The 2005 APAGS/ Division 35 Collaboration Project

Making Feminism Relevant

Consistent with Dr. Cynthia de las Fuentas' (president of Division 35) presidential initiative to “make feminism relevant” to diverse people, the American Psychological Association of Graduate Students (APAGS) and The Society for the Psychology of Women (Division 35) collaborated on a project that encouraged graduate students to attend and write about feminist-relevant APA Convention programs at the 2005 APA Convention in Washington, DC. Participating graduate students were selected by Sara Wright, Ph.D., the 2003-2005 Division 35 student representative, and Nadia T. Hasan, M.A., the APAGS-Committee on Ethnic Minority Affairs (CEMA) Chair. These graduate students were asked to write about APAGS and Division 35 sponsored feminist-relevant convention programs. The subsequent reaction pieces demonstrate the knowledge and encouragement gained by graduate students who attended these convention programs. Please feel free to contact Nadia T. Hasan or Sara Wright if you have any questions about the project.

Please note that this collaboration project was established by the taskforce “to make feminism relevant” for diverse people, chaired by Dr. Debra Kawahara. Each reaction piece will be published in Division 35's quarterly newsletter, The Feminist Psychologist.

Women Mentoring Women: Mentoring Between APAGS and Eminent Psychologists
Reviewers:
Marya C. McCarroll, M.Ed., Eastern Michigan University
Konjit V. Page, Boston College
Marina Louisa Tomizinis, M.A., California School of Professional Psychology

Women at Work: Thriving and Surviving
Reviewers:
Monica Bigler, M.S., University of Florida
Veronica Glover, Towson University

Diverse Women Leaders: Different Paths, Similar Destinations
Reviewers:
Jae Y. Jeong, M.S., University of Memphis
Mahnaz Rehmatullah, M.S., University of Texas at Arlington

Negotiating Skills for Women in Psychology
Reviewer:
Cirleen DeBlaere, M.A., University of Florida

How to Publish Successfully in Psychology of Women Quarterly
Reviewers:
Melissa Grey, Eastern Michigan University
Anne T. Molloy, M.S. Ed., M.S., Argosy University

Food for Thought Breakfast with Oliva Espin, Ph.D.
Reviewers:
Jacob J. van den Berg, M.S., University of Florida
Kelly Mohondro, M.A., Fielding Graduate University

Women Mentoring Women: Mentoring Between APAGS and Eminent Psychologists
Reviewers:
Marya C. McCarroll, M.Ed., Eastern Michigan University
Konjit V. Page, Boston College
Marina Louisa Tomizinis, M.A., California School of Professional Psychology

Nichole Wood-Barcalow, M.A., began the APA session, “Women Mentoring Women,” with a rousing talk on what, why and how mentoring among women takes place, and why mentoring is so important, especially to women. During the second part of this presentation, Dr. Carol Williams-Nickelson discussed the challenges all women face in the field of psychology, her interest in mentoring women, difficulties faced by graduate students in finding women mentors, and the importance of female mentorship in our field. The final part of this presentation was a social hour that provided the graduate students and eminent psychologists in attendance an opportunity to meet with each other and possibly establish future mentoring relationships.

During her part of the presentation, Ms. Wood-Barcalow elaborated on the various ways a mentor provides inspiration to achieve one’s potential by furnishing hope in the face of difficulty, serving as a model for professionally valued behavior and demonstrating what it means to be a successful woman. Most important to women, and to all female graduate students, women psychologists have already “paved the way,” and understand the difficulties we face in working to make important contributions to the field while developing and supporting our personal lives. As we listened to Ms. Wood-Barcalow talk about how important we are to each other, we thought of the women mentors who have influenced where we are today and where we are going. We realized how grateful we were to our own mentors, how much we owe to their generous minds and hearts, and how their unique personal and professional selves supported and inspired different parts of us as professionals and as women. Ms. Wood-Barcalow’s talk inspired us to strengthen those relationships that are so meaningful to us and to seek out others - both as mentees and soon, as mentors. Her closing appeal, “take time to invest in another woman’s development” is one we have committed to acting upon.

Although Dr. Williams-Nickelson presented an abundance of interesting and valuable information, the most salient part of her presentation accomplished the goal of “making feminism relevant” by offering concrete advice to students searching for female mentors. Advice such as seeking out more than one mentor, not being reluctant to ask to be mentored, and searching for mentors outside of one’s immediate sphere (e.g. outside of the psychology department or clinic where one works), could prove invaluable to women graduate students. As those of us who have been fortunate enough to find women mentors know, our experience of, and success in, graduate school can be greatly enhanced by working with women who have succeeded in a field traditionally dominated by men. Not only can these women serve as role models, provide guidance and support, and assist in our education, but they can also address the unique challenges that women face in the field of psychology. By advising graduate students and eminent psychologists alike to become more active in mentoring and seeking out mentorship, Dr. Williams-Nickelson has made feminism relevant by working towards ensuring the future success of women in our field.

What made the experience of this talk unique for each of us was the way in which the presenters were not only able to share their own insights and advice, but the way in which they attempted to “lead by example” by providing a time period during which female graduate students were able to meet and network with eminent female psychologists attending this presentation. During the social hour immediately following Dr. Williams-Nickelson and Ms. Wood-Barcalow’s presentation, attendees were encouraged to reach out to each other as potential mentors and mentees in the spirit of facilitating positive female mentoring relationships. This spirit appeared to have been felt as attendees mingled amongst each other to the delightful music provided by a harpist and an assortment of beverages and hors d'oeuvres that were provided. The presenters also provided attendees with pre-printed business cards, indicating the presentation that was attended. Attendees were encouraged to write their contact information on these cards and exchange them with each other. Furthermore, a beautifully created “pearls of wisdom” board was erected, on which eminent psychologists were encouraged to share their experiences in the field. In our observations and participations during this social hour, we were each struck by the way in which the presenters were able to create an environment in which students could meet psychologists with similar research and clinical interests whom they had previously admired, yet might have been intimidated to connect with. Having had the chance to create relationships, and hopefully future mentoring relationships, that we were able to establish during the wonderful presentation given by Dr. Williams-Nickelson and Ms. Wood-Barcalow, we are grateful to the presenters for putting together this talk and are committed to the challenge of continuing the promotion and fostering of mentoring relationships between female graduate students and eminent women psychologists in the future.

This article reflects on the roundtable discussion “Women at Work: Thriving and Surviving” from a feminist and student perspective. Dr. Mary Beth Kenkel, Florida Institute of Technology, acted as chair. Panel participants included Dr. Maryka Biaggio, Portland, Dr. Lynn H. Collins, La Salle University, Dr. Nancy M. Sidum, Kaiser Permanente Honolulu, and Dr. Andrea L. Morrison, Argosy University San Francisco Bay Area. The issues discussed centered around obstacles and strategies for women in the workplace today. These included gender discrimination, subtle sexism, mobbing, and job dissatisfaction. Presentations were given in turn and then the table was open for discussion and questions. The presenters acknowledged that gender bias in the workplace does still occur and limitations placed on women. The panel related real situations in which they were discriminated against due to gender.

There is much to discuss regarding women in the workplace. The timeframe given for this roundtable allowed the panel to touch upon a few important issues for women. As students and young professionals, it was a great benefit to participate in this discussion with accomplished women who shared their personal experiences and who can serve as our role models for dealing with gender related work issues that still remain.

Use your support system. Networking was one proposed strategy discussed by the panel. By utilizing women from various avenues, such as colleagues, present and past co-workers, supervisors and women in different fields, students and young professionals can build a community of shared experience and foster understanding and support. This message is relevant, especially in a competitive work environment as we encounter it today. It is all too easy to dismiss subtle forms of harassment and blame yourself when further career advancement halts instead of looking for systemic reasons first. A more relational approach to the world of work, as it has been proposed by feminists for many years, can serve as an antidote to an undesirable work environment. While women have come to compete with their co-workers and have achieved more recognition and higher status, gender-specific ways of relating to the work environment are relevant and should still be pursued.

Don’t become complacent. Throughout the presentation, participants emphasized important achievements within the field. One of the most notable accomplishments is the improvement in policies regarding sexual harassment. However, definitive parameters outline what is considered harassment. Cultivation of the nature of subtle harassment remains to be addressed. These subtleties include, but are not limited to, sexual coercion and sexism. From a student’s perspective, the previous accomplishments may be assumed by the majority of students and new employees to have been eliminated. Becoming complacent, they may not recognize more subtle signs of harassment. The panel touched on various forms of subtle harassment crossing the lines of race and class as well. In a time when feminist models include multicultural and global concerns, these issues regarding the use of power and oppression seem important, especially for current students and young professionals.

Don’t blame the victim. Within each presentation the context a woman finds herself in at work was illuminated. The panel stressed the fact that a woman is often led to believe that either her personality or personal attributes are to blame for difficult work situations. Through networking, a woman can understand that many hardships experienced are not unique to her alone. She can then separate herself from the situation and determine if the hardships are truly personal or due to systemic reasons. As a student, this is a liberating message as many women continue to struggle with acceptance in the workplace.

Final thoughts. Listening and learning from this distinguished panel was a highlight of our convention experience. Even though we are from a different generation than the panelists, their words and wisdom remains significant to our own academic and professional experiences as well as to our lives as women. While they paved the road for us to follow, we must maintain the speed and temerity with which these women forged ahead in society. Solidarity among women, analyzing the system rather than pathologizing the individual, and improving the ever-changing workplace are central themes to a feminist framework of conceptualizing women in the workplace. In an increasingly global and competitive world, these issues maintain their value.

Diverse Women Leaders: Different Paths, Similar Destinations
Reviewers:
Jae Y. Jeong, M.S., University of Memphis
Mahnaz Rehmatullah, M.S., University of Texas at Arlington

The role of ethnic minority women in leadership positions has evolved substantially over the past decades. During the Division 12 Invited Symposium at the 2005 APA Convention, several accomplished women leaders shared the experiences and triumphs that have brought them to the professional success they enjoy today. Speakers included Dr. Jessica Henderson Daniel, the former Division 35 president, who spoke of the importance of being a womanist servant leader and presentations by Dr. Jean Lau Chin and Dr. Melba Vasquez who spoke about the importance of promoting leadership among Asian and Latina women, respectively. Dr. Pamela Reed concluded the presentation with advice about the benefits of setting your own standards.

As soon-to-be female professionals in the field of psychology, there is always this search for those precious pearls of wisdom from the established professionals. Several reoccurring themes emerged from the presentations by these women leaders. Aside from their cultural and socioeconomic diversity, it quickly became apparent that all four ethnic minority leaders faced similar challenges in their professional development. One valuable lesson that was repeatedly shared was that from early on, the minority woman must be able to trust her intuition to guide her in finding those whom she can trust and those she cannot. In one’s personal as well as professional life, it is hard not be affected by the stereotypes and opposition. Being able to identify your allies and opposition is a basic need for all of us as students and as professionals. Further, being female and coming from a racial/ethnic minority group heightens one’s sense of belonging and the sociocultural expectations of one’s roles and responsibilities.

According to Dr. Jessica Henderson Daniel, leadership is about having goals, and perhaps more importantly, about having “other-directed” goals. She elaborated on this by stressing the importance of taking on the positive role of a womanist servant leader – someone who utilizes her leadership position to make a difference in the lives of others. Dr. Jean Lau Chin next discussed some of the potential barriers for women in leadership. These included struggling with the perception that women are “weak and meak” as well as facing the demands to be like a man and to follow the rules of the Old Boys’ Network. She further advised future women leaders to not forget the essence of leadership, that is, the importance of having values, integrity, purpose and commitment while serving to be an agent of change.

Dr. Pamela Reid emphasized that in order to be leader, you must be able to maintain followers. She provided some encouraging advice by stating that allies and supporters of all kinds are there as long as you are well prepared and willing to do the work. Whether it is a course you are taking or a psychotherapy group you are leading, commitment and preparation are necessary tools for success. Dr. Melba Vasquez shared the importance of having a voice. Though there may be many obstacles to overcome, women must develop a clear and strong voice to advocate and to serve. The reality is that professors and training directors hold positions of authority over us being students; however, we must all maintain our values, integrity, and respect for ourselves. It is our responsibility to build a voice and to make sure that our thoughts are communicated.

Being in a leadership role, it is imperative that we develop internal resilience and practice self-care to combat those negative experiences. Developing a support system and finding strength in them may help to soften those painful incidents. In our jam-packed schedules, it may be difficult to find balance in our lives; however, balance is a must. As future psychologists, it is important that we practice self-care so that we do not burn out ourselves.

Most of the presenters spoke of identifying role models and mentors for personal and professional growth. As one speaker put it, there is no limit. There may be people who serve different purposes in your life. On a different note, timeliness is key. Friends and colleagues may encourage you to take on a leadership role, but it is important to find the right times to participate or to observe. We suggest that each of us heed the advice of our mature colleagues – to take some time to watch, think, observe and see where you can make a difference. Most importantly, as Dr. Jessica Henderson Daniel commented, “If someone’s going to lead, why not it be you?”

I had the pleasure of attending a presentation titled, “Negotiating Skills for Women in Psychology” which outlined specific tactics for negotiation when seeking employment in the arenas of independent practice, medical settings, and academe. Dorothy W. Cantor, Psy.D., a former president of the American Psychological Association who is currently in private practice, outlined the need for effective negotiation in almost all aspects of independent practice. Jessica Henderson Daniel, Ph.D., Director of Training in Psychology at the Children’s Hospital in Boston, Assistant Professor of Psychology in the Department of Psychiatry at Harvard Medical School, discussed the importance of self-study, or self-awareness, and allies when pursuing a career in a medical setting. Finally, Janet S. Hyde, Ph.D., Professor of Psychology and Women’s Studies at the University of Wisconsin-Madison, spoke about the critical period between being offered a faculty position and accepting it. The unifying theme across all three distinguished women’s presentations was that negotiation is an extension of your self-knowledge, self-respect, and self-empowerment as a woman in this field.

The presentation began with a discussion about negotiation in the private sector. Specifically, Dr. Cantor presented a set of four negotiation skills that she utilizes in private practice and that one could also apply to most any endeavor or interaction. They were: (1) know what you want, (2) know what the other party in the negotiation wants, (3) be willing to compromise, and finally (4) know when to end the discussion. For example, in the case of applying for employment with an established practice, do not be afraid to ask questions such as, “What does the practice charge?” and “What do men in the practice make?” Also, be aware that what you have to offer, namely yourself, is of great value and deserving of a salary that is reflective of that fact. Dr. Cantor observed that women often dread asking for more money but highlighted that if women do not make such demands, wages will forever be unequal.

Dr. Daniel shared her insights about negotiation in a medical setting. She provided two key suggestions. First, she placed great significance on self-study. That is, be “real” about you, your desires, and your obligations. Important questions to ask yourself may include, “What are you strengths and weaknesses?”, “What are your personal/family needs?”, and “What level of investment in work are you willing to make?” Dr. Daniel was candid with her assessment that medical settings have their own set of challenges. Medical settings tend to be male dominated, bottom-line driven and not necessarily family friendly. These are all important points to consider before making the choice to pursue a career in a medical setting. Secondly, Dr. Daniels emphasized the benefits of maintaining a network of current and potential allies. She advised that you should sustain relationships with peers and faculty from graduate school and internship as well as your field governance. She also encouraged consulting with the recent hires of a potential employer as they could prove to be valuable informational resources.

Lastly, Dr. Hyde discussed the importance of negotiation when accepting a faculty position. She made the critical point that as a possible hire you have abundantly more power before you say “yes” than after. She highlighted that much of the wage gap between women and men in academia is due to the lower starting salaries of women faculty. Consequently, always try to negotiate an increase in the starting salary even if it is an increase of only a few hundred dollars. Because raises are like compound interest, those few hundred dollars will have long-term impact. Also, prior to the negotiation, have a target salary in mind that is reasonable for the potential department. Having a draft of your desired start-up package prepared with specific information concerning equipment, graduate student support, travel funds, teaching load, and lab space is advantageous as well. Finally, a clear statement concerning aspects of tenure such as the year that you can expect to come up for tenure and the procedure for annual and tenure reviews should also be obtained in writing.

Although this presentation was geared toward women in psychology, the common feminist themes that were distinctly applied to three different career paths have obvious implications for all students. Self-knowledge was emphasized. It is important that as budding professionals we know and value our strengths. It is through acknowledging our clinical and research training that we will gain the sense of empowerment that fosters recognition of our worth. Also, recognizing your needs was highlighted. Be clear about what you want, be willing to compromise when necessary, but do not be willing to sell yourself short. Dr. Daniel ended her talk with a wonderful exclamation, “Ask! You deserve it! You worked hard for it!” As students, we all have.

Currently, there are over 5000 individual and library subscribers of Psychology of Women Quarterly (PWQ), which on average ranks third among Women’s Studies journals for citation rates. PWQ is a nationally recognized journal and is internationally well known in Asia, Australia, and the Middle East.

At the 2005 APA Convention, there was a roundtable discussion on “How to Publish Successfully in Psychology of Women Quarterly” by the editor, Dr. Jane Stake, and associate editors, Dr. Maria Testa and Dr. Sarah Williams. Graduate students and other researchers interested in publishing attended this informative session about the journal, its’ impact on the study of women with feminist perspectives, and the manuscript review process.

Among the many suggestions that the editors provided are to use your best editorial and research skills when submitting manuscripts. Perhaps most emphasized is that authors need to take the phrase “Revise and Resubmit” literally. The editors stress a high probability rate of revising submissions and explained that the decision to send a “revise and resubmit” letter is only made if the reviewers believe that the paper is publishable, unless there is essential information missing. Therefore, authors need to be clear about their research design, and provide essential details regarding their study before submitting their work to the PWQ. Additionally, authors should have others proof read their work in order to avoid embarrassing and typical grammatical errors.

Also, during the round table discussion, Drs. Stake and Testa addressed the audience as co-workers and the group maintained an inviting atmosphere for questions and answers. Similarly, the editors and reviewers of PWQ appeared to make every effort to illustrate that publishing in the journal is a cooperative and collaborative learning experience. And YES, even seasoned professionals receive revise and resubmit letters! One main theme and question posed was “Is PWQ all that different from other journals?” The editors stated that feminism is a major theme of the journal, and that woman’s issues and perspectives must be addressed in PWQ.

PWQ can now publish a greater number of research papers and articles due to an increased number of available journal pages, and the editors welcome a wide array of ideas and topics such as women with disabilities, women in poverty, cross-cultural research of women, and faith perspectives of women. Other discussion questions were related to how students can become involved in PWQ. For example, students can be manuscript reviewers; and are mentored and sponsored by one of the editorial board members found inside the PWQ journal cover.

PWQ is unique in their manuscript process and practices of giving honest, time-sensitive feedback, and support. Authors know immediately, from the editors, whether their research or articles are appropriate for PWQ. Hence, there is less anxiety and waiting time for an answer regarding whether the research will be published. If the article is deemed appropriate, then the review process can take six months from start to finish. It was stressed to the audience that the editors strive to make publishing in PWQ a cooperative and collaborative learning experience. Here, it may be ventured that feminism has survived within PWQ due to the fact that the editors and reviewers are concerned about the quality of the publication as well as the authors who submit.

Apparently, the world of academia may have a bad rap sometimes having harsh and narrow pathways to success; but PWQ may be one of those unique journals having groups of people who recognize that they and their submitters are individuals where personhood is emphasized. This is not to suggest that PWQ is soft with regard to the submitted articles related to the research, science, or business aspects of feminism. Instead, PWQ demonstrated, as evidenced by their APA meeting, that there are human faces, processes, and ethics of accountability behind its pages.

If readers are unfamiliar with PWQ, then take the time to investigate this journal with the following suggestion. Read an article in your research or interest area from a journal you typically read (non-PWQ) or see cited, and then read an article of the same topic from PWQ. The feminist voices often shown in PWQ are those of researchers on the ground floor of upcoming women studies research; and who are keeping values of social justice and equality for all humankind within their frameworks as individuals are queried. That is the feminist edge.

Whether being a primary or co-author, being an aspiring reviewer or avid reader, students are encouraged to make feminism a part of their careers through PWQ. Honest, constructive feedback, support and guidance are explicitly stated and given with relatively unique components to publishing in PWQ. Authors and students will benefit from engaging in such a collaborative and supportive process. So, develop your voice, submit your papers, and let PWQ publish your legacy.

Dr. Oliva Espin, a professor emeritus and distinguished psychologist in the Women's Studies department at San Diego State University, spoke to a room of approximately 25 students over a complimentary breakfast provided by the American Psychological Association of Graduate Students (APAGS). Dr. Espin discussed multiculturalism and women of color, diversity, oppression/privilege, spirituality, and sexuality. Surprisingly, she expressed a special interest in the combination/interaction of spirituality and psychology, stating, “Nothing is more important to me than my relationship with God.”

Dr. Espin reflected on her own personal history of being a lesbian, Cuban immigrant in the United States. She smiled and joked with the audience about how racial identity and appearances can be deceiving. “Looking at me at first glance you might think that I look like a white middle-class woman, but when you hear me talk, it is another story,” she said about her strong accent. Dr. Espin also recalled an enlightening experience that she had while shopping for a sofa bed. The sales associate after hearing her speak assumed that she was “uninformed” because she was a Cuban woman. She indicated that, once he found out that she was “not a cleaning lady” and was a doctor, his tone completely changed and he treated her differently.

We had the pleasure of attending this talk and were particularly struck by two different experiences that Dr. Espin discussed. First, the notion of the “invisible immigrant” or person who is not perceived to be an immigrant by others was fascinating. An individual who immigrates to another country may feel a sense of ambivalence towards their country of origin and their adopted country. Thus, some immigrants may feel that they belong to both countries but to neither fully. Dr. Espin stated, “The way I was seen and saw myself were often in active opposition.” This seems strikingly similar to the experiences of some ethnic minority individuals, particularly those who are biracial, who may not be acknowledged for both aspects of their racial/ethnic identities and may not connect with either communities with which they may belong. For instance, although Jacob is of Dutch and Puerto Rican descent, many people only perceive one of these identities because they see him as a white male primarily due to his skin color. Kelly also related this story to her own feelings of being judged for her female gender, blonde hair, and large chest.

We also found that her experience with the sales associate reflected issues of class and education. It almost seemed as though, in the eyes of this person, Dr. Espin’s identity as a Cuban woman changed once she revealed her status as a doctor. It was as if her professional identity once known superseded her race/ethnicity and gender. Dr. Espin explained that, “when you have multiple identities, it is a lot of work.” It should not be surprising then, that the negotiation of multiple identities can be particularly challenging for many individuals. This was clearly seen in the example that she provided to us about how she came out to some members of the Latina community during the 1970s and they told her “you can’t be a lesbian and Latina.” Hearing this story, Kelly imagined that it might be similar to coming out in the early days of the Gay Rights Movement and felt awe and respect for those, like Dr. Espin.

We learned that it may be important to recognize that feminism can be a theoretical lens in which intersections of race, gender, culture, sexuality, and class can be simultaneously explored and expressed. This is particularly true for individuals such as ethnic minorities, gay/lesbian/bisexual/transgender persons, and people with disabilities, who oftentimes negotiate multiple identities. That is, feminism can serve as a link between all of these different aspects of a person’s identity. An additional way in which feminism can become relevant to all students is by incorporating feminist theories and ideologies into our undergraduate and graduate courses. Bringing feminism into the academic arena will ultimately increase the number of students who are exposed to it and make more students aware of their own roles in society.

Toward the end of her discussion, Dr. Espin emphasized the importance of “stretching ourselves as therapists.” She explained that, for example, many therapists do not use spirituality or religion in their practice. She noted that “it is important for therapists to recognize that religion/spirituality is a good thing to use in therapy.” Two of her books that she recommended reading are Latina Realities: Essays on Healing, Migration, and Sexuality and Women Crossing Boundaries: A Psychology of Immigration and Transformations of Sexuality.