|1)||Why Am I Hiding?...||1989||50 min.|
|General explanation of different kinds of rape: stranger, acquaintance, family. Rape is not a matter of sex but rather of control. At frat parties, drunkenness is not an invitation to rape. Fraternity members have choices: get the person home, call friend, or victimize. Goes extensively into the changes and reactions that rape brings to victim–called rape trauma syndrome. Importance of support groups is stressed. Produced by Rape Victim Advocates|
|2)||When He’s Not a Stranger||06 Nov 1989||1 hr 34 min.|
|TV Movie about acquaintance rape (fraternity party, etc.), going through the judicial system.|
|3)||Great Sexpectations||1990||2 hours|
|Dr. Claire Walsh at UWP. Focused mostly on acquaintance rape. Extensive discussion about socialization of males and females in America (one hour). Then another hour of panel discussion with students (questions difficult to hear).|
|4)||Dating, Sex, and Trouble||1990||25 min.|
|This seems to be aimed at high school students although it gives some good basic facts and guidance. It discusses the misconceptions some boys use to have a date end in sex, such as making the girl feel guilty. Tells what girls and boys should do to help avoid date rape. Teacher’s guide included.|
|5)||Sexual Assault PSAs (12 cuts)||19 Apr 1990||18 min.|
|UWP, short explanations of 1) What is Rape, 2) Rape Happens Here, 3) Help for Rape Victims, 4) Men Want to Help Educate, 5) University’s Responsibilities, 6) Safe Campus, 7) Professor Doesn’t Believe Rape Happens-a female student, 8) Yes Means No and No Means Yes-various female students, 9) How It Feels/Men Must Change-male student, 10) Who Is Making the Decision?-male student, 11) It Could Be Your Mother/Sister-male student, 12) Rape is Kept Quiet-female and male students and Kevin Boatright|
|6)||I Never Called It Rape||22 Apr 1991||1 hr 17 min.|
|A presentation by author Robin Warshaw at UW-Platteville. She talks specifically to college students, talks about how girls and boys are socialized.|
|7)||Sexual Assault Forum at UWP||11 Feb 1992||1 hr 22 min|
|Moderated by Karen Bennett Allen. Participants in forum: Patricia Doyle and Michael Viney. Defined Sexual Assault in Wisconsin and gave campus procedures and resources. Discussed Wisconsin Act 177 requirements.|
Summary: Victim/Survivor should always be in control of post assault action.
Note: Ideas good but many people on campus no longer here so not all phone numbers are correct.
|8)||Summary of Sexual Assault Forum at UWP||18 Feb 1992||29 min.|
|Summary of video described in 7) above. Everyone except students.|
|9)||Starting Out: An Introduction to Supportive Advocacy||1998||11 min|
|From Wisconsin Coalition Against Sexual Assault, Advocate Training Series. What is happening in Wisconsin to support survivors of sexual assault. Role of advocate is to support survivor, no matter what, and to provide all information available.|
|10)||Medical Advocacy||1998||16 min 50 sec|
|From Wisconsin Coalition Against Sexual Assault, Advocate Training Series. What happens in Wisconsin to medically support survivors of sexual assault. Usually an advocate meets the survivor in emergency area of hospital. Decisions survivor must make: 1) whether to receive medical care, 2) whether to have medical evidence collected, and 3) whether to report the crime.|
|11)||Legal Advocacy||1998||21 min|
|From Wisconsin Coalition Against Sexual Assault, Advocate Training Series. What happens in Wisconsin to legally support survivors of sexual assault. Advocate provides information to the survivor so the survivor can make an informed decision. Advantages and disadvantages noted. Talks about the Victim Witness Specialist.|
|12)||Sexual Harassment||20 Oct 1988||12 min.|
|UWP George Smith and Marge Karsten. Sexual Harassment described and discussed in relation to faculty, staff and students at UW-Platteville. Discuss overt harassment, gender discrimination, and use of power in a relationship.|
|13)||Sexual Harassment Issues & Answers||1991||20 min.|
|Produced by CUPA. Myth: Sexual Harassment affects only a few. Affects 88% of persons. Examples on campus, how to avoid, processing complaint. Sexual harassment becomes illegal when it is unwanted. Samples that are obvious, but problems when power differential involved and there appears to be consent. Sexual harassment can also happen between peers. Can also be women. Often more subtle than examples. Liability of institution is emphasized. Informal procedure shown and then determined if the case is strong enough for Formal proceedings. Comes down to a power issue. Policies, grievance procedures, training programs and support services in place, problems can be solved and liability reduced.|
|14)||Peer Harassment||1991||15 min.|
|Hassles for Women on Campus. Mostly student on student, but also male professor samples. University of Maryland Baltimore County.|
|15)||A.C.T. for Equal Treatment||1991||12 min.|
|Produced by Northern Illinois University. Samples of harassment (including by women teachers): woman as object of admiration, mistreatment in class, student/faculty interaction, advisement limitations, stereotyped roles. Shows how students can effectively deal with sexual harassment.|
Ask for equal treatment
Call on others for support
Talk to officials
|16)||Clarence Thomas Confirmation Forum||21 Oct 91||62 min.|
|UWP Moderator: Karen Bennett Allen. Very mixed perceptions!|
|17)||Myths That Maim||1992||46 min.|
|Presented by Dr. Maureen O'Hara.|
Abuse statistics; a lot based on culture we have created. Stories tell us who we are and how we should behave. Stories/Myth makers are men (Caucasian, heterosexual) - a patriarchal culture. In mythology, women are ambivalent-earth mother or trouble-maker. Men tried to control through cultural inhibitors. Medieval times a lot of anti-sexual feeling by the church. Remnants remain. Felt women closer to occult. Sometimes as good healers, but witches turned this around. Millions killed in Europe, mostly illiterate women. Still some remnants exist in torture and name-calling. Until 20th century women who married couldn’t work, as if were tainted. Even now some who show pregnancy are let go. “Therapeutic rape” in past was part of marriage (women were supposed to be reluctant). Even now rape by husbands is not considered wrong by most. The myths become self-perpetuating. If woman is sexually forward, will get what she deserves! If man isn’t he is a wimp. Rape, sexual harassment and incest are often explained as “natural.” Must know they are damaging. Man thinks okay, damaging for women. The Anita Hill case brought it out to the public. To respond with violence against a wife was considered natural, and still often is. All very depressing. Myths that heal - most gender behavior is a matter of culture, not biology.
|18)||Confronting Sexual Harassment on Campus||12 Nov 1992||2 hrs 4 min|
|Presented by the National Association of Student Personnel Administrators. A LOT of information. Excellent film. The extent of the problem generally and on campus; the different forms of sexual harassment; what can be done.|
|19)||Bob Gregg, Wisconsin Attorney||05 Oct 93|
|Tape 1 is missing|
Tape 2 of 4 (2 hrs 2 min.)
Sexual Harassment in the workplace, law, court cases. A lot about teen-agers. Some parts not clear because of the filming, but some good stuff. Some policy discussion, what should and should not be included. Harassment and relationships. Seems to be aimed at K-12 teachers/administrators. If someone complains of being harassed, take it seriously, get the facts.
Tape 3 of 4 (2 hrs 2 min.)
Check out the facts, decide if informal or formal complaint, follow written procedures, if evidence will hold up in court. Keep investigating even if police are investigating. Investigative file is proof you have been investigating. Discipline should be reasonable. How to do an investigation. Investigative plan: list of witnesses (contact info, what witnessed); list of documents (what, why). Investigative file is not part of personnel records and is protected as confidential. Tell witnesses no more than they need to know. Don't write down info unrelated to the investigation. When interview, witness, date, take detailed notes. Also try to consolidate relevant notes and have them sign if important witness. Do in proper format. Notes also get subpoenaed. Distinguish between witness' words and your notes. Check out facts witnesses give. Make sure things don't get into personnel file.
Tape 4 of 4 (9 min.)
What is put in a personnel file can be interpreted so many ways if use words that are interpreted many ways. Use facts that are documented goes in file, not labels.
|20)||Racism on Campus, Freedom of Expression||03 Nov 89||1 hr. 28 min.|
|Presented by UW-Madison School of Journalism and Mass Communication, panel moderated by Dr. Charles Nessum of Harvard Law School. Discussion of right of free speech versus civil rights of a person. Soglin with interesting ideas. Linda Green, law professor, very interesting legally. No resolution but interesting historically.|
|21)||Diversity in the Workplace||09 Jan 92||2 hrs 36 min.|
|Personnel Office Workshop to train staff for working better with diverse students and staff.|
Tape 1 (2 hrs, 3 min.): Carl Allsop: racism, sexism, classism within culture. If call self, African-American, etc, it's what THEY chose, not the racist society.
Bill Spofford: Learning/unlearning other systems from where you come. Assumptions from home country are different from ours. One's values are called into question-values of receiving culture are different. Foreign student has to take the initiative, must ask for help.
Tape 2 (33 min.): Darlene Biggers - break up into groups and bring back thoughts, things to do about racism and sexism. After group discussions. Carl Allsop:group thought had to step back and try to see from different perspective. Darlene Biggers - it is our responsibility to learn, change, etc. because it is not the fault of the minority that there is racism. Look at the value of interacting with persons of color or international students. Should think of the enhancement they can give to our lives. Al Thompson - points out frustration a person of color has, causing anger. Have to sit down and talk about it with person. Don't hide feelings of racism-put on the table and discuss it.
|22)||Selena Fox (Diversity Week Speaker)||10 Nov 92||1 hr 44 min.|
|Selena Fox is Wicca priestess. The fact many of our holidays are based on the solar year.|
|23)||Women of Color in Higher Education: Too Invisible, Too Silent, for Too Long||31 Mar 1993||1 hr 55 min.|
|Facilitated by Black Issues in Higher Education. In a brief overview of the history of higher education for blacks noted that these schools also admitted Native Americans. Panel is very diverse and very advanced (all minorities represented). Points out that promotion/tenure decided by old-boy network persons. Several good points brought up about women supporting women, the importance of appointing women by presidents, women getting into administration.|
|24)||Shattering the Silence, the Case for Minority Faculty||1997||1 hr. 26 min.|
|PBS film. Having minority professors gives fresh perspective. Minority faculty have more constituencies than white. Must constantly prove themselves, assumed that they are 2nd, 3rd, 4th rate. Some really good interviews of minority professors. Grad school for minorities-feel isolated, financial problems. Starts in early school because of low expectations. Interesting conversations in ethnic studies classes. Asian writer problems. African-American history professor.|
Scholars of color have enriched every discipline because of the new questions they ask and the new perspectives they bring. Bringing in multicultural literature is a challenge to the ivory tower. Some don't believe it is true literature.
Affirmative Action-meaning. Incorrect perception of AA more important than the reality of its need. The feeling among white men: minorities are not qualified, but must be hired. This is NOT AA. Minority faculty so in demand when hired that cannot do research, or loss of personal life. Issues of family versus scholarship-minority women especially vulnerable. When so few, the generation is a sacrificial one, no marriage. Expanding the pool of minorities would take the burden off those few who are there now.
|25)||Achieving a Diverse Staff||08 Mar 1991||58 min.|
|Behaviors that are adverse to achieving a diverse staff. Addressed to community colleges but apply anywhere. Playlet: Ignore AA Officer and standards set by President and others. Have someone in mind. In next meeting the best candidate was a female African-American, but all but AA Officer were stubborn about their less qualified male candidates. The female minority candidate got chosen by the President. In office she faces lots of discrimination, called "an Affirmative Action hire" even though best qualified. All the stereotypes. Dean is so ditzy that the stereotypes are extreme. Minority professor set up to do things that don't count toward tenure. Asked to do more than white colleagues, and since so few minorities, they are spreading themselves out in so many areas don't have time to do what they studied for. Next search went better. Analyses by others in audience and by phone. Pointed out not only hiring but also retention problems.|
|26)||The Central Players||1990||33 min.|
|Hiring process acted by administrators at the University of Wisconsin Centers. Central component is hiring committee. Vignettes are hopefully worst-case scenarios.|
Vignette 1: Departmental meeting to chose candidates to interview. Problem with keeping things the same vs change.
Vignette 2: Divisional meeting of interviews. During the interview of woman, people didn't pay attention even though she was very organized. The man told story that they reacted to positively. He did not answer question while woman did. Their reasons for choosing man were totally irrelevant. Quite extreme.
|27)||New Levels of Excellence: Faculty Recruiting for the 21st Century||2001||35 min.|
|Presented by UW-System. Best practices: creating position description (done before carefully, creating a broad and diverse applicant pool, screening the applicant pool (here is where stereotyping often occurs (school went to, career interruptions), interview process must be the same for each candidate, questions to ask reference, making the decision, documentation of the search (search file to be kept for 6 years)|
|28)||Career Development Strategies for Women||19 Aug 1988||2 hr, 50 min.|
|(2 tapes) Led by Jane Ballback.
|29)||Engineering: A Career for Women||23 Jun 1987||22 min.|
|Purdue University. Very basic-seems for pre-college girls. Some good examples of women engineers in the field.|
|30)||Shortchanging Girls, Shortchanging America||1991||19 min.|
|Presented by the American Association of University Women.|
Self-esteem and gender roles. Girls’ self-esteem goes down through adolescence. Different expectations for boys and girls from teachers. Teachers need this pointed out-don't realize it. Tracked away from jobs of the future, as are black students.
Interesting quote by male panelist: “Sometimes I think that if the cure for cancer is in the mind of a girl, we will never see it.”
|31)||Choices Conference||1992||1 hr, 4 min.|
|American Association of University Women. Speaker: Dr. Susan Bailey. Wrote a report on how schools shortchange women. This is a review of major findings. (A very poorly done video with poor clarity and people walking in front of camera. Also peripheral noise.) Women are not just another interest group; they are half the students and have equally contributed to humanity.|
|32)||The Encounter||1991||11 min. 30 sec.|
|Cartoon. What do you do when you encounter a blind person. Treat like other people. Only help if they look like they need help. Pretty simple but nice.|
|33)||Successfully Employing People with Disabilities||14 Apr 1993||2 hrs 35 min.|
|A teleconference on complying with ADA - excellent.|
Tape I: 1 hr, 35 min.
Employment application review, update job descriptions using job analyses. Good examples how an interviewer should act with persons with disabilities, the attitude is important. What can/cannot ask. Ask only job related questions. Ask same questions of all applicants.
Working with persons with disabilities, reasonable accommodations. All that is available to other employees must be equally available to persons with disabilities. What happens if don't conform to the law. Susan Meisinger is very good.
Tape II: 1 hr
How to remove physical barriers/how to provide accommodations. Aging and increase in disabilities. Misconceptions about disabilities.
|34)||UWP Affirmative Action Forum||3 Mar 1997||1 hr 29 min.|
|Karen Bennett Allen gives background concerning backlash.|
Kathy Winz, Al Thompson, Charles Wright (System), Greg Jones (DER AA Officer)
Myths and Misconceptions. It is not quotas and preferences, but goal oriented. Be aware of goals wish to achieve. Improvements, but long way to go. Some of panelists have rose-colored glasses. The problem of perception of preference. They don't bring out the fact that "reverse discrimination" is not that. All that is happening is that white males are ideally no longer given a better chance, but rather they are equal to females and minorities.