tokenism | Race, Class, and Gender

Hillary’s Hurdle: The Effects of Gender and Sexism on Professional Women

Hillary Clinton might lose the presidency, and even the nomination, because she is a woman. Among Sanders’ fans who support him with militant millennialism, or Trump supporters who talk about women as if they were dogs, this statement will likely be written off. I might be seen as another worried supporter crying sexism to distract from the actual shortcomings and missteps of Clinton’s campaign. But call off the Berniebots and silence the Trumpeters, because I aim not to qualify my decision to vote for Hillary nor to challenge yours not to. Pointing to professional gender norms and the role of sexism in the media, I aim instead to trace Hillary’s backlash to her gender performance, illustrating the double binds that obstruct paths to success by holding professional women at higher standards than their male counterparts.

Performing gender doesn’t happen in a social vacuum. It happens, rather, in a world of social hierarchies and pressures that enforce expectations and consequences of performance. Women and men are held to different standards of self-presentation, with male-associated behavior more suited for professional success. Tyler Okimoto and Victoria Brescoll’s (2010) study of women in power shows that ambitious women tend to engender feelings of anger and contempt from their male counterparts. These feelings likely come from the cultural understanding of women as “communal”- kind, sensitive and caring, and men as “agentic”-aggressive, competitive, and assertive. Women in public leadership positions who exhibit behaviors not traditionally associated with their gender often risk backlash, even if these behaviors are necessary for their job or position. This theory gains credence from a 2008 study in which male and female participants both “assigned less status” to women who exhibited competitiveness, strong leadership styles, authoritative rhetoric, and ambition (note that each of these characteristics are intrinsic to the demeanor of a president).

Gendered expectations force women to do intense identity work to prove their qualifications and capabilities both as a woman and as a professional. As a result, women can “easily cross the line and appear to be insufficiently feminine- that is, not “nice” enough” (Carroll 2009, 6). Sociologist Rosabeth Moss Kanter comments on this dynamic in her work on gender and tokenism, laying out four common stereotypes and associated identities forced upon professional women. Three of these four identities are markedly feminine (the seductress, mother, and pet), while one bares masculine undertones (the iron maiden). The latter is implicitly critical, using masculine imagery to shame strong women. This unfairly places women into roles they may or may not identity with, since “women inducted into the iron maiden role are stereotyped as tougher than they are (hence the name) and trapped in a more militant stance than they might otherwise take” (Kanter 984, 1977).

Viewed by many as an iron maiden, Clinton bears harsh attacks for her perceived lack of femininity. As articulated by Diana B. Carlin and Kelly Winfrey, in the 2008 race, “both Clinton’s physical appearance and her choice of pantsuits over skirts and dresses were the source of considerable derision.” Public figures speak often and sharply of Clinton’s appearance. Rush Limbaugh in 2008 contrasted Clinton with Sarah Palin by saying that Clinton is “not going to remind anybody of their ex-wife, she’s going to remind men, ‘Gee, I wish she was single’’ (Carlin and Winfrey 2009, 331, 338). The double standard therefore extends to the media by creating a platform to judge men on a basis of merit while women, as illustrated by Limbaugh’s statement, are judged by personality, physical attractiveness, and gender performance. FOX news contributor Tucker Carlson once said of Hillary: “when she comes on television, I involuntarily cross my legs.” This statement directly paints Clinton as a danger to men everywhere, reinforcing the harmful characterization of powerful women as threats to male-dominated institutions.

Journalists bear equal blame for negatively reporting on Clinton’s gender performance. Prominent amongst these pen-yielding mudslingers is New York Times columnist Maureen Dowd, whose scathing columns boil to the brim with sexist sentiment. In a 2015 column, Dowd described Clinton as a “granny” who should learn to “campaign as a woman.” Dowd, who once called Clinton “the manliest candidate,” later criticized her as over-feminizing, stating that she “should have run as a man this time.” From these wildly offensive (and contradictory) statements to the claim the Hillary “killed feminism,” Dowd and reporters like her use Hillary’s sex as a weapon of slander and hate, harming public perception by shaming her non-hegemonic gender performance.

Some media sexism comes in abrasive and obvious forms, like calling Hillary “shrill” or “bitchy,” but the majority of it comes by subtly addressing female candidates with less respect than their male opponents. As discovered in Joseph Uscinski and Lilly Goren’s 2010 study of the 2008 Democratic Primary, both sexes tend to call men by their titles and women by their first names. In the 2008 primaries, Clinton was referenced in newspaper coverage “by first name 3 percent more [than opponent Barack Obama) and her title of Senator was omitted 15 percent more.” On television, Clinton was referenced by first name four times more than Obama was. These seemingly minute and peripheral statistics actually resonate deeply within the dynamics of a campaign. As Uscinsi and Goren (2010) found, “referencing a woman by a first name may project an image of inferiority to the audience.” The media therefore disadvantages Clinton not only through overt sexism, but by subtly painting her as a less viable candidate.

Hillary Clinton is, and always has been, a polarizing figure. Her long career of spotlight scrutiny left her seasoned with scars, dividing the American public sharply between champions and critics. As a fellow on Clinton’s campaign who spent months canvassing door-to-door, I heard time and time again that people like her policies but not her personality, her vision but not her voice, her ideas but not her identity. These criticisms come largely from those who see Hillary as a threat to hegemonic gender norms, and who watch, unsettled, as she every day cuts cracks in the glass ceiling not with a stiletto or kitchen knife, but with her own two hands. We need to stop pretending that the playing field is level. Like it or not, Hillary Clinton is not a man. She’s a woman (a strong woman), and it’s time we stopped punishing her for it.

It’s Time to Move beyond Numbers!!

Having grown up in Tokyo, a racially and ethnically homogeneous city, I had a utopian image of American society before arriving here. I thought in the United States, people respected all kinds of social differences, including race, ethnicity, and nationality. Unfortunately, the reality was far from my imagination; the affluent American society I was exposed to at my boarding school was surprisingly homogeneous. I constantly felt a strong pressure to be like my peers, most of whom were wealthy white students from the East Coast. In fact, I still feel a similar pressure at the small liberal arts college I currently attend.

Why was there such a large discrepancy between what I believed and what I experienced in terms of racial and ethnic diversity in elite higher education?

One important reason I thought was the schools’ focus on the numbers of racial diversity. Stevens (2007) shows interesting examples of how colleges use statistical figures that are “the most flattering,” “accurate,” and “defensible (47)” in order to improve their image. The statistic on diversity is no exception. Some colleges “round up” the number of students from underrepresented groups. Other colleges in their pictures on recruiting materials include proportionally more minority students, especially African Americans, than are actually attending the school (Pippert, Essenburg, and Matchett 2013).

By focusing on surface-level representations of minority students, elite schools overlook a crucial piece in diversity: student experience. Unfortunately, superficial forms of diversity do not automatically translate into positive experiences for students from underrepresented backgrounds in historically white academic institutions. Warikoo and Deckman (2014), for example, show that students from two equally “diverse” schools in terms of numbers of underrepresented groups of students have completely different experiences with respect to integration into campus life. What determines the student experiences is how each school approaches the topic of diversity.

One school takes the Integration and Celebration approach. This school focuses on racial integration and offers events for all students to enjoy learning about different cultures. Consequently, both white and minority students in this school have positive experiences with regards to social diversity. However, since the school does not offer much programming to educate students on the structural racial inequalities, students often do not develop the ability to critically address those issues in a deeper way.

The other school takes the Power Analysis and Minority Support approach. This school focuses on the needs of minority students. It offers programming for minority students on the systems of racial oppression. Unfortunately, this programming creates a division among students. Minority students who actively participate in diversity programming, feel empowered by the knowledge and skills they gain in understanding how racial inequalities operate. Other mainly white students who do not participate in diversity programming feel marginalized and frustrated by the division that such programming creates.

The takeaway point from this comparison is that numerical diversity does not tell the whole story. It does not reflect college policies and campus cultural climates that significantly impact students’ experience and quality of life on campus. Although numerical diversity is an important step towards true diversity, it is not enough. It is time for us move beyond numbers and promote efforts in inclusion and education on structural inequalities for all students in elite higher education, regardless of their racial, ethnic, national, socioeconomic, sexual, or any other identities.

Whiteout: The Social Roots of Oscar Glory

A nervous energy filled the Beverly Hills theater on the morning of January 14, 2016, as agents and reporters sipped coffee, made predictions, and rubbed sleep from their eyes. It was a lull before the storm, the very seconds before the announcement of the 88th Academy Award nominations. For a moment, Hollywood stood united, excited and prepared to honor the most spectacular achievements in film. But when the four presenters stepped onstage and began to speak, all sense of unity disappeared.

For the second year in a row, all of the nominees were white. Moments after the 5:30 A.M. announcement, the hashtag #OscarsSoWhite began to trend on Facebook and Twitter. Actress Jada Pinkett Smith took to Twitter to call for a boycott, causing Mark Ruffalo (nominated for his work in ‘Spotlight’), George Clooney, David Oyelowo, Lupita Nyong’o, and Matt Damon (nominated for ‘The Martian’) to similarly admonish the lack of diversity in awards shows. Even Saturday Night Live joined in, airing a sketch in which the “best actor” trophy was awarded to “all white guys” (Oswald 2016).

Charlotte Rampling, nominated for her work in “45 Years,” sang a different tune, commenting that all performances should be judged equally and that “maybe black actors didn’t deserve to be in the final stretch.” Rampling found herself within minutes labeled as insensitive and prejudiced. To many, Rampling’s statement only validated the claim that Hollywood is inherently racist, and that changes must be made (Sage 2016).

So who is right? Is the Academy comprised of racists, as Jada Pinkett Smith suggests? Or is Rampling correct in suggesting that this year’s minority performances were subpar? A close study of the voting Academy and of the film industry as a whole reveals truths in the arguments of both Smith and Rampling.

The nominations are less surprising (but no less noteworthy) with an understanding of Academy demographics. In 2012, the median age was 62, with voters under 50 years of age making up only 14% of the Academy (this makes voters less likely to support a profane film like “Straight Outta Compton”). In 2012, the Academy was a staggering 94% Caucasian, with African-Americans comprising only 2% of voters, suggesting a fundamental racial inequality of representation. (Horn, Sperling, and Smith 2012). The Academy is therefore what sociologist Rosabeth Moss Kanter would describe as a “skewed” group, containing “a large preponderance of one type (the numerical “dominants”) over another (the rare “tokens.)” Kanter’s theory of tokenism holds that interactions and perceptions inevitably form around stereotypes imposed by the majority and sometimes accepted by the minority. This subconscious racism applies directly to voting biases and their roots (Kanter 1977).

The problem is both with the “skewed” Academy and with a shallow, white-dominated industry. Minority actors are often given the spotlight only to portray characters which are either underdeveloped or shaped by harmful stereotypes. For example, many black actors fall into type casting, playing maids or slaves. This underscores Kanter’s aforementioned theory that minorities tend to accept imposed stereotypes. University of Connecticut professor Matthew Hughey discusses this phenomenon in his book The White Savior Film, focusing on films where a “white messianic character saves a lower- or working class, usually urban or isolated, nonwhite character from a sad fate,” using Oscar-winning examples like “To Kill a Mockingbird” (1962) and “The Blind Side” (2009).

Portrayals of black characters as poor and in need of saving only reinforce a harmful and historically supported power dynamic, reminiscent of the American notion of the White Man’s Burden. The representation of “nonwhite characters and culture as essentially broke, marginalized, and pathological,” reveals within the industry a deep bias; the product of both subconscious racism and rampant type casting. This bias keeps minority actors out of the juiciest roles, and therefore out of Oscar contention (Hughey 2014; 1-2, 10). Should minority actors be given more complex, abundant roles, their names would show up alongside those of their white peers on nomination day.

But how much does this matter? Does the racial composition of an awards show which bestows privilege upon the most privileged bear any apparent weight? During Gina Rodriguez’s tribute to actress Rita Moreno at the 2015 Kennedy Center Honors, she spoke of seeing Moreno on screen and realizing for the first time that Puerto Rican women could be actresses. “You gave me hope, you gave me a reason to fight and to speak up, you gave me a voice,” she said through tears (Brucculieri 2015). When the Oscars aired on February 28th, young children of all ethnicities watched as white actors won gold statutes. For any racial minority, dreams of becoming an actor seemed that much less attainable. Just like that, dreams stayed dreams, and stars were unborn. This is why Hollywood is angry. This is why it matters.

The Academy should nominate the actors who give the most outstanding performances of the year. That’s it. No race. No campaigns. No politics. In a society characterized by subconscious racism, this is no easy task. But after accounting for the limitations and prejudices of the industry, I am confident that through increased awareness and calls for industry-wide reform, changes can be made. Actors can transcend race. They just need to be given the chance.