach all genders?

Encouraging organisations led by women and girls to apply for funding by providing support and feedback?

Utilising eligibility and assessment criteria and processes to select grantees who are best able to:

Plan and implement programs that encourage active participation, leadership and non-traditional roles for women and girls?

Account for the needs, interests and experiences of women and girls in program activities, from promotion and outreach to training materials and curriculum?

Provide the support structures (e.g., childcare, transport, domestic violence screening, counselling) required by women and girls to enrol and be successful within specific programs, linking effectively with organisations and services as necessary?

Support and prepare women and girls to maximise their current social and economic wellbeing?

Encourage women and girls to participate by providing support and feedback, and require outcomes that are meaningful to women and girls?

Use language (in promotions, advertisements and other published material) that will encourage (or at least not discourage) women and girls to participate?

Time their activities to ensure that all genders are able to participate?

Hold activities in locations that are accessible to people of all genders? Are they safe, appealing and welcoming to people of all genders?

Provide a setting and an environment in which all genders feel comfortable voicing their opinions?

Identify any other possible barriers to participation by women or girls? Are there any barriers to men, boys or people with non-binary gender identities participating? How can they be minimised or eliminated?

Outcomes and evaluation

Do you expect different outcomes from your programs for different genders, or the same outcomes? If intervention X leads to outcome Y for men, is the same true for women or people with non-binary gender identities?

How will you evaluate the impact of your funded projects or programs on men and on different genders? How will you ask grant recipients to report on it?

How can SmartyGrants help?

SmartyGrants is committed to helping grantmakers and grantseekers uncover and remove biases, creating fairer and more effective social change.

In 2016, SmartyGrants released a series of gender lens standard fields. When added to application forms and progress/final reports, they allow grantmakers to apply a gender lens to their work. They will also help you nudge your grantees in the right direction.

Here's how the SmartyGrants gender lens questions help grantmakers (and grantees) to apply a gender lens to their work:

Demonstrating grantees understand what a gender lens is, and how they are applying it

Using the SmartyGrants gender lens standard fields, grantees can be asked to demonstrate the ways in which they will address (or have addressed) the needs of people of different genders in the design and delivery of their initiative. In answering these questions grantees are encouraged to tailor their thinking to their specific program. All genders can usually be included equally if grantees employ creativity in the process and bring to the surface hidden barriers to participation or inclusion.

Demonstrating how grantees will monitor the results of their actions

Using the SmartyGrants gender lens standard fields, grantees can be asked to show how they will measure (or have measured) the gender reach of their project/program. The simplest way for grantmakers and grantees to measure whether their efforts have been successful is to consider the gender of the people who have accessed, delivered, or participated in / benefited from their initiative. Grantees can collect this information by conducting simple actions such as including gender identification in their registration form or survey.

Grantees who are unable to quantify the percentage of beneficiaries who identified as women or girls, are prompted to think about collecting this information next time. Those who did not achieve parity in reaching women and girls are asked why they didn't and prompted to consider what they could do differently next time.
Note: There may be a deliberate reason why grantees aren't aiming for equal gender reach (e.g. working with people who have a sex-specific illness, or men's mental health) You should encourage grantees to clearly articulate these reasons in their reporting.

Facilitating a shared commitment to continual improvement

The gender lens standard fields encourage grantmakers and grantees to reflect on their projects, and to consider achievements and any lessons learned.

Gender-wise funders appreciate information about what worked to create a project/program that has provided equal access regardless of gender. The best funders are also keen to learn about what did not work, or the challenges faced by grantees when accounting for gender differences. These might include structural influences (e.g. the initiative was held in a place not favoured by one gender or another, the language wasn't right, no childcare options were provided, etc), as well as the influence of unconscious bias.

Information gathered when you use the gender lens standard fields can be used to drive continuous improvement, promote best practice and inform the design and implementation of future grants programs.

Reporting on projects designed specifically to address gender inequality

The above gender lens considerations apply to all initiatives, regardless of their purpose, but some programs aim specifically to address gender inequality, or do so as an unintentional addition.
Note: There are many different ways of measuring girls'/women's empowerment, as it is multi-dimensional. It's likely that funded organisations directly addressing gender inequality will have a good understanding of how to report on their results. These tips are aimed at providing some examples for organisations looking for guidance when reporting on partial or unexpected outcomes that address gender inequality.
The SmartyGrants gender lens standard fields also allow grantees to describe how their proposed project will address gender inequity, and then report on their progress towards this outcome on acquittal/progress reports.
For more information about how the gender lens fields work in SmartyGrants, visit the SmartyGrants Help Hub.

You will need to devise a way to evaluate and measure how the grantee's project has addressed gender inequality. This may incorporate participants' views of their own empowerment, rather than relying on an accepted norm or outcome. You can read more about evaluation methods in our 'Measuring what Matters' book.

In reporting on the effects of funded initiatives in reducing gender inequality, grantees may look at the personal level (e.g. higher-self esteem, greater access to personal capital), relational level (e.g. influence in the community, ability to control time devoted to care responsibilities), or environmental (e.g. breaking stereotypes, quality of health/legal services). These levels and corresponding characteristics are outlined in detail in Oxfam's 'How to' Guide to Measuring Women's Empowerment.

Grantees may want to outline the dimension in which their program is working (e.g. economic, legal, psychological, etc). The program may work specifically within one dimension, or incorporate a number of dimensions.

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Different genders are socially conditioned to occupy different roles. Using a gender lens when analysing, planning, and making decisions means carefully and deliberately examining all the implications of our work in terms of gender. A gender-wise program is one that considers the different needs...

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What Does Gender Bias Look Like in Real Life?

Gender bias is the prejudice displayed toward one gender over the other. Often this bias is implicit in our nature - molded by our culture, upbringing, and personal experiences. A simple example of this bias is when a person refers to an individual by their occupation, such as "doctor" or "engineer," and it is assumed that individual is male. Males, however, are not immune from gender bias. For example, teachers, especially those who teach younger-aged children, are often assumed to be women. This makes it challenging for men to enter the field of early childhood learning. These notions - however antiquated - are difficult to dispel and can carry over into the workplace.

In the practice of law, women lawyers may face certain hurdles that men may not encounter. Often, a woman lawyer must be mindful of how her demeanor will be perceived by judges, juries, opposing counsel, and even her own clients. The same behavior when exhibited by a male may be construed differently than when exhibited by a female. For example, if a male attorney appears outwardly frustrated or angry in the courtroom, he may be viewed as an assertive advocate for his client. When a female attorney displays the same emotions, she may be viewed as temperamental or irrational. At the same time, the woman lawyer must be careful not to be perceived as "too soft" in front of her client and opposing counsel. These perceptions can be the result of implicit bias.

Gender bias can affect women lawyers at every level of the legal profession. Women lawyers may have to field comments from male clients and colleagues who are concerned that a female lawyer cannot go "toe-to-toe" with a male opponent. Women lawyers often find themselves reminded of their male opponents' experience, regardless of their own experience. It is not uncommon to hear comments that men can more effectively resolve disputes with male opposing counsel and get their client a better deal than their female team members because men speak the same "language." And we've all heard the tales of women lawyers being mistaken for court reporters, assistants, and paralegals - or experienced it firsthand. The Florida Bar's 2016 Survey on Gender Equality in the Legal Profession confirms these anecdotal experiences. The survey found:

* 29% of female respondents and less than 1% of male respondents report personally experiencing being addressed by names like "honey" or "sweetie" by male lawyers.

* 27% of female respondents and less than 1% of male respondents report personally experiencing female lawyers being accorded less respect than male lawyers.

* 18% of female respondents and 5% of male respondents report personally experiencing being treated differently by opposing counsel in court or related proceedings than other counsel of a different gender.

* 17% of female respondents and 4% of male respondents report personally experiencing being asked to do lower-level tasks not typically requested of other attorneys of a different gender.

* 14% of female respondents and 4% of male respondents report personally experiencing their work being attributed to or assumed to be that of another lawyer of the opposite gender.

Women in the legal field who choose to have children grapple with an additional set of gender biases: how much time to take off; will time off affect their partnership track; will their cases be reassigned? The issue of trial continuances based on maternity leave is still heavily debated, drawing criticism from women and men alike.

For example, Christen Luikart, a Jacksonville attorney requested her trial be continued because of her pregnancy. Her male opponent strongly opposed the requested continuance. In doing so, he compared Luikart's pregnancy to an illness. Ultimately, Luikart's request was granted, but Luikart's story is not uncommon, and not all women will have the same outcome.

Florida lawyers and the Florida Supreme Court are considering a new Rule of Judicial Administration regulating parental-leave continuances. The rule would require judges to grant a motion for a 90-day continuance based on parental leave of the lead attorney if the motion is timely filed and if there is no substantial prejudice to the opposing party. If a party opposes the motion on the basis of substantial prejudice, the attorney seeking the continuance has the burden of demonstrating the lack of substantial prejudice. The proposed rule was launched because women lawyers found it increasingly difficult to obtain continuances of trial in their cases, forcing them to hand off their cases to other attorneys because of their pregnancies.

Gender bias seems to make headlines on a weekly basis. For example, Judge Hughes, a male federal judge in Houston drew national attention after making demeaning and inappropriate comments beneath the dignity of the profession. The incident occurred when a prosecutor turned over new documents after the deadline set by Judge Hughes. The judge, after expressing his apparent displeasure, was quoted as telling the prosecutor, "[i]t was a lot simpler when you guys wore dark suits, white shirts and navy ties," and "[w]e didn't let girls do it in the old days." While the appellate court ordered Judge Hughes to be replaced with another judge, Judge Hughes later explained that his comments were directed at a woman in his courtroom who was "inappropriately dressed." Whether Judge Hughes' comments were ill-timed or impulsively made, it highlights the core issue - gender bias is a real issue that impacts lawyers on a daily basis, especially women lawyers. Women are often still not regarded as having the same competencies as their male contemporaries in a still heavily male-dominated environment.

While the legal system has made significant strides in addressing gender bias, it is still an issue affecting both new and experienced women lawyers, in and out of the courtroom. As we continue to bring awareness, identify the biases, and learn to counteract them, women lawyers should not feel compelled to mimic their male counterparts or act differently than they normally would. Women lawyers should be encouraged to rise above the biases, implicit and actual, by honing their individual styles.

KRISTEN L. PALACIO is an attorney at Kim Vaughan Lerner LLP, a minority-owned law firm, and focuses her practice on litigating and resolving complex commercial, tort, and insurance disputes. She is a member of The Flori da Bar Diversity and Inclusion Committee and is vice chair of the Broward County Bar Association's Hispanic Lawyers' Committee.

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What Does Gender Bias Look Like in Real Life?

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Gender bias is the prejudice displayed toward one gender over the other.[1] Often this bias is implicit in our nature - molded by our culture, upbringing, and personal experiences.[2] A simple example of this bias is when a person refers to an individual by their occupation, such as "doctor" or "engineer," and it is assumed...

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My concise definition: critiques white supremacy and exposes racism in institutions and systems

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Creator Of Term ‘Critical Race Theory’ Kimberlé Crenshaw Explains What It Really Is

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The full article can be found on the new Think Rubix blog.
What do you tell your children when the family pet passes away?

If you're like most of humanity, you might tell a little white lie to make folks feel better. Fido's gone to live on the farm, and it means she won't live with us anymore. These lies become easier to tell the more they are practiced: whether we're explaining Christmas through the power of Santa Claus, or we're hiding a family secret no one's supposed to know. As good as our intentions might be, the lies keep us from practicing what it means to grapple with the truth.

Some kids, however, don't get the choice to live in that protected bubble for very long. The world is tough for everyone, but it doesn't dole out its harm equally. Millions of kids learn hard truths through trauma, abuse, or bullying, while others remain blissfully unaware of the impact those lies have on the rest of the world.

We're here to start telling the truth about how our world works because no progress can be made without acknowledgement of the barrier. How? One way to start is to learn how Critical Race Theory can reshape our perspective.

First, we don't choose to live in a racist society; we inherit one at birth and are forced to deal with its consequences.

Second, that system we inherit was designed to protect some of us - white people - from its ugly truths while harming everyone else, and as a result, too many of us are barred from seeing and/or accepting the reality of white supremacy and how to end it.

In our first article on the topic, we laid out the key tenets of the framework by shining a light on how CRT shows up in the real world. CRT teaches us first and foremost that racism is a system much, much bigger than any single person. Once we know that, we're led to some devastating and illuminating secondary truths.

CRT doesn't absolve blame from us as individuals for holding racist attitudes, but it does unlock how and why we hold them in the first place. CRT places the highest priority on breaking the cycle by upending the institutions that protect the few at the expense of the many.

But what exactly are the "institutions" that perpetuate systemic racism? In short, all of them. If something is systemic it means that it touches everything in a system, after all. The reality of racism as a system is that it works very hard to conceal lived truths under "colorblind" language, creating racial divisions while insisting on nonracial solutions to them. So bringing these truths under the microscope can help us understand exactly how these "nonracial" institutions actually work to further racist ends, and it can show us what we have to do to fix them.

Photo by Museums Victoria on Unsplash

Christian imagery - There are several instances of how white supremacy is upheld in the Christian and Catholic churches, but one of the most prevalent is the widely distributed image of "White" Jesus. Biblical text and historical archives describe Jesus as a dark-skinned, Middle Eastern man ("his arms and legs like the gleam of burnished bronze") with coarse hair ("the hair of his head like pure wool"). However, the now-ubiquitous image of Jesus we see in our culture today, created in 1941, depicted him as a White man with loose, wavy, golden blonde hair in order to appeal to white American masses and advance the supremacist idea that whiteness is godly.

Here are a few examples of CRT in real life to guide the way. The full list of 40 examples is available on the Think Rubix blog.

2. Wealth inequality - Today, the average Black family in the US holds less than 15 percent of the wealth of an average white family, and that wealth gap is growing. At current pace, projections show that the average wealth of Black families could fall to $0 by 2053. The vast and persistent racial wealth gap, which is today as large as it was in 1968, is impossible to understand without tracing the history of the systematic robbing of Black wealth and blocking from wealth-building models; particularly how that wealth was transferred to white people and their heirs.

3. Health and healthcare - Black people and individuals of other non-white races experience disproportionately poorer health and health outcomes than white people. Lots of systemic factors contribute to this phenomenon, including higher rates of poverty and poorer environmental quality, but the healthcare system itself is also at fault. Western medical knowledge continues to use white bodies almost exclusively as the standard for teaching and research so Black people's symptoms are often invisibilized or disregarded. Persistent stereotypes such as the extremely harmful and false idea that Black people can endure more pain have a massive impact on the behavior of healthcare professionals when treating Black patients. Black people, in particular, also justifiably hold higher levels of distrust of healthcare providers and institutions due to historical abuses of medical power and experimentation on Black people.

4. Beauty and desirability - We've all heard some iteration of the phrase "everyone is beautiful in their own way," but when people are asked to state what they find beautiful - particularly in women - the reality is that white, European features tend to dominate: blue eyes, blond hair, "fair" skin. Beauty standards of Western culture t end to emphasize these traits at the expense of all others. Black women specifically face discrimination on the basis of their skin tone, where women with lighter skin tones are considered more attractive and treated more favorably in personal and professional settings, and natural hair is considered less attractive simply because it differs from the dominating mental models of beauty and desirability.

5. Economic mobility - The story of American wealth-building is typically told as this: if you work hard and "pull yourself up by your bootstraps," you'll find money and success. In reality, economic mobility is almost entirely dependent on your race and the wealth of your parents at birth. The "American dream" is extraordinarily difficult to achieve for almost everyone born into lower wealth and income classes, but is disproportionately hard for Black and indigenous people who are far more likely to a) be born into lower wealth thanks to historical racism and b) prevented from achieving higher incomes thanks to continued systemic racism.

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40 Examples of Critical Race Theory in the Real World

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The full article can be found on the new Think Rubix blog. What do you tell your children when the family pet passes away? If you're like most of humanity, you might tell a little white lie to make folks feel better. Fido's gone to live on the farm, and it means she won't live with us anymore.

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What is Marxist Theory in Literature

Marxist theory or Marxist criticism is one of the theories that can be used in literary criticism. This theory is based on the ideologies of Karl Marx, a German philosopher who criticized the inherent injustice in the European class/ capitalist system of economics operating in the 19 th Century. Marx viewed history as a series of struggles between classes, in other words, the oppressed and the oppressors.

In Marxist literary criticism, literary works are viewed as a reflection of the social institutions from which they originate. In fact, the work itself is considered as a social institution that has a specific ideological function based on the ideology and the background of the writer.

According to Terry Eagleton, a leading British literary theorist, Marxist criticism is concerned with how novels get published and whether they mention the working class". It also pays sensitive attention to form, style, and meanings.

The basic goal of this literary criticism is to assess the political tendency of a literary work and determine whether its social content or literary forms are progressive. Marxist criticism pays special attention to the division of class, class struggle, oppression, and political background of the story. In other words, this criticism focuses more on the social and political elements of a work than its aesthetic (artistic and visual) value.

Now, let's see how to apply Marxist theory to literature.

How to Apply Marxist Theory to Literature

As explained above, class, oppression, power, economy and politics are some of the main elements that should be considered in a Marxist literary criticism. Asking the following questions and analyzing the information that is found from answering these questions will help you to apply the Marxist theory to literature.

What role does class play in the literary work?

How does the author analyze class relations?

What does the author say about oppression?

Are class conflicts ignored or blamed?

How do characters overcome oppression?

Does the work support the economic and social status quo, or does it advocate change?

Does the work serve as propaganda for the status quo? If so, in what way does it attempt to serve as propaganda?

Does the work propose some form of utopian vision as a solution to the problems encountered in the work?

How has the author's ideologies and background affect the way he views the economy, politics or society?

How do the time period, social background and culture in which the work was written affect the portrayal of the political, economic, and social forces?

Summary

The Marxist theory is more concerned with social and political elements of a work than its aesthetic value.

Marxist theory can be applied to literature by analyzing the social, economic and political elements such as class division, class struggle, and oppression.
T Eagleton, Marxism and Literary Criticism, Berkeley, U of California P, 1976 Image Courtesy: "Anti-capitalism color-2" By Anti-capitalism_color.jpg: IWWderivative work: Sir Richardson (talk) - Anti-capitalism_color.jpg, (Public Domain) via Commons Wikimedia

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How to Apply Marxist Theory to Literature | Marxist Theory, Marxist Literary Criticism

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Marxist theory or Marxist criticism is one of the theories that can be used in literary criticism. This theory is based on the ideologies of Karl Marx, a German philosopher who criticized the inherent injustice in the European class/ capitalist system of economics operating in the 19 th Century.

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- Rich/Poor

- Cultured/Uncultured

- Powerful/Weak

-  Class/False Consciousness

- Divided/United

- My Dichotomy: Controlling/Controlled (Note: society's elite controls the structure of daily life for those they control while benefitting from them at the same time.)

- Ideology & False Consciousness: ideology perpetuates the lower class’ oppression and false consciousness is when the oppressed are tricked into believing that they aren’t oppressed.

- American Dream: Everybody has a chance to become successful through hard work.

- Bourgeoisie: Middle class that exploits labor power, controls the production in a capitalist society, and revolutionize industry.

- Proletariat: In contrast to the bourgeois, the proletariat are the wage-earners, are the labor power, and lack their own means of production.

- Classism: systematic oppression of class groups.

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✨ Dichotomies & Key Terms (and some extra notes) ✨

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✨ Dichotomies & Key Terms (and some extra notes) ✨

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- Insider/Outsider

- Normal/Exotic (note: reminds of orientalism)

- Rational/Emotional (note: society’s views on black women as angry and loud)

- Civilized/Barbaric

- Fair/Dark (note: also within the race, colorism is very much a reality in many POC communities)
>> Important quote that is an example of favoring white skin from The Bluest Eye by Toni Morrison: "The distaste must be for her, her blackness. All things in her are flux and anticipation. But her blackness is static and dread. And it is the blackness that accounts for, that creates, the vacuum edged with distaste in white eyes" (Morrison 49).

- Sympathetic/Unsympathetic

-My Dichotomy: Sassy/Spicy (Note: I thought of this by remembering how Black women are often depicted as angry and rude and are shamed for it, while Latina women are sexualized and praised for being "spicy" and "fiery" and this isn't to say being sexualized is positive by any means, rather this is pointing out the racial double standards.)

- intersectionality: describes how systems of inequality that are based on different forms of discrimination intersect and form unique effects.

- implicit racial bias: unconscious prejudice, “mental process that stimulates negative attitudes about people who are not members of one’s own ‘in group’.”

- microaggressions: comment or action negatively targeting a marginalized group or individual person

- differential racialization: describes how the dominant society racializes different minorities at different times in different ways when the needs of the society shifts (sort of like how that one CRT article we read in class explained).

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My fav section

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I love this dude, he talks about many topics including intersectionality, like the video below shows (he meant to say white women in the beginning).

https://www.tiktok.com/@theconsciouslee?_t=8Y5rcJprXxu&_r=1

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Known as a misogyny watchdog, Drew Afualo combats all types of discrimination regarding misogyny and gender, I’d like to add, by completely roasting the life out of them (pretty amusing).

https://www.tiktok.com/@drewafualo?_t=8Y5sAAi5Es7&_r=1

I like that vid, connects to a lot of things in class, such as gender roles, and I love the way she delivers it.

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Very interesting podcast that shows honest conversations regarding masculinity.

https://manenough.com/podcast/

I thought this video was very interesting and powerful points were brought up.

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Ayandastood speaks on many topics and I think the ideas she comes up with are genius, like the video attached.

Account Link: https://www.tiktok.com/@ayandastood?_t=8Y64VzNSuRH&_r=1

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Tony Nabors is a literal expert in topics such as equity and advocacy and has very interesting vids where he talks about different theories, like shown below.

Account Link: https://www.tiktok.com/@racialequityinsights?_t=8Y64rOzSg1O&_r=1

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I could listen Xtina talk forever and not get bored, she spits facts. I gained a lot of info from the vid shown.

Account Link: https://www.tiktok.com/@thatbrownguurl?_t=8Y66UR0ARva&_r=1

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After watching Micheal Harriot bash Jerry Jones in the tweet Ms. Dernbach showed, I checked him out and I found some interesting and humorous tweets, such as the ones attached.

Twitter Account: https://twitter.com/michaelharriot

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- I’ve heard people say they don’t “see color”

- people trying to get away from me when I, an obviously black hijabi, gets a bit close

- disgusted looks at me

- those aunties that only complement how “light” my skin is compared to the other girls (they even compare their own kids skin colors to others)

- being called “too ghetto” by kids from a new school I went to after transferring from a school in a more low-income area

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Xtina, once again, amazes me with her content in which she also talks a lot about misogyny. In the vid attached, I couldn’t help but think about the whole John Proctor and Elizabeth Proctor situation.

Account Link: https://www.tiktok.com/@thatbrownguurl?_t=8Y6HWLwS0R4&_r=1

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20.1K Likes, 798 Comments. TikTok video from Xtina Brown (@thatbrownguurl): "Reply to @typhanybleu here's the term explained in more depth! #misogyny #sexism #womanism #toxicmasculinity #dating #relationships #fypシ #freudwasright". original sound - Xtina Brown.

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Kiera is another favorite, she needs a podcast. The video is not extremely informative, but still powerful, not to mention hilarious.

Account Link: https://www.tiktok.com/@kierabreaugh?_t=8Y6HpBV7vZr&_r=1

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675.5K Likes, 8.8K Comments. TikTok video from Kiera Breaugh (@kierabreaugh): "#stitch with @imhereandcare I had way too much fun making this #toxicmen #morethanminimum #feminism". Stop blaming women for men's problems Nobody - Mitski.

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✨Dichotomies & Key Terms (and extra notes)

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✨Dichotomies & Key Terms (and extra notes)

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- Public/Private

- Competence/Incompetence

- Reason/Emotion

- Powerful/Submissive

- Masculine/Feminine: Important Quote from The Bluest Eye by Toni Morrison-- "He fought her the way a coward fights a man—with feet, the palms of his hands, and teeth. She, in turn, fought back in a purely feminine way—with frying pans and pokers, and occasionally a flatiron would sail toward his head" (43). When the Breedlove couple fight, their fighting itself symbolizes traditional gender roles.

- My Dichotomy: Disgusting S**t/ Sexy Stud (Note: I remember in the Feminist Lens readings in class, there was of mentioning this sexual double standard. A woman who is sexually active is described with a slur and seen as "dirty" while a sexually active man is considered attractive and is praised for it)

- Virgin Angel/ Sexual Devil: (note: remember the vid by Xtina, and also John Proctor and Elizabeth Proctor’s relationship)

- Patriarchy: culture in which traditional gender roles are promoted and men have all power

- Hysteria: In patriarchy, a “feminine condition” in which women are incapable of handling their emotions. (Note: remember in Crucible, all the women were “victims of hysteria”).

- Objectification: targeted at women, considering women as bodies/sexual body parts/objects and behaving towards them as such

- Toxic Masculinity: description of manhood that is defined by dominance, violence, and sex. Emotions are weakness, strength is important, and anything feminine is responded with hostility. (Note: remember in Things Fall Apart, Okonkwo and the society in which he lived was greatly revolved toxic masculinity).

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- literally every adult man in my ethnic group community that I know, hold a lot of toxic masculinity ideals like:

- traditional gender roles are to be followed by women but it doesn’t really matter what the man does, he could be a literal couch potato but the wife better get that food on a plate

- having many kids is great, taking care of them or even just helping out though is definitely a no no

- having an “ideal wife” but being attracted to “sexual devils”

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crazy remarks by NYC mayor

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NYC Mayor Eric Adams in Hot Seat After Workforce Remarks

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I thought interesting points were brought up

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This was so well done and I’m honestly speechless about the lady in the beginning

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Native Deen is Hip-hop/R&B musical band group and as African-American Muslims, they highlight the struggles of living in America considering their faith and their race. I grew up listening to Native Deen, they were my literal childhood and I absolutely loved them. I felt that I could greatly relate to them and their powerful points they would bring into their music. They are pretty underrated in the Muslim community and they deserve a much bigger spotlight. Already combatting Islamophobia, as Black Muslims, racism is also alive and kicking in the Muslim Community and it isn’t talked about much. These two songs (My Faith My Voice & Let’s Build A World Together), I think are pretty powerful:

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Build The World Together - A. Malik (Native Deen)

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- I remember being in elementary school as a more shy kid and the other kids often took advantage of that and bullied me, being a Muslim was just another thing they could make fun of. I had my hijab tugged, pulled, and even yanked off.

- When I went to the bathroom, the girls took my hijab off and ran out of the bathroom.

- I remember being at the coin laundry during the summer with my family and it soon became prayer time so my brothers and my father wanted to go to the mosque while my mother and I stayed with the clothes. We agreed and my mom and I were just sitting and chilling until we were approached by a large white man with a military backpack. Us not new to islamophobic encounters, already saw what was coming. He, for some reason, began reminding us how hot it was outside, “it's summer, and it's like 100 degrees outside!” As if we hadn’t been outside to literally come to the coin laundry. He continues to tell us to “take off our scarves” because “it's way too hot and unnecessary” and also reminds us that we are living in America. My mom wanted all the smoke but I told her that he wasn’t worth all her energy so we told him that we choose what we want to wear and that he didn’t need to worry about our choices. He insisted and insisted and insisted until he finally gave up and walked away from us, in which we felt unsafe there until we left.

- being shouted to “go back to our country”

- being asked very ignorant questions such as, “do you sleep/shower with it on?” and “is it because you don’t have hair?” (I know we were in second grade but a kid asked me if I had ears lol cmon man) and people literally have the whole internet in their hands and I am always happy to answer genuine polite questions but some people don't take a second to think sometimes

-  being constantly stared at and people trying to get away from me or my hijabi family members/friends

- being called “terrorist” or people asking me how to say “Allahu Akbar” properly or people yelling “Allahu Akbar” when I walk past (Note: Allahu Akbar literally means “God is great” in Arabic but I guess it’s God is great until it's in a different language 🤷‍♀️)

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As a Muslim, I believe my faith is not the problem, rather ignorant Muslims who use their wrong interpretation of Islam as an excuse to their wrong and discriminatory beliefs and actions

- Some non-black Muslims find it hard to accept that Black people can be Muslim

- In Islam, Muslims consider themselves as “servants of God” but some Arabs use the term “abeed” in Arabic, which literally means slave/servant, to refer to Black people and when they are confronted about it, they use the excuse “but we are all slaves of God” (absolutely crazy)

- Non-black Muslims assume all black Muslims, especially African American Muslims, are converts and not born Muslim, usually believed through jail (so incredibly racist).

- Muslim men often misinterpret the religion to support their desire of a housewife but often forget the immense responsibilities they have to fulfill for their wives per the religion. SEE VIDEO OF HAGER ON TIKTOK BELOW

- Some Muslim men are quick to judge a Muslim woman’s modesty and fail to understand her struggles in her hijab journey but forget that both men and women are to be modest in the religion and are often far from modest (like dress however you like but if you are going to talk about the religion than please ensure that you follow it first before talking about a hijabi)

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Hager on TikTok (Note: that man is Muslim and is referring to pre-Muhammad Arabia)

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this was funny but sadly true

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- Modest Devil/Immodest Angel: I feel like a lot Muslims tend to believe that the more modest a Muslim man or woman is, the more they are practical they are and the less modest, the less practical or knowledgable. Personally, Ive met more less modest muslims who know more about the religion and practice the religion better than modest Muslims, even though modesty doesn't have anything to do with how practical one can be, that's just what I encountered.

- Convert/Born Muslim: Some Muslims who are born into the faith judge newly converts who share their journey to Islam by saying that they are just doing it for views and they think they are naturally understand the faith more.