The remainder of our March events have been cancelled and/or postponed.

Celebrate Women's History Month with these great events happening throughout March! 

The Women’s Center Advisory Board is a collective of faculty, and staff, and affiliate students with an interest in supporting and cultivating the work of the Women’s Center at UMBC and advancing gender equity and social justice on UMBC’s campus.

Board members participate in monthly board meetings, scheduled for the first Friday of each month during the academic year. This forum allows Women’s Center staff to share information about the Center and similarly allows the board members to share their knowledge, wisdom and unique perspectives to advance the mission of the Women’s Center. 

In addition to advising the Director and Coordinator of the Women’s Center, board members provide support in the planning, programming, and advocacy of the Women’s Center. Board members are encouraged to attend Women’s Center events when possible and volunteer at larger events such as Critical Social Justice, Take Back the Night, or the Returning Women Students networking event. These responsibilities may entail additional hours of commitment outside of the monthly board meetings.

Board members are appointed for two-year terms, with the possibility of renewal. 

Students are invited to join the Board via an affiliate position and can do so by completing the same application process as faculty and staff.

The Women’s Center seeks to serve a diverse community of people interested in women’s, gender, and social justice issues.  We seek a diverse board to assure that varying needs and interests are represented.
For more on the Women’s Center mission, guiding principles, and priorities, visit womenscenter.umbc.edu

DEADLINE: Monday, April 20, 2020

Submit via email to womenscenter@umbc.edu 

For additional information, please call the Women’s Center at x52714 or email womenscenter@umbc.edu. 

All Are Welcome So Long As They Respect Women’s Experiences, Stories & Potential

My hopes are that the following is both a call out and a call in.

I am a non-disabled, white, college-educated, young adult and I’ve had a difficult time vouching for myself in many environments such as in the classroom, workforce, and even day to day moments in life. I am among a majority privileged group who are more readily given a platform from others within the privileged and majority group. As a social work major, I have been taught to use my power to amplify the voices of marginalized people. Today, I want to use this platform to talk about accessibility.

What is a “disability?”

According to the Americans with Disabilities (ADA), a disability is defined as, “A physical or mental impairment that substantially limits one or more of the major life activities.” However, a truly accurate definition of a disability is difficult to produce. There are many variations of what type of disability, or disabilities, a person may experience such as:

• Visual disabilities
• Auditory disabilities
• Cognitive disabilities
• Neurological disabilities
• Physical disabilities
• Speech disabilities
• Sensory disabilities 
• Psychological disabilities

There are as many differences between the experiences of each person with a disability as the differences between people who are non-disabled. Every person is different and it’s important to be as inclusive as possible to these differences.

What is the ADA? 

The Americans with Disabilities Act (ADA) is a federal civil rights law that was passed by Congress in 1990. Its goal is to provide protections for people with disabilities against discriminatory behavior. It is divided into 5 Titles: I. Employment, II. State and Local Government, III. Public Accommodations, IV. Telecommunications, and V. Miscellaneous Provisions. Each of these titles attempts to ensure that people with disabilities are provided the same opportunities and rights as everyone else. There have been amendments to the ADA to clarify the definition of a disability. Even so, the revisions made over the past 30 years have not been expansive enough to fully include all those who experience a disability. 

Though the ADA exists and applies to all entities in the US, many environments believe they do not need to comply with ADA requirements. Some people believe that folks who report ADA violations are purely looking to gain money from a lawsuit. Others believe that it’s too expensive to create accommodations for their facilities. There are many other reasons for this, but ultimately each one is ableist. 

For example, rideshare companies such as Uber and Lyft have been known to deny people with disabilities service. This mistreatment of people with disabilities is harmful to say the least. 

What is “ableism?”

The Merriam-Webster definition of ableism is “discrimination or prejudice against individuals with disabilities.” However, ableism is more complex than this. Think of it this way: 

“Structural ableism assumes that there is an ideal body and mind that is better than all others, and ableists build a world in which this ideal can thrive and others cannot.” –Hanna Thomas & Anna Hirsch

Ableism is a mindset. Non-disabled people have set a norm that there is a right and wrong way to be as a person. The language we use to discuss people with disabilities is often harmful and has been created without folks with disabilities in mind. 

Some people are intentional about their ableist actions whereas others do so while unaware. Beyond individual actions, though, are the systemic inequities that do harm at structural levels and trickle down to individuals.

To undo these harmful patterns, it is imperative to be aware and intentional when talking about people with disabilities. Not all people with disabilities have a visible disability nor are they required to disclose their disability status with anyone. In fact, almost 20% of the U.S. population reported having a disability in the 2010 census. 

It is imperative for folks to shift their perspective when thinking of giving accommodations to people who are different than them. Rather than viewing differences as a challenge, know that every person has value and should be treated as such.

How is the ADA enforced?

Through lawsuits and settlements. This means that many establishments can get away with not being ADA compliant until someone reports them. Once an individual reports an establishment for an ADA violation, they are first interviewed to determine if the discrimination is evident before any action is taken. Only those who have thorough proof are considered when attempting to get justice. 

Additionally, the ADA requirements are not widely taught in architecture school. This furthers the creation of spaces that are not ADA compliant. 

There are gaps in our legal and education systems. People with marginalized identities are often left behind. Statistically, there is a high rate of intimate partner violence and sexual violence among people with disabilities. Our services must be welcoming and inclusive to vulnerable communities.

What does all of this mean?

When in a position of power, it’s essential to keep all of this in mind. Advocates must acknowledge the aspects of their identities that are privileged and learn how to properly understand folks who are different from them. You can follow the ADA requirements and still be exclusive. If you are a professional, you hold a position of power and it should be in your best interest to hold an inclusive and accommodating space for all potential patients, clients, students, or whoever you work with. 

“A completely accessible group does not exist. The important thing is that groups keep learning and keep thinking about how people might be excluded.” -Liz Kessler

Listen to people with disabilities and be sure that they are a part of the conversation. It’s better to ask someone what they may need from you than for you to make assumptions or ignore them. Your actions do have consequences and the people you work with deserve the most accommodating and inclusive version of yourself. 

Resources

If you are considering filing a complaint the following are some resources: 

Maryland State Level Complaint Process

Federal Level Complaint Process

Someone’s First-hand Experience Filing 

Advice When Filing

To learn more information as a non-disabled person:

Do These 39 Simple Things to Make Your Student Life Opportunities More Accessible

Increasing Neurodiversity in Disability and Social Justice Advocacy Groups

Create an Inclusive Movement

Microsoft Accessible Events Guide

Accessible Syllabus Guide

UMBC Specific Information:

Connect with Student Disability Services

____________________________________________________

Note: This is from an non-disabled person’s perspective. Please reach out to the Women’s Center email with any recommendations or requests for revisions at womenscenter@umbc.edu.

____________________________________________________

This post is written by Kay Hinderlie, a student staff at the Women’s Center. Kay is a senior at UMBC, majoring in psychology.

Imagine it’s the first day of your semester. After locating your class, you find a seat and reach into your backpack for your class materials. You check to make sure your phone is on silent, to keep your goofy ringtone from interrupting the lecture. The class begins and you finally look up from your desk. You look around and are quick to realize the situation you’re in for the rest of the semester. In the class, everyone looks pretty similar, and you’re the only one in a wheelchair, that has kids, of a different skin color, wearing a hijab.

If you have a marginalized identity (and experienced something like the situation above), you’re probably familiar with microaggressions. They are usually a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (Merriam-Webster). By now, you might be tired of having to speak for your whole race and/or ethnicity, frustrated by the task of constantly re-explaining your pronouns, exhausted by not being taken seriously in a class as a woman in a male-dominated academic field. In these moments you may not feel comfortable with confronting the person (or people) committing these microaggressions. Speaking up could cause resentment, especially if the aggressor is in a position of power. 

For me, as a queer person of color, handling microaggressions has often taken the form of de-escalating the situation in the moment, and though it’s a necessary survival skill, I forget to tend to the ways microaggressions have personally affected me. I’ve been taught how to handle microaggressions from a young age, but I’ve never been given a blueprint of how to heal and bounce back from these instances.

This brings me to the onus behind this blogpost: How can marginalized groups heal from the effects of microaggressions?

People who experience microaggressions can benefit from learning how to recover from them. Victims of microaggressions can learn to process the effects of the things said or done to them, and let go of the burden put on them by their aggressor. Though microaggressions can be broad and general, developing coping skills is a personal journey that involves individual decision making and finding what fits best for you. There’s no one way to heal from a microaggression; it looks different for everyone. One could cope using mindfulness and meditation, by journaling, reading, drawing, doing arts and crafts (links below). It’s important to find what works for you to help process microaggressions and feel good about yourself. Trying coping mechanisms is often a process of trial and error, but worth the effort. 

Through learning some of my own coping mechanisms I’m more able to let go of the weight felt by microaggressions. For example, I like to watch anime when I feel overwhelmed, not only because of the drawn out fight scenes that are fun to watch, but because even though most of the anime I watch follows the “hero’s journey” archetype. The simple and predictable nature paired with the individualized character development in each story gives me a chance to take a break from overthinking. Watching anime, laughing at it, being in awe of it allows me to calm and collect my thoughts and feelings.

During the times when people may feel actively marginalized in their identities, it’s important to find an outlet to express their frustrations and disappointment. Whether facing social, psychological, or physical challenges, the burden of being marginalized in any way can be large, so it’s important to find space to release burdens and be validated and uplifted by others. These spaces can look like many things: a group of friends, family members, a therapist, forums, social media (Twitter and Tumblr are some good ones), journals, blogs etc. For the sake of your mental health, it’s important to find ways to vent and take the burden of carrying marginalized identities off of your shoulders by receiving empathy and validation from others.

Sometimes we’re lucky enough to have and share spaces specifically designated for people looking for empathy in their identity. UMBC, for example, hosts many spaces on campus where students can find a feeling of security to let out their frustrations and concerns. Places on campus include the Mosaic Center, the Pride Center, and the Women’s Center. 

Regardless of where you are and what resources exist, your ability to build and maintain resilience has to be prioritized.

So it’s a new semester, you’re the only person who looks like you in the classroom. I can’t guarantee that microaggressions will happen, nor can I guarantee that they won’t. Whatever happens, I encourage you to find support. I see you. I believe you. You matter.

Resources:

Safe Spaces in Maryland

APA on Microaggressions

Harvard Gazette- Impacts of Microaggressions