it's from washington or anywhere else. i don't know who the eventual replacement will be. i presume it will be someone who comes from the same place in ethic, not letting them push you around and being fearless in going after whoever it is appropriate to go after no matter who they are and how much money they have, how powerful they have. that's the hallmark of the office. that's why we are called jokingly by some -- that is it that some people think otherwise and think the removal of a certain person will make a difference but i believe that's misguided. i have every expectation that the cases will proceed at pace. >> the new administration has not yet found a new district attorney for the southern district. >> nyu washington d.c. and the university of women are hosting a discussion on sexism and challenges in the workplace.

it includes the founder of get bullish.com and freelance writer susanna white who has written on the topic for women's magazines. [applause] >> thank you michael. hello everyone. thank you so much for joining us today for our second discussion. the second panel is titled how to be a feminist in the workplace. what we are referring to here is a little different than what you might be thinking. we are referring to feminism. i am embarrassed to say that i didn't admit to myself that i was a feminist until my sophomore year of high school. that is shocking considering the

amount of time that i actually spent on the basketball court trying to prove myself and others that i was just as good as the guys. like many women, i was afraid of labeling myself as a feminist for fear of being judged. years later, i came to my senses and i realized the importance of feminism, specifically intersectional feminism. in college i ended up majoring in women's studies and i actually brought in aauw student organization to campus to fight for women's equality. now, working for aauw, a woman's advocacy organization, i have the honor of fighting for women's rights every saturday. other women i know are not so lucky.

they can encourage women and allies to stand against sexism and share how and why they do that in their local community. here is a video that has helped aauw spread this important message. [inaudible] [inaudible]

>> don't be so emotional. the women aren't natural leaders. you should smile more. leslet's face it, women have hed it all, especially in the workplace. aauw's report barriers and bias and the status of women in leadership explains that gender micro- aggression like these contribute to the gender leadership gap. even seemingly small sexist comments hurt women's confidence and the value women's work. every day six sexism doesn't stand alone. it also comes with racism

ageism, homophobia's engine religious dissemination and how can we get better in combat this at work. a8 w exist to help women push past sexism. one of the hurdles of addressing sexism is first identifying it and starting a conversation to stop it. being a feminist and being a professional are not mutually exclusive. our experts on our panel are going to share insight into how everyone, regardless of gender identity can be a part of the change. now it is my honor to introduce the amazing incredible panel we've assembled for today. i will start with the moderator for the afternoon, nicole is the

general manager of telemundo washington d.c. in richmond virginia. [applause] think you. next we have jennifer, writer and founder of get bullish.com for career minded feminists. next we have doctor weaver, author and founder ceo of the exceptional leadership institute for women. [applause] next we have patricia, activist, feminist and civil engineer. last but not least we have susanna white, a freelance writer. thank you everyone. nicole. >> thank you all for being here. it's such a pleasure to be representing telemundo and to be

with such an established panel. good afternoon. we also appreciate everyone joining us live stream and watching on c-span. welcome. it is wonderful to see such amazing interest in this very important and critical topic. let's get right down to it. being a feminist in the workplace today, one of the main challenges of being a feminist is dealing with the daily occurrences of sexism. as we just said, sexism in the workplace can take many forms coupled with able is him, racism, ageism, sizes him, trans phobia and homophobia. it's important to remember that sexism and discrimination can look different to each one of us as we are all from different identities. however, we do want the workplace to be more accepting. today we will accept the challenges that each of us face

in the workplace from micro- aggressions to harassment and how to overcome them. susanna, i want to start with you. you've written prolifically on gender issues, sex and relationships and women's health. you've covered topics relevant to this panel but to help us but workplace sexism in context, could you explain a little more about gendered micro- aggressions. >> sure. a micro- aggression is something that is not very noticeable or obvious form of oppression, but in the workplace it might be something like using phrases like it guys or in the tech industry i saw giving out just mail shirts which are little things that make women feel excluded or it can be anything but it could be a racial micro- aggression, but it gendered micro- aggression would be a small action that people do all

the time without realizing it that make women feel they are lesser or non- binary people. >> i would say without us even noticing. something i can tell you happened at least three times a day. something that happens and we are unaware. >> as a feminist writer with a degree in civil engineering, can you tell us how you've incorporated your feminist latina identities. >> i never personally had a problem with merging all three. i always felt there was no way i could put aside my latina identity, my identity as a professional in engineering and

my identity as a feminist. i always wanted to incorporate all those three things into my activism so i did have a hard time finding a place that understood what that meant or what that looked like. when it came time to join activist circles, it was either this is a feminist thing or this is an engineering thing or this is for latinos. i had to create and carveout my own space. i started doing that with my own blog and writing about those intersections. never belittling one of the other. it was always like this is all of the things that i am and i'm going to talk about it and what happens me all the time. little by little he became more accepted. i still heavily identify mostly with feminist sectors that are intersectional because those are the place that accept my other identities and allow me to talk about it and to be my full self. >> that's great.

you find you are often having to chose one space or another? i know you have identified your own space, but when you go into the work we might have a male dominant population, do you have to choose what space to walk in? >> it does happen often. i would lie if i said i'm all the time all three unashamed, i think when it comes to my workplace, it's very hard for me to just be a full out latina feminist and talk about racism and micro- aggressions in all of these things that i would perhaps talk about in feminist circles so i try to focus more on stem issues. i talk about statistics and women in stem and race in stem. i try to use numbers. it is a way to kind of bring a little bit of that, a little bit of my latina and feminist activism into the stem world. likewise, it happens in other

circles. i have to think about how i speak in the language i use and what will get people's attention. it's part of being an activist. i feel if i'm not making an effort to get my audience invested and interested in my message that i'm not doing a good job. >> i think it makes for a dynamic conversation in the fact that you have so many pools to choose from. i think it's an art to be able to pull together who you need to be at that moment to heighten or further your agenda. congratulations on that. i'll move over to doctor avis. you are diversity, equity and inclusion specialist and a career strategist. you have built your career helping women achieve goals and personal goals. it doesn't appear there's much of a demand for men's career strategist. this profession will look different for men clients.

what does the need for your profession, helping women, what does that say about institutionalized sexism in the workplace. >> it says that it is institutionalized. it's normalcy. it has a lot to do with micro- aggressions and the reality of unconscious bias and how that proliferates our culture. really, when people think of the word leader, most people, the image they have undermined is a man and more typically a white male. when we talk about piercing through that paradigm and asserting themselves and being respected as leaders in the workplace, it takes a little bit more maneuvering and more advanced thought and what men have to put into it. it's this extra burden that women bear when it comes to being able to navigate their way to leadership or just navigate their way in male-dominated professions. there are different skills

associated that women have to take on this extra burden to learn in order to be able to achieve positions that they are well qualified for and deserve to be in in the first place. >> jennifer as a business owner, it looks like you operate in almost an entirely female world. do you still encounter sexism in that area. >> first i would like to say what a great pleasure that is. the first decade of my career was not like that. existing in a career made up of almost all women is fantastic. i enjoy it. it's refreshing like a cool feminist beverage. it couldn't be better. one thing i really enjoy about it, for instance there have been

a lot written about how women apologize too much. we should stop apologizing so much. and changes it so we don't apologize too much. do we apologize too much? canadians apologize a lot but it's not a problem when they stay in canada. it's only a problem when one nadine comes to america and is apologizing here. there's so much that's just culturally that doesn't have a literal meaning. when you say have a good day, you know, there are so many niceties that we engage in that are not intended for literal meaning. i feel like when i'm working in an office with two employees, it's an office/warehouse so we

are bumping up against each other physically getting things out of boxes and bumping up and it's constantly sorry, sorry, sorry and everyone's doing it. it's not a problem. when you say sorry it doesn't mean like i feel like i don't deserve space in the world like i've done something wrong or i'm a bad person with low self-confidence, saying sorry is a social signal that says i would like to keep getting along with you. that's all it says. sometimes when you say thank you because you've just given the money for product, do you need to say thank you? no, but it's nice. you buy a doughnut in you and the person that you bought a doughnut from, you each say thank you like four times. nobody has low confidence. it's just a social signal that says i want this transaction to go smoothly and i would like this workplace to be pleasant and everything is good. i do feel like obviously, not all women are the same but nevertheless, in an all female

workplace, i do find that aspect maybe conforms to what you might expect. i do have to do business with men sometimes, it does happen. occasionally men come into the office and the like wow, it's warm in here. i'm not going to wear a sweater in my own office. it's nice to have a centering, women are the default here. in fact, in my online store, kind of a funny anecdote, we sell women's socks. i didn't bother to say women in front of the socks. then i started selling a few men's socks and women could buy thing for men. in any case i started getting mail customers buying the socks and just assuming that if they didn't have a gender they must be men's socks. i got customer-service e-mails and a guy was like i bought all the socks and they were women's socks. i was like what makes you think they wouldn't be.

you just bought socks from a feminist web store. just process the return. women are the default and i feel a little bit in the world is a nice thing. >> i have to agree with all that, and i think the conversation usually sways to how women hold women back. while you are right, i do that too. i say thank you or i'll say i'm sorry. no, you don't have to get apologize. that's a great way of saying it. it's not a weakness. it's just a social way of getting along much easier. >> my question to you is, for the purpose of identifying things that women can stop doing to each other, do you find in your female space there are things we are doing to each other subconsciously or not? things that we shouldn't be doing, that were holding each other back and not really even

knowing that were doing it. >> can i tell you an antidote about the last time i tried to have a business meeting with a dude. one thing that's nice about being in a feminist workplace is that i do business with men but i don't need it. there's a difference between them going into a job interview and i need this job and this guy wants to be my client, let's have lunch or something like that. i was having coffee with a guy about coming to teach a class in london and i thought that would be a cool opportunity and so i'll just skip to the good part, he asked me a bunch of pointed questions about where my child was. yep, that happened. i would like this is a coffee meeting. there's so many places a child could be for a one hour meeting.

so many perfectly safe places. anyway, that was very strange and so after that and a bunch of other bizarre personal questions, he went on to say, i love working with mothers. it sounds like it set up to be a compliment but by definition it will be a stereotype. i love working with identity groups. no, nothing good can come from that. stop talking. i'm just waiting for it. i love working with mothers and i was like please, tell me why. here's the answer because they expect so little and they're so grateful. >> i can't even begin to comment on that comment. the emphasis is made for tv, we will just move on for that. thank you for the example which is very true in our everyday lives. i will open us up for the next couple questions for the panel.

the title of this is the f word, how to be a feminist in the workplace. of course the f word, notwithstanding the last story is here to say feminist, how or why it is identifying, why is it that when we identify ourselves as feminists, it's almost frowned upon if you say you're a feminist. why do you feel it's like that. >> i work in male-dominated fields were most of my meetings are devoid of any other women but myself. i found myself very afraid to use the word feminist around my coworkers. i think i probably went years without saying it. i was being very cautious about the word i would use when i have to travel for presentation or panel so as like i have to talk about women and engineering or something.

i got tired of feeling like i was walking on eggshells and i had to question why is it that i'm scared. i started realizing i was worried they would see me as angry, i thought i would be treated differently, i thought for sure, if she's a feminist and she's probably talking about us, believe me, they think i talk about them all the time, so i had to get this inner strength to be like i don't care what you think about me, i don't care what you think i do in my activism, i don't care that you read my writing because i'm not saying anything you don't experience every day because a lot of it is coming from your mouth. so little by little i learned how to weave that kind of word into conversation.

i would say this weekend i'm gonna go to a feminist conference and they would say oh, are you, and i would say yes i am. it was, i would say i kind of i think your wife would really enjoy it. you should tell her about it. i would definitely get a lot of side i and size and concerned looks, and eventually it just became, that's just the feminist in the office and i was absolutely okay with it. it felt freeing to finally be like this is who i am, and i did find they were a lot more careful around me after i came out as a feminist. it was like this big deal. i remember thinking about it the night before thinking on many use the word feminist in a sense today in my office. after that, i changed something. there definitely thought about their actions a lot more. when they would say something

sexist in front of me, i just had to look at them. they were like i know, okay, i apologize. i was like yeah, you should. it was just kind of like that scolding look all the time. not that i wanted to become everybody's feminist in the office. >> i think you're gaining respect in the beginning when you're not sure if you want to come out and say something like that, what does it mean for them and what does it mean for me, but ultimately heightening awareness in the office is exactly what we want. i congratulate you on your effort. i want to ask what your expense with that has been as well. >> i think people are so afraid to call themselves a feminist because a lot of people don't know what feminism means. when i said it people will say but you seem pretty feminine where what's your problem with men, and so, if people's image of a feminist is somebody who hates men and is out to get everyone, then of course they're

not going to like it if you say you're a feminist so part of it is educating people that feminism means you believe in equality and yes that does mean man will have to give up some of their privilege so you don't have to water down and say not all men are against women, we shouldn't have to do that because sexism exists even if it's not all men, but we shouldn't have to cushion our language, but we should, we need more awareness that feminism is about equality and things aren't equal now and once they can see that things aren't equal, they're not looking to become female supremacists or something, they're just looking to have an even playing field. >> doctor eva, on a very random note, have you ever been asked to plan a holiday party or get a cake or something with birthday cards in an office environment.

>> i haven't but it's not that much of an unusual thing. a number of women do experience that as if they are the office mommy role that they are expected to fill, and it's important to make sure people respect you as the professional that you are, to have that be the default burden of the requisite woman or only woman in the office shows once again the pervasiveness of institutionalized sexism in the culture and though there's nothing wrong if one wants to do that and it's your voluntary choice to do that once in a while, really it's very disappointing to see office cultures were that is the expectation. >> and the norm. >> exactly. >> some note birthday cakes. >> going back to you as a business owner, in your space it looks like you operate in an almost entirely female environment. outside of the problems that we

discussed, how do you think moving forward. are you looking to implement men in this to create a reverse silence as we are talking about making everything equal, if you will? how do you feel about that? how do you see that? >> does there need to be more space for men? i don't know how to take that question. at the time that i was hiring, i would consider mail applicants as i was legally bound to do, but yes, i feel like so much of the rest of the world is not the way my faith is, i feel like things are good. actually, the conference that i run so far has been in the neighborhood of 55 people. i run a small conference for feminists who are interested in careers and entrepreneurship. it has occurred to me, there comes a certain size where i

think i will open that conference and say sure, come at it if you really want to attend a conference on this topic for men, but i think i'm really excited to carve out a little space. : a moment where you had i guess a reaction or a thought or feeling towards another woman that we could all learn from, know that we are not alone in having some negative responses,

that we can change in doing so. >> i do think there are moments, particularly when you are in, if you're either in an all-female environment or in environment where there's a lot of women on the team that it is easy to maybe fall into that stereotypical trump that women can't get along. you might come into that situation with expectations that it might be some out unquote tidiness. the stereotypes placed upon women. i think it's important that when where, find ourselves in a situation that we try to not sort of fall into that and try to take the time to understand each person as an individual and an individual personality. i certainly experienced situations in which i have felt, i didn't understand was a something that was generational that was going on, was a something that was going on having to do with just the different experiences that women

might come to a specific instance with different background, or was it this issue of this woman had a feeling tht she needed to be like the top woman in this specific space? sometimes it's those tensions there. it is the reality sometimes about this issue of oppressed population where there are certain instances where you might have and individual who may tend to want to stand out as the preeminent one in that space and almost sort of buttress the oppressing entity in order to be the one that sort of stance out. and so when you're in those sordid situations, whether it's by race, by sex, it's a delicate situation to navigate but i think ultimately the solution per se if there is one to that is to try to sort of take a step back and understand ways in which you can connect with people on an individual level, rather than trying to subscribe to the overarching paradigm where one might want to fall into this notion of trying to

explain it all away with the sort of already existing negative stereotypes around women. >> it's quite the same even in male-dominated fields. i found myself very ashamed to say, but when female colleagues were brought into the team, you think i would be so excited can finally i'm not the only woman. and i found myself having a little tension with her, a little bit of jealousy, a little bit of competition and it bothered me. it bothered me a lot to the point i was like i kind of figured out what is going on, why do i see her and hold her as my competition, more so than anybody else in my team. what i think was happening is that, there's not enough like female role models in very high positions. the way that i saw i perceive the situation was there some space for one of us at the top. they are not going to promote

both of us. we will not be successful here, and i expected our mailboxes to look at us and pick one. you are going to pick the one girl to make it. it was not necessary for me to think that way, but i would imagine that that's how they feel, too. because you really do, when to d.c. the boardrooms and engineers, there's usually only one woman. they're really, really is so you start kind of visualizing where your career is going and thinking like i've got to push her site or else i'm not going to make it. and it was painful for me because i feel, i'm talking an activist circles, we need more of us in engineering, we need to get paid better. we have so much to contribute. and then to my own colleague, i have disliked attitude with her. we both come with each other, i felt it very much but we never wanted to work together and it was very like short.

finally, i had to force myself, you know what? she's your colleague, you'll talk to her, be her friend, be her workmate and get better from there. i had to kind of a learn a lot of what i feel is like my role in this male-dominated world, to be like tough all the time and to like scratch anybod everybodf the way until i make it. because it really is better when we do connect, when we help each other. i do think that we climb a lot faster when that happens. >> first of all -- go-ahead. >> the sad reality is your perception to some degree may have been correct. once really necessary is that there needs to be a cohort of individuals. not just one or two. because that leads to a situation where there is this feeling of competition and oftentimes not based on theory. often based on your expressed in terms of what you've seen

weather is usually really in practice this idea of just having one. one woman, one person of color, you know, and that's it. so that sort of sets up this competitive environment from the beginning. so companies can do a better job quite friendly. there's more than one woman, more than two women, more than three people of color that would be qualified to do this work, and companies need to stop being lazy. i'm just going to say it. it doesn't take that much effort to find qualified people, if they need to invest in that in e because, quite frankly this country is changing demographically. we are quickly turning over into a majority people of color nation, and if companies want to build to relate to the population that they are seeking to serve, they need to do better job making sure they have diverse leadership at the top. >> and i was going to say, he almost took the words out of my mouth, first, thank you for sharing of vulnerability. it's not easy to admit some kind

of not wrongdoing, you're thinking of what not a maybe you're not as proud of it, and so i appreciate you sharing that. it allows us to take a step forward together. yes, infrastructure, internally the organization was setting up for almost nothing to eat you up will but a level of competition that is not going to be, it's not going to bring you for an sense that of course you feel that way. you are the only woman which wht should be done from the beginning and, therefore, i appreciate your sharing that. i would say the same thing, the company at all organizations need to be a little bit more responsible from the ground up. i'm going to switch over to just something very basic, that is our appearance because when we go into an organization and have a formal dress code. they tell you how to work, not to wear, more or less some more than others. there's always that unspoken

rule of what you can and cannot wear, this court to short, is a top too low, what are we looking at come how is your hair? tell me about your experience. we can start this way. how has your experience in what you choose to wear and how he will proceed in your organization or in your circle? >> i haven't had a personal experience with that, but one which i get out of that is working from home when i get -- i talk to other women who say the same thing, but that's one of the reasons working from his become so popular. finally, they are so relieved that they don't have to pile on makeup or feel like have to worry about how they dress or being judged by how they look. of course would be ideal if workplaces did make women feel like had to work from home, but i've noticed that that's when we women, like women especially feel liberated by that trend.

>> i think i can write a book about the subject. oh, man, i had a really hard time finding my group in terms of what i could wear as a professional women in engineering. some days i was at a construction site and i was in hard hat and boots, if in another the outside in the office where he like a pencil skirt and high heels. it was difficult because that nab like us of any role models to look to. i don't know who to emulate, and remember the first few months like fresh out of college, my first job i was like wearing business suits. i hate boots with a passion. i don't even like pants. i don't like to wear them. i'm like wearing blouses that are ill fitting and i'm trying to like copy my mailboxes because i was like well, you know, i don't know what to do. little little i was suffocating and i felt like i had to kind of bring up a bit of my own

personality. it took a lot. i remember coworkers being like, oh, you are always so colorful. and i was like that's not a competent, but thank you. i knew that they were kind of try to do something about my clothing. and i would have females, like other women in the company also remark my clothing. you work with a lot of guys. your skirt is too tight, too short, with your cleavage. it was so humiliating and i had to persevere and had to be like no, i don't care. like that's their problem, not my problem. and just kind of like fashion one because i care that much. it sounds a little bit naïve and a little silly, but for me i think being able to dress on wanted to dress, to wear prints and skirts and high heels and where my hair how i wanted to do it in this male-dominated space. it felt like a rebellion.

like, that was my first way of saying, like, i'm a feminist, i don't care, i'm going to change this culture whether you like it or not. even if it's just me doing it, you know? so like i had to do it. it was almost like a personal victory. eventually i became like the widow in the office, like wearing like big skirts with flowers on them and flowers in my hair. and i don't care. i have to go to the field, i will pull out my work boots, my jeans and unlike let let's go, s do this. so as long as i prepared i had no shame, but it was a difficult it really, really really was. >> it's very interesting because for me it's been less of a wardrobe issue that it has been a hair issue. i think this is a reality for a lot of black women in particular. i know for except when i first started, when i started, my mother was petrified.

so i started when i was in graduate school and she was like oh my god, you'll never get a job. and i told at that point, if an employer does not want to hire me because of what's on my head, whether then what's in my head, then that's clearly a place one would want to work in the first place. what i found in practice for me and a lot of it has to do with my industry, most of my crew was in the nonprofit space and think tanks, i now on my own company, and might've been a different explained in a corporate or private but i know for me it is not necessarily been an inhibitor for me personally on given a i've chosen to work. but i will say that there are very disturbing things that we see that's going on in broader culture. we know there was recently a court decision that said it was okay for employers to dismiss applicants because they have locks specifically. we know there was a period of time in which some of the armed forces were forcing black women not to be able to wear their hair naturally and there were

some changes made to change that rollinruling but that was an inl ruling. so we are even seen, for example, we just recently with bill o'reilly sort of insulting maxine waters specifically about her hair. so there seems to be this issue particularly as rights to black women and hair and a workplace and in broader culture relate to various micro-aggressions and macro aggressions that can be not only disturbing but also prohibit their ability or our ability to be able to even get a job in the first place. that's very disturbing to. >> it sounds like in your experience you have been able to kind of move around some of these more problems that you having in a corporation, where what you wear, what your hair looks like, you did mention that but for the most part nonprofit, think tanks, in areas we might not be dealing with the most simplistic feminism or biased issues. what have you experienced personally that has affected you

in your special career? >> for me particularly its really an issue of, i've had a very interesting career in that part of my career has been very solidly within black spaces. part of my career has been very solidly within women spaces. what i find is that they'll vote of the spaces, the things that we work towards a very similar. the two do not intertwine well in reality. the reality is that black spaces largely tend to focus on male-dominated issues, and the rally is that women spaces large come largely typically focus on white women dominated issues. so there really are not that many spaces that i believe in a very well thought out and in-depth strategic way focus on the needs specifically of women of color. so that's part of what i've been able to do in my career to try to sort of crete that space and expand that space. but that is a space i feel like there needs to be a lot more work.

that to me is the part of sort of this feminism that work that i believe still needs a lot of attention paid to. because when you look specifically at leadership, for example, yes, women are and reps and as relates to lead in the workplace. but to the degree that we are saying some penetration in that space, it's almost exclusively white women. there needs to be a sense of camaraderie among women. , what we are not just satisfied with a woman being in that space come into other women in the spaces pretty much our white women. white women quite frankly be able to take up a flag to say i'm not satisfied with this definition of gender diversity. if gender diversity itself is not diverse, and it's not truly gender diverse and we need to work towards that in order to get there. >> thank you. another good point. anybody else? [applause] >> very well put.

going past -- did you want to say something? >> sure. it took me a lot of time in my early like to figure out how to even remotely begin to dress myself for class reasons actually. i was the first post my founded to go to college and went to dartmouth and it was very l.l. bean and so much l.l. bean. [laughing] so i had like the snow boots that are not real snow boots, like fashion snowbirds and the jcpenney clearance section where mama worked. not the clearance section specific but at jcpenney. they leaked like within two weeks because you can't wear jcpenney glossy black boots and a snowstorm in nature. it took me a long time to figure out how to dress myself and try to become acceptable in the workplace and kind of pull it together and not look -- but i feel like that was a long time

ago. i genuinely enjoy wearing things that are really appropriate in workplaces. it's just my personal taste. like i just had a baby son so delighted to be wearing real pants with a zipper and everything. it's fantastic. to that question though, in terms of what kind of a prince is appropriate in a workplace i feel like because this is,, genuinely enjoy dressing like i am now, i think people sometimes expect me to think that everyone should dress like that or look like that. at this stage of my life i have reached the peak of the present of my lifetime in the sense that nobody gives me any junk for what i look like, but also no longer really as sexy as it was when i was 25. i don't get any bs about that either. and so i can bring much just go unnoticed and a lot of places. what that means to me is that when i'm in a conversation where someone says i can't believe what she is wearing, they expect me to agree.

it's my job not to do that. so i feel like i have put up defenses of just people wearing stilettos at a conference, and i'm just like why could do not wear stilettos at a sykes pesticides conference? please give me a reason. i think is where the appearance question kind of lies for me now. >> thank you for sharing that. moving past i guess the physical appearance is also the behavioral situations where ladies as successful leaders you have a place at different tables where your voice is often as for where your opinion is asked for and your voice will be heard. what about when you experience situations where a male interrupt you, where they will tell you rather than a joe, where they will demean you in some way? not a very obvious way but just a touch point where you kind of knocks you down in terms of your power in his eyes. what kind of situation have you experienced with that?

>> i write about this a lot actually. so this is an abort issue i get within presentations that again and articles data right. one of the most effective strategies i encourage people to get started with right away is speaking ou up for other women n this happens, and i find that a lot of marginalized people in a workplace i really good at keeping track of who they resent and who they think. a running tally, like these people have done something bad to me, and these people are done something good to me. so people tend to remember. if you can jump into conversation and say so i see that you did like latencies idea, you know? and your now attempting to steal it for yourself or give the credit back to where it belongs or like, i want to be what she had to say, let's get back to her. so bring it before back to other women, getting other people women for the credit. if you can do that publicly like in front of bosses, that's great thing. that can happen in email. like you can send out an email to the group or to a boss, to a manager this is i just want to

throw in a little more information in favor of, you know, so publicly giving credit to other women. i find people will notice that. they will remember it. hopefully they will repay the favor. i find while at soda also recommends speaking up for his upcoming this is a lot easier than that even. >> there's workplace interruption which is like a daily occurrence that happens to all this, but for me i think the one in russia that bugs me the most is when i'm presenting, talking about women and people of color of skin and without a a doubt the first verse raise their hand is always the guy. i'm just like, and i went with her for a long time. the questions were never questions. always like anecdotes. like faculty members love love to be the first ones, actually, you do, our department we have three phenyl professes bit and

i'm like that's fantastic, dude. or like tommy numbers like the number of women that they graduate. it was like all the statistics that me nothing and the grand scheme of things but in this one tiny college in new england he felt like you need to know. not everywhere. one time a young man, i don't know, stalking a sexual in the workplace, et cetera, and he interrupted me to say that bill clinton was a sexual harassment. and i was like, okay. and i was like, easy here? i was like i don't work with him. and he's like, i just wanted to say that. this was abou around the electin committee think he felt i was talking about a certain someone else. and i was like i really was not. believe me, do not think about other people that much. now what i do is before i even

opened for question, i was like, i'm really sorry but this but have to prioritize, women and people of color. i was like i know that's going to bug you. it's going, you might feel uncomfortable. you might even walk it and you can do whatever you want, i don't care. but i was like i need you to understand why i'm here, who i'm here for, who needs me more thickeners like if you have any questions, like out to people of color and women have asked the questions, then you can racial hand. it worked wonderfully. i feel better about it. i feel like, i think that my presentations and on a better note and more positive note benches like -- is always like a white person, the white man. i got tired of it, honestly. sort of tiring straight i appreciate you sharing that. anybody else? >> just real quickly. you will have people that will sort of try to correct you when

you're actually correct, right? that is the most annoying of all to me in my experience. it really requires you to just stand firm in your fax and sort of bury them in their falsehoods. it just requires that. >> allotment asked me -- like what was, when did you get that data? at me finish what saying. what was the number of people that were like interviewed for that cracks you know, study i'm like okay, dude. i will send it to you in e-mail after we are done. i had to be prepared because otherwise i feel like they try to attribute over a lot. >> i was once a display a math problem on twitter at someone's request, salinity math problem and i write test prep books in my spare time. i was explaining, it was a straight up crushable probably. i can totally explain this in

seven tweets. i did and then a bunch of dudes jumped in a start arguing. they were so wrong and i was so right. so after arguing with them a little bit of a log out of my account and i created a new twitter account with a white man's picture and that i jumped back and it's a jennifer is right. [laughing] and they all stopped. it was literally a picture of the young christopher walken with the name john man john. [laughing] so i still login as in every now and then. anyway, it worked. >> disturbing and funny all at the same time. more disturbing. >> know what you did that kind of backup, but he is in there. [laughing] >> so taking a turn i guess, have you all experienced a work environment that actually made you feel comfortable, that actually you felt respected and you felt equal to those around

you? has not been an experience you been able to go through and feel that? or has always kind of been a sexism issue in the places that you have worked? >> i had one workplace, it was in the tech industry, where the iraqi people on the engineering team who made it very clear that they were interested in feminism. they would have a fast-track group and they would share articles about it. so when i ended up experiencing an instance when we were at a company dinner and one guy was teaching one of the interns pickup artist packets, he was like, go to a gay bar and of the women self-esteem is so low and you swoop in pic and i was like, and i was like that sounds kind of sleazy. then they all jumped on me. then the next day i e-mailed one of the people who i notice your articles about feminism and i just told him, cannot talk to

you about this weird thing? i don't know if it's an issue, and then we talked and he validated me and was like yeah, that's who were inappropriate. though i did want to go public with it, he talked to the engineering team, like we have to be mindful about how we speak after work. so i think joe's going out of your way, and this was a white man who i think the burden of the special falls on the go out of your way to make it clear that this is something you care about some people feel like they could come to you. >> great, thank you for sharing. >> i work at a company where i felt like, so everything was good, things were good, and i felt like a lot of the things i've been told about men and women in negotiating in the workplace turned out not to be true in the sense that i was a hard drive in one and the was working with were like where did that come from cracks so that to me, it was a slightly male-dominated workplace. all the men were pretty chill,

and when i can approach it like this is, the stereotypes did not apply is what i'm saying. a lot of people were very comfortable kind of like going with the flow. you know, it was an okay experience, and it's helpful to sometimes see that stereotypes don't always go. >> it's good to hear it does a good where a lot of work to do. in that vein given the experiences you all have gone through and looking into the future, if you had a workplace wishlist, if you will, what would be some of the elements you would include on that wishlist so that equity is better reached faster? >> so blind resume review. >> this is something that i think even as an individual, if your individual at a company and you don't have hiring power, you might be in turn, you might be

an admin assistant or something like that, still it's very common that abbas will dump a bunch of resumes electronically or physically on that persons desk and say give me the top 12 or weed out the people wh don't have such and such qualified petition -- qualification. you're sitting at the desk with a stack of resumes. your boss has to crop out all the ones have some quality. while you doing that you could totally like play posted note over the name or you could block them out with a marker or put codes over them like number codes. when your boss is like what the hell is this? hack, circuit when your boss says what is at this, this is best practices now. and it is. so this is resume number 103 and then there's a list the bosporus are supposed look that interactive it made the decision that says the name of person number 103. i don't know if you'll get away with that but it's worth a shot. of course if you are at a higher opposition i think the important thing is recognizing that we all have implicit bias, and so even

though you might have a lot of faith in your own ability to make their decisions, you still put the posted note over the name. >> i think that brings up a very good point in terms of the implicit bias. we all do as i said before walker read as such. there are many things we can't help. we are born with and we are taught certain things so it takes a keen amount of awareness and dedication to getting over this kind of bias for you to be aware of the things you do and to make them better. ..

having said a blind resume, i think is an excellent idea. it is a big portion of where it all starts. we have seen many studies where they actually change the name from latino to a more mainstream name or a man to a woman. they've ultimately turned out how we thought they would, and i appreciate that. does anybody else have any thoughts as far as a work wish list? >> quickly sign in. that's an excellent point and to there is an app that allows for blind review. so it takes out names, takes out pronouns, takes out the identifying things that would make it difficult for people to be able to judge -- to be judged fairly, quite frankly. i would say beyond that issue think that companies have sort of gotten the -- at least they

pay the lip service around diversity. but they need to also really focus on creating an inclusive environment. they need to understand that diversity in and of itself is not enough, and so when you do have hires and diverse talent, the way to nurture that talent and retain the talent is to create an environment where they know that they're valued, respected, heard, and where they have real chance at ascending up the ladder because if they don't see the opportunities opening up in a fair way they'll leave and good to another company. companies need to know that diversity is not enough. you need to focus on diversity, inclusion, and, witness. when i say equity i'm talking about having an equitable chance at getting opportunities to ascend up the ladder so that you're not basically creating an

apartheid-like structure at work where the diversity is the lower levels but leadership is a white only or male only space. >> absolutely. >> a little bit of what you're saying but in terms of hiring practices i have the most issues. you can't even get your foot into the door. what i noticed in my industry is that people get hired because of connections. and take it from me, didn't even know what an intern was when i grew up. i never met one. when i was going to college and then applying to schools, my people i could say, hey, i'm looking for work and i need help, very, very limited so i could only send blind resumes to companies until somebody was like, she sounds okay. what i found is that a lot of times the way that people are hired, this is my friend's son,

and i was flabbergasted how common it is. honestly didn't even know. knew it happened but didn't know how common it was, and you would get resumes and it's like, this is so and so's nephew or son. you have to review it because you can't hire someone without it but you knew the person would get the job out of the blue. when it came to people they never heard of it was always this critical review, and it bothered me because the thing is would pick up on resumes i thought would make excellent candidates, i'm like i want to work with this person. it was always that they were more than engineers, activists. they were curious people, involved in a lot of things, and i thought that made for people who were creative and exciting, and i literally sat across from people reviewing resume and they were look, oh, look, likes golf.

and i'm like, what? or he plays guitar. i like guitar. i'm like, oh, okay, guys. it was like -- or he went to so and so'lls could and i went there. that's a big one. that's my alma mater so he must be a good candidate. i'm like, that's not how it works. got frustrated to the point i almost didn't want to get disfeedback anymore because i wasn't being listened. if you hire women, if they don't feel valued or heard and you don't listen to them and not incorporating them into decisions, not making them feel like they have 0 get ahead to make a difference and they'll leave. or just stay there until there's -- all right, i'm out. i'm going to move on and open my own business and then they wonder, what happened? really, guys? so the onus is on them to do better.

>> i read a business book on the train on the way here and there was chapter -- i read a lot of pro business books because i hate. i was a philosophy major, and i enjoy things -- reading things i hate and it was recommend during the interview process you find out if the person would be a good culture fit and specifically mentioned to find out what kind of music they like but a everybody in the office should like the same kind of music. and i'm just like, okay. you look like you might like the eagles or something, really? is this a thing? that's super not okay. at all. >> not part of the ongoing process. >> we all have to like the same pop culture things. so very unacceptable, and that thing with people bringing in their friends and their-people they went to college with -- an article in the harvard business

review, anyway say never read the comments but it was an article about how most white managers aren't trying to be racist. just have a lot of white friends and like to help them. there was -- this was based on a -- based on study, extremely well sourced. this article was just all facts and figures, very well-sourced article, not an opinion piece and i have never seen so manning angry people in the comments section. this isn't true. but it is clearly true and this is the harvard business review so everyone calm down and accept this is a thing. >> very scary, very real. ladies we'll go ahead and hope up for questions but before i do that i just want to thank you for bringing your experience, your intelligence, your passion

to this panel. obviously we are all here to learn from your experiences and things you have been able to glean from going through all of these sometimes very awkward experiences, to come to where you are today. that being said, if you can just in 30 second or left give me one piece of advice to tell your past self or future self what you learn as you have gone through your professional journey. >> my number one piece of advice is to ask for things you don't think you'll get. if you think that wouldn't work unless, then follow that thought and do the thing it wont work unless because often your really surprised how many people are willing to give you. >> great. >> the first piece of advice to give myself, don't try to be nice all the time. i swear i tried very hard, i think to fit. my wanted to be the liked person

in the office. i at any time want to have problems -- i didn't want to have problems and that got me nowhere and not that i was rude but i was assertive and i kind of stated my opinions, and i didn't care to disagree with people. felt like things got better for myself, i started feeling more, like, have agency. i'm not just following orders from somebody, like i know what i'm talking about and that's a huge confidence boost and i wish i learn it sooner. >> i would say being good at what you do isn't enough. i think that often times women believe that if you just put your head down and you just do a great job, that eventually the spoils will come your way. you have to understand that only do you need to be good at what you do, you also need be comfortable with self-promoting yourself, letting people know that you're responsible for the outcome of your work because if

you're not comfortable letting people know your grit that made that happen, then it becomes easier for other people to be able to take credit for what you have done. >> i agree. thank you. it's okay to brag. >> yes. >> i think so. thank you. >> i think sometimes trying to fit in, in a place where you cannot possibly fit. in your best attempt is going to get you a sad second best. trying to fit in in a place where you can't possibly fit in, sometimes makes you look subservient and that's not what you want. instead of kind of failed attempt to fit in, the thing to do is to -- hate to say be yourself because -- i don't think that's true. being ourself, if i was going to be missiles i would not ever wear a bra and that's not how -- so, what i want to say is that there are places where you're never going to fit in and you

can spend your whole life trying and trying and not get there, sometimes going in the opposite direction makes people respect you and that is counterintuitive. i always been outspoken to the honest i had a lot of parent-teacher conferences as a child and i have gone with it. i don't put myself in places where that's a problem. and a lot of other -- i did one make cookies for an office full of people and no one ate them because i'm not a real woman. i don't know. but everyone looked at them like they were poison and i felt sad. that was an attempt to fit in at something that would never work. and so the other direction makes it work. >> thank you all so much for sharing your insights. that's what we're here to learn from. we'll good ahead and open it up for questions. and i have one over here. yes, ma'am. >> i am -- >> wait for the mic.

>> okay. >> thank you. i have two mics. i'm curious what you think just your personal thoughts on the google fiasco. if you don't know what i'm talking. , they patted themselves on the back for closing their pay app and now being sued or investigated by -- nobody knows what i'm talking about? >> you know what i'm talking about, don't you? >> well, you know, it's a thing. the reality is that this issue around pay equity is something that is a huge problem that we face, and it's pervasive. not just the google thing.

it's an everybody thing and the problem is it just got worse. this person at 1600 pennsylvania avenue just signed a piece of -- executive order which actually rolled back an order that president obama had in place which required at least government contractors to report how they paid women and people of color so that -- and everyone practically. required everybody -- transparent with regard to pay and that's what it will take for us to be able to attack pay equity. we need to make sure that companies can no longer hide under the veil of secrecy because as long as that is in place there will all be the means, the motivation, for pay inequity. you mentioned the thing about mothers. one area that often time wiz don't think about when it comes to the pay inequity issue, it's

reality for race and gender and also for mothers. those are the most underpaid people in the workplace. so there is -- there is a pay disparity across theboard and until companies are made, legally made, required to divulge how they pay people i'm afraid we will never actually overcome the challenge. >> thank you for you question. we have questions on social media so we'll take turns, one here and one there. and for the sake of the audience -- you're seeing it could the panel provide a definition of feminism. who would like to start? >> i'll start, i guess. for me -- get asked the question a lot. i'm very much proponent dish understand why some win don't want to call themselves feminists my mother was one but didn't understand the word, the concept.

i say feminism is just like you are helping yourself and your sister out, right there. not just -- i think people see it like you have to have this huge impact in the world and you have to be out there every day to everybody and being vocal and, it is but not everybody its able to do that. not everybody has stamina, resources and if i can just take care of my neighbor's baby for a few hours, that is already me being a feminist, performing something for my community. so i always kind of try to remember just like being very grassroots and very local, very committed to the people that i save, that i'm supposed to help. there's this talking and statistics and saying all this and then there's like actually doing, and believe it or not, you actually just providing some support to somebody right next to you has huge, huge impact and makes a world of difference.

be impactful and meaning philadelphia. >> i feel like people often conflate feminism with female achievement and there's more to it. that's why you get the questions. i don't know if you have been trolled if you're such a feminist, why don't you support kellyanne conway. we didn't really turn out for sarah sarah palin, either. why? is that just a feminist or bias in some way against certain women? i don't think it is. you need a definition of feminism that is clear that feminism isn't just being a woman who is out for yourself and your own achievement. that's not sufficient. and so i think it's really important that any testify mission involves tearing down barriers for women and marginalizing people. it's not about go out and get it, girl, you're successful, you're therefore a feminist. it's not practicing feminism.

>> that's a profound distinct. >> that was great. would just say i really tend to more self-identify as a womanist because that definition to me is more intersectional in nature but generally speaking the end result is the same in that it's the idea that there is -- that women have autonomy over their own decisions, they are not precluded from their ambitions, from what they seek to achieve based upon discriminatory systems in society and tearing down the systems. >> suzanna. >> people say it's the belief that women are equal to men but i think it's also about challenging what being a woman or being a man means, and understanding that gender is very fluid, there aren't just men and women. those are social constructs and all the way we categorize people are social constructions, and ultimately living in a world where those categories don't

limit anyone. >> great. thank you very much. moving on to another question. >> hi. i just want to thank you all for being here today. i am i think all of us have gotten so much out of this so thank you. the request i have piggy backs off of is? something you said about being assertive. by you being on this panel obviously you're using your voice, really putting your beliefs and everything out there but for women who aren't comfortable doing that, women who -- hear microaggression and grin and bear it. what advice for these swim they can combat instances of phenomenon system they -- feminism they may experience. >> i feel like i'm always jumping in first. >> i was going to say everybody has a different way of finding that voice that we're talking about. for some people it's writing.

some people feel more comfortable -- even just journaling and then moving on to a blog if you want to really good out there with your opinions. for some people it's music. some people it's art. there's more than one way to be vocal. don't have to talk all the time. find that to me was a way that i kind of got my bearings when i started to just talk about my experiences. my first -- i'm not a writer. don't feel like i'm a writer even though i write all the time. it was just a diary entry almost. this is my experiences, my first day of work and et cetera, et cetera, and this is how i felt and this very raw -- no editor, i wasn't trying to speak to any audience. didn't know if i had an audience. so more about liberating myself and stop holding that in, and then i found that a lot of people were feeling the same way. and suddenly people were saying

i read your blog post and i felt like now i can finally speak up about it and i can talk more and this and that and i can throw in a protest and come here and i was like, really? that happened to you? i didn't know i was having an impact and didn't know people felt the same way i did for a very long time. would say just like -- baby steps. it doesn't happen overnight. don't think any of wuss say that one day we woke up and were ferocious, like feminists. some days i'm still not that person and i pick my battles a lot. when you work in a male-dominated field you cannot every sing tail be combative, be fighting, and there's a lot to fight but you have to do self-care and say, like, that dude is not worth it. i'm going to ignore that. not worth my time. but that i need too address because it has bigger impact. you choose that littlely little

but start small and you'll build up and find yourself one day surprising yourself with, like, who you are and what you're capable of doing. >> anybody else? >> may? i i'm so excited by the question. so, i feel like i speak up very loudly and i sometime get -- private facebook comments, wish i could have said that. okay, well, you know -- i think in the workplace, networking is not just going to events and shaking hands and giving people your business card. if there's some blow hard in the office interrupting everybody and taking the credit for himself you're not the only person being affected by that. when you make eye contact with other people who also just got interrupted and steam rolled, that's networking. when that dude will not shut the f up, right, and you're like, and you look rained and i'm poo being silenced, that is networking, relationship

building and you can take that to the next level and that's like drinks after work, where you complain about that and then hopefully turn thatting into something constructive. a lot of -- even in a very traditional workplace so much of what happens is relationship building, like getting buy -- ins before you go to a meeting and a lot of that is behind the scenes, kind of quiet stuff and for everybody who is taking up the air space, there are other smart, quiet, powerful, sometimes very resentful people who you could network with and be friends with. >> i love the angle. it is a really weird looking -- i agree. >> we have another question coming in from allen. how can male allies help stand up to sexism? thank you for your question. >> talk to other dudes when we're not there and go --

>> shut up and listen. that's a good one. practice what you preach. talk to your bros. there's a lot. a lot that i think men and male allies can do that involves other men without having to join our discussions. that's not the place for them. >> and let me gist h -- just kind of push back. maybe a male ally may not want to good into the locker room and talk about how we can start steam rolling women. might not be their topic of discussion so hopes of them unifying their thoughts and having that collective positivity, that's great, but what too you think could be something that you could tell somebody individually they can dot this moment, for example? >> i would just say, the example wes talked about previously. when you see something, say something. just like with terrorism, do it with the sexism. >> they always talk about what they can do.

but they're like never in places like this or very few so come to our panels, come to our discussions and preparations, read what we write, buy our book, watch our movies, buy our products. thank you so much. >> if a woman is in a meeting and you're seeing that her idea is stolen by man, then you be that person who echos her, be that person who checks him. when people are being considered for that next promotion, you make sure that you are that person on -- if you are in that position be sort of that person on the inside so you present a diverse slate of candidates. there are things to practically do that to do not maintain the status quo. be there in moment and not always say that's the woman's responsibility to take up for other women. that your responsibility, too. >> thank you.

>> i just want to add, if year in a leadership role, mentor a woman the psalm way -- the same way you would mentor a map. not like this miss worldly wisdom. there's a ted talk about -- she tells aning a neck tote about a man in leadership mentoring a man and woman a different way. mentoring a woman in personal excellence and mentoring a man to by strong in business. when you mentor someone it's like here miss wisdom. when you sponsor someone you tell them how to get promoted and tell other people to promote them. if you're in a role to do that, do it for women as much as you're doing it for men. >> thank you. >> really easy ways to do right now is share things on social media, tweet our articles, retweet our tweets because without taking over the mic yourself that amplifies voices. >> that was great. thank you.

we have one question over here. >> hi. so my question is more on the online work space and the blogging world. i used to blog when i was in high school and my first couple of years in college and i started to face a lot of trolls out there. on trolls that were people who i thought were my friends. it was hard for me to kind of face that negative opinion and continue to blog, and i actually stopped. how do you encourage someone like me or the other bloggers who are afraid of the trolls to keep going? >> the trolls are hard. the beginning i remember it was very painful to see those comments. now i sort of -- they're comical to me. i'm past that and i you them sometimes to make fun of them. so you can actually really turn that around and, like, screen

shot that, put it on twitter-0 facebook and let people make fun of them. seriously. for me it's a really, really good way to release that and you did nothing to me. i'm laughing at you. my friends are laughing at you. the whole internet is laughing at you. when it gets to the point where it's too much or you're not in the mood -- i have been veryup set by something, i shut town my commenteds or have to approve comments and that's my favorite thing because then you can just be, delete, delete, delete, anything you don't want. it's your blog. cow don't have to host any voices you want. your blog is your home, your diary. you alie people youant in there and if want to participate negatively ex-you're like, you're out of here. don't people like you have to alie some kind of people who -- it's not disagreement. it's okay to disagree but to

negate your experience or belittleout or insult you and if you really want to have more open forum and allow people to comment, and maybe you're not really in the space to deal with. i asked a friend -- i ask friends to help me go through the comments and i was receiving a lot of negativity lately. it's upsetting me. don't want to read this messages about me, nasty things. can somebody else come in and just tee lead things so i don't -- to delete things and so i don't have to read them. don't let them stop you from speak ought bates that why they want, just to make it more difficult for them to speak up. >> anybody else? >> just remember it's a very small but vocal minority the antifem him ins and men's right activist. it can feel like the interinternet is after you but most people probably agree with

you and like you said, talking to friends, making fun of them, is a great way to remind yourself of that. >> often time is find trail blazers or visionaries visionare that are putting themselves thought have to con frequent didn't confront the negativity but it's better to have a conversation than no conversation. so that's exciting to me if i put something out there and get people pushing pack back. how else to get where you want to do. thank you for that. i have a question from lauren hunt on social media. advice for addressing subtle sexism in the workplace. when do you speak up and when do you let it go? >> right. i think we touched on this earlier, particularly when it comes to this issue of microaggression. that happens often. it has to be a personal decision is it worth -- is that particular instance worth your

energy? however, if you're talking about something that is more substantive that might really impact your ability to ascend up the ladder or you're being disrespected or undermined at work, then it does deserve some more direct action. this sort of hit the button response is maybe to good to hr, but short of that, would say this where is you reach out to those relationships you have. mentors, your network, people who have been through that so you can get guidance how they have handled that situation, particularly if you have a good relationship with someone in that same culture that can give you some experience how they were able to navigate it. those relationships are critical for helping you to be able to overcome challenges at work. >> i absolutely agree. >> some advice on how to do this. i think that when you're in an office environment, if you just straight up call something

sexist or racist or home homophc people bet very upset and you won't get the response you want. so i find it's very helpful to just don't use the language, even though it's completely true. so if someone says something, a little bit sexiest, try to fine another true word to describe it. what they said was unprofessional. it was mean. it was unfair. those are not minimizing what the person did. that's not writing it off or glossing over it. it was unprofessional, mean and unfair, and if yao say that people will apologize. if somebody callouts sexist you dig deeper. if you want to tamp it down, like everybody in your work place is really mealy mouth, then my favorite one of is, again, that's not best

practices. >> those work really well in a corporate environment. the things -- maybe in answer office, don't want to escalate a situation but i used to work on a construction site and f-u, bob, almost always works. they want you respond in that mandatory take your seriously. when if was trying to tiptoe around it would be whatever, she is weak and they would keep doing and it i was like, mid finger. f bombs here and there and they were like, all right. and it was like, she is not one to play with. and obviously very limited spaces you can actually do that, but if you can, please too. i did. it was amazing. i wish i could do it all the time to be honest. >> i want to take the time thank you all. really everyone watching us through live stream and an c-span. the panelist, the audience. there's no greater victory than

to have a group of colleagues sit together and realize that we are in fact experiencing similar things on a daily basis, and in this unity find the power to move ahead. thank you very much to each of you and all of you here. through. [applause] >> let's give another round of applause to our fabulous panel and moderator. [applause] >> i want to thank nyu, campus for giving us a home for important conversations such as this and a warm thank you out to aew members as well. it's your support and general roosty through the yeared that makes this type of dialogue possible. what can we do to fight everyday sex jim? know your rights as an employee. secondly, we need to create workplace cultures with a zero

tolerance policy towards sexual harass. and lastly we all need to stand up to sexism, call it out when you see it, as our panel said, when you hear or experiencer it. aew created a step-by-step discussion guide which you can find online to facilitate and have conversation in your community and you dent have the do it alone. i invite everyone today on air or or in the audience to click join on aau canw's web site andn is. weapon courage journalists to continue this conversation in a public forum and engage more people and a special invitation our to american's business community to work with us to change the climate for women in the work place as well. aauw is a community of passionate activists. together our voices are amplified, and real steps are taken towards better climate for

women and girls. together we will stand up to sexism. thank you. [applause] [inaudible conversations] [inaudible conversations]

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