Recognizing and Celebrating Women's History Month and International Women's Day Year-Round

Events DEI Prof-spectives
  • Patricia Fortunato
  • 08 March 2024

Rowan University DEI WHM and IWD 2024 Graphic

Image Alternative Text: Depicted are illustrated hands raised to the sky, surrounded by butterflies and loop-like lines. The hands and butterflies are depicted in lavender; the lines, white. The text at the top of the graphic reads, "We Celebrate the Power of Women/Womyn/Womxn Every Day" and "'i have always been the woman of my dreams.' —nayyirah waheed, salt." The Rowan University Division of Diversity, Equity, and Inclusion (DEI) logo is positioned in the bottom right corner of the graphic, with the website link to "go.rowan.edu/dei" beside it.

The image was developed by Patricia Fortunato and draws inspiration from her recent work.

The featured quote is excerpted from salt. by nayyirah waheed.

Click here to download and share the graphic.

 

This article was written by Patricia Fortunato (fortun83@rowan.edu) as part of the Rowan University Division of Diversity, Equity, and Inclusion (DEI) team.

The Rowan University Division of DEI collaboration with the Ric Edelman College of Communication and Creative Arts (CCCA), "A Dedication to Women/Womyn/Womxn of Color Student Artists at Rowan University;" and the Division of DEI social media campaign of past and present figures, "Celebrating Women/Womyn/Womxn's History," are developed in partnership with Charles A. Barnes II, JD, Graduate Fellow for the Division of DEI.

All contents are developed and produced with gratitude to the entire Division of DEI team, DEI Council, and Rowan University community. Thank you all for meaningful connection and collaboration every day.

 

Throughout Women's History Month (WHM), International Women's Day (IWD), and year-round, our Rowan University Division of Diversity, Equity, and Inclusion (DEI) team strives to continuously promote intersectionality; advance trans-inclusive feminism; and build community among all individuals who identify as women/womyn/womxn.1 As such, through educational content and communications that we develop and/or promote across the Division of DEI blog and social media platforms this month and year-round, we will strive to promote and advance these tenets for our readers and followers: students, academic faculty, staff, alumni, and the entire university community.

 

We are further excited to share the Division of DEI collaboration with the Ric Edelman College of Communication and Creative Arts (CCCA). Current undergraduate students who identify as women/womyn/womxn of color and those with intersecting identities have submitted to our team selections of their works in celebration of WHM and IWD, and we are proud to feature a cohort this month and ongoing as part of blog and social media content. Our team expresses gratitude to the Department of Art at CCCA: Dr. Donna Sweigart, Chair; Dr. Nancy Ohanian, Professor; Lisa Toman, Secretary; and Sumayyah Hayes, Founder and Student Leader for Melanin Palette, all of whom worked closely with us to foster student connections.

Artists who identify as women/womyn/womxn are severely underrepresented in artistic acquisitions (11 percent) and public exhibitions (14.9 percent) across United States museums.2 Artists who identify as women/womyn/womxn of color are even more jarringly underrepresented across museums.2–4 We call attention to all disparities impacting minoritized and marginalized people, and through our collaboration with CCCA, strive to amplify Rowan University's talented student artists and provide platforms wherein their works will be championed, visible, and accessible to the entire university community. We look forward to sharing all with our readers and followers this month and ongoing throughout the year.

"A Dedication to Women/Womyn/Womxn of Color Student Artists at Rowan University" is available on the blog at this link.

 

Below, we offer a brief timeline of historical events that led to the inception of WHM and IWD; terms and guidance for inclusive communications; ways to better center and support women/womyn/womxn; supportive resources; and educational resources for continued learning.

 

Follow the Rowan University Division of DEI:

 

Brief Timeline of Historical Events

Women's History Month (WHM) and International Women's Day (IWD) are rooted in the movements of socialism and labor. An abridged timeline of historical events leading to the formal recognition of these observances is outlined below.

 

United States' First Women's Rights Convention

On July 19–20, 1848, Elizabeth Cady Stanton and Lucretia Mott convened Seneca Falls Convention, the United States' first women's rights convention, in New York.5 Together with participants, Stanton and Mott demanded civil, social, political, and religious rights for women through the "Declaration of Sentiments and Resolution."6

It is important to note that the convention, and annual Seneca Falls Convention anniversary events that followed, excluded Black women, and indigent women, among other underrepresented groups.5 Thus, while we recognize that Stanton and Mott initiated such a "women's rights" convention, we further recognize the injustice of exclusion of underrepresented groups from women's rights activism and education.

Our Division of DEI team strives to stress the critical importance of intersectionality—a theoretical concept describing the interconnection of oppressive institutions and identities, conceived in 1989 by Kimberlé Crenshaw, civil rights advocate and scholar of critical race theory7—and together we continuously strive to better listen to, center, and support all individuals with minoritized and marginalized identities.8

 

National Women's Day (NWD)

On February 28, 1909, the Socialist Party organized the first National Women's Day (NWD) in New York.9 This event recognized the first anniversary of garment workers' strikes in New York, when women marched for economic rights across Manhattan.10

 

International Women's Day (IWD)

On August 26–27, 1910, the Second International Conference of Socialist Women was organized in Copenhagen, immediately preceding the Socialist Second International General Meeting, to gain support for universal suffrage for all women on a global scale.11 During the Second International Conference of Socialist Women, Clara Zetkin, a Marxist theorist and communist activist, along with Käte Duncker, a political activist, proposed an annual "Women's Day."12 One hundred delegates, spanning women from 17 countries, unanimously approved the idea.12

On March 19, 1911, International Women's Day (IWD) was celebrated for the first time by more than one million people in Europe.9 On March 25, 1911, the Triangle Fire in New York killed more than 140 working women, primarily Jewish and Italian immigrants.13 This tragedy drew attention to the shameful working conditions that women experienced, and labor legislation in the United States became the focus of subsequent IWD events.

On the eve of World War I while campaigning for peace, women in Russia observed their first IWD on February 23, 1913. IWD was then marked annually and globally on March 8, 1913, and this date of March 8 has remained for IWD ever since.14

 

United Nations' (UN) Recognition of IWD

IWD was formally recognized by the United Nations (UN) in 1975. In December of 1977, the UN General Assembly (GA) adopted a resolution proclaiming a UN Day for Women's Rights and International Peace to be observed on any day of the year by Member States, in accordance with historical and national traditions.14

 

National Women's History Week (NWHW)

According to the National Women's History Alliance (NWHA), in the United States, the Education Task Force of the Sonoma County, California Commission on the Status of Women focused on schools' history books' omission of women's contributions.15 Thus, in 1978, the Task Force spearheaded a "National Women's History Week" (NWHW) celebration, amplifying women's critical contributions to history, culture, and society.16 The following year, in 1979, Molly Murphy MacGregor, a NWHW organizer, participated in a conference with the Women's History Institute at Sarah Lawrence College and shared her experiences organizing the observance, and inspired a celebration across the U.S.16

 

National Women's History Month (NWHM)

National Women's History Alliance (NWHA) organizers went on to lobby Congress for an official national observance,15 and President Jimmy Carter proclaimed the first National Women's History Week (NWHW) for March 2–8, 1980.17 The NWHA lobbied Congress for a month-long official national observance, and Congress passed a proclamation in 1987 establishing National Women's History Month (NWHM).18

 

Important Figures Throughout History—Past and Present

Rowan University DEI WHM 2024 Collage Graphic

Image Alternative Text: Depicted from the top, left to right, are photographs of Sojourner Truth, b.1797–d.1883; Frida Kahlo, b.1907–d.1954; Emma Kaili Metcalf Beckley Nakuin, b.1847–d.1929; Stormé DeLarverie, b.1920–d.2014; Miss Major Griffin–Gracy, b.1940; Sylvia Rivera, b.1951–d.2002; Alice Wong, b.1974; Leila Alaoui, b.1982–d.2016; Haben Girma, b.1988; and Halima Aden, b.1997.

The text at the top of the graphic reads, "Photo credits are available at go.rowan.edu/whm24." The text at the center of the graphic reads, "Celebrating Women/Womyn/Womxn's History."

Positioned in the bottom right corner of the graphic are illustrated hands raised to the sky, surrounded by butterflies. The text at the top of the graphic reads, "We Celebrate the Power of Women/Womyn/Womxn Every Day." The Rowan University Division of Diversity, Equity, and Inclusion (DEI) logo is positioned in the far bottom right corner of the graphic.

Click here to download and share the graphic.

 

"Celebrating Women/Womyn/Womxn's History" is currently featured on the Division of DEI Instagram platform at @rowandei. All individuals depicted above, in addition to others, will be featured as part of the educational series.

 

Photo Credits:

  • Sojourner Truth, via Library of Congress Washington
  • Frida Kahlo, via Sotheby's
  • Emma Kaili Metcalf Beckley Nakuina, via Hawai'i State Archives
  • Miss Major Griffin–Gracy, via Astraea Lesbian Foundation for Justice
  • Sylvia Rivera, via LGBT Community Center National History Archive
  • Alice Wong, via Disability Visibility Project
  • Leila Alaoui, via Fondation Leila Alaoui
  • Haben Girma, via Haben Girma
  • Halima Aden, via Myles Kalus Anak Jihem, Wikimedia Commons

 

Terms and Guidance for Continued Learning

  • Black Feminism: Black feminist consciousness is the recognition that Black women are status deprived as they experience discrimination as a result of the intersection of race and gender. Black feminists advocate for Black women who experience the burden of prejudice that challenges people of color, in addition to the various forms of subjugation that hinder women.19
  • Consent: Consent is a mutual and enthusiastic agreement between sexual partners. Partners can revoke consent at any time. Consent cannot be legally given while a sexual partner is intoxicated.20
  • Feminism: Feminism is generally regarded as the advocacy of the social, political, and economic equality of all genders. There are many types of feminism.
  • Intersectionality: Intersectionality is a theoretical concept describing the interconnection of oppressive institutions and identities. The term was conceived in 1989 by Kimberlé Crenshaw, civil rights advocate and scholar of critical race theory.7

  • Misogyny and Trans-Misogyny: Misogyny is a general hatred and hostility towards women. Trans-misogyny is the same hatred, targeted at trans-feminine people.
  • Rape: According to the United States Department of Justice (DOJ), rape is "penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another person, without the consent of the victim."21
  • Rape Culture: Rape culture is a systemic culture in which sexual assault is common and maintained by attitudes about sexuality and violence.
  • Sexism: Sexism is a system of beliefs or attitudes which regulates women to limited roles and/or options because of their sex. It centers on the idea that women are inferior to men.
  • Sexual Assault: Sexual assault is unwanted sexual contact or threat.
  • Sexual Harassment: According to the Equal Employment Opportunity Commission (EEOC), "Harassment can include sexual harassment or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex. For example, it is illegal to harass a woman by making offensive comments about women in general. Both the victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex."22
  • Survivor vs. Victim: These are debated terms focused on how to identify those who experience crime; usually, sexual assault. Some use survivor as a way to empower those who have lived through an experience, while others believe that it should be a chosen title.
  • Title IX: Title IX is a federal civil rights law passed as part of the Education Amendments of 1972. This law protects people from discrimination based on sex in education programs or activities that receive federal financial assistance.23
  • Victim Blaming: Victim blaming occurs when victims/survivors are silenced, shamed, and/or held responsible, even partially, for a crime. It is critically important to affirm victims/survivors and avoid statements including and not limited to, "Don't think about it," "Why didn't you leave?," and "Why didn't you fight back?"

 

Ways to Better Center and Support Women/Womyn/Womxn

 

Strive to remove sexist verbiage from your communications.

Consider educating your loved ones/families, friends, colleagues, and classmates about it. Historically, language has upheld the pretense that men should hold systemic and societal power.24–27 Some examples of sexist language include and are not limited to, "hey guys" and "chairman," among other phrases and words. Gender-exclusive language reinforces harmful stereotypes.

Further, consider sharing your pronouns when communicating via email or other forms of communication, and always respect others' pronouns.28 Research indicates that social gender affirmation through pronoun usage supports environments of belonging and safety,29 and reduces depression, suicidal ideation, and suicidal behavior particularly among trans and gender diverse adults and adolescents and young adults (AYA).30–32 In medicine, social gender affirmation and preferred pronoun usage, when utilized in conjunction with patient empowerment models, correlated with viral suppression among a study of trans women of color living with human immunodeficiency virus (HIV).33

 

Strive to create environments where women/womyn/womxn are often centered.

Consider how you celebrate the achievements of women/womyn/womxn versus the achievements of men (i.e., focusing less on the accomplishments of women, and more on their personalities).34 Be aware of the prevalent issue of men interrupting women,35 and taking unearned credit for ideas.36 Be earnest in how you praise women/womyn/womxn, and how you express value to all colleagues, team members, and students. Examining personal biases can be a scary experience; however, it is critical to understanding our shortcomings and learning where we can strive to continually improve in order to help create more equitable and inclusive environments.

Research indicates that science and medicine academic faculty, irrespective of gender, can view male students and employees as more competent than female students and employees.37,38 Similarly, research indicates that postdoctoral fellowship recommendation letters can display gender differences that favor male applicants.39 Research further indicates that curricula evaluations can be biased against academic faculty who identify as women of color,40 and that trans people are severely underrepresented among academic faculty.40

Overcoming implicit biases against women/womyn/womxn and trans people requires an explicit effort to recruit, hire, mentor, and promote women/womyn/womxn and trans/non-binary people. Within academia, give women/womyn/womxn explicit credit for their leadership and/or contributions to projects; this includes being clear in who conducted research, writing, and other project components. When planning presentations and publications, include women/womyn/womxn, especially individuals of color and with intersecting identities, as authors. When preparing manuscripts, cite women/womyn/womxn, especially individuals of color and with intersecting identities. When planning speaker panels, consider the diversity of the panelists. When in meetings, consider your identities and how you may be taking up space and speaking over minoritized and marginalized people, instead of complementing space.

 

Strive to study intersectionality.

Seek to understand intersectionality;7 and consider educating your loved ones/families, friends, colleagues, and classmates about it. Intersectional feminism recognizes the complexities of intersecting identities, such as race, ethnicity, gender, sexuality, disability, etc., and challenges systems that uphold historical power and privilege.7 Intersectionality originates from Black feminists, such as Audre Lorde,41 who critiqued traditional feminism as it focused on white women, and civil rights activism that focused on race but did not consider gender. Black feminists, whom we must pay homage to for intersectionality, brought their lived experiences and nuanced understanding of the complex systems of oppression to the forefront of feminist discourse.7,42

In 1989, Kimberlé Crenshaw, legal scholar and civil rights activist, conceived the term intersectionality.7 Her scholarly critique examines anti-discrimination theory and how it fails Black women by denying they experience unique discrimination due to intersecting identities.7 Intersectionality highlights the multiple marginalized identities within the identity of "woman" that need to be considered. We can use this information to disrupt systemic and societal inequality and oppression towards liberation for all marginalized and minoritized people.43

Keri Gray, founder of the National Alliance of Melanin Disabled Advocates (NAMED Advocates), works to create spaces for disabled leaders of color and allies to safely gather, learn from one another, emotionally connect, and practice growth while centering on racial and disability justice.44 Recognizing that multiply marginalized people experience systemic and societal discrimination, Gray works to center minoritized and marginalized people, and takes an intersectional approach to her work. This ethos supports her work towards creation of a world that works for all people.45

 

Strive to advance trans-inclusive feminism.

In order to truly advance equity, we must strive to recognize and amplify the historical roles and accomplishments of all diverse women/womyn/womxn, including trans/non-binary identities.46 Trans communities have historically been excluded from women's rights and feminist spaces and movements.46,47 Feminism seeks to end oppression;48 as such, in order to truly advance feminism, we must strive to advance equity and inclusion for all trans communities.

At the Division of DEI, this month and year-round, we will strive to amplify trans artists, scholars, and activists, recognizing that all have helped shape feminist movements, through educational content and communications that we continue to develop and/or promote across the blog and social media platforms.

 

Women's History Month 2024 Events at Rowan University

Please join the Office of Social Justice, Inclusion, and Conflict Resolution (SJICR) during "Womxn Color Collective" events throughout WHM on the Glassboro campus for all Rowan-affiliated students. Upcoming event dates include March 18, April 1, and April 15, 2024, from 7pm to 9pm at Hawthorn Hall, Room 215. For more information, please email socialjustice@rowan.edu.

 

Rowan University Community of Support

Rowan University students can submit complaints involving discrimination and harassment to the Office of Student Equity and Compliance (OSEC) at go.rowan.edu/titlevi

Rowan University employees can review how to submit complaints involving discrimination and harassment to the Office of Employee Equity (OEE) at sites.rowan.edu/equity

 

Resources for Continued Learning

Websites:

  • BetterBrave is a guide to identifying and addressing sexual harassment, discrimination, and retaliation in the workplace.
  • The Center for Changing Our Campus Culture is an online resource to address dating violence, domestic violence, and sexual assault, supported by the United States Department of Justice (DOJ) Office on Violence Against Women.
  • Equal Rights Advocates is a nonprofit legal organization dedicated to protecting and expanding economic and educational access and opportunities for women/womyn/womxn.
  • Me Too is a movement that supports survivors of sexual violence and their allies by connecting survivors to healing resources, and offering community organizing resources, information regarding pursuing a "me too" policy platform, and sexual violence research.
  • The National Women's Law Center (NWLC) works to protect and advance the progress of women/womyn/womxn in school and at work, with special attention given to the needs of low-income women/womyn/womxn and families.
  • Rise is a multi-sector coalition of sexual assault survivors and allies working to empower all survivors with civil rights and in 2016, drafted and passed the Sexual Assault Survivors' Bill of Rights unanimously through Congress.

 

Articles:

  • Crenshaw, K. Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory and Antiracist Politics. University of Chicago Legal Forum: Volume 1989: Issue 1, Article 8. Retrieved from chicagounbound.uchicago.edu/uclf/vol1989/iss1/8 on February 26, 2024.

Books:

  • Crenshaw, K. (2023). #SayHerName: Black Women's Stories of Police Violence and Public Silence. Haymarket Books.
  • Miller, C. (2020). Know My Name: A Memoir. Penguin Books.
  • Wong, A. (Ed.). (2020). Disability Visibility: First-Person Stories from the Twenty-First Century. Vintage.
  • Kendall, M. (2020). Hood Feminism: Notes from the Women that a Movement Forgot. Viking.
  • Gay, R. (2019). Bad Feminist. HarperCollins.
  • Ekall, P. Y. (2019). Taking Up Space: The Black Girl's Manifesto for Change. Merky Books.
  • Asghar, F., & Elhillo, S. (Eds.). (2019). The BreakBeat Poets Vol. 3: Halal If You Hear Me. Haymarket Books.
  • Piepzna-Samarasinha, L. L. (2018). Care Work: Dreaming Disability Justice. Arsenal Pulp Press.
  • Taylor, K. Y. (Ed.). (2017). How We Get Free: Black Feminism and the Combahee River Collective. Haymarket Books.
  • Monet, A. (2017). My Mother Was a Freedom Fighter. Haymarket Books.
  • Jayawardena, K. (2016). Feminism and Nationalism in the Third World. Verso Books.
  • Serano, J. (2016). Whipping Girl: A Transsexual Woman on Sexism and the Scapegoating of Femininity. Hachette UK.
  • Hernández, D. (2014). A Cup of Water Under My Bed: A Memoir. Beacon Press.
  • Suzack, C., Huhndorf, S. M., Perreault, J., & Barman, J. (Eds.). (2010). Indigenous Women and Feminism: Politics, Activism, Culture. UBC Press.
  • Kochiyama, Y., & Lee, M. (2004). Passing it On: A Memoir. UCLA Asian American Studies Center Press.
  • hooks, b. (1996). Teaching to Transgress: Education as the Practice of Freedom. Journal of Leisure Research, 28(4), 316.
  • Davis, A. Y. (1989). Women, Culture & Politics. Vintage.
  • Lorde, A. (1984). Sister Outsider: Essays and Speeches. Penguin Classics.
  • Tate, C. (Ed.). (1983). Black Women Writers at Work. Haymarket Books.
  • Davis, A. Y. (1981). Women, Race & Class. Vintage.

Multimedia and Social Media:

  • @audrelordeproject is a community organizing center for lesbian, gay, bisexual, two spirit, trans, and gender non-conforming (LGBTSTGNC) people of color and offers informational and educational resources.
  • @idas_bookshop is a small business bookshop in Collingswood. It is Black woman-owned and celebrates women authors, artists, and activists. The sister bookshop to this location is @harrietts_bookshop in Philadelphia.
  • @lostwomenofsci provides podcast storytelling on forgotten women scientists.
  • @lovepositivewomen is a grassroots artist–activist movement for women living with HIV.

 

References

  1. Rowan University Division of Diversity, Equity, and Inclusion (DEI). @rowandei. Instagram, March 1, 2024, instagram.com/p/C3-qid9uRUZ.
  2. Halperin, J., & Burns, C. (2022). Exactly How Underrepresented Are Women and Black American Artists in the Art World?. The Burns Halperin Report. Retrieved from news.artnet.com/art-world/full-data-rundown-burns-halperin-report-2227460 on February 26, 2024.
  3. Fajardo–Hill, C. The Invisibility of Latin American Women Artists: Problematizing Art Historical and Curatorial Practices. Hammer Museum. Retrieved from hammer.ucla.edu/sites/default/files/migrated-assets/media/Digital_archives/Radical_Women/Essays/fajardo-hill_invisibility-of-latin-american-women-artists.pdf on February 26, 2024.
  4. Pogash, C. (2022). Ignored in Life, Bernice Bing is Discovered as Museums Rewrite History. The New York Times.
  5. National Constitution Center (NCC). (2023). On This Day, the Seneca Falls Convention Begins. NCC.
  6. Stanton, E. C., & Mott, L. (1848). Declaration of Sentiments. Retrieved from nps.gov/wori/learn/historyculture/declaration-of-sentiments.htm on February 26, 2024.
  7. Crenshaw, K. (1989). Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine, Feminist Theory and Antiracist Politics. University of Chicago Legal Forum: Volume 1989: Issue 1, Article 8. Retrieved from chicagounbound.uchicago.edu/uclf/vol1989/iss1/8 on February 26, 2024.
  8. Fortunato, P. (2024). Recognizing and Celebrating Muslim Heritage Month Year-Round and Increasing Cultural Appreciation. Rowan University. Retrieved from sites.rowan.edu/diversity-equity-inclusion/blog/2024/january/muslim-heritage-month.html on February 26, 2024.
  9. Pruitt, S. (2017). The Surprising History of International Women's Day. HISTORY. Retrieved from history.com/news/the-surprising-history-of-international-womens-day on February 26, 2024.
  10. Brissenden, P. F. (1925). Reviewed Work: The Women's Garment Workers: A History of the International Ladies' Garment Workers' Union by Louis Levine. Political Science Quarterly.
  11. Second International Conference of Socialist Women. (1910). Provisional Agenda, Standing Order. Retrieved from library.fes.de/zweiint/f20.pdf on February 26, 2024.
  12. Kollontai, A. (1984). International Socialist Conferences of Women Workers [1907-1916]. 1. The First International Conference of Socialist Women—Stuttgart, 1907. 2. The Second International Women's Conference in Copenhagen, in 1910. Kollontai, Selected Articles and Speeches, New York: International Publishers, 36–58. Retrieved from marxists.org/archive/kollonta/1907/is-conferences.htm on February 26, 2024.
  13. Hajela, D. (2023). Memorial Honors 1911 Triangle Shirtwaist Factory Fire Deaths That Galvanized US Labor Movement. Associated Press (AP).
  14. United Nations (UN). History of Women's Day. UN. Retrieved from un.org/en/observances/womens-day/background on February 26, 2024.
  15. National Women's History Museum (NWHM). Women's History Month. NWHM. Retrieved from womenshistory.org/womens-history/womens-history-month on February 26, 2024.
  16. The National World War II (WWII) Museum. An Introduction to Women's History Month. Retrieved from nationalww2museum.org/war/articles/introduction-womens-history-month on February 26, 2024.
  17. Carter, J. (1980). Statement by the President on National Women's History Week. Retrieved from presidency.ucsb.edu/documents/statement-the-president-national-womens-history-week on February 26, 2024.
  18. Reagan, R. (1987). Proclamation 5610—Women's History Month, 1987. Retrieved from reaganlibrary.gov/archives/speech/proclamation-5619-womens-history-month-1987 on February 26, 2024.
  19. Peterson, M. (2019). The Revolutionary Practice of Black Feminisms. Smithsonian's National Museum of African American History and Culture (NMAAHC). Retrieved from nmaahc.si.edu/explore/stories/revolutionary-practice-black-feminisms on February 26, 2024.
  20. RAINN (Rape, Abuse, and Incest National Network). Legal Role of Consent. Retrieved from rainn.org/articles/legal-role-consent on February 26, 2024.
  21. Carbon, S. (2012). An Updated Definition of Rape. United States Department of Justice (DOJ). Retrieved from justice.gov/archives/opa/blog/updated-definition-rape on February 26, 2024.
  22. United States Equal Employment Opportunity Commission (EEOC). Sexual Harassment. Retrieved from eeoc.gov/sexual-harassment on February 26, 2024.
  23. United States Department of Education (DOE) Office for Civil Rights (OCR). Title IX and Sex Discrimination. DOE OCR. Retrieved from ed.gov/about/offices/list/ocr/docs/tix_dis.html on February 26, 2024.
  24. Young, E. (2023). Language as a Tool to Shape How We Think of Gender. The British Psychological Society (BPS). Retrieved from bps.org.uk/psychologist/language-tool-shape-how-we-think-gender on February 26, 2024.
  25. Cépeda, P., Kotek, H., Pabst, K., & Syrett, K. (2021). Gender Bias in Linguistics Textbooks: Has Anything Changed Since Macaulay & Brice 1997?. Language, 97(4), 678–702.
  26. Pérez, E. O., & Tavits, M. (2019). Language Influences Public Attitudes Toward Gender Equality. The Journal of Politics, 81(1), 81–93.
  27. Menegatti, M., & Rubini, M. (2017). Gender Bias and Sexism in Language. In Oxford Research Encyclopedia of Communication.
  28. Wamsley, L. (2021). A Guide to Gender Identity Terms. National Public Radio (NPR). Retrieved from npr.org/2021/06/02/996319297/gender-identity-pronouns-expression-guide-lgbtq on February 26, 2024.
  29. Sevelius, J. M., Chakravarty, D., Dilworth, S. E., Rebchook, G., & Neilands, T. B. (2020). Gender Affirmation Through Correct Pronoun Usage: Development and Validation of the Transgender Women's Importance of Pronouns (TW-IP) Scale. International Journal of Environmental Research and Public Health, 17(24), 9525.
  30. Glynn, T. R., Gamarel, K. E., Kahler, C. W., Iwamoto, M., Operario, D., & Nemoto, T. (2016). The Role of Gender Affirmation in Psychological Well-Being Among Transgender Women. Psychology of Sexual Orientation and Gender Diversity, 3(3), 336.
  31. Hughto, J. M., Gunn, H. A., Rood, B. A., & Pantalone, D. W. (2020). Social and Medical Gender Affirmation Experiences are Inversely Associated with Mental Health Problems in a US Non-Probability Sample of Transgender Adults. Archives of Sexual Behavior, 49, 2635–2647.
  32. Fontanari, A. M. V., Vilanova, F., Schneider, M. A., Chinazzo, I., Soll, B. M., Schwarz, K., ... & Brandelli Costa, A. (2020). Gender Affirmation is Associated with Transgender and Gender Nonbinary Youth Mental Health Improvement. LGBT Health, 7(5), 237–247.
  33. Sevelius, J., Chakravarty, D., Neilands, T. B., Keatley, J., Shade, S. B., Johnson, M. O., ... & HRSA SPNS Transgender Women of Color Study Group. (2021). Evidence for the Model of Gender Affirmation: The Role of Gender Affirmation and Healthcare Empowerment in Viral Suppression Among Transgender Women of Color Living with HIV. AIDS and Behavior, 25, 64–71.
  34. Purdue Online Writing Lab. Stereotypes and Biased Language. Purdue University. Retrieved from owl.purdue.edu/owl/general_writing/academic_writing/using_appropriate_language/stereotypes_and_biased_language.html on February 26, 2024.
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