Coordinator's Report
First of all, let me say, "We must STOP Prop 209 (CCRI)!" Read on and learn. Spread the word! Vote on Tuesday, Nov 05.
Secondly, isn't it amazing that even in Santa Cruz County women have to clean up after domestic violence. During this, Domestic Violence Awareness Month, it is especially obvious that there are at least two agencies in the county that deal specifically with domestic violence issues for women and children. They are Defensa de Mujeres and Women's Crisis Support. However, as of this writing, there are no (zero, zilch) agencies which specifically provide recovery programs for violent men. Men can stop violence against women!
Prop 209 (CCRI) turns back the clock for women and minorities! It must be stopped! Tell everyone!! Vote on Nov 05.
And after the summer break, the SCCNOW Board met and decided to place greater emphasis on this newsletter and on action planning. It makes more sense to focus on the needs of 240 nonactive members rather than on the few who are able to attend the general meetings. Therefore, the General and Board Meetings have been merged. Periodic Salons and Actions will also be held. Watch this newsletter for dates and details.
Oh, and did I mention? Prop 209 (CCRI) is hateful, divisive politics. Send the message that the citizens of this state believe that all should have equal opportunity and that we are not fooled by this misleading proposition. Vote "NO" on Prop 209 (CCRI)!!!
Reverse Discrimination?
White men are 33% of the population, and yet they are:
85% of the tenured professors
Diversity is Good for Business
Call Your Government Representatives:
Affirmative Action Explained
What programs are included in affirmative action? Many different kinds of programs or actions may be considered affirmative action.
Affirmative action includes special recruitment efforts, outreach, and training programs to ensure that eligible workers are drawn from all segments of our society and have the same opportunities to compete and excel in the workplace. To achieve our goal of equal opportunity for all, employers, governmental bodies, and educational institutions take steps to open opportunities to those who have often been left out or underserved and agree to make this commitment a priority, replacing old-fashioned measures which often excluded these individuals.
Does affirmative action mean quotas? Absolutely not. Affirmative action has never meant fixed or inflexible rules that bring in unqualified workers or exclude otherwise qualified individuals from employment, education, or benefits. The courts have reviewed affirmative action programs that were challenged by people who felt they were disadvantaged by race and gender-conscious remedies implemented to eliminate discrimination.
They have ruled that affirmative action programs may consider race, ethnicity, or gender where past or current practices indicate likely discrimination, even if the result of such consideration disappoints the expectations of certain individuals based on the status quo. However, lawful affirmative action programs cannot displace anyone from positions they already hold or take away vested benefits. Also, race, ethnic, and gender conscious remedies must be temporary measures intended to bring people into opportunities, positions, or departments from which they have been historically excluded. If an employer mistakenly uses "quotas" instead of preparing a lawful and thoughtful affirmative action plan, legal action can be taken. Such rare occurrences are not a reason to end otherwise lawful affirmative action programs or a commitment to race, ethnic, and gender-conscious remedies.
What about "goals and timetables"? This term does not mean "quotas." It applies to federal government contractors who are encouraged to make good faith efforts to provide work opportunities for women and people of color in exchange for providing goods or services paid for by the nation's taxpayers. Executive Order 11246 was signed after extensive studies indicated that employment discrimination often resulted from "the indifference of employers to establishing a positive policy of nondiscrimination." Such indifference meant that schools, training institutions, recruitment, and referral sources all followed the pattern set by industry. Once employers began seeking out women and men of all races, colors, and ethnic backgrounds, there was a corresponding positive change in education, training, and recruitment programs. Government contractors try to follow "goals and timetables" to ensure that qualified women and minorities are represented in the workplace in some proportion to their availability for work. They are not required to and do not use "quotas."
Does affirmative action mean hiring workers who are not qualified for the job? Absolutely not. The courts have stressed that affirmative action is intended to "create an environment where merit can prevail," and that if an individual "is not qualified for a position in the first instance, affirmative action considerations do not come into play." Once individuals are hired or promoted, they must demonstrate their abilities just like everyone else. Affirmative action ensures that hiring and promotional decisions are made based on real qualifications, not on factors that are unrelated to actual job skills and abilities.
Does affirmative action lead to "reverse discrimination?" No. Lawful affirmative action programs do not result in reverse discrimination.
Recent studies continue to demonstrate that reverse discrimination is extremely rare in our society. For example, a study of over 3,000 discrimination cases over a four-year period, released in March, 1995, by the Department of Labor, concluded that policies designed to end job discrimination against minorities and women are still very much needed and have not resulted in bias against whites or men. It also found that most reverse discrimination lawsuits brought by white men are "without merit." Where a white or male is actually harmed by discrimination, of course, courts are available to provide relief.
Why is affirmative action under attack now? Many of the misunderstandings and fears that underlie attacks on affirmative action are fed by economic problems. Jobs have become scarcer in this era of "downsizing" and "re-engineering." When people face economic insecurity, they are more likely to "blame" others who are competing with them for jobs than to blame those who are actually responsible for greedy or harmful business policies. There is also an incorrect perception, particularly among white and male employees, that discrimination is no longer a "current" problem for women and minorities.
Don't we already have laws to eliminate discrimination? Our existing civil rights have only been on the books a very short time in contrast to our historical problems of discrimination. Title VII of the Civil Rights Act only became effective in 1965. Prior to that time, segregation and racial bias were widespread. Congress has found it necessary to strengthen our federal anti-discrimination laws several times since 1965 precisely because invidious discrimination remains a reality for millions of individuals in America. Title VII was amended as recently as 1991 because existing court rulings and remedies for discrimination were not sufficient to ensure equal employment opportunity without regard to race, color, national origin, or gender. The Americans With Disabilities Act became effective in 1992 to advance the rights of people with disabilities. These civil rights laws are complemented by effective affirmative action programs and policies. Yet the number of discrimination suits continues to rise. Last year, more than 90,000 employment discrimination charges were filed with the Equal Employment Opportunity Commission, the federal agency charged with enforcing these laws. If positive and aggressive affirmative action programs are eliminated, there will be even more discrimination cases. Affirmative action is a much less disruptive and expensive approach to ending job discrimination than litigation.
Is affirmative action still necessary? Absolutely. Serious discrimination still exists today in every aspect of our society. Study after study indicates that discrimination remains a current reality for minorities and women. Although it is less common to find employers excluding large numbers of minorities or women from employment based solely on race, ethnicity, or gender, it is evident that, once hired, many women and minorities fail to advance to higher positions or earn equal wages despite their skills, tenure, education, and experience. As long as racial, ethnic, and gender discrimination still occurs, affirmative remedies must be pursued that will eliminate such discrimination. Even after 30 years of legislation outlawing such discriminations, the playing field is not level.
Recent studies and reports confirm what we already know from looking around our workplaces, schools, and communities-we have a long way to go before our society is color-blind or gender-neutral.
~ Coalition of Labor Union Women
How To Vote "Yes" On Prop 209 (CCRI)
Listen to What They Have to Say About Prop 209 (CCRI):
Eleanor Smeal, President of the Feminist Majority: "We are sounding the alarm today; the CCRI [Prop 209] will not only gut affirmative action for women and minorities in California, but will also destroy the very foundation of California women's rights law. This campaign is significant not only to California, but to the nation. The architects of the CCRI [Prop 209] have introduced similar language in 14 states and Congress. We must stop the CCRI [Prop 209] in California before it sweeps the nation."
Prema Mathai-Davis, National Executive Director of the YWCA of the USA: "The California Civil Rights Initiative [Prop 209] means second class citizenship for women and girls. For the first time in its 138 year history, the YWCA, whose mission is to eliminate racism and sexism, has taken a position on a ballot initiative because this is an emergency to save women's rights and civil rights."
Erwin Chmerinsky, USC School of Law: "CCRI [Prop 209] will have a devastating impact on programs to remedy discrimination against women and minorities. Gains of the past few years will be erased and additional progress will be unlikely."
Laurie Levinson, Loyola Law School: "I call clause 'c' the Women Need Not Apply clause. CCRI [Prop 209] expressly allows discrimination against women and girls in areas where it has never been legally permitted. It will eviscerate the California constitution's current protection against gender discrimination, making it more difficult for women to obtain legal protection."
Dolores Huerta, First Vice President of United Farm Workers and spokesperson for the Coalition of Labor Union Women: "Working women everywhere in California will be hurt if CCRI [Prop 209] passes. California voters must understand that women's jobs and paychecks are on the line in this election."
General Contractor Martha Diaz Aszkenazy: "With Wilson's roll-back of affirmative action, women construction owners are already seeing cut-backs in bidding opportunities. If CCRI [Prop 209] passes, the 6% of contracts that women's businesses currently get will shrink to nothing. That's why, like many other Republican women, not only will I be voting against CCRI [Prop 209], but I will be working against CCRI [Prop 209]."
Connie Rice, Western Regional Counsel to the NAACP Legal Defense and Educational Fund: "This campaign adds the voice of women to the campaigns already mobilized in the African-American, Asian-Pacific American, and Latino communities. Together, we will stop the roll back of women's rights and civil rights."
California Business Supports Affirmative Action
On Aug. 15, 1995, the California Business Roundtable, which represents 75 of the largest corporations headquartered in California or that have significant operations here, adopted a strong pro-affirmative action position. The roundtable's statement on behalf of these companies said in part:
"It is our belief that affirmative action, properly implemented, is neither a system of mandatory quotas or set-asides. It is not about employing unqualified people; It is about opening up the system to all and providing a climate where everyone has a chance to succeed according to their efforts and abilities."
Among the California Business Roundtable's 75 members are:
Chapter Calendar
NOVEMBER
Newsletter Policy
Board Members
Cal NOW PAC's ballot recommendations:
NOW Membership Hints
by Christian S.
From time to time some of our members have problems with their NOW memberships. So, here are some hopefully helpful hints:
New membership applications are handled by the local chapter: Santa Cruz County. The money you send as a new member is split three ways between National NOW, your Local Chapter (if one is specified,) and the State NOW organization.
All renewals are handled by the national office only. If a member sends their renewal to a local chapter or state office, it must either be returned to the member or forwarded to national. Either way the renewal is delayed.
When a new member joins at a National NOW event, such as the April 14th rally in San Francisco, or from a mailing from the National office, that member is enrolled as an "at-large" member. The "at-large" member is a member of NOW, but is not affiliated with any local chapter. Therefore, when she or he renews their membership, none of the money returns to the local Chapter and the member does not receive their newsletter or any other mailings.
At large members must be recruited into the local Chapters.
Currently Santa Cruz County NOW is in the process of inviting our at-large members to join our local chapter. We have the potential for doubling our membership this way. The easiest way for an at-large member to join the local chapter is simply to change the "CA0000" in the Chapter box to "CA0590," our chapter number, when they renew.
If a member lets their membership expire, sometimes they will get a call from the National NOW office. If they renew their membership through National NOW they will revert to being an at-large member. You may be an at-large member and not know it!
I hope this helps explain the membership process. If you have any questions, please call, write, or e-mail us. phone: 408/335-7704, mail: PO Box 1119, Felton, CA 95018-1119, e-mail
Action of the Month:
Tell everyone you know -
VOTE "NO" ON PROP 209 (CCRI)!!!
85% of partners in major law firms
80% of the U.S. House of Representatives
90% of the U.S. Senate
95% of Fortune 500 CEO's
97% of school superintendents
100% of U.S. presidents ~ ACLU
In March, 1992, a Fortune magazine survey showed that 68% of corporate chief executive officers found affirmative action programs "good, very good, or outstanding." Only 2% called them "poor." Sears Roebuck, AT&T, IBM, and Nations Bank have all expressed their commitment to affirmative action programs. That's because affirmative action programs are "good business policy." So says the National Association of Manufacturers.
Such programs expand the pool of qualified candidates and bring the diverse skills, background and knowledge of women and minorities into a company.
This practice also provides a workforce that reflects the diversity of the markets that most companies serve. ~ ACLU
1. Ask to speak with the staff person responsible for the issue.
2. Give your name and tell her or him that you are a constituent.
3. Be specific about what you want the decision-maker to do.
4. Ask what the decision-maker's position is on the issue. If the staff person doesn't know or won't say, ask what they recommend.
5. Call today. Call tomorrow. Call the next day. It really makes a difference!
~ Working Assets
What is affirmative action? Affirmative action is intended to end discrimination based on an individual's membership in a specified protected group-race, color, national origin, gender, religion, the disabled-through the use of rules, programs, or other actions which provide equal access or opportunities to members of that group. The principal focus of affirmative action has been in the area of employment, although it has also been effectively utilized in the areas of education and training. It includes any measure, action, or program that is adopted to end or make up for past or present discrimination, or to prevent it from occurring in the future.
Things You Should Know About CCRI (Prop 209):
* Prop 209 (CCRI) claims to eliminate discrimination, but in fact it legitimizes it.
* Prop 209 (CCRI) amends the language of the Equal Protection Clause of the California constitution by changing a few key words in order to gut sex discrimination law and ban affirmative action programs for women and people of color.
* Clause "c" would legalize government sex discrimination in public employment, education, and contracting.
* The fire department would not have to hire women because they do not have separate bathroom facilities.
* Police departments would continue setting up minimum height rules to exclude women.
* Prop 209 (CCRI) would prohibit job postings that simply inform women and people of color that jobs exist!
* David Duke, former leader and spokesperson for the Ku Klux Klan, recently came out in favor of CCRI (Prop 209)!
1. Put on the hood
2. Eye holes go in front
3. Call David Duke for further instructions
General Colin Powell, former Chair of the Joint Chiefs of Staff of the Armed Forces of the United States: "We must fight misguided government efforts such as the California Civil Rights Initiative [Prop 209], which poses as an equal opportunity initiative, but which puts at risk every outreach program, sets back the gains made by women, and puts the brakes on expanding opportunities for people in need."
* ARCO
* Chevron Corporation
* The Clorox Company
* First Interstate Bank of California
* Hughes Aircraft Company
* IBM Corporation
* Levi Strauss & Co.
* Northrop Corporation
* Pacific Gas & Electric Co.
* Pacific Telesis Group
* Rockwell International Corporation
* Safeway Inc.
* Southern California Edison Company
* Texaco
* Union Bank
* Unocal Corporation ~ ACLU
OCTOBER
10 SCCNOW Board/General Meeting. 7-9pm. Thurs. Everyone welcome!
408/335-7704.
NOVEMBER
14 SCCNOW Board/General Meeting. 7-9pm. Thurs. Everyone welcome!
408/335-7704.
23 CA NOW State Board Meeting. Beverly Garland Hotel, Sacramento.
916/442-3414.
Community Calendar
(not sponsored or endorsed by NOW)
OCTOBER
Breast Cancer Awareness Month
Domestic Violence Awareness Month
Native American Awareness Month
05 Affirmative Action, Prop 209, & You. 10am-noon. Cabrillo College Forum. AAN-SCC 408/426-5433.
07 Day of Unity (re: Domestic Violence) 09 Domestic Violence Awareness March/Celebracion. 4pm. YWCA to Watsonville Plaza. Spanish & English opening speakers. 408/426-5433 11 "The Menace of Corporatization of American Medicine & Health Care" 7 pm. Dr Quentin Young, National Coordinator & Past President, Physicians for National Health Care. Louden Nelson. Sliding Scale: $2-$10.
408/426-1397
11 National Coming Out Day
12 Dia de la Raza (Native Americans discover Columbus) 15 No on Prop 209! Community Rally featuring Angela Davis, Bettina Aptheker & more! 7:30pm. First Congregational Church, 900 High St, SC. $5. 408/426-1397
17 Affirmative Action, Prop 209, & You. 7-9pm. Starlight School, Watsonville. AAN-SCC 408/426-5433.
21 "Fragile Promise of Choice" at the Nickelodeon. 7pm. Marge Franz, speaker. Planned Parenthood, sponsor.
23 United Nations Day
27 Daylight Savings Time ends
31 Halloween/Samhain/Unicef Day
05 Election Day - VOTE!!! Remember "No" on 209!!!
This newsletter is put out with volunteer labor for members & friends of Santa Cruz County NOW. Special thanks from the editor go to Sally W. The editor reserves the right to print and/or edit articles based on either style, size or content. Deadline for submission is the 2nd Friday of the month. Please submit to SCCNOW Editor, PO Box 1119, Felton, CA 95018-1119.
Advertising space is available. Ad rates are as follows~
Business Card Ad: Member/3 month: $30, Member/6 month: $50; Non-member/3 month: $45, Non-member/6 month: $75. 1/4-Page Ad: Member/3 month: $60, Member/6 month: $100; Non-member/3 month: $90, Non-member/6 month: $150. Call 476-6882 for more info. Send material on disk in Mac format or via e-mail to jp@got.net.
All material submitted should have one's name and phone number on it. All items passed along from other printed sources or organizations must have the source clearly indicated. More complete explanation of newsletter policy is available upon request from the chapter address.
Coordinator Shannon S 408/728-3988
Legislative Action Christian S 408/335-7221
Recorder Diane L 408/662-9562
Treasurer
Newsletter Jennifer P 408/476-6882
Membership Julie S 408/728-3988
Webster Christian S 408/335-7221
Chapter Phone 408/335-7704
The California NOW PAC has taken positions on the following ballot initiatives:
PROP 208 "California Political Reform Act" - No Position
PROP 209 "California Civil 'Rights' Initiative" - OPPOSE
PROP 210 "Living Wage Act of 1996" - SUPPORT
PROP 211 "Retirement Savings and Consumer Protection Act" - SUPPORT
PROP 212 "Anti-Corruption Act of 1996" - OPPOSE
PROP 213 "Personal Responsibility Act of 1996" - OPPOSE
PROP 214 "The Health Care Patient Protection Act" - SUPPORT
PROP 215 "Compassionate Use Act of 1996" - SUPPORT
PROP 216 "The Patient Protection Act" - SUPPORT
PROP 217 "Local Control and Fiscal Responsibility Act" - SUPPORT
PROP 218 "Right to Vote on Taxes Act" - OPPOSE
Thanks!