If leaders were cartoon characters, they’d have heads topped with arrows instead of hair. Why? Because whether they mean to or not, leaders exude direction. They are points on the organizational compass. And when direction isn’t clear there are plenty of folks in the hallway, around the coffeemaker or after meetings to interpret what has or hasn’t been said. That’s a preface to what follows, meaning I may not be correct. After all, I’m only an observer.
If you couldn’t attend last week’s meeting of the American Association of State and Local History in Philadelphia, it was a good one. Anchored by the indomitable Eastern State Penitentiary, and the city’s other national historic sites, not to mention its many museums, the conference drew a large crowd. The theme was “What Are We Waiting For?” but the subtext was certainly history’s importance in understanding the present. It was there in the keynote, moderated by Sean Kelly, Director of Interpretation at Eastern State Penitentiary, and featuring Susan Burton, a Los Angeles-based writer and prison reform activist whose memoir details a 20-year cycle of addiction, pain, sadness and prison, and Dr. Talitha LeFlouria, a University of Virginia associate professor, and author of Chained in Silence: Black Women and Convict Labor in the New South, where the arrow pointed directly from centuries of enslavement to decades of mass incarceration. And it was also there in Dr. Erica Armstrong Dunbar’s myth-toppling speech about George Washington’s obsessive search for his runaway slave Ona Judge. And, I’m sure it was there in the many panels, tours, and countless conversations as conference attendees struggled, argued, and supported one another in connecting past and present. If you want to interpret those directional signals, what you might say is the complacent, white, male narrative of the past is disappearing, replaced by a host of other black and brown voices, from individuals who’ve been here months, and those whose past stretches back to enslavement or others whose land was stolen, and they lived out their days on reservations.
For me though there was another signal: The four panels and one workshop that addressed women in the history museum workplace. Anne Ackerson and I have written and spoken about this topic for almost seven years, and in that time there were more than a few moments when getting one panel on women’s issues for AASLH or AAM seemed like an achievement. So maybe I’m reading too much into this, but finding AASLH President John Dichtl in a panel titled “#MeToo: AASLH, NCPH and the Field” was a sea change. Perhaps it’s AASLH’s size and more cohesive membership, but its leadership is clearly listening to women’s issues in the field. When asked to post salary ranges in their job announcements, AASLH did. And their willingness to open the annual meeting to discussions about women’s leadership, sexual harassment in the field, and pay equity tells me they’re acknowledging that while the heritage organization/history museum workplace might not be Nirvana, they want to make it better.
So, here’s a thank you: Thank you for a great conference. Thank you to AASLH’s leaders and planners for changing the narrative; thank you for publicly acknowledging the consequences of workplace harassment, and gender pay inequity. Thank you to the male leaders who showed up to represent at four of the five sessions. Kudos to all the women who spoke, especially those brave enough to reveal personal stories.
One final plea though: Do something with what you learned. Commit to personal change. Be kind. Support one another. Don’t do it because someone’s different than you. Do it because you are colleagues. If you are a leader, and haven’t addressed the gender pay gap in your organization, do an equity audit. See how bad things are. If you don’t have a values statement or a statement about the kind of behavior you expect in your museum or heritage site, write one. Don’t wait ’til next year to hear it another time and realize 12 months went by and you didn’t move the needle at all.
Make change now. Do it as individuals, do it as organizations. To quote Enimini Ekong, Superintendent of Nicodemus National Historic Site and Chief of Education and Interpretation at Brown v. Board of Education National Historic Site, “Your observation is your obligation.” So for goodness sakes look and then act.
This is for all the museum women out there because, to be honest, you do a crap job of taking care of yourself.
It’s almost the end of the year. If you’re in academia, you’re either taking exams, finishing papers or grading them. If you work in development, it’s the annual nail biter where you find out if people like your organization more than last year. For some of you it’s budget season or planning season or holiday no-school programming season. Wherever you look it’s stressful. And somehow we women are excellent at owning stress–ours and everyone else’s. Why is that?
As we reach toward the third decade of the 21st century, you might imagine that for women at work things might be better than they were 70 years ago. Not really. According to the Bureau of Labor Statistics, 74.6 million women work, an increase of 24-percent since WWII; 40-percent of women in the workforce have college degrees; and one in three lawyers are women. Okay, you say, what’s so bad about that? It sounds like progress. And it is except that: Women are the primary or sole earners for 40-percent of households; women are more likely to stop working to care for an elderly family member; the United States is the only industrialized country without a national paid leave policy for mothers; and women are paid less. According to the Brookings Institution’s Hamilton Project, “after adjusting for factors like labor force experience, union status, race and ethnicity, and occupation, much of the gender wage gap remains unexplained, suggesting that labor market discrimination plays an important role. In fact, almost 60 percent of women would earn more if they were paid the same as men with equivalent levels of education and work hours.” All of that is stressful, and that is before you add in the peculiarities of individual circumstance.
Last week our students completed emotional budgets. Essentially they are maps of what’s going on in your life. They chart how you spend your time. They are as different as the people who make them. Some are computer generated pie charts that could have come from Google. Others are the size of wall maps and decorated with glitter. Why do them? Sometimes it’s useful to put your life down in color and confront the fact that if 50-percent of your time goes to your soul-sucking job, 25-percent to being a parent; 20-percent to partner and home, then there is a measly 5-percent left over for you.
And don’t think it doesn’t matter. We all need more than 5-percent. Life is challenging and so are museums. That’s part of why we like working in them. But poor self care makes you mean, and sometimes cranky, and if you’re not nice at work you get a reputation for impatience and snappishness. So what to do? Here are five things to think about as we roll toward the end of 2018.
- You need to take care of yourself. You, your family, and your friends will all benefit from a happier, healthier you.
- Put your health first. Somehow women don’t. It’s something embedded in our DNA that says, I can do this. My temperature is only 101. I haven’t pick one: (thrown up, cried, coughed up a lung) for at least an hour. No you can’t. Stay home. Ask for help. Take care of yourself.
- Give yourself some alone time. Even if it’s only a short walk in the middle of a work day, take time alone. Let your thoughts settle. Regroup.
- My mother used to have a little note near her phone. This was the era of landlines so the phone never moved. The note said, “Say no.” I thought it was hysterical, but in retrospect, we all should have that note. It’s your internal monitor that says, I don’t have time, energy or the skillset to do that. (It also might say, I’m not going to enable you, you do it.) It’s a learned skill to say no nicely, and not to judge yourself for bowing out.
- Make a tiny change. Promise yourself that in the coming year you will do something different that’s just for you. Don’t make it so grandiose that it feels impossible, make it doable. Try a new recipe once a month. Walk every day that it’s sunny. Read a poem before bed. Whatever floats your boat and is for you.
And last, be helpful and supportive to your women colleagues at work. Everyone has bad days. Learning to shoulder stress, individually and as a team, is part of leadership.
P.S. Leadership Matters will be on vacation next week (December 24-30). It will return Jan. 2 with some wishes for the New Year.
Image: Most Frequent Forms of Gender Discrimination (in the museum workplace), from THE SURVEY: Gender Equity in the Museum Workplace, conducted by Anne W. Ackerson and Joan Baldwin, 2018.
Last week, I participated in a panel at the Southeastern Museums Conference in Jackson, Mississippi. Organized by Heather Nowak and titled “Women on the Rise,” the panel included AAM President Laura Lott, Betsy Bradley, Director of the Mississippi Museum of Art, and me. I was there not in my Leadership Matters capacity, but as the co-author of Women in the Museum, and one of the co-founders of the Gender Equity in Museums Movement (GEMM). The audience was all women.
Laura Lott opened the session, speaking about AAM’s salary survey, but perhaps most importantly about the gender bias she encountered serving on a national search committee. She also spoke about being a working mother, and the times when she’s ended up bringing her child to work. Lott’s background is in finance, and I don’t think I’m misquoting her when I say she’s still surprised at how patriarchal and old-fashioned the non-profit world is around issues of gender.
I spoke second, reviewing some of the myths associated with gender in the museum world — myths about pay equity, about feminism itself — and the fact that the Bureau of Labor Statistics tells us that women are now 50.1-percent of the museum workforce. The latter is particularly disturbing since a pink collar field is not necessarily a healthy field, and with wages in the museum world already suppressed, trending toward all-female could be the final nail in the salary coffin.
Betsy Bradley closed the session. Tall and elegant, Bradley describes herself as a polite Southern woman. She’s lived and worked in Jackson, MS, most of her adult life. After outlining her career, Bradley talked about three things: Not feeling guilty about being a working parent; asking for what you want; and #MeToo. Her #MeToo story was so unexpected that the room, which included several of Bradley’s staff, fell silent. Following the incident, Bradley took care of herself, but she told only a few people, two board members and a family member. Ultimately the accused resigned his position.
Our session took place a week after Christine Blasey Ford testified before the Senate Judiciary Committee. No matter where your allegiances lie, for many, Ford’s testimony brought back their own experiences with sexual harassment and assault. Tuesday in Jackson, MS nerves were raw So it is no wonder that during the concluding Q&A, the second question never really got asked because the woman, who’d been assaulted, broke down while trying to speak.
My question to all of you is how long can this go on? We like to say how much we love our work, how important it is, how special and wonderful the museum field is, and yet two 2018 surveys, one by Anne Ackerson, and one by nikhil trivedi and Aletheia Whitman report that 49-percent and 55-percent respectively of museum workers identifying as female have experienced sexual harassment, assault or abuse. So when is enough enough? If you or your organization is looking to make change, we suggest……
- Make sure your board understands that operating a museum or heritage organization means Title VII or the EEOC apply to you. You owe it to your organization to know how.
- Create or update your HR policy. Make sure you and the Board know what steps an employee who’s experienced sexual harassment should take. Is the reporting system clear, understandable and equitable?
- Talk with your staff leaders. Help them understand that if 50-percent of museum workers experience sexual harassment, assault or abuse, they need to know how to deal with it. Suggesting an alleged victim go talk to her alleged harasser is not the answer. People who’ve been hurt, violated and humiliated aren’t interested in being hurt, violated and humiliated a second time.
- Make sure your organization stands for something. Do you have a values statement? Is it clear you stand for a code of behavior? It’s hard to excuse or explain sexual harassment, when an organization is clear from the beginning about its code of conduct.
There are a lot of issues that swirl around gender in the museum workplace, but no one should come to work to be hurt, abused or harassed. Museums and heritage organizations have been complicit in a system that oppresses women for too long. We’re overdue for change.
Full disclosure: We’re white. In addition, we’re straight, and we’ve been in this field a long time. That means for some of you, we’re old enough to be your grandmas. We’re putting that out there because a) knowledge is power and b) in the age of Facebook, you may want to measure your response to issues of gender (and race) based on who’s doing the talking. So here are a few thoughts about women and the museum world in response to recent happenings.
- First, kudos to AASLH for insisting that museums and heritage organizations advertising on its Career Center page must now post salary ranges. Leadership Matters has long lobbied for wage increases in museum salaries, but understanding salary is tricky when organizations aren’t transparent about what they pay. And what does this have to do with women? A lot. Women are not paid equitably in this field or any other. Before you eye roll, and say that’s not true, it is. If you don’t believe us, Google it. Everyone from Pew Charitable Trusts to The New York Times has written about it many times over. And it’s important here because that $1/85-cent gap isn’t only about white women versus white men, it’s about white men and Latina women, for example, where Latina women make 53.8-cents for every white man’s dollar.
By posting salary ranges AASLH provides a framework and a mutual understanding about what’s on the table ahead of the hiring process. That helps applicants, but particularly women, negotiate. The Wage Gap didn’t happen overnight, and according to some agencies, it will take centuries to fix. While we wait, a big thank you to AASLH.
- Our friend and colleague Bob Beatty put our recent post on social media. Having Bob post something is meaningful because he reaches a lot of people. Not surprisingly, one of his readers responded. He asked whether graduate programs in museum studies were as overwhelmingly female as they appear, and whether AASLH or anyone had figures to prove that? He also said that his own museum is 77-percent female. He thinks someday soon his institution (and many others) might be majority female, thus (he said) ending the gender equity problem. He remarked that “demographics is destiny,” meaning that a lot of women or maybe just a homogeneous workplace equals an equitable one. Last, he suggested that for Leadership Matters to imply that there are still boatloads of bias in the museum field was hyperbole.
Here’s our answer:
- An all-female field is not something anyone should wish for. It’s professional suicide. Traditionally female fields like nursing and libraries are known as pink collar fields. These jobs are traditionally devalued in the economy. (I know–eye roll here–who doesn’t value a nurse, but it’s true.) According to the Bureau of Labor Statistics the museum field is 46.7-percent female, meaning it’s at a tipping point, but not entirely pink yet.
- Statistics from graduate schools are hard to come by. We don’t know any service organization who’s tried to count the number of students in the pipeline much less their gender. Given that more women than men go to college and graduate school, it wouldn’t surprise us if museum studies programs are disproportionately female, but, again, that’s not healthy. Healthy and creative fields are equitably balanced for gender, race, and age.
- Don’t conflate demographics with equity. We could have a 77-percent female field and men would still be paid more, and hold the highest paying positions. See our comment above on the gender wage gap. Nor does a majority female field eliminate bias.
- Channel your empathy. “A boatload of bias” may seem harsh from where a (white?) male writer sits. And he may be kind, empathetic, and humble, but until he (or anyone of privilege) tries to understand the way the museum field’s unconscious bias ambushes people of color, and LGBTQIA+ employees, the boatload of bias will remain an impenetrable mystery to him. Although getting woke can be uncomfortable, we recommend “I Am the Person Sitting Next to You,” from the blog Incluseum as a place to start.
Last, a month or so, we posted the infographic above. We also sent it to service organizations and numerous media outlets because we’d just finished a survey of more than 700-plus museum workers. The results were disturbing. Yet, it prompted no response from AAM, AASLH or AAMD. What does that say about the field? Does the fact that 62-percent of our respondents have experienced or witnessed gender discrimination not matter? And if 62-percent of museum workers experience gender discrimination, how are those problems compounded for persons of color, native/indigenous women, LGBTQIA+, and non-binary, non-conforming persons? How should we interpret that silence?
Anne Ackerson, Marieke Van Damme and I spoke at the New England Museum Association Wednesday morning at 9 a.m. Our title was Women|Museums: Lessons from the Workplace, and we were among the opening sessions of NEMA’s 2016 meeting in Mystic, CT. We expected to begin our program buoyed by a Clinton victory the night before. We counted on Clinton piercing the proverbial glass ceiling until sometime around midnight when clearly a different choice was underway, a fact confirmed when we woke much too early to the news of a pending Trump presidency.
When we began our program, the mood was somber, as if we’d all partied a bit too hard the night before, which, of course, we hadn’t. After introducing ourselves with a little story telling, we walked the group through five myths of gender in the museum world. Here they are:
Feminism is all about women being in power.
The contributions of women in museums are self-evident.
The salary disparity between male and female museum workers is a thing of the past.
There are so many women in the museum field now that gender equity will happen on its own.
It’s not about gender anymore; it’s about race, sexual orientation and class.
Then we asked the group to discuss two questions: If they could send a message to their colleagues, institutions, professional associations and graduate programs about gender in the museum workplace, what would it be? And, what is the one thing they are willing to do to make positive change toward gender equity? Each table had postcards for participants to write messages on. There’s a photograph of them at the top of the page, but they also showed up on Twitter, Facebook and various analog spots throughout the meeting.
When the groups reported out, their remarks clustered around some important topics. The hiring process came under discussion as women questioned why they don’t negotiate job offers, and whether that is something that can and should be taught. One respondent pointed out that if you are simply happy to be chosen, you lose all leverage to negotiate.
The road to a museum career also came under fire, particularly the idea that in too many instances students borrow to go to graduate school, and then find themselves working in unpaid internships as part of some additional rite of passage, all so they can earn, at best, a modest salary. One group’s solution: there should be a field-wide refusal to work for nothing. In addition, participants want women to leave graduate programs feeling confident about traditionally male areas of focus like finance. Can’t read a spread sheet from the business office? Grow your skill set.
Sexual harassment in the workplace was also discussed with participants asking where staff at small museums can go when they need help or advice, and what the board’s role is in seemingly condoning workplace sexism. A participant quipped that Boston area museums still have a Brahmin attitude, meaning you’ve been allowed to be part of the boys’ club, now deal with it. And there was also a shout out for not just doing what men do, but finding new solutions to achieve the same end.
And towards the end one woman reminded us all to “Put on our armor and fight like Amazons.” Which brings us to where we were before the election. This fall we created an advocacy group, Gender Equity in Museums Movement, or GEMM. As yet, we have no official affiliation, but we are beginning talks with AAM to see how GEMM can support its equity agenda. If you’re interested in knowing more about our call to action, please read and share our platform paper, A Call for Gender Equity in the Museum Workplace. If it speaks to you, join us via email, twitter or Facebook. Let’s make museums the poster child for women’s (and that’s all women, not just white women’s) equity. We’re not giving up and neither should you.
And if you were out of the country, living off the grid or you simply stopped reading post- election, you may want to look at:
Remember, we said we were writing a new book? If not, check out the tab up top that says Women+Museums. Well, we’re doing a survey to help with the research. This is not meant to be a statistically significant survey. It’s a beginning scan, an opportunity to help us see gender patterns in the museum workplace and understand what’s important to men and women. We hope it will help to raise the bar and prevent gender from being an obstacle.
Please consider taking one of the surveys and please encourage your colleagues to do so, too. We welcome input from men as well as women.
The short survey should take about 30 minutes depending on your desire to answer open-ended questions. If you are a museum employee, please know there are questions about the gender make-up of your institution’s board.
The long survey could take as long as an hour, again depending on your desire to answer open-ended questions. You’ll need to have at hand the same board information as for the short survey, if it is available to you.
The links for both surveys are below. Enjoy!
Survey short form: https://www.surveymonkey.com/s/D6YKQ8D
Survey long form: https://www.surveymonkey.com/s/D5T8HMG
We are indebted to our colleagues and friends Susie Wilkening and Conny Graft for their generous help with the preparation of these surveys.