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tv   Congressional Hispanic Caucus Leadership Conference on Womens Empowerment  CSPAN  September 17, 2018 11:53am-1:10pm EDT

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>> what does it mean to be american? that is this years student cam competition question. you're asking middle and high school students to answer it by producing a short documentary about a constitutional right. national characteristic or historic event and how it defines the american experience. we're awarding $1000 in total gas prices including a grand prize of $5000. this year's deadline is january 20, 2019. for more information go to our website i'm a student cam .org. >> the congressional hispanic caucus institute last week hosted a leadership conference here in washington and one of the discussions focused on women's empowerment in combating sexual harassment in the workplace. first we are from california commerce woman. >> ladies and gentlemen, please welcome to the stage president and ceo.
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[applause] >> welcome back. i hope you enjoyed the topic speeches this afternoon. did you take pictures out there at the macy's booth? yes, did you sign up to possibly win some southwest airline tickets? hopefully you did. if not, there's a few minutes left here. we really created the intention to bring you information that is timely information that will resonate for you and wake you up to do what you need to do in your communities and in your life. et cetera this honor. i am especially honored to close the day with another amazing session about women's empowerment. today you will hear from extraordinary women leading the charge to ensure systemic change happens to eradicate predatory behavior from our colleges and
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workplace. the metoo movement has been a phenomenon whereby 17 million women and individuals across the sexual spectrum have been given a platform to denounce sexual violence. the metoo movement was founded by in 2006, a decade later me to is more than about bringing down powerful men. it's also about giving people a healing journey and an opportunity for radical healing and success is about empowerment through empathy. me too means i hear you. i see you and most importantly i believe you. in 2017, as a result of her work, the times that movement was born.
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if metoo is a framework of how to do the work of ending sexual violence then the times up movement is about addressing the power imbalances at the root of sexual harassment. times up is focused on getting a decision past and policies changed the bring forth gender parity, equal pay and equal work environments. as well as increased opportunity for women in low-wage industries and let's face it, that the lot of women of color. to share special marks please join me in welcoming to the podium a woman with a steadfast supporter of me to in times of movement, she wore black to the state of the union in solidarity of the times up movement and introduced legislation to require employees of federal contractors to take sexual harassment and anti- discoloration training as part of their contract requirement within the first 90 days. she sits on the house committee on homeland security and the committee of natural resources. please give a warm welcome to representative from california's
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44th district. [applause] >> good evening. ladies and gentlemen, it is my great honor to be here today with you at the 2018 congressional hispanic caucus institute leadership conference. first, i want to thank dominica, president and ceo of ch ci for inviting me to participate and give opening remarks. we go way back to my days at u usc. it's great to have her invite me today. i also want to thank our sponsors, planned parenthood and the society for human resource management, as well as our esteemed panelists and distinguished guests for being here today. let's give them a round of applause.
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[applause] is also my distinct pleasure to welcome you to the session entitled women's empowerment. are you all ready for women's empowerment? [cheering and applause] all right. as was mentioned, 2017 was a watershed moment for women's rights and workplace equity. thanks to the thousands of brave women who came forward to share their harrowing experiences of workplace sexual harassment and assault. because of these courageous women in the me two times up movement that our country was finally forced to face the ugly truth behind our workplace culture. now, that in our workplace culture sexual harassment was too common that often was to absent and that men were to
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protect and don't get me wrong, it also happens to met. but this is also happening in congress and workplace sexual harassment and assault is an issue that is always been closed close to my heart. first, when i was an attorney in los angeles i lead sexual harassment training for employees and often times these trainings that i did were in a male dominated areas, such as warehouses or other industrial settings that are historically dominated by men. secondly, because like many of us i, too, have my own me to experience as a young female professional. this movement along with my own experiences is still my commitment to ending sexual harassment in the workplace, using my position as a member of
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congress to champion legislation that would protect women across the country and give them the necessary tools to ensure that sexual harassment becomes a pastime in our country's workplace. i, along with colleagues, have called for enhanced congressional oversight over industries and federal agencies, reforms at the equal employment opportunity commission and additional mandatory harassment training. there is a lot we have to do on this. that will not be enough. we need to start somewhere. we must continue to speak out in order to make sure that our voices are heard and we must continue to act so no more wom women, and men, become victims. i look forward to hearing from the outstanding lineup of panelists and i look forward to continuing our work together so once again, let me welcome you and everyone here today to today's panel to talk about women's empowerment.
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[applause] ... the right kind of thing. thank you congresswoman. before introduce our moderator i would like to remind everyone that at the end of this session please stay for the panel. the panel exit but you stay because we want to announce, and by our southwest representatives to pick a very lucky name from that drumroll. and now it is a pleasure for me to introduce a fellow angelina, someone whose work i've admired tremendously for many years. she's been working for the last 18 years on behalf of latinas and should be moderating this panel. helen torres is executive director and ceo of hispanas
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organized for political equality, hope. and her leadership hope has grown into one of the leading women to leadership organizations advocacy organizations in california and in the united states. helen works with community corporate and political leaders to create and promote opportunities that advance latinas by establishing latina smart policy recommendations. in partnership with the whole board of directors and staff, helen produces statewide and national conferences that educate and empower and train over 3000 latinas are you. it is my honor to introduce you to today's moderator, helen torres. [applause] >> it's often said that as california leads, so does -- that's the way the united states goes i think that's in good
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company when you have a congresswoman like nanette barragan and a leader like domenika so think as much for for represent not only california but the rest of the country as well. it is a pleasure to be with you this afternoon. i hope everyone has their 3:00 -- is ready for a good conversation. i always try to bring him into everything i do but a cottage of this this is a pretty serious topic. so we will meet this topic had on with seriousness but also with clear action stats. steps. so my role as moderator, first of all, is to break up our esteemed panelists, and they will be introducing themselves a little bit later on but of what to get them up on stage as soon as possible. so first we had emily dickens, the society represent the society of human resource management. [applause]
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>> bridgette gomez, from planned parenthood federation of america. [applause] >> fatima goss graves, national women's law center. [applause] >> andre peano, the national center for lesbian rights. [applause] and monica ramirez with alianza nacional de campesinas and justice for migrant women. please welcome them. [applause] >> so i do have the privilege as the moderator to help set the stage a little bit and to welcome someone to truly near and dear to my heart. she drove all the way from philadelphia which i know is not far here on the east coast but it do what technology assisted
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that is on the audience they came out to be very supportive, jennifer torres. thank you, jennifer. [applause] >> i'm not sure how many of you are hamilton's fans but there's one phrase specific from the play that kept on churning around in my head ever since october 2017. the world turned upside down. that's what industries across the world probably felt then, that's a lot of women and men have felt as well. the explosion of the #me too movement took everyone by storm. government leaders have fallen. movie and tv executives have lost their jobs and prestige but at the core of all of this are women and men who stood up and had instead at for decades. we collectively finally noticed and collectively have said enough. so what does this all mean and what does that mean that what we stand for today? we are in many ways in the midst of a cultural revolution we are
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progressing with hope of creating innovative, protected and safe workplaces, college campuses and public schools where we all can get our fair start. are we bearing our heads in the sand hoping that this, too, will pass? i'm sure all of you are asking questions, how did we get here? what does this all mean and how does this impact my family, my work and what is next? today's panel of experts will provide us with some historical context from the personal journey as well as their organizations. he will share real-life situations that they are working through and we can all learn from. and each of them have been asked to put together a call for action that we can take collectively as a group or individually. so we can work together towards creating a safe, happy and productive society that values all of us. but before he turned to them i
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do want to call out your attention that we are going to be looking for your live tweets throughout the program. and specifically we would love if you could speak to the opportunity of -- start thinking about some questions. now, some for the context why is this important from a latina lens? i thought it would be helpful to think about it from a latina lens center in a latina conference, and as many of you know today is a population one in five women in the u.s. is a latina. what and for female students are in public schools across the nation is a latina. -- one in four. by 2060 latinas will form nearly a third of the population of the nation. and in california, , my state, % of children born today are born to latinas. so let's just be very honest.
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the future of this nation is going to be led in, and is tied by how well latinas are doing. and, of course, it's also tied about our labor participation. i think there's a slight on the labor participation. this slide specifically shows the percentage of hispanic women and hispanic men labor participation rates in 2016 and the projection for 2024. 55% of latinas currently are alongside the net i participate in the labor workforce. look at the mail latinas. 76%, and you see that that continues through 2024. we when we talk about the labor workforce let's be clear, , we e talking about a latino future looking labor workforce. so with that context i'm happy to say that, please can we are going to be asking for you to answer one specific question to tweet. i'll make sure it gets there. so as you are our panels we want
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you to start thinking about what action are you going to take and/or remote to help create a better work culture. and tweak it to #heretolead. so as we start talking, start thinking about your action item here. the first question as a midget is what really want to put this into historical context. emily, i'm going to start with you. we would love to hear a little bit about your personal journey how you've come to start discussing sexual harassment specific in the workplace, and where you are with the overall issue since represent so many individuals in the human resource workplace. >> it's interesting webex in just how i got into this work. around october of last year when all of this came to the forefront i was a general counsel at a higher ed association, thurgood calls marshall fund and her ceo had accepted the position at shrm
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and he got the bright idea that i should join him there as chief of staff. i i remember saying to him, whaa time for you to go back to this work, because he was a human resources executive at one time. and because there's a lot going on. and initially we said but it's all about culture. that one purpose he had critical culture of the thurgood marshall college fund that we are very proud of and that he felt the more people needed to pay attention to culture. not your rules under policies but the culture your trading in the workplace. that's when you to talk about when we get to shrm. literally when we arrived at shrm, our discussions been about culture in the workplace and talking to our members, the physicist plus the members of our organization. we have 300,000 members worldwide and the issue is are you paying attention to the culture of your organization?
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and getting people who were entering the workforce like the young men and women here who are in terms to think about culture when they're being edited. when you get that question, do you have any questions? other than the salary and when can i start, is what is your culture? that hiring manager should be able to really convey to you what the culture is there. we really have gotten into the importance of talking about creating workplaces that have cultures that are inclusive. we need with inclusiveness. we don't leave with the dni. we lead with the imd at shrm and redundant intros as well because we can ask our members to look at culture if we have -- in the first 30 days we look at her culture, we put together a new set of guiding principles and now we're in what we call transition to transformation into really what we looking at how we worked through the culture and use every bit of things we do everyday. how we deal with our members and how our members do with the
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people that they bring into the workforce, and that's how you lead by example. we are asking members to do so as well. >> emily, i think it's important for us as an artist to understand how in the workplace legally sexual harassment is defined. i know we have slide up there. you don't have to read through it all but what are some key things as were having this discussion we should be on the same page about? what should we be thinking about in cases happen in our workplace or that we can help someone a look? >> it's so important people understand what the legal definition is because that's the standard of human resource individual is initially looking at, when we look at whether this is sexual harassment. because we have workplace harassment of different types of arestin. as we talked today would want to talk about the fact that we should be trying to eradicate all types of harassment in the workplace and how this is an opportunity for inclusiveness for everyone who was felt they don't have a culture that
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supports them. but legally we talk about is this unlawful to harass a person who's not even just your employee. an applicant, so we'll try to get in the door. there is that as well. it doesn't have to be sexual in nature. it is uncomfortable, there are other actions other than it being sexual in nature and thank you for the slide because you've got a lot on here. and also they can be a man or a woman as well, and it could be the person who is doing the harassing can be a man on man, woman on women so let's think back and not just think about holistically. also let's talk about what the differences between teasing someone, what's the difference between someone asking you out on a date, someone continually aggressively coming after you and a sexual way. telling you that, you know, unless you do this with me sexually that there will be some of the type of outcome.
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all organizations i would hope as you are going through your intake of new employees, that your sexual harassment policy should detail what is the standards, the legal standard for sexual harassment, provide some examples of that as well, and also talk about what is the standard, what we also consider workplace harassment and what behaviors that is just unacceptable in this workplace. private employers to some extent have a greater arm, a greater reach today what else is not acceptable. i also when you talk a policies can sometimes we try to over regular, you just can't put everything in the policy but what's good common sense. if someone has shown some behavior that you wouldn't think of a lot of, since purchased this guy to be some way to get them educated people and can we just can't cut it off and cut them out of the organization because a hit show some behavior. if they got all the way left and it done something that is completely wrong but you want to
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look at people who are speakers will walk through some of the scenarios. i hope this light is helpful driven. i see some people taking some photo shots of it. monica, you have been involved in this conversation and on the front lines for quite a while. share a little bit about your journey, and in particular you have a real sisterhood with the founder of #me too. what to make sure we get it right. if you get your bit about yourself, the work you are doing and her journey as well and how we got to meet you. >> thank you. helton, really appreciate your leadership in putting this together. thanks people for being here for this important conversation, to our co-panelist. i come from a migrant farm worker family that used to travel the migrant stream from texas to ohio, and my family settled in ohio. when i was growing up one of the issues that i need to be a big problem for farmworker women specifically was sexual harassment. i came to do it because i made
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the decision, i had the privilege to go to school and go to college and to go to law school, and make the decision to become an attorney to represent migrant farmworker women who were experiencing gender discrimination, specifically sexual harassment. so my work on this issue has been a long road. i been doing this work for over 24 years, and as an activist and organize, as an attorney. an organization that i cofounded is called alianza nacional de campesinas, a national farmworkers women's organization. as an organization we have organized around the particular issue around the mission on behalf of the women pick and pack the food that we get whene need to break to happen and october of last year, a lot have started having conversation about, in part to how shocked we were to limit what was happening in the entertainment industry and in particular the women who
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were coming forward to share their truth of how they were so visible and yet no one knew. they have so much power and if so visible under windows happening to them, and from the farmworker women who earn $15,000 a year and a largely live in the shadows of this country, it felt shocking to us to imagine women who were believed to be so powerful and you are so powerful couldn't speak out, is like farmworker women, are paralyzed by their experiences. we made a decision as an organization to speak out in solidarity with the women in the entertainment industry because we knew that after people speak out about the violence against them, such harassment in particular, that there's often backlash. there is retaliation, there is attempt to chill people talk about what's happening. we didn't want that to happen and we are starting to see that come some of the articles coming out questioning the women who were so rich and powerful could actually something like this happen. we wrote this letter that was published in time magazine that
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went viral, referred to as the dear sisters letter. and we said to the women in the entertainment industry we stand with you. we understand. and that letter in part led to what is now known as the times of movement. because when women in entertainment industry read the letter, they were moved to then and cannot not just how they're going to address the issue of sexual harassment in the industry and how they're going to address the issue for women across industries. so that's how sort of the origin story, from my perspective, on time's up but i want to take space to talk about #me too because i do think that there is a lot of confusion about #me too and time's up and whether there's a difference and how they're different. we have been so lucky that there's incredible women -- woman named -- to a patient a great -- named tarana burke to
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create a project i would encourage all of us to be empathetic towards individuals have experienced sexual violence in all of its form. not just workplace sexual violence. her project started in 2006 when she was organizing in selma, alabama, and it went viral last year when melissa milano a coach people to tweet with hashtag #me too and talk about their own experiences -- alyssa milano. i want to take space and talk about that because i do think that there is often discussion about the #me too movement and time's up movement being the same, and they're actually different because one focuses specifically workplace sexual violence and the other covers the entire spectrum of sexual violence. also the #me too movement is not just a hashtag. it's an organization that provides services and resources to survivors across the country who are healing and/or confronting the violence they have experienced. i feel really honored and
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privileged to have the opportunity to get to know tarana, to work and walk with tarana and i'm just grateful we have the chance to talk about the work that is being done now. >> thank you, monica. so time's up is where fatima comes in because organization is one of the deliverers of the fund and very helpful in that. so please show low bit about story, how you came to the work and expand on exactly what time's up is about. >> i again thank you for having me, and it's such a real privilege to be appear with so many women who i deeply admire. the family origin story, and i sometimes tell mine, too, and i've been thinking about it a lot because my family is a family that, on the first lawyer in my family but my family is a family that deeply values the law, in part because now about 50 years ago my family
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challenged and unlawful practice of a school district maintaining segregation after brown v. board of education. so we always held, like there is power the law. we can make change to the law. i learned that in my bones growing up, definitely what i to law school. and about a decade ago i had the real privilege of getting really a dream job at the national women's law center putting that into practice in using the range of tools we use that the law center which varies from law, policy change, and really engage with culture. we really believe that if you do one without the other, that your loss. if you change the laws and rules that culture lacks behind you have laws and rules that no one follows. and vice versa if you have dramatic culture change but our laws and policies and institutions don't catch up, you
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will also lose. because culture can swing the other way. so this moment i've been thinking about that mix of things, because when #me too erupted last fall, it was one of those unsettling cultural moments where i sort of thought, this is not, this is not going to be the same. and at the same time i have deeply long worried that our institutions did not catch up. and after monica sent her beautiful letter, you know, and when #me too went viral, women all over were engaging visually but start engaging in their communities in beating in circles think what can we do, and that was happen in the entertainment industry. and it was the letter that monica said that really made these leading powerful women in hollywood realize that the work
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that they had to do could be about the entertainment industry, yes, that was important clearly there was a need, they would be missing a giant opportunity if it did make that work about women working everywhere, and especially the women working in the lowest paid jobs. and they called and reached out to us at the national women's law center. we have just launched a legal network of about 200 attorneys, and we thought what an opportunity to rethink about how to bring a giant megaphone to the work on harassment and violence, and provide the services that survivors are seeking, and a place for them to go. so in january 1 we launched the time's up legal defense fund. we were scrappy for this first few weeks, i'll admit, and you know, really, monica didn't mention, there was a magnificent
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red carpet mobilization at the golden globes marriage with activists, including monica, including tarana burke and others paired with various celebrities and influencers talking on the red carpet about the harassment that women are facing and especially in low-wage jobs. i never thought i would see anything like that in the work. and in that multiple hours of the golden globes can almost 300 people contacted us at the national women's law center looking for help. >> i i would want to emphasize that the 300 people just speak it in just those couple of hours. we've heard of from about 35 fund since we launched on january 1. the good news is we also have had over 700 attorneys who have joined our network, and we have so many people who has showed up in so many different ways inspired by the fact that people have come forward but also
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inspired i do many of the people who are showing up now. >> wonderful. andrea come together very -- thank you so much for that. you have a very particular voice. here on this penalty you represent a generation that probably does member of time before me to come right? that's coming into it but you also are the frontlines against campus violence. share a look at about your journey, how you came about their and what are some of the core things you're trying to do through your work. >> putting thing as a do remember a world before #me too. because it was my world before #me too. love it about where i am now and how i got here is on the daughter of cuban refugees. i was the first person in my family to say that she wanted to go to college. when i was 12 i said i wanted to be rory gilmore and a want to go to yale, and for me this is how i learned about school is coming
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home and watching pbs and watching wb and learning about powerful women that were beyond my small world in little havana. what's interesting about the movement and where we are now is that, this is the largest group of latinos either been in outside of miami. for a long time i felt that it was impossible for me to be a latina come to be a lesbian and to be a survivor of sexual assault. that's because when you are survivor, when you were the first generation student, when you're the first person in your family to do something different, you essentially feel like you have to be this caricature of yourself. for me going to college was everything. i gave up all these other ideas of being a child to just go to school because there was so much on me being that first person to go. when i was a child, my ad while lowe told me no matter what, i could be that person. when i got into university of
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north carolina i was an out-of-state student being one of only a few hundred to get in out-of-state. it was a dream not to mention i got a scholarship. although i had to explain to grab her while i was meant it in a mostly at come back, it was still a lot for me to be that success story. and before i even experienced sexual violence, it was difficult to be that first person having to go the number told what had to do to make it in school. i was them to quit of school of 100 people. i was one of only four that action went to a four-year university so i had nobody who told me what had he had to do o succeed so i did everything i was in syrian government. i was a resident assistant. i would to all the sports games. i was trying to live that brochure college experience, but i struggled. i struggled to be a great student and also deal with the pain of surviving sexual violence. what i want to say is that just
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in 2012 when i sexually assaulted, i didn't call my experience sexual assault and that's because we didn't have a world in which everyone was saying #me me to come into oury said #me too without saying it. by the time i finished my sophomore year, almost everyone around me was saying #me too in a subtle way. that was when i decided that i was going to talk about it. and i think i thought anyways i were to be the person i was a child, that it was okay to be different, , it was okay to be,t was okay to want to go to school, it was okay to talk about your truth. that's what i came for guiding come forward to seek justice for myself. i wanted to be that person that could essentially it easy for somebody else. just like i thought i could make it easier for my little sister to go to school i want to make it easier for other queer women of color when they came forward. so really what i did was i learned about title ix and only did it because i happen to be taking a feminist political theory class. i had no idea what this was for
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before. i never researched training in orientation. a lot of folks were not targeted campus sexual violence. it was still very much kept within law firms and within women's organizations. it wasn't something of the everyday twentysomething you about. it was competent and about the deer college letter, the department of education had it out in 2011, at a thought maybe my school really didn't know. i was this naïve 20-year-old who thought she could change things i just rented out a piece of paper at the library, and that's literally what i did. i printed out this document and i delivered it to the dean of student profit and i said are you aware that would likely may be in violation of title ix, which of course was terrifying to an institution. at the time i had no contingent fund of title ix complaint. i said i simply did not know what you are doing someone to help them. it was only when i should have -- when them a a position as a resident assistant and western hearings from dozens of other
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survivors, men, women, queer students, that they simply didn't feel safe in school anymore that a realized the title ix was not so much more than just our interviews expensed with sexual violence. it was about axis education to as a first-generation student who worked so hard to get there and feeling like i could be a student anymore and hearing similar stories from other students i realized it was impossible for us to be actually adhering to the spirit of title ix, if students couldn't be students anymore. >> thank you. so does anyone know what title ix is? can we have a show of hands? does anybody want to ask the question. do you want to expand a little bit just on title ix and the dear colleague letter? just really quickly because i i want to get to bridget. >> so speedy bridget, can you speak to that? >> so title ix was present in 1972 basically outline that anyone regardless of gender has equal access to all educational
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programs that are federally fund. this includes private universities. it includes any type of educational program, so high schools, primary schools anything that he seemed to be educational. essentially it's the reason what all of us could go to school and, of course, this game and the spirit of the post brown v. board, only talk about title ix, title vi before that. essentially what it needs is any type of educational program at university receives federal funding has the all the programs equal to everyone regards agenda. we are good if someone was expensive sexual harassment or assault, then they could not have equal access to educational programs. >> i need to say before, giving all that modest because before, a lot of us were working on title ix before bringing these sorts of cases and explain it in ways that no one could understand. you guys managed to make it so that students understood that
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they had rights, owned their rights and were taking on power in really exciting ways. so thank you for that. >> thank you for the clarification. your work with planned parenthood is also on the front lines working with a younger population. please share a little bit about your story, and in some of the ways that planned parenthood is working with our campuses. >> someone, i want to share, i grew up in a committee where we didn't talk about sex. it was uncomfortable, so much stigma and i think that shows us today, i think it's so deep that exist in our latina community for julie. that sort of my story of how i came in. i think for a long time, growing up playing house with my mom, the way that sometimes we use -- the way your tree, it's okay and it's normal and they did it or not. i think that to me growing up,
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things that happen, not sure who to talk to because it is uncomfortable to bring up this conversation. i think a lot of it really starts with education. taking to this topic that is very important that is something that is normal. that we sit in music videos, we talk about sex in many areas but we don't talk about sex and understand what consent means. for that is the part that ever love at planned parenthood. we've been in existence for 100 and planned parenthood has fought for wins a quality and is really fought to make sure we have control of their bodies. with that said i think that something that really touches the #me too movement because of that is a movement that is releasing that we have control of her body and her destinies and we make sure that we really call out those who are interfering with their own bodies. i think that is one of the biggest, you know, worth that a think planned parenthood centers is opportune to work with survivors of sexual assault sexual harassment, and all sorts of sexual violence, and making
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sure that we are place we can come to procure and for resources and for information. it really starts, we have a big component on our sex education and sex education includes consent. understanding what consent is, understanding what is yes, and what is now puke understanding how you deal with rejection. understanding these components are going to go along way for our next generation and when you get into workplace to understand your boundaries. and how to speak out when it is inappropriate. that is part of why we're excited to be here. really excited for this conversation and it's also why, last year during our media excellence award we honored tarana burke. to really bring up these important conversations and voices that are often unheard. >> so thank you for emily, back to you, and this will be for all the panelists and i think open to everyone in the audience as
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you are thinking about your questions. so how do we collectively work together to ensure that we, one, prevent sexual harassment, that if it's happening in our workplace, if it's happening in our campus, if it's happening in other areas of our lives, how do we start reporting it and how do we start creating that the cultural change? emily, i know cultural change is change and want all the panels to think about this question because this is really packed a lot into it. it's an our institutions accountable to emily, you do a lot of work around cultural change and we want to break down, what does that look like in a large institution? so as the of the panelists are thinking about this i want to think about scenarios that you can want our audience through about how you create a culture change to prevent sexual harassment. how do with the policies that we working hard to get past? talk about culture change and how to get. >> you put up the definition of
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sexual harassment, right? it's important that no matter what the legal definition, bad behavior cannot be tolerated. there are -- [applause] and you have to look for opportunities to educate people. i called in the first symptoms of, , those people who are exhibiting behaviors which are not in line with the culture which you want in your organization. you had a couple of choices. the threat how to get them educated to understand, abc are new to the workplace, they don't know basic things about workplace culture, and in what is your what you're willing to tolerate and in windows that and visit an old edwin else accountable. we all have to be engaged in making a culture in the workplace we have a slight of your which talks about how many organizations have policies and how a large majority people who
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work for that organization don't know about the policies. it's going to take more than just policies to get this right. it has to be a human being committed, to come to work every day and to create and a private that is safe, that's open to discussion, and that when we hold people accountable who are the bad actors but then we also support those who are the good actors and encourage them to continue to be such. i think that's important for us when we look at, thatcher baseline for a workplace of culture. everyone has to buy it and have to understand that with certain levels of tolerance, this is what will not be tolerated, but it beats to stand up with the losses if this is our lot internally and with all our accountable for it. >> but you specifically have a scenario that you walk through. >> sure. i mentioned earlier that we came into an organization the beginning of this year and we said, , look, society for human resource menu, we represent
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300,000 the h.r. professional. >> we should be the standard bearer. we should be doing things that are innovative and cutting edge. the first thing is made to identify what our culture is and see what our standards are going to be. so we decide to get around the table with executive team it's a what are our guiding principles? as you and our ceo was awkward to give us two months to do this. it was we know we think is acceptable in the workplace, we are all executives, let's say but we think those things are. what other types of people going higher and how are we going to provoke our guiding principles. then how do we make sure everyone was already employed at shrm lives of those guiding principles and anyone who is trying to be employed at shrm has noticed of those guiding principles. that is her with changing the face of our age are page to see anyone who is coming in would need to know that there are these things that we expect you to be. we expected to be smart and curious come all these other things but this is what will tolerate and use the culture.
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you have to roll it out like you're rolling out a marketing campaign but you are intro. you've got to sell thinks internally. you spend so much time with external facing cutie. are you investing the resources and the time to make sure that your folks in dry understand that this is what the culture is going to be, no excuses. this is what is going to be. you can't invest in it like you would invest any type of external marketing campaign to make sure that your staff and that then we take that information and we are broadcasting and getting others to do. we have our members talking about it. resource for how we do it. as a private? athlete not. has institution caught up? to have the documents and all policies and light? are we having discussion about workplace relationships where we're all adults? how do you recollect that? you've got to start talking about and you can't hide from these discussions. you just at be open and transparent. it's not easy work. i'm not saying, we wrote a
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document in let's be clear. we are still rolling this out and continue to do so. and continue to talk to applicants. we have hardly discussions with them before someone an offer about here is our culture. we want you to be honest with us. if you don't think you can live within these guiding principles, no one is judging you, but this is what we're trying to create. >> to be crystal clear, about what your guiding principles are and to ensure that all the employees understand that and they are hopefully also modeling it. >> one of our guiding principles, accountability and actions. we talk about accountability. everyone must be accountable. >> great. monica, talk a little bit about what you are experiencing with farmworker women specifically, and what they are doing to prevent workplace harassment in the fields. >> thank you.
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there are a long rates of sexual harassment against farmworker women. there's only been a couple of studies done on the issue, and what we know is that eight out of ten farmworker women report sexual harassment as a major workplace problem. for many years we've been organized to educate our community about the rights, to figure out how to support survivors when they come forward to connect people with lawyers, like the national women's law center, and it's an ongoing conversation, ongoing work. i want to show an example of one of the cases i worked on because it does illustrate what i think we together need to do to rise to this moment to address the needs of survivors. one of the cases i have something of an individual who would been harassed over the course of a number of years, and she spoke out. she try to get help if no one would listen, no one took action and tell unfortunately the situation became so severe that she actually was removed from the premises and an ambulance because she had been attacked at work. when she came forward and sought help from an attorney to try to
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get justice for what had happened to her, one of the things that she talks a lot about was all the people that she had told. all the people that she went to to try to get help. she'd heard about agencies can share that people who would help and she tried and no one listened. no one did anything about it until it was too late and she was really hurt. that is important i think for all of us to think about no matter what work we do, no matter where we go from here, whether we are social workers or lawyers or what have you. we need to listen. we need to believe and we need to act and we need to support people when they tell us what's happening and try to connect them to the best of our abilities. that is true for people who are receiving those complaints at h.r., as well as others. part of listening and part of learning and responding to this moment also extends to the political leaders who need to understand that there are whole groups of individuals across our country right this very minute
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or not protected by the law. we cannot have a situation in this country where only some people can work in places where they are free of violence. i think there's a lot to be done. [applause] >> so we do have three tweets but as i pull up the tweets, can you speak about about actionable, what exactly we can start doing to you, i would love to say eradicate campus violence. what can we do today? >> the first thing i i oftentis encourage folks to think about is ink about campus violence as a very to educational equity and that's of autonomy will focus on he said/she said, on the right ceq's, the rights of the victims and a lot of what gets lost is the reason a lot of survives comport is because they are sympathetic continue their education. when i signed up to go to school i signed up till to get a degree in four years. i can sign up to survive sexual violence and help create a movement which was interesting
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and exciting but also i really did just want my degree. that's essentially what i wanted when i first went to school. and essentially i feel like a lot of times i think of like the end of my youth was a day i filed a federal complaint because had to go up really fast. i was simply midway through my college career and all he wanted to do was create a conversation that was accessible. no one should have to start sexual some violence. right now when i found my complaint in 2013, at the time a lot of folks were not talking sexual violence, kind outside of legal spaces and the ivory tower. my dream was to get campus such violence to the national agenda. the day barack obama said survivors can i have your back in 2014, that was the beginning towards that. right now we have over 300 active public investigations to colleges and universities. what i encourage folks to think about is think about is your institution doing enough?
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as of this summer we found at university of north carolina was in violation of title line over five years after filing our title ix complaint. i have since left the university. everyone in our complaint left the university. what was most telling is that the university action is to violation. what i say when i came forward as i wanted to do this with the class of 2020 that is no one campus and is in their second year. really what we need, , what we want and what you know, those of us who work in the campus violence filled with, is that it takes all of us, all of us call it our universities, all of us collect of representatives and telling them survivors lives on the lines, with brett kavanaugh to the supreme court jessica survivors lives are on the line in midterm elections that are tossup. these are people are simply just trying to survive now we know in the red zone is that more people will be sexually assaulted than might likely even graduate.
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it really takes all of us talking about this and this goes got just the classroom. >> thank you. so we did get a question from twitter. we can start with putting the you on the question. what is culture? what is the culture? i should wear my glasses. you want to speak to that a little bit? >> so the way i read that question is about there are some cultures that are not okay and that probably violate the law on their face, and so not all culture is equal. and i think that that is a good reminder. i am a big believer that culture change is hard and long and frustrating, and i am really excited about the work that you are doing here and in the meantime, from day one and again and again people need reminded that there are rules they need
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to follow. while the hearts and minds for change and while they're coming along, there are also rules that are boundaries that are really clear. one of the conversations i think is really important right now is that, those boundaries that you set for your workplace, they should be higher than the lobar that is the law, right? they should be much higher, and that boundary should be communicated again and again and again as a rule for your workplace, not just a culture that you are driving towards. >> thank you for that. bridget, we also have, i think a planned parenthood, crating and opens a a space for me when i s in college. that was one of the questions around in twitter was how do we create those open and safe places for women and men to talk about violence, talk about as utah, we need a a place to reay be very honest with each other.
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how do you see that happening? >> i think sometimes it's really hard for people to come out and speak about a topic, especially when your family can give never great speaking but anything that has to do with sexual, anything sexual related, reproductive healthcare, those are topics that for many are still uncomfortable. it's conversations that you should be thinking of like when your children or if you decide to kill or if you have cousins or nephews and nieces, have those conversations but how to talk about sex and what his consent. i would say we are look at planned parenthood has over 73 million people a year come through our website and to think agitation come when you feel your untrue to talk to, you don't feel comfortable, you can go on to a website, there's many other website you to ensure tha great resources understanding when something was not okay and understand what consent is. i would urge for folks to go online, and then from there when you feel more comfortable, you
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should empower others by starting the conversation as you own experience or the education itself. that maybe we start feeling comfortable just talking about it and once you get more comfortable you may be ready to share own story if even a victim of sexual violence. stores are really powerful here we see that all over it when it what is coming out its empowering other folks to say this is not okay. it was not my fault. i think that's important concept. we have to internalize and as part of changing the coaches making this conversation in importance and essential as we grow up, as we raise a family and her friends to understand what this means. and so i would say one area, and we have amazing videos that talk about consent, amazing videos the talk about these issues so i would urge folks to start there. i would say one of the most important spaces is, when you're unsure when you need can i think that's one place that planned
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parenthood has been a strong supporter of, i think an opportunity we have a long way to go to making sure they know why they can access healthcare. and i think once you know that you can come to health center, with the planned parenthood or no health center, that is a place where you can get a lot of resources and gating, answering all your questions and getting to resources if something happened to you. i think that planned parenthood has been a safe space are many people to come to come to get out of the care but the resources for the supporting counseling you may need. >> it looks like we have about eight minutes left her we want to make sure that we have q&a from the audience, so if you would please stand up can identify yourself so we can see where you're at. i do what we might and what we are being taped i c-span, and if you do have personal stories that you want to speak with our speakers with later, they will be made available to you. this topic can be, it is a very emotional and important topic
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that we do create safe space amongst ourselves and with a fellow panelists. so please add additional self in which question is and where you are from. >> hello. originally from india and so i -- one of the things that i've read about or, you know, have contemplated on i think has sort of been not touched upon on the panel so far is the fact that sexual harassment is not something that's in isolation. in fact, it's a manifestation of showing power is a huge part of it, they could easily get most standard form of harassment where in that is harassing a woman what usually try to say is i'm more powerful than you. and i think it's part of that larger conversation that we have touched upon. unless we talk about that, going back to your point of culture,
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maybe having more decentralized workspaces or, you know, rather than -- typical hierarchy. that will not go away. this is a question/, it and what the panel thinks about it. thank you. >> i think she's absolutely correct, and one of the exciting things that i think #me too has opened up is the opportunity to have a conversation about root causes of harassment. it's quite clear that the high rates of violence that farmworker women experience are absolutely tied to other labor conditions. and so being able to connect of those i think has been, has made it even more powerful. being able to ask the basic question how is it that not everyone is able to work in any
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workplace with protections for labor laws, the protections from our employment discrimination laws, you know, those are part of the solutions, having diverse workplaces are part of the solutions to addressing the problem of harassment, which is why that solution to harassment isn't just an h.r. only problem where nature grows when in comes back and says here's the solution. it is a top-down shift in how you treat this issue, but the issues of equity and dignity more broadly. >> the only thing i could add to that as i talked earlier about the other side of the inclusiveness, and so what we are seeing is you can populate an organization with more people who look different, but if we haven't put in place the things to make sure that those people who are different are made part of the culture can make them feel conclusive. that's where we're not putting enough, you can put so much funding and energy and time on making sure everybody, the doors
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are open to anyone. but once the doors open, just like when someone comes to your home, do they feel welcomed? i think that's part of it when we talk about the perfect does anybody feel like they're on equal footing that there's something there for them? i don't want us to forget that because with open that door to diversity but we've got to make sure we're not just opening the door and say -- you can't figure out how to make anyone feel like they can be an equal footing. >> i think they can do a better job in helping sister but it totally understand what you're saying. i think we get a storm door eventually. any other questions? >> i am representing the university of illinois at urbana-champaign. i'm currently a senior and majored in architecture and minoring in landscape architecture. i wanted to actually, andrea, i also a victim on campus, actually is a couple years back, but i was able to succeed and
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face my fears just because of #me too because it happened during that time. i was able to recover, but in the major architecture, we have been lacking a woman power in the field and recently there's still men in the firms, and i wanted to ask how to stay strong and firm, aware that a coworker can sexually harass us under a male dominant job? >> thank you so much for sharing that. and i do want to actually also add on to the last question is will, oftentimes institutions think that they just buy one person or if they just change the policies their cultural change. the reality is if you don't make it worthwhile for someone to come forward, why would they? why would they come forward if they might lose their scholarship? why we become for if they are
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undocumented? why would they come forward if there's nothing worth picking? whether it be very woman in the stems field or in a predominantly of dominant workplace, it's really the way that you stay strong stuff you are not alone. and i think the power of #me too is reminded us that we're not alone and there are countless people like us all around the world which is both daunting and encouraging because i would never want to hear me to the i would never want anyone to come meet you. unfortunately i do hear me to more than not me. what's important to know is about you are not alone and that there are people all around the world that aren't fortunate facing the same value are. but you know there is a power in your voice and also power in your collective voice, your group at your workplace and to know that it's difficult to put a a value to that one foisted sometimes it's just one person coming forward that can upshift the change because of the people see the strength in you.
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>> i i just did one quick -- doe have a little more time? are arbuckle to add five because started late? so thank you so much that i what to make sure we all have an opportunity i think we can take one or two more questions. so can i take one more question and then just wrap up with a call to action? okay, where's the questions? >> hello. i an intern from downtown los angeles currently attending the university of california-davis. it is often my experience that if you vet women of color are hyper sexualized in the workplace in more so than white women. i feel like we are viewed more by our body spirit intellectual ability seconded by question is i knew we touched upon the culture but what can we do with communities of color to change the narratives for putting our intellectual ability first rather than what we look like or what we wear?
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[applause] >> great question. >> anyone in particular want to -- >> maybe i will only add, thank you for sharing that, and i think too often what we see on tv also reflects that and that's why we see shows and often say hey, that's not the role that i want to see a latina play here and really my hope is that, i'm paranoid of a surrogacy of the conversations on, to make sure we talk about sexuality weirs training in a way this action going to help change a negative culture that exists to ensure that we are working to be issued that exists and to make sure we're talking about things that we're empowering folks have healthy relationships. and so we're not all there yet but i would say there's a lot of work to be done but it's also, i want to applaud the women in hollywood who are saying this is not the role that we need to
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play. we deserve other roles and we are seeing amazing leaders in that space sink we demand more can represent us, and also represent our diversity and who we are. there is a lot that we can be doing and i think the more that we began to talk about consent and what we began to talk about controlling our bodily autonomy is critical to this conversation. i want, i think the #me too movement. i think time's up for making this a conversation at now people have to think twice and would understand and we do something that is inappropriate? if you're thinking about you probably are so don't. i think that is something that we are excited to have this change. and then really encourage this next generation that is coming up that is, you know, the circuit justice and what social justice means and what does bodily autonomy mean. who's this next nominee coming to the supreme court, making sure whoever comes in who has a leading power of really helping
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our communities and really fighting for the rights of our communities is someone who truly will do that. that is why you are seeing a surge of women, a surge of people say we did make sure we like some of who will continue to fight for all of our protection. and i will say from your campus amazing work that is happening, planned parenthood generation is doing some work to say hey, when you don't people accountable and a truly beautifully done by amazing you that are leading this movement, so thank you. >> thank you for taking that one. [applause] .. we know what the law is and what the rules are but bad actions, those have to be nipped in the butt. we need to be transparent about our policy. where we have written policy
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communicant wait for culture to catch up. there are rules and people need to make sure what they know what they are and how they are interpreted. also lead with inclusion. it's important to make sure everyone feels like they are part of the solution. we are talking about a movement that is, women are the face of that movement. i heard in the introduction, men are involved, you want everyone in the office to be involved in that movement. especially to our young people who are here, entering the job force, asked the question, ask about the culture. make sure it aligns with your personal values before you enter that particular workplace. >> my call to action is to make sure you support the movement that's happening in the policies there pushing weathered signing petitions are calling representatives, change the culture and hold the culture accountable. i would also add begin with learning what consent is and educate others in your friends, your family so this
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becomes a conversation and people understand how they can take and control their power and their autonomy and fight for what is right. >> it's been over 30 years since the supreme court first recognized that our laws of discrimination and employment include harassment at work and we are right now in the middle of a nominee wh to the supreme court for a really critical. [inaudible] bret cavanaugh has been nominated and will likely have a vote this month. the one thing you should know is that the supreme court matters to everything we talked about today. whether it is being safe from violence at school, at work, access to healthcare, including the broad range of reproductive healthcare, including sexual health, all of those things the supreme court touches all of those things. my call to action for everyone
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is this is one of those fights of our generation and there is still time to make your voice heard by calling your senator and being clear about who you want on the supreme court and what values are critical. again, this month, the supreme court, from a women's perspective, bret cavanaugh would not be good for these issues that we've been talking about today. >> the first thing i will say is believed survivors. there is no such thing as a perfect survivor. she can be indigenous, they can be latina and queer, they can be undocumented, they can be trans, there is no such thing as the ideal perfect survivor. unfortunately because of the way the media has talked about
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it being hyper sexualized and involving the perfect white victim that preferably didn't know who their attacker was, that's really just a fantasy. there's no such thing as a perfect narrative and until we start believing survivors when they tell us what happened to them were not going to get to the world in which they want to come forward because what's the point of coming forward if those we love don't believe us. the second thing i want to faye is challenge your institution. activism should be hard. if it's not hard you're not doing enough. for me it would've been a lot easier to just continue going to best ball games and football games, to continue thinking of college as just the best four years of my life, but the reason i came forward is because i thought no one else should have to go through what i went through, that i should've had the college experience that was promised to me in brochures and unfortunately i can tell you every one of your alma mater's have likely dealt with sexual balance and violence because it is a national epidemic we have to all be part of the battle to end it.
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[applause] >> my call to action is about how we think about and how we talk about our work in these movements. the national dialogue around the "me too" movement around times up has largely been about taking people down, holding people accountable and figuring out how to get companies to pay for what happened, et cetera. and yet we believe there has to be accountability and measures that are taken to ensure people who violate the law are held accountable. but what i also think what is important for us to understand is that we as a movement, what we want is we want people to talk about what we are for. what we are for is for safe workplaces, for people to be able to work in fair workplaces, for people to be able to thrive in their workplaces and for people to be able to live and work with dignity. that is what we are for.
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as long as we talk about what we are for, we can then change the culture. we believe that. but if we talk only about bringing people down and sort of the punitive side, then people close down and we can't have a conversation and we need to have a conversation because that is how were going to eventually make real change. my call to action is to think about me too and times up about what we are for and what were four is safe and dignified workplaces for everyone. the accountability measure is talking to other people about how to create safe workplaces and dignified workplaces for everyone, and calling on our political leaders to make sure that the laws that exist in this country at the state level and federal level are laws that underscore the fact that everyone, no matter where they work, the least visible workers to the most visible workers deserve protections and remedies for harms against
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them. [applause] as we thank our panelist, i also want to give a clear call to action. it's a state, national organization now and what we firmly believe is that as the future looks more and more like a latina, that we need to see more latinos in leadership roles, we need to see women in more leadership roles and we have strong allies in our male counterparts so that we ensure that as we continue our democracy it means we are reflective of our community. our call to action of all of you is to stand up and be that leader. listen. what may happen in the short term may not look good in our community but have that long term vision of how you're going to create change and change the system. with that, once again to our great panelist, thank you very much for your time.
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as we ask you to exit, we are going to bring up a really great prize that you will want to stay by to listen to. linda martinez is fantastic so you want to stick around to hear from her. thank you so much. [applause] >> the u.s. senate returns to session at 2:00 p.m. eastern today. senators will be considering legislation on opioid addiction and prescription drug. when the senate comes into session you will be able to watch the chamber live on c-span2. later in the day president
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trump at the national hispanic heritage month celebration at the white house, it starts at 5:00 p.m. eastern. watch it live on c-span. >> tuesday morning we are live in springfield illinois for the 41st stop on the 50 capital tour. we met former british foreign secretary boris johnson was honored with the american enterprise institute irvine crystal award at the building museum in washington d.c. last week. this is about one hour. >> good evening ladies and john them. please take your seats. good evening


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