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On 22 March 2024, the NSW Parliament passed a bill that bans LGBTQA conversion practices. The ban came into force on 4 April 2025.Intro song is 'Bring Me Down'Buy Me a CoffeeThe Slippery Slope SpotifyJ Fallon SpotifyThe Slippery Slope Apple PodcastsThe Slippery Slope YouTube
We did it! In a little over a year we put out 100 episodes. We have not only learned so much but we have grown even more. We've had the pleasure of meeting and hosting many talented intriguing people, friends and even family. Sharing our love story with you all has been a pleasure, and we look forward to the next 100 episodes and the growth that comes with them. Thank you for being here.
Con Giulia Cavaliere parliamo di "Blur: To the End", nelle sale negli scorsi giorni, con Niccolò Vecchia parliamo del progetto dei Bright Eyes "Poison Oak Project", a sostegno delle associazioni LGBTQA+ negli stati uniti, ospitiamo Von Dattu che ci racconta il suo ultimo disco "Storia Moderna" e ce ne canta qualche brano dal vivo al pianoforte
The new administration is cutting off financial support for nonprofit organizations that support diverse communities, including the LGBTQA+ population, who struggle with higher rates of addiction than the general population. Banning the language of gender and equality has put people's lives and sobriety in danger. Tawny and Lisa discuss the need to support nonprofit organizations that serve at-risk populations. Consider donating, volunteering, speaking up, and even buying coffee for a cause! Music Minute features Tawny and Fred Schneider of the B-52s perform “Outer Space” Support nonprofits like Road Recovery, Big Vision NYC, Gay and Sober, and New Alternatives. Shop the Road Recovery Coffee Collection Make calls to your government representatives through 5Calls.org Read up: Trump Shuts Down White House Spanish Language Page and Social Media Journalist Gabrielle Kassel's Video on "Forbidden Words" LGBTQ+ Community and Addiction Order The Sobriety Deck Listen to The Sobriety Deck Playlist Order Tawny's book, DRY HUMPING: A Guide to Dating, Relating, and Hooking Up Without the Booze Sign up for "Beyond Liquid Courage" Order Tawny's new NA drink, (parentheses) Purchase Lisa's memoir, Girl Walks Out of a Bar
Shelley Brothers passed away earlier this month at 67. You may know her as co-owner of the Wildrose, Seattle's oldest and only remaining lesbian bar. She also served as Grand Marshal of Seattle’s Pride parade, supported local LGBTQA+ businesses, and was highly engaged in Seattle’s civic life. To many, Shelly was a pillar in Seattle’s queer community. We'll talk about her legacy with her good friend and business partner Martha Manning and with Seattle Gay News. Flavored tobacco hearing link is here. We can only make Seattle Now because listeners support us. Tap here to make a gift and keep Seattle Now in your feed. Got questions about local news or story ideas to share? We want to hear from you! Email us at seattlenow@kuow.org, leave us a voicemail at (206) 616-6746 or leave us feedback online.See omnystudio.com/listener for privacy information.
România trebuie să recunoască genul persoanelor trans care și-au schimbat actele într-o altă țară a Uniunii Europene. Discutăm cu Ian Teodorescu despre această decizie care fără îndoială va înfuria toți conservatorii români.Vorbim despre procedurile de schimbare de gen și care e situația persoanelor trans în 2025. Dar discutăm și despre ce ne putem aștepta să se întâmple în viitorul apropiat.Aflăm și ce facem cu amenințarea populiștilor și conservatorilor la adresa comunității LGBTQA+.O discuție relaxată despre teme importante și grave care a încercat în același timp să vă dea indicii, implicit și explicit, despre cum ne putem menține sănătatea mintală în astfel de vremuri.Pe Ian îl găsiți pe Insta la @ian.teodorescu sau tiktol la @ian.teodorescu Și îl puteți citi, de asemenea, pe contul asociației @acceptromania.Credit photo @flo.paun55Ai sub 18 ani, îți recomandăm https://www.sexulvsbarza.roToate locurile unde o găsiți pe KittyTema muzicală: Dorroo
In our thirtieth episode of Unsolved Canadian Mysteries, Christina Koutsi, Dylan Fairman and Kenton de Jong discuss the disappearance and subsequent murders of several men from Toronto's Gay Village during the early 2010s. The Toronto Police Service were unequipped to handle these murders and were unfamiliar with the LGBTQA+ community they were taking part in. All signs pointed to a man named Bruce McArthur, but McArthur was a senior citizen, who landscaped for a living and volunteered as Santa Claus in the malls. However, as the investigation continued, more of McArthur's life became known to the authorities. From a tough childhood, a messy divorce, bankruptcy, a troubled son, and more than one report of him being violent or aggressive, the police began to wonder if McArthur was involved, and if so, what happened to these missing men. As more and more men went missing, the search continued and the answer seemed further and further from the norm. Come learn about a Canadian serial killer like no other!
Lavender emphasizes breaking down barriers by sharing knowledge and creating inclusive spaces. She explores her journey into kink and rope, the value of emotional connection, dismantling gatekeeping, and building community through intentionality and shared experiences.Lavender is a rope bottom and PC gaming enjoyer. Other than rope she enjoys wax/knife play, whips and electricity. She continuously strives to connect with LGBTQA+ communities of color in their rope journey and doing knowledge/skill shares.Instagram: @fawntastiic_Explore 800+ high-quality rope bondage tutorials taught by world-class instructors: https://shibaristudy.comInstagram: https://www.instagram.com/shibari.study/Twitter: https://twitter.com/shibari_studyYouTube: https://www.youtube.com/@ShibariStudyFetlife: https://fetlife.com/users/856858
We are... delusional. This week has been a whirlwind- but so worth it. After skipping last week's podcast we wanted to make sure we updated you on life's crazy adventures! Hang with us as we navigate the holidays, and learn how to create new family traditions while blending our family.
Meet Mark Shelfo, the program director of PEER Seattle. Peer Seattle focuses on cultivating powerful, healthy lives by providing peer emotional support and development services to the LGBTQA community impacted by addiction, mental health and/or HIV/AIDS. Their services now stretch all over the state of WA. Marc candidly describes his own intense experience coming to terms with his sexuality, battling a ten year long meth addiction, and ultimately, WHY he chose to make a difference in his community. He is a long term HIV survivor, and now 11+ years sober, he dedicates his time to helping others that are facing similar challenges. Tune in for this episode to learn about Marc and Peer's incredible work! Please visit their website to learn more or contact them for support. "We appreciate your viewership!f you liked this episode, please like, share or follow us from your preferred streaming platform. We hope to inspire more people by sharing these stories." -TMHS Team
Kelly L. Campbell (they/them) a Trauma-Informed Leadership Coach to emerging and established leaders who want to live, lead, and love with more confidence and freedom. They also do one-on-one Sacred Trauma Healing with those who have experienced trauma in childhood or adulthood. Kelly writes about “The New TLC”—trauma, leadership, and consciousness—on Substack, for Entrepreneur, and in their book, HEAL TO LEAD: Revolutionizing Leadership through Trauma Healing (Wiley, 2024). Their vision is for more than half of humanity to heal its childhood trauma so that we may reimagine and rebuild the world together.Find Kelly here: https://klcampbell.com/Kelly L. C. - Wiley | LinkedInhttps://www.instagram.com/kelly.l.campbell
A artista foi criticada por parlamentares de partidos de esquerda e foi alvo de mensagens com teor racista. Ela também foi chamada de traíra por ter, no passado, defendendo o presidente Lula nas redes sociais e também acusada de ser oportunista por representantes da comunidade LGBTQA+.Meio-dia em Brasília traz as principais informações da manhã e os debates que vão agitar o dia na capital federal e do mundo. Apoie o jornalismo Vigilante: 10% de desconto para audiência do Meio-Dia em Brasília https://bit.ly/meiodiaoa Acompanhe O Antagonista no canal do WhatsApp. Boletins diários, conteúdos exclusivos em vídeo e muito mais. https://whatsapp.com/channel/0029Va2S... Ouça O Antagonista | Crusoé quando quiser nos principais aplicativos de podcast. Leia mais em www.oantagonista.com.br | www.crusoe.com.br
There were lots of questions flood in through TikTok surrounding coming out late in life- so we spent an episode answering those questions! From how we came out to our ex-partners, to the status of our divorces and more. If you have questions of your own DM us on Instagram @ fashionably_late_lesbians . We appreciate each and every one of you! Oh, and happy 100k on TT to Kirby!
Episode HIGHLIGHTS: Making the shift from disempowerment into empowerment as a highly senestive person Navigating your abilities in every day life How to navigate world events and disasters as an empath Expanding into entrepreneurship as an empath Navigating rejection and negativity from social media as an empath Melanie is a mentor, teacher, & guide for empaths & intuitives on their spiritual path, & has worked with thousands of HSP clients around the globe. She specializes in guiding women, spiritual practitioners, & entrepreneurs through the process of shifting from: stuckness, societal programming, & limiting belief into their Divine Expression, Embodiment, & Infinite Creative Magic. Her unique background of studies, life experience, & knowledge base allows her to expertly serve: highly sensitive, neurodivergent, & LGBTQA+ individuals who are seeking mastery over their gifts & their lives. Melanie offers 1:1 sessions as well as teaches a beginner psychic development class (The Awakened Spirit Classes) & co-owns & runs Awakening Sanctuary- her womens psychic development academy. -Links-Websites:melaniesheree.com -1:1 sessions & beginner classesawakeningsanctuary.com -womens psychic development academy Get a free energy healing:https://calendly.com/awakening-sanctuary/first-healing-clinic-freeDigital business card:https://poplme.co/awakened-spiritSocial:IG: @_awakened.spiritYT: @awakened.spirit __________________________________ About Vanessa Soul Vanessa is a Purpose Decoder & Purpose Coach. Her mastery in IFS Therapy, Human Design, Astrology & Intuitive Work, allows her to deeply support aspiring Conscious Leaders & Spiritual Entrepreneurs into an expanded life purpose. Vanessa holds a B.A in Political Science and a Master's Degree in Government & Public Policy from Pepperdine University. Vanessa is on a mission to help as many people as possible discover and expand into the highest Life Purpose of their lifetime. She believes that one of the purposes of life is to discover how limitless we are; and she has crafted a process to help individuals decode, discover, and expand into a fulfilling life of meaning and clarity. Vanessa believes that everyone possesses a purpose. She understands that when individuals fully embrace their purpose and life path, a transformative ripple effect occurs, ultimately leading to a positive global impact. Three ways to work with Vanessa. Order your personalized Purpose Report (Hybrid product and service) Attend the VIP 1:1 Life Purpose Builder Retreat in Tulum, Mexico Join the 3-Month/10-Session Expansion Program Connect with Vanessa IG: https://www.instagram.com/sacred__soul____/ Facebook link https://www.facebook.com/vanessa.spiva.9/ Threads https://www.threads.net/@sacred__soul____ Do you want crystal clear clarity on your Life Purpose? Start the Purpose decoding journey here.... get the FREE Soul Purpose Discovery SUPPORT THIS AD-FREE PODCAST - Donate here https://www.venmo.com/u/sacredsoulenergetics
The Flame Con hangover is real, folks! While Joey, Aaron, and John are "out on assignment," Bob, Chris, and Steve recap the good times at Flame Con 2024, discuss the intense terror of Alien: Romulus, get real about medical history, and talk about some of their favorite comics from the past week! Flame Con might be over, but we're still riding the high!Books: Houses of the Unholy OGN, Batman: City of Madness #1-3, Starfighters Vol. 1-4, Sherperd's Sword, Saint's Quarter Vol. 1, Magical Boy Basil #1-2, Fantastic Four #23, Sensational She-Hulk #10[https://open.spotify.com/playlist/6G4cO7QwDsaEJ61fwJOtj6?si=ee9525c7c2cf4fd0]
ORGULLO! 2024 Vol. 101. Tan Viva - JNS02. El Amor Coloca - Maria Jose03. Sólo Se Vive Una Vez - Monica Naranjo 04. Grande - Gloria Trevi ft Monica Naranjo 05. Eternamente Bella - Gloria Trevi 06. Todos Me Miran- Alejandra Guzmán 07. A Quien Le Importa- Thalia 08. Ni Una Sola Palabra- Paulina Rubio 09. Libertad - Christian Chavez ft Anahi 10. Duele El Amor - Alex Syntek ft Ana Torroja11. Yo No Nací Para Amar - Fedro 12. Ríe y Llora - Celia Cruz13. Simplemente Amigos - Ana Gabriel 14. Hoy Lo Vi Pasar - Rocio Durcal15. Sin El- Marisela 16. Contexto- Alexis Mvgler ft v Vanessa Labios 17. Pecadora - alexis mvgler 18. Mmmamy - Yari Mejía ft Desros Fabs
PRIDE! 2014 Vol. 201. Paradiso - Patrick Sandim feat Amannda 02. Everybody Dance - Deborah Cox 03. All The Things She Said - T.A.T.U 04. Rush - Troy Sivan 05. Beautiful life 06. Personal Jesus- Depeche Mode 07. Be My Boyfriend- Offer Nissim 08. Voulez Vouz - DJ Aron 09. Happy People - Offer Nissim 10. Living For Love - Madonna 11. Toxic - Britney Spears 12. Born This Way - Lady Gaga 13. I wanna Dance With Somebody- Whitney Houston 14. Unholy - Sam Smith feat Kim Petras 15. Never Tear Us Apart - INXS
Aaron, Bob, Chris and Joey took FLAME CON 2024 this past weekend, and here's their SPECIAL EDITION live episode! The gang brought the unhinged fun of the Talking Comics Podcast to attendees at Flame Con through a live recording experience focusing on queer comics, creators, and entertainment. Gird your loins for Lightning Round-style presentations highlighting LGBTQIA+ characters, creators, and stories in geek-related media. We hope y'all have fun with this, and we hope to see you next year at FLAME CON 2025!
PRIDE! 2024 Vol. 101. ILookGood - Isaac Escalante 02. Firework - Katy Perry 03. A Little Respect - Erasure 04. I'm Coming Out - Diana Ross 05. Cover Girl - RuPaul 06. It's Raining Men - Weather Girls 07. When Love Takes Over - David Guetta feat Kelly Rowland 08. I Will Survive - Diana Ross 09. A Deeper Love - Aretha Franklin 10. Bad Romance- Lady Gaga 11. Born This Way - Lady Gaga 12. Dancing On My Own - Robyn 13. Dive In The Pool - Pepper Mashay 14. Nobody's Supposed To Be Here - Deborah Cox 15. Believe - Cher 16. Forbidden Love - Madonna 17. TrustFall - P!NK 18. Hold My Hand - Jess Glynne 19. Beautiful- Christina Aguilera
"I think if more and more people could argue these issues from a child's perspective, we might be able to change some hearts," said Doug Mainwaring, author of a new article at LifeSiteNews.com about Scholastic's new "pride" guide calling on children as young as kindergarten to become involved in the LGBTQA+ effort. "Timeless truths are being discarded by media, by politicians, by corporations and instead we're being fed under the guise of tolerance a whole array of new understandings that we're supposed to embrace about marriage, family and humanity. This is a huge battle." Doug Mainwaring is a journalist for LifeSiteNews, an author and a marriage, family and children's rights activist. He has testified before the United States Congress and state legislative bodies, originated and co-authored amicus briefs for the United States Supreme Court and has been a guest on numerous TV and radio programs. Doug and his family live in the Washington, DC suburbs. Read his articles at https://www.lifesitenews.com/blogs/author/doug-mainwaring/
Today I am releasing a conversation that I had recently with Amy King - Grace's mom. Amy also happens to be an incredible write (psst... see down below) But the role she cherishes most in life, is being a mom to her two kiddos... she now bothers, like many of us, from both sides of 'the veil'. Gracie died by suicide in 2018. Amy's "other" episode _ Season 4 Ep. 3 "Suicide is Normal AND Tragic" And today, just a few things we chat about are: First, she talks about her loss survivor group & how it has influenced herComing face-to-face with a mom who had previously) judged her family - and how hearing her say it out loud - impacted her. The myths and realities of 'prevention' & stigma & shame...Meaningful conversations everywhere - incl. LGBTQA+ spaces...Living in a community where she is still 'targeted' and yet, her resolve is stronger than ever! Judgement, safe spaces, Gracie's House, soup and more ...Speaking our truth, judgement, creating safe spaces & having meaningful dialogue with teens (& others in our community) are key takeaways here. Take good care good you, my friend!"A.S. King has been called “One of the best Y.A. writers working today” by the New York Times Book Review. King is the author of highly-acclaimed novels including 2021's SW/TCH, 2020 Michael L. Printz Award winner and LA Times Book Prize finalist DIG, 2016's Still Life with Tornado, 2015's surrealist I Crawl Through It, Glory O'Brien's History of the Future, Reality Boy, the 2012 Los Angeles Times Book Prize winner, Ask the Passengers, Everybody Sees the Ants, 2011 Michael L. Printz Honor Book Please Ignore Vera Dietz among others. She also writes Middle Grade fiction as Amy Sarig King, including Attack of the Black Rectangles. She has edited an anthology of weird stories, The Collectors, which won the Michael L. Printz award in 2024, and will release a new YA novel, Pick the Lock, in fall 2024. In 2022, King received the Margaret A. Edwards Award for her significant and lasting contribution to young adult literature. In 2023, she accepted the ALAN Award from The Assembly on Literature for Adolescents of NCTE for her "artistry, courage, and outstanding contributions to the field of adolescent literature." She is a former faculty member of the Writing for Children and Young Adults MFA program at Vermont College of Fine Arts and spends many months of the year traveling the country speaking to high school and university students, educators, and humans who care about the mental health of young people. After a decade living self-sufficiently and teaching literacy to adults in Ireland, she now lives in Pennsylvania."_____________________________________________________________________My WEBSITE "The Leftover Pieces; Rebuilding You" is support central.PS....The FIRST SESSION of the Legacy Writing Project in 2024 has finished BUT you can get on the list for the FINAL Group of the year starting August 14 group NOW!!For a way to leave a Legacy of your child - GO HEREIf you, or someone you know, is struggling ww suicidal thoughts, reach out:CALL 988 OR, you can also TEXT the word "HOME" to 741741 in the USASupport the Show.
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Send us a Text Message.The Trouble with Mrs. Montgomery Hurst out 18 July!Katie brings to life her new novel, The Trouble with Mrs. Montgomery Hurst, set in a small Victorian town driven by the gossip and secrets of its inhabitants. We explore how classic literature influenced her narrative and how the early Victorian period and the impact of industrialisation provide a vivid backdrop to the story of this small town.Katie passionately discusses the importance of authentic representation, both of the era's history and LGBTQA+ narratives like the forbidden love story of Amelia and Clara, and the pressures on women in this era and today to fit a mold, as seen in characters like Falcia.She also shares how her initial passion for the Brontës' Jane Eyre evolved into a deep appreciation for nuanced storytelling, leading her to Dickens, Austen, and Gaskell. From her academic pursuits to her fascinating tenure at the Jane Austen Centre in Bath, we explore how her love of writing has blossomed from her love of reading and the origins of Jane Austen July which Katie started with fellow bookish content creators a few years back. The Trouble with Mrs. Montgomery Hurst out 18 July! The Genius of Jane Austen: Her Love of Theatre and Why She Is a Hit in Hollywood Paperback – 18 May 2017 by Paula Byrne (Author)Hook Norton Brewery: https://www.hooky.co.uk/Challenge Jane Austen July, hosted by @katiejlumsden, @misa1404, and @spinsterslibrary. Goodreads group. Where can you find Katie? Instagram: @katiejlumsden #janeaustenjuly Youtube: @katiejlumsden | Books and ThingsPenguin Katie Lumsden, other books: The Secrets of Hartwood HallBuzzsprout - Let's get your podcast launched!Start for FREEPURE pet food 50% off your box! Love this food for Hoggy it's easy to store and has all the nutrients he needs! PlumInvest and save easily with plum! Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the Show.Where can you find your host (Izzy)? Website: www.whattheausten.com Podcast Instagram: @whattheaustenPersonal Instagram: @izzy_meakinYoutube: What the Austen? Podcast
Monday is the day for a quick Mental Health Tip from The Broken Brain Podcast! Today's tip is related to conflict based communication, an idea for generating healthy questions to defuse the anger. Please remember the charity of focus for June: www.outnebraska.org, a nonprofit proving advocacy and community education to make life safer for LGBTQA+ citizens of Nebraska.
22 czerwca 2024 odbyła się kolejna Parada Równości w Warszawie. Tym razem nie zabrakło na niej Niepoprawnych Dyplomatów w postaci Mikołaja Teperka i red. Tomasza Winiarskiego. Podczas Parady Równości Dyplomaci przeprowadzili sonde uliczną w której zapytali społeczność LGBTQA+ o to na kogo by zagłosowali w nadchodzących wyborach prezydenckich w USA w 2024 roku. Głównymi kandydatami w wyścigu na urząd prezydenta są Joe Biden oraz Donald Trump. Których z nich jest bardziej przychylny społeczności LGBT? Na kogo postawią Tęczowi? Poza tematami amerykańskimi podczas rozmów z uczestnikami i uczestniczkami Parady rozwinęły się także wątki takie jak konflikt izraelsko palestyński, bezpieczeństwo osób LGBT w Polsce i za granicą, a także tematy postulatów ich społeczności tj. związki partnerskie czy związki poligamiczne.
Greg Wooley is a poet, sobriety advocate, and the cofounder of Florida Recovery Schools of Central Florida. The Recovery High School model creates an educational environment focused on support for teens with addiction problems. Greg and I were able to discuss Harm Reduction, fundraising, nonprofit management, and the damaging stigma still associated with addiction. The Broken Brain is promoting OutNebraska this month, a nonprofit focused on supporting LGBTQA individuals in Nebraska. Check them out at www.outnebraska.org
This week's dive into Mental Health History profiles Magnus Hirschfeld, German Sexologist, Physician, and LGBTQA+ advocate from the early twentieth century. He established the first Gender Affirming clinic and Gender Identity & Sexual Orientation research institute, which was destroyed by Hitler's regime in the 1930s. The weekly Thursday Thistory episodes go up on our Patreon page, and 1 per month is shared for all on the regular feed. To hear all of these history stories, videos of all interviews, and more bonus materials, go to www.patreon.com/brokenbrain
Happy Pride, y'all! It's important to remember that Pride is a protest, first and foremost. In this powerful episode, Latoya Nugent shares her emotional journey from renown LGBTQ+ advocacy in Jamaica to finding safety in Canada through Rainbow Railroad. (Latoya's interview starts at 9:59). Latoya Nugent is the Head of Engagement at Rainbow Railroad. Originally from Jamaica and currently residing in Toronto, Canada, Latoya was relocated from her home country due to the threatening environment created by her queer, feminist activism. In Jamaica, the legislative framework and societal attitudes lead to widespread violence, persecution, and discrimination against the LGBTQ+ community. Now, in Toronto, Latoya continues her work advocating for and supporting LGBTQ+ rights on a global scale with Rainbow Railroad. (Donate to the Solidarity In Pride fundraising effort here)Below are the key takeaways from this episode:Rainbow Railroad's Impact: The episode highlights Rainbow Railroad's vital role in helping LGBTQ+ individuals from countries that criminalize being LGBTQ+, and their ongoing efforts to support those in need of international relocation and domestic resettlement.Navigating Legislation and Relocation: Latoya Nugent discusses the varying degrees of acceptance and legal support for LGBTQA+ people across the US and how anti-trans laws are prompting relocations within the country and to places like Canada.Latoya's Advocacy in Jamaica: Latoya shares her work in Jamaica, organizing pride events and advocating for LGBTQ+ visibility, despite facing significant legal and social challenges.Community and Financial Support: Emphasis is placed on the necessity for both financial contributions and volunteer efforts to support the resettlement and integration of LGBTQ+ refugees, including Rainbow Railroad's current fundraising goals. Find Rainbow Railroad + Latoya onlineRainbow Railroad: www.rainbowrailroad.org Solidarity In Pride Fundraising Campaign ($2million goal this June)Volunteer with Rainbow Railroad Latoya's story https://youtu.be/R7XnmT7X2UARainbow Relocation StrategiesThe Adventure Calls podcast is brought to you by Rainbow Relocation Strategies, the first and only LGBTQ+ centered company empowering queer folks and their families to move, live and thrive abroad. Rainbow Relocation Strategies www.rainbowrelo.comInstagram: @rainbowrelo Community: Queer Expats Facebook GroupBook: How To Move Abroad Host: Jessicadrucker.comThe Adventure Calls podcast is a bi-weekly podcast that seeks to empower queer folks to move, live and thrive abroad with interviews with relocation experts, queer expats who have successfully relocated and other organizations that give a lens on the LGBTQ+ experience in the world.
"Bastards of Soul," is a documentary about loss, music, the creative process, and healing. Filmaker Paul Levatino was creating footage for the band at the height of their rise in popularity. At that time the band's frontman and lead singer, Chadwick Murray, had tragic and sudden health problems which claimed his life. This story is one of tragedy & hope, of dreams realized and the process of Chadwick's friends and family processing their grief, as well as amazing music that he left behind to touch generations to come. This film is a touching tribute and a love letter from Paul to his friend. The Broken Brain is promoting OutNebraska this month, a nonprofit focused on supporting LGBTQA individuals in Nebraska. Check them out at www.outnebraska.org
This week Daniel & Gavin discussed Canada's decline in support for the LGBTQ2 community based on a recent poll, and the general anger that seems to be very prevalent in the countryThe Global News poll showing declining support https://globalnews.ca/news/10538379/canada-lgbtq2-rights-poll/
Regarding Her and Benny Boy Brewing present Pies for Pride, a delightful competition celebrating LGBTQ+ chefs and their best sweet and savory pies. Each $20 ticket includes a sample plate of pie bites from participants. Buying a ticket will ensure you get to try all the pies, vote for the winner, and support local LGBTQA+ chefs.
Be yourself, be healthy.Text me at 972-426-2640 so we can stay connected!Support me on Patreon!Twitter: @elliottspeaksInstagram: @elliottspeaks
We should all do better.Text me at 972-426-2640 so we can stay connected!Support me on Patreon!Twitter: @elliottspeaksInstagram: @elliottspeaks
Let's protect each other.Text me at 972-426-2640 so we can stay connected!Support me on Patreon!Twitter: @elliottspeaksInstagram: @elliottspeaks
Interested in the biblical counseling ministry of The Nehemiah Project? Visit us at our websiteYou can participate in this ministry by make a recurring tax-deductible donation to our Scholarship Fund. Our Scholarship Fund provides direct financial assistance to those who cannot afford the cost of counseling. $100 a month will provide one month's worth of individual counseling. $300 a month will provide for one month in our Addiction Recovery Program.By making a regular donation, you are making an eternal impact in the lives of those we counsel!
Stand up for your community and neighbor, no matter how different they are from you.Text me at 972-426-2640 so we can stay connected!Support me on Patreon!Twitter: @elliottspeaksInstagram: @elliottspeaks
Todd Baratz is a Psychotherapist specializing in relationships, sex, and changing unhealthy patterns. He is also the author of the new book: How To Love Someone Without Losing Your Mind, which releases today! He joins us to share insights into reframing the effects of trauma and how that impacts our relationships. For June, The Broken Brain is highlighting the nonprofit organization OutNebraska, a group advocating, educating, and lobbying for the rights of LGBTQA citizens of Nebraska. Go to www.outnebraska.org to learn more.
Share the love for the community, not hatred towards our neighbors. Text me at 972-426-2640 so we can stay connected!Support me on Patreon!Twitter: @elliottspeaksInstagram: @elliottspeaks
Every June, since the dawn of time, three friends converge to review the year and the times for our LGBTQA+ family and beyond. CattyShackIL.org Doorstop-Studio.square.site JacobVi.com Patreon.com/JacobVi NO ANTICS BLINDED BY STEREO
Do you want to be inspired about how next gen Christians are being formed in faith, giftings, and identity? Julia and VC Students Pastor Santos Chaparro interview one of our VC Middle School students (and amazing production volunteer!) and a volunteer college-age leader (who was about to head into finals week!) and ask about what church has meant for them, how wrestling through vulnerable questions about identity has brought them closer to God and community, how we can continue to encourage them in faith... and why the 400 meter hurdles might be one of the BEST metaphors for life and Christian discipleship, ever. Listen in to hear the heart of our students. If you have questions about getting involved in our student ministry at any campus, please email Hannah.Chaparro@vineyardcolumbus.org and she'll point you in the right direction. Also, this episode references a pastoral conversation around lgbt and faith formation... which might bring up some questions about our theology or pastoral practice. if you would like more understanding about VC's posture, theology, and pastoral practices in this space, check out www.vineyardcolumbus.org/faq and scroll down.
Diversity and Inclusion as Cornerstones In the latest episode of NASPA's SA Voices From the Field, Dr. Jill Creighton emphasizes a critical component of student affairs - the unwavering commitment to justice, equity, diversity, inclusion, and belonging (JEDIB). Our seasoned panelists, hailing from various colleges and universities, underscore the weight these principles carry in their day-to-day operations, extending to job searches, mentorship, and general support within their respective institutions. Intentional Hiring and Representation Several panelists, such as Aquanetta Pinkert and Dr. Adrienne White, spotlight the importance of creating an environment where everyone feels they belong. They stress intentional hiring practices that not only look at qualifications but also give weight to lived experiences, ensuring teams mirror the diversity of the student body they serve. Challenges and Alignment with Values The current landscape, fraught with challenges in states like Louisiana and Florida, demands an active demonstration of DEI values. Taylor Kane and Shatera Davis explain the necessity of aligning personal values with those of their employers to effectuate genuine change and advocate for marginalized communities. Growth and Empathy in Leadership Evolving as empathetic leaders is key. Panelists discuss the need to incorporate DEI into everyday work, language, and team collaborations, recognizing that personal growth stems from understanding and championing diverse perspectives. Leaders like Dilna Cama and Sabina Kapoor emphasize the dynamic nature of DEI and its role in shaping mentorship and advocacy within higher education. Support Systems and Professional Development Rachael Amaro and Stephanie Cochrane highlight support systems' centrality in fostering an inclusive environment for staff and students. Professional development tailored to understanding and serving diverse student populations is not just an additive; it is the foundation upon which equitable student support is built. TRANSCRIPT Dr. Jill Creighton [00:00:01]: Welcome to student affairs voices from the field, the podcast where we share your student affairs stories from fresh perspectives to seasoned experts. This is season 10, continuing our season 9 theme of on transitions in student affairs. This podcast is brought to you by NASPA, and I'm doctor Jill Creighton. She, her, hers, your SA Voices from the field host. Hello, SA Voices. This is our final bonus episode from the annual conference in which you shared with us your thoughts on the 3 conference foci areas. If you haven't listened to the other 2, go ahead and check back for the previous 2 weeks to listen to your responses there. For today's focus area, we're looking at justice, equity, diversity, inclusion, and belonging. And the question we asked all of you was how do considerations of JED IB influence your approach to job searching, mentorship, and or support in the profession of student affairs? You all had some incredible responses to this one. Please enjoy this part of the conversation, and again, thank you so much for sharing your voice with us. Acquanetta Pinkard [00:01:04]: I'm Acquanetta Pinkard. I am from Montgomery, Alabama. I work for Alabama State University and I am a trio professional for 23 years. It influences greatly because I believe everybody matters. Everybody matters, everybody in their respective place should have an opportunity to feel free, have a sense of belonging and be comfortable for whatever time that you you're in that space. So it's huge for me. Taylor Cain [00:01:33]: I'm Taylor Cain. I work at the University of Georgia and serve as the director of engagement leadership and service there. I think when it comes to DEI efforts, you know, trying to keep those things always at the front of your mind, recognizing my own privilege that I have and the identities that I hold, the experiences that I've been fortunate enough to have, recognizing they might extend it to everybody, whether because of identities they might hold or because they don't have the financial backing right to attend a conference as great as NASPA. But trying to keep those things in mind and make opportunities for folks to to experience what they can where they are, within the local locality of where they're at and what they're able to to do. I think when it comes to the work that we do in supporting students is recognizing how I show up, how I take the time to spend with folks to better understand their lived experience, let that inform how I approach my work. And always I think recognizing and and trying to approach it with a little bit of humility. I've always got more to learn. I mean, I certainly don't know at all. Taylor Cain [00:02:31]: So, I mean, I think that's that's certainly gonna be important. And, you know, I think at the end of the day, trying to find an employer or a place of employment that matches your values, where you feel like you can be yourself, that you can show up authentically and do good work, and to know that that you are salient to the purpose and mission of that institution. I think for me, I've I feel really lucky to be in a place where where those values align, but I've always encouraged folks that that whatever institution you're at may not always be it. And so trying to find opportunities where you at the end of the day can go home and feel good about what you're doing. Because that buy in, it's tough to sometimes achieve, but it's so important I think to your happiness and being feeling empowered in the role that you have. And so trying to find where you can have value alignment. Adrienne White [00:03:16]: I'm doctor Adrienne White. I'm the director of student success coaching at George Mason University, and I use sheher pronouns. So as a black woman in higher education, I think mentorship is extremely important. Personally, did not have a mentor that helped me, and guide me through these processes. I kinda had to figure it out on myself, on my own. And so, you know, that's part of the drive for me to run the success coaching program at George Mason University because I wanna be able to make sure that all students have the resources and the support that they need to succeed. I also am very intentional with who I hire on my team. I have one of the most diverse teams at George Mason University because I knew it was important that my team needed to represent the student body. Adrienne White [00:04:02]: We're one of the most diverse institutions in the country. Therefore, my team needed to reflect that as well. And so I prioritize who I hire and making sure that it's not just, you know, on look, it's on experiences, it's on background. It's it's encompassing everything to give everybody the opportunity, to work in student affairs because it's a field of belonging and inclusion, and it really starts at the top and making sure that we're intentional in our hiring decisions. Susan Hua [00:04:33]: Hi. My name is Susan Hua. I use sheher pronouns, and I'm the director of diversity, equity, inclusion at the Community College of Aurora, which is an MSI HSI just outside of Denver, Colorado. Diversity, equity, inclusion plays a really, really big role for me when I job search or when I think about mentorship relationships or support. I think it's the foundation of everything that we do, and I know that with the current landscape of DEI being under attack in different states, it's ever more important for us to think about ways that we're centering DEI work for employees and for students, and to really think about how we're centering equity at the heart of the work that we're doing to embrace change for students in the future and to really ensure that higher education is open access for folks. Aileen Hentz [00:05:12]: My name is Aileen Hentz. I'm at the University of Maryland as the program director of academic and student services. This is something that has been important to me since essentially day one, even long before I started my journey within higher education. I think for me, I'm looking for different opportunities and ways to better myself professionally by constantly expanding my network of support, places and people that I can, work and collaborate with to help better help students. I think also I've now, at this point, pushed harder. I don't just accept answers to questions that I don't think are fair or just. I try to see what I can do to help push an issue further, to really try to inspire broader and bigger change. To me, it's not just enough these days to just refer a student who's struggling with something to somewhere else, like our counseling center or our multicultural advocacy group. I still do that, but I also think to myself, well, what more can I do? And so I'll try to bring things to our department level and change policy within our department. And even within our diversity council at the college level, I'll bring different issues that I see or hear from my students to them to try and really push for change on a broader scale. Stephen Rice [00:06:27]: Stephen Rice, director of the Office of Community Expectations at the University of Southern California in Los Angeles, California. It's important to really that people are seen in your positions, and so really thinking about diversity, equity, inclusion should be a foundation and framework in all the work that we do, especially with those we hire because our students are diverse populations, and so they should see the people that they often meet with may look like them too. And so if everyone looks the same, they're not able to really provide a different unique experience and opportunity for students. Often times, there's a trust that students may have, and when they see someone that looks like them, they're able to go to those individuals and create more tools and other opportunities for them to really grow and reach and be mentored so they'd be successful students and work forward. And then it's also with the staff that we have. When you're the only one, it's tough. And so when you're able to bring a very diverse, unique experience, people feel supported, they feel seen, and they provide the same for the students that they serve. Amy Adam [00:07:19]: Hi. This is Amy Adam and I am from the University of Missouri in Columbia. I have been a student services support manager for 20 years, serving graduate students with diversity, equity, and inclusion that does very much influence my approach to mentorship and support in my profession. We have a lot of international students that we make sure that they feel supported and connected to campus. And I know they face a lot of adversity coming from another country, especially in the Midwest, so we really strive to make sure that they feel supported. And I'm also doing some work with students with disabilities as I finish up my master's in higher ed. So that's been really, really just enjoyable and satisfying to help that population of students make sure that they feel connected to campus, that they feel that sense of belonging, and show them that they can advocate for themselves and have a voice because their voice matters. So, really, we just kinda try to keep that in our mindset in our daily work just to make sure that those students are supported. Stephanie Cochrane [00:08:27]: Hi. I'm Stephanie Cochrane. I'm the director of student services at Northeastern University in Toronto. I'm here for NASPA for just the Sunday pre conference around graduate students. Well, one of my passion projects since I started in the role was a mentorship program, a peer mentorship program. And so thinking about our international students, they really are looking for mentorship, guidance, support, any advice from their peers, and they're more likely to listen to their peers than to us sometimes. So thinking about the DEI piece, they feel that sense of belonging when there's somebody who's been through a similar experience to them. So having them connected with a mentor from their very first semester before they even arrive in Canada is super helpful for them with not just understanding navigating the Canadian landscape, the Toronto city, the cost of living, and then, of course, their academic journey. So having that is a really helpful way to think about DEI because it's from that peer to peer support, which is sometimes missing in higher education. Shatera Davis [00:09:28]: Hi. My name is Shatera Davis. I use sheher pronouns. I'm the director of student affairs at Northeastern in Seattle. I mean, it's embedded in my identity as a black person, as a queer person. I can't work in a space that doesn't have that as core values. And if I choose a place that's like that, then I can find really quickly that it doesn't align with my values. And so it's probably the one it's the most important thing because it's who I am visibly. Shatera Davis [00:09:50]: And so as I move and as I navigate to different higher ed institutions, I'm very direct in my questions, like, what have they done for historically marginalized students? What do they do for staff? What did they do during the pandemic? How were they kind to their staff in this new remote era and hybrid era? Like, how are they giving their staff benefits? And, like, those kinds of things, I'm asking those intentional questions because I wanna make sure that I'm in alignment with the values. It doesn't mean the higher education institution is bad, it just means it's not right for me. And so I just make sure that it's always in alignment for me because it's personal. I mean, it's embedded in my identity as a black person, as a queer person. I can't work in a space that doesn't have that as core values. And if I choose a place that's like that, then I can find really quickly that it doesn't align with my values and so it's probably the one it's the most important thing because it's who I am visibly and so as I move and as I navigate to different higher ed institutions, I'm very direct. My question is, like, what have they done for historically marginalized students? What do they do for staff? What did they do during the pandemic? How were they kind to their staff in this new remote era and hybrid era? Like, how are they giving their staff benefits? And, like, those kinds of things, I'm asking those intentional questions because I wanna make sure that I'm in alignment with the values. It doesn't mean the higher education institution is bad, it just means it's not right for me, and so I just make sure that it's always in alignment for me because it's personal. Andy Wiegert [00:11:12]: I am Andy Wiegert, director of graduate student affairs, Arts and Sciences, Washington University in St. Louis. Yes, this has to actually, in my opinion, start from the moment we are interviewing candidates for positions and bringing people to our campus is that everything should be looked at through the lens of equity and the lens of inclusion. And so from the start, my stance, our stance is to be asking those questions upfront. So how do you define anti racism? How do you define things like this? Will you be a fit to be an actual mentor who recognizes this need for diversity? So we're doing that at the very, very early stages. That then translates to training, development, things like that, but if we're not doing it out of the gates, then we're gonna run into problems down the road. Scott Peska [00:12:01]: Hi. Scott Peska, Waubonsee Community College, Assistant Provost of Student Services. I think in all three of these areas, job searching, mentorship, and support for the profession of student affairs, there's probably nothing more important than equity and injustice and looking at place that you're looking at to the the values of the institution reflect what your values are and you know and so as a student affairs professionals something that has come to my heart is just making sure that we can care for all of our students and that we can try to help them succeed no matter what their background and making sure that we can put the necessary supports there. And so if the institution doesn't have those same values, we gotta be able to look at that. And so I've always looked at it when job searching. I think when mentoring, talking to individuals, making sure that I'm reaching out to be able to provide those kind of supports all across the way. Dilna Cama [00:12:48]: Dilna Cama. I am a director within student life at the Ohio State University, and I am part of the off campus and commuter knowledge community. I think that is part of our everyday life. It has to be something that we have ingrained not in just the work that we do, but the language we use, how we work with our teams, making sure that they not only understand where their perspective is coming from, but how that impacts other individuals on a team, in a community, whatever that might look like. Sabina Kapoor [00:13:21]: My name is Sabina Kapoor, and I'm currently a full time doctoral student with Capella University. I spent over 20 years in higher education as a staff within student affairs, student success, and academic affairs. So as I've progressed in my career, I've focused more on staff so that they can better serve students. And I wanna go in deep with that, so that's why I'm pursuing the doctorate relationship between the organization and the employee. I'm gonna reference Pamela Hayes' model. If you've ever the acronym is ADDRESSING, and so it's looking at different different categories from age to disability to religion to sexual orientation, sexual gender identification, etcetera. And so all these different categories, a person could potentially be, what Pamela Hayes says is oppressed in some categories and privileged in others. So, for example, as a minority woman who's heterosexual, I'm privileged in the sexual orientation, but I'm repressed in the gender category and also in the ethnic and cultural category. Sabina Kapoor [00:14:32]: So it's interesting because idea of minoritized is not all one side, you are minoritized or you're not. It's kind of looking at different facets of that. So I say that because I use that as a premise with anything. So when I'm looking for a job, when I'm mentoring others, I try to remember inclusivity and look at things from the other's perspective. And I'll be honest, my oppressed areas have been like traditional ones. So with emerging ones, and I'm in a privileged position, it's really interesting. It's I had to see things from a privileged lens, and that was an interesting learning experience because I'd never been in that situation. So I say that because it's all shapes and influences all of this, how I mentor, how I support others and advocate. My last position, I was a dean for student success at a dual designated HBU and HSI. And I think advocacy was probably the top thing that I was doing while I was there. So so all that to say, DEI, it's not just my premise, it's who I am. So it really influences everything that what I do in my career. Carlie Weaver [00:15:44]: Hello. I am Carlie Weaver with Rose Hulman Institute of Technology. I'm a programs coordinator for the student activities in Union office. I did one of my assistantships with University of South Alabama during my grad school career, and so I did that with the Diversity, Equity, and Inclusion Office, and it's something that I like to think about a lot when I'm making decisions, especially with such a student facing role. I like to think of diversity, equity, inclusion, belonging before I make pretty much any choice because I know that it is so influential in students' lives. So, even when I'm thinking about, like, what kind of programming to bring to campus, I'm thinking about the different populations that we have and what is of interest to those populations. Roxanne Wright Watson [00:16:33]: Hi. My name is Roxanne Wright Watson. I'm from Lehigh Carbon Community College in Pennsylvania, and I'm happy to be here. I think it is not a matter of influencing because the bills of that will be paid. So so we need to make sure that it's for me, 1st and foremost, it is I think I just need to go to work, do what I gotta do, and go home. But having equity, diversity, and all of that within the institution is an added thing that now gives me help me to broaden my scope, help me to blossom, to bloom where I'm at. So it is an institution that support these values and goals, then I am more open. I give more of my self than it would be if I am just at an institution that is just not supportive of these values. Carla Ortega Santori [00:17:34]: My name is Carla Ortega Santore. I work at Rice University. I am the strategic initiatives manager at the Doerr Institute For New Leaders at Rice University. And my job is really about helping students elevate their leadership capacity and to also elevate the capacity of all campuses to do really great leader developments in education. I'm actually from Puerto Rico, so whenever I'm looking for a job or when I'm looking for a mentor, I'm looking to see other familiar faces in the room, like, I'm seeing where I'm represented, seeing the kinds of students we work with. So that that's one thing I I usually look for. I also look for concrete ways, examples. I guess another way that influences my day to day professional life is when I also see I'm a IO psychologist by education, so I also look for research that's represented in that. So any evidence of impact, measurable outcomes that we see that are related to people of color and other underrepresented minorities is really important when I and I'm looking for any evidence based practices to apply, to implement with students, or for any support in the profession. Rachael Amaro [00:18:55]: I'm Rachael Amaro. I'm the admissions and academic advisor for the Department of Educational Leadership within the College of Education at Cal State Fullerton. I think that, I mean, for sure with the mentorship piece, it's I have had a hard time finding people that I could rely on when I first started, but I think that's made me a little more active in trying to be a mentor to others. And I really appreciate the the trust that I can build with the team that I work with. You know, I have I have one immediate colleague in my department, but then all of us in in our college are on the same floor of the building we're in, and so it's been really great to get to know everybody and to make the time and the space for each other, and then because I've been there, for sure I've been on campus a lot longer than a lot of them, and so trying to let them know, you know, sort of what's what's going on, how to navigate things, especially because a lot of them, it's their first time working at a university, and I think it's really so important because most of us happen to be Latinx that a lot of the new hires have been, and so it's been really important to me to let them know things even about making sure sure they're putting money in their retirement, making sure they're doing these things that we just didn't necessarily always get taught. And even things as simple as, hey, when you're taking a vacation day, like, really take a vacation day. Use your time because you need to. Because we're so used to not being told how to navigate that from people in a supervisory positions who aren't used to the diversity that's coming up into the field. And so I think that's a really important part. Again, we talk about the hidden curriculum a lot for the students, but there's a hidden side for staff as well. And so when we come from families and parents who worked in factories and had a very different way of living and working, we also have to learn how to navigate these systems that we're now working in. And I think it's important to be able to share that with them so that they don't feel isolated or alienated and they feel like we're in this together. Christine Wilson [00:21:00]: I'm Christine Wilson. I am in student affairs at UCLA. I have two roles. 1 is as the executive director for academic partnerships and the other is the program director for our masters in student affairs program. I think that justice, equity, diversity, and inclusion are at the forefront of everything that I do. It's a principle of our organization. It's part of the mission of our school of education where I'm program director and I teach. Our campus is incredibly diverse and if we don't consider that, then we are not serving our students. So if that's not something people are on board with, then they should not come to UCLA. Olivia Ruggieri [00:21:42]: Hi there. My name is Olivia Ruggieri. I'm the associate director of administration operations for Northeastern University Seattle campus. I grew up in Pennsylvania, went to college in Florida, and came out here in 2013, but I've been working for the university since 2018. Well, my area, while we are definitely not HR, we do support searches on our campus. So one of my staff members, he will assist hiring managers in doing an inch initial evaluation of candidates and then help them design their searches. But recognizing that while we've made improvements in this area, we're not doing it as well as we could be. This summer, we're gonna be establishing a group that will ultimately create a set of DEI hiring standards, and we wanna make sure that there's strong representation from all types of folks on our campus, faculty, staff, and hopefully students, to ensure that we're hiring in the most equitable way. And I have to say that, like, since this has become a focus of mine, I look at job descriptions differently and just what I've learned about how to hire equitably and certain phrases raise flags for me because I realized that they may not represent welcomeness to all. So it's just become part of my practice and how I evaluate different opportunities. Christle Foster [00:23:04]: Hi. My name is Christle Foster and I'm from Chesapeake College located on the Eastern Shore of Maryland in Y Mills. When it comes to my staff, because of the work that we do, so student focused, definitely diversity, equity, and inclusion is a part of that, especially with the populations we serve in Trio. That's definitely what we do as part of our mission. So when it comes to choosing staff and helping staff go through professional development, that's some of the things that we always look at. Whether it's in terms of ethnicity, accessibility, or ability, or unabilities in regards to education. We recently did, training with the University of Delaware who has a special program that's focused on students who are new or divergent, and it was exemplary. What they are doing there with a grant is just amazing. So we were able to get some information from them on how to help our students who are neurodivergent, or some of them are on spectrum, so to speak. Nathalie Waite Brown [00:24:03]: My name is Nathalie Waite Brown. I am the assistant dean of students and director for graduate student life at Stevens Institute of Technology located in Hoboken, New Jersey. I think I approach those areas first and foremost from a personal perspective, notwithstanding all of the visible identities that I carry, I'm a 1st generation student, parents who migrated to the US in the early seventies. So I work with a large international student population, and I take those identities very much in leading how I work with them and being able to understand the potential need that's in front of them. And that runs the gamut. It's not limited to who I am, but also having a level of empathy and support in guiding the work and the resources that students need. Dae'lyn Do [00:24:50]: My name is Dae'Lyn Do. I use sheher pronouns, and I am the associate director for the women in science and engineering residence program at the University of Michigan. And I am coming into the position of the WISA KC co chair. I think specifically when it comes to mentorship, something I always take into consideration that I do try to do myself, but I also encourage my students to do is to seek out a variety of different mentors who have different lived experiences. And so not just, I think we oftentimes talk about finding mentors who look like us or who share similar identities with us, which is really important, but I also think it's important to seek out folks who maybe don't because we learn different perspectives and different ways of looking at things that we might not if we just rely on the people who have the same lived experiences as us. And so, I think when it comes to thinking through our own efforts of justice and equity, our mentors are the people that we learn from and so trying to diversify our own support network is the best way to kind of get those different experiences and support. Natalie DeRosa [00:25:55]: So my name is Natalie DeRosa, and I'm from Lehigh Carbon Community College in Schnecksville, Pennsylvania. I would say that those two terms, justice and equity, are central when I am doing job searching. Not only how the organization embraces those concepts, but also the person who is my direct support, that they are equity minded and justed justice minded themselves makes or breaks whether or not I feel like that organization is the right organization for me. Dan Volchek [00:26:25]: Dan Volchek, assistant dean of student success at Harvard Griffin Grad School of Arts and Sciences. I look at DEI as a very important piece of dealing with my job search, mentorship, and support. I try to look at what we're doing with both our faculty, our staff, and our students in the DEI world and making sure we're addressing all of those issues and challenges that others may be facing that I may not have faced to make sure that I'm dealing with DEI in a positive manner. Vaughn Calhoun [00:27:00]: Vaughn Calhoun, Seton Hall University, hehim. Yeah. I think looking for places and people with high social emotional intelligence, knowing that any place that I would think about or people I wanna engage with, that there's a high sense of empathy to help build those lasting relationships. Because I think without the empathy, it's it's hard to really move to higher levels of conversation. So if you could find that in organization and people, you found something really good. Darlene Robinson [00:27:37]: My name is Darlene Robinson. I'm the RISE gen 1 director for Seton Hall University. I think it influences the career in the sense that I want to be on a level playing field. I wanna be considered as a person that is capable of certain things rather than just basing it off of filling a quota. I think it is fair enough to accept people for who they are and get to know them for them them as a person first before not even before, but without passing judgment based on certain discriminatory practices. Because in doing that, you get to know the person first and understand that we're all connected in some way. Miguel Angel Hernandez [00:28:20]: Hello. My name is Miguel Angel Hernandez. I am the associate vice president and dean of students at San Francisco State University. What attracted me to student affairs to begin with is my curiosity about humans and human beings. And what has sustained me 24 years in this profession at this point in my life has been the curiosity that continues about the people I get to interact with, the students that continue to change and evolve and allow me to grow, and in many ways, stay young because we have to keep up, not keep up in a bad way, but just it is never a dull moment learning from our students, learning from our colleagues. And so when I think about DEI work, I think about my curiosity about life and how we evolve as people. I think about my own journey, how different I am today than when I first moved into my residence hall. I think about the beautiful places I've been able to visit and serve and work and the stories of those people, those places, those moments in time. Miguel Angel Hernandez [00:29:17]: And so for me, DEI work is not about difference. It is about the stories of people, the stories of places that we get to visit and explore and learn. And so for me, I really think about that when I am mentoring, coaching, supervising, engaging with students. I think about it in my own search. As I consider opportunities, I think about what do I bring into spaces, what can I gain from spaces, And I use those thoughts to formulate questions for either the individuals that are asking me to consider a position and or while I am engaging in the search process? And so those types of aspects of diversity, equity, and inclusion, I think, keep that work very centered, very front, and create opportunities for us to continue again learning and growing in our profession. David Chao [00:30:07]: Hello. My name is David Chao. My pronouns are hehim. I serve as the director of IT for student affairs at the University of Pittsburgh, and I'm also the chair of the technology knowledge community. As a first generation Asian American, you know, it's really important for me. I think coming to higher education from the corporate world, I think I've seen and been exposed to a very healthy environment where we're trying to be more open to all ideas and diversity is really, really important. It's strange because being an Asian American, as a minority, you think I'd be more sensitive to that, but I guess I didn't really always see that. And so I feel like my eyes are much more open to it, and my ability to help others and mentor and foster a collaborative and diverse environment, which is a challenge in our society today. Melinda Stoops [00:30:47]: Hi. I am Melinda Stoops. I serve as the associate vice president for student health and wellness at Boston College. I think even though I've been in student affairs for a long time, I feel like this is one area that I consider a growth area. I am a middle aged white woman, and my background and my experiences certainly are related to my identity in in many ways. And I feel like the longer I'm in higher ed, the more I'm interacting with increasingly a more diverse student body, the more I have to learn. And so I just feel like as I do my work, whether it's being supervised or supervising, whether it's mentoring or being mentored, I feel like increasingly I really focus on being open to not making assumptions either about the other person, but also not making assumptions that even if I'm in a mentoring role that I have all the answers. That really, I have a lot to learn as well and taking time to really understand the person I'm working with and where they're coming from and their perspectives and sort of maximizing the impact we can both have on each other. Derek Grubb [00:31:54]: Derek Grubb, Dean of Enrollment Management for Red Rocks Community College in Colorado. In terms of justice and equity, one of the biggest things I've been trying to do lately is really recognize to avoid agendas. And not so much agendas and meetings, but agendas in terms of having a predetermined outcome and really accepting people where they are and being able to really just sort of embrace those opportunities for challenging conversations and looking for new perspectives. So up on my wall right now is the, no agendas policy. Matt Imboden [00:32:28]: My name is Matt Imboden. I use the he, him pronouns. I serve as the chief student services officer in the School of Business at Wake Forest University in North Carolina. And, for the past few years, I've also been chairing the administrators and graduate and professional student services knowledge community for NASPA. All those things I want. The funny thing about diversity, equity, inclusion, and justice work is it's one in the same with overall student success, sense of belonging, it's a 100% connected to student well-being. And so, sometimes I think we create these bifurcations and divisions and we create this little bucket and label it, you know, diversity programming. But especially as I think there's a lot of renewed pressures on those roles and leaders with the people that are exponents of those values that are institutions. It's even more important to just talk about the ways in which, no, our ability to recruit and retain students is one in the same with being good at that work. And for some reason, I think it takes on a life of its own or becomes a bit of a specter when people try to apply those labels in only certain places. But if we wanna win as institutions in the 21st century in the marketplaces we work in, you gotta figure out how all the things you just mentioned apply to your day in day out work. Evette Castillo Clark [00:33:36]: Evette Castillo Clark, vice president for student life and dean of students at Lewis and Clark College, Portland, Oregon. So this is super important and critical because with job searching, with mentoring, and our profession, it is really important for us to have diverse professionals, diverse thinking, embracing different perspectives because it makes us rich, and it makes the whole organization stronger. So in our recruitment procedures, one of my things is that I want to make sure that whoever is, for example, sharing a search, that you've worked every angle to make sure that you have racial diversity, gender diversity, regional diversity, just a broad spectrum of backgrounds to get to the semifinalist pool and then also to try to get to the finalist pool. You make every effort to do that, and I employ that same model with student leadership. So in elections or looking at who do we want on our student employment to employ as student workers, orientation leaders, RAs. You want that to be a cross section because if you're doing community building work, you have to have leadership that looks like the people that you serve. Madeline Frisk [00:34:48]: Hello. My name is Madeline Frisk. I work at Portland State University. I'm the coordinator of student government relations and advisor to Greek life. So I work with our student government, all of the committees and groups within that, as well as 4 strong and mighty small Greek life groups as well. I would say I especially think of diversity, equity, and inclusion in terms of how I support students and show up. At PSU, we have a lot of non traditional students. We're also becoming an emerging HSI and Anapisa institution. So I think about how I'm showing up and my identities, how I can better serve students, and I try to stay well informed, read, do a lot of research and background work so that I'm showing up for them and also try to provide them all the training that I can. It also helps to have other coworkers and people you can rely on to kind of fill in any gaps too. So I think that's really helped as well having people and allies in your life that you can rely on as well as, good coworkers and team as well as kind of with the support in the profession of student affairs. I recently started a book club at our institution within our LGBT affinity employee resource group and that's really helped me to kind of also build even more support for myself in this work and also people who I know I can rely on that can be additional supports for my students. So that's been really great. Gene Zdziarski [00:36:15]: This is Gene Zdziarski. I'm vice president for student affairs at DePaul University. I think it's been one of the things that I find in my career trying to find a place where that sense of diversity and inclusion really is embraced and a part of things. I work at a Catholic university, and a lot of people have different opinions about the Catholic faith and everything else, but what I have to say is when I interviewed for the job there, one of the things I wanted to make sure was that, again, there was a sense of diversity, appreciation, and openness. We had an LGBTQA center. We had, LGBTQ studies. We have embraced other faiths and people, and that was extremely important to me. And I think something that perhaps people don't always look at when they look at a faith based institution, but I think you'll find that, again, that's an important piece of higher education, an important piece of our work in my career in student affairs. Lyza Liriano [00:37:10]: Hello. My name is Lyza Liriano. I currently serve as an area coordinator at DePaul University in Housing and Residence Life. Originally, I am from Brooklyn, New York. It influences it a it a lot. I'm a queer woman of color, and so I want to make sure that the spaces that I walk into are going to be spaces where I feel safe and where there are students that look like me so that they know that they can come to me. My identity is very intersectional, and I think that that's one of my favorite parts of my identity, and there's been spaces that I've stepped into where I've had to choose, okay, am I going to focus on being a black woman today? Am I going to focus on being a queer woman today? And so creating those spaces of you can be all of that at once. And when I'm job searching, that is something that I'm very intentional about asking is what work do you do apart from sending students to the Black Student Center or the LGBTQ Student Center? What is your department actually doing to help these students? And so I also want it to be just someone that students can come to because I've been in spaces where I'm sometimes the only woman of color, and so I wanna make sure my students know, like, I'm creating space for myself so that in, you know, years to come when my students are out in the field, hopefully in student affairs, they also are going to have multiple seats at the table not just the one. Jackie Cetera [00:38:28]: Jackie Cetera. I use sheher pronouns, and I serve as the director of residential education at Bucknell University in Pennsylvania. I find it's all in how people show up in their day to day and what they're doing to not only support students on our campus, but also employees, both faculty and staff. When we talk about the sense of belonging, I believe that it's really important for us as leaders, as our institutions to make sure that our faculty and staff have a sense of belonging so they can show up and do good work and provide opportunities and spaces for our students to also find that sense of belonging. Lisa Landreman [00:39:15]: My name is Lisa Landerman. I'm the vice president for student affairs at Willamette University in Salem, Oregon. Similarly, I stay abreast of current issues. I am doing my own work through institutes, 1 on 1 consulting and every opportunity I can to talk with other colleagues around best practices, most effective strategies. I I also really try to center relationships so that there's this there's the book learning and research of our trends, but then there's also every individual's gonna have their own experience and their multiple identities that are gonna shape their experience at our particular institution. So, how I handle that and manage kind of issues of justice and equity, whether it's around language, practices, programs, initiatives in Oregon is different than when I was in Rhode Island, is different when I was at the University of Michigan. And so I think context matters, listening to our staff, again, creating space, trying to support affinity relationships for where that matters to people, sure that we are constantly looking at our policies, practices through an equity lens. And so every time we're writing a new policy, we look at that lens. Lisa Landreman [00:40:27]: At least once a year, we take a moment to reflect on new programs, policies, or practices to ask questions. Who's at this event? Who does this impact? Who who's included? Whose voice was at the table when we created it? So all those kinds of checklists that come with looking at the subtle ways that the work that we do might impact people that of groups we're not members for some ways. Celebrating and recognizing heritage month's accomplishments of diverse folks in in our both in our community. I think in hiring, we do a lot to look at what biases do we bring, what biases we have that might not be about race, but that biases we have about the field or the job that might have an impact on people from different racial groups or identity groups. Right? And so it isn't always so overt, so I think doing our work around. Before every search, we do we we really come to the table and say, so what are our biases about? And we look at a resume. And, you know, we really scrutinize our job descriptions to make sure do are all those qualifications really necessary? Is that many years of experience really necessary? Are we really waiting what can really be learned on the job, and what really do people have to have experience coming? So those are those are all ways that we subtly sort of can bias our searches. Those are just some I could go on and on, but I I think the important point about this is that especially in this time, regardless of what's happening with legislators, we as individuals can shape our own practice to demonstrate where these values matter regardless of what offices aren't allowed to be in my campus. That's still a battle we need to fight. And just because that battle's being fought, doesn't mean it stops us from doing centering that as an important value. Jackie Yun [00:42:08]: Hi. I'm Jackie Yun. I take the she series, and I serve as the executive director of the Harvard Griffin GSAS Student Center. I think it impacts everything. So I really am somebody who believes that DEI is not just held with folks that have that in their title, but it's really the responsibility of everyone at an institution to be considering that. And I think about this from my own experiences, whether or not I feel like I'm included in a community, but also in my management, my hiring, the way that I scaffold spaces for students, and so I think it's really important work. Leanna Fenneberg [00:42:44]: Hello. This is Leanna Fenenberg. I'm the incoming chief student affairs officer at Duquesne University. Oh my gosh. Isn't that a big question? Right? I mean, I feel like for most of us, for many of us in student affairs, DEI work is at the core of our values and what we do and why we do it. So it's to professional searches, to professional development, to building a community of support for our students and for our staff. And so it is central to everything we do. Jake Murphy [00:43:16]: Jake Murphy. I'm the director of prospective students services at OSU Institute of Technology, and I am over all recruitment and retention efforts at the university. So for me, it's probably a really big thing, but it's really tough in the state that I'm at because there's a whole mess concerning DEI work and justice and equity and inclusion work. So for me personally, it's a big factor in where I choose to go to work. I wanna make sure that the environment that I'm at is focused on making sure that the whole student is taken care of, but being place bound sometimes it makes it a little bit difficult. But also creating those environments is also really key and making sure that students feel supported, that they have a sense of community, and are able to be able to go through their out their student journey is extremely important. And mentorship for us, especially in, like, peer mentorship is very important to be able to create those spaces. Larry Pakowski [00:44:13]: Larry Pakowski. I'm the vice president for student engagement, inclusion, and success at Aims Community College in Greeley, Colorado. I think we've gotta to look at the students we serve and at the end of the day that's one of the things that we want to be reflective of who we serve but we also want to embrace the the variety of different diverse cultures and backgrounds and things like that. Not only our students have, but our employees should have as well. Jillaine Zenkelberger [00:44:37]: Hi. I'm doctor Jillaine Zenkelberger. I am the program coordinator over at Graduate Student Life at the University of Notre Dame. I think in my approach to all of these things, having the ability to touch base with a lot of people from different I don't have a master's in higher ed and things like that. Being able to see the diversity in our different backgrounds both educationally, but also racially, ethnically, etcetera, has been super important to me. And I think we bring all these different things to the table, and it's really been great to learn from everyone and their backgrounds of whatever they've done in their past lives, because I know all of us have many past lives sometimes. They're all bringing something, like, super important that I think is really invigorating student affairs because I work with a lot of people who's had past lives and they're really changing things in a lot of cool ways. Kristen Merchant [00:45:48]: Hi everyone. I'm Kristen Merchant. I am from Rose Hulman Institute of Technology. I am the associate director of the Union and Student Activities Office there and also the director of our lead programs. With job searching, I think about whenever I'm doing my hiring actually for orientation. We always put an effort into putting a cohesive team together of a variety of different backgrounds and interests and majors and all the different ways that diversity can come into play. So that way, all of our new incoming students can see a face that they recognize, which is really, really important in the DEI world and is something that we always consider in any type of our hiring practices and any type of programming that I do is making sure that there is someone that they feel like they can go to. Joe Lizza [00:46:35]: My name is doctor Joe Lizza. I'm the director of the Chamberlain Student Center and campus activities at Rowan University in New Jersey. It really is the idea that you want an institution that is respectful for others, supportive of others because you never know when you might be on that opposite side of the situation. So you might be in an institution or in a job role that you feel very comfortable, supported and you feel like you belong and it's very easy to kinda based on a different supervisor or a different university leadership, that could shift. I always look for places that really are respectful, very forward thinking, and they don't only just preach what their beliefs are and their values, but they also put them into action. And that's kinda reassuring to me as a professional in higher education for both for myself and my colleagues. I'm realizing that it's a good place to work, a place that will be supportive of life changes and different situations. Joshua Allred [00:47:32]: My name's Joshua Allred. I work at Louisiana State University in the College of Agriculture as their manager of student services. That's challenging. It's certainly something that is on my mind constantly. I think living in Louisiana and in the South where there's lots of legislation recently, sort of very much anti DEI has been a challenge. So I'm not in a place where I can kind of up and move, unfortunately. I would in some ways, I kinda wish I could. So being on a campus and in a state where there's lots of uncertainty around, like, what does DEI look like in our state has been a challenge. Joshua Allred [00:48:01]: And so we are very much in a place of kind of waiting to see what's gonna happen next. And again, I think finding folks where folks and groups of people where you can hold onto and feel safe and find little beacons of hope is helpful. It's not always there, but I'm a supervisor for an LGBTQIA plus organization in the College of Agriculture and that's been really helpful for me and something that I really knew and renewed importance in. And so that's kind of what I look towards is like the people and and the small things here and there. But certainly a consideration is just tough. It's tough when you can't move. Joshua Allred [00:48:38]: Well, one of the things that I really enjoy about my job is being able to support and work with students, and those are all students, ethnicities, genders. Just being able to support those students in coming to NASPA and being able to learn from experts on how to best support students no matter who they are, no matter where they're from. So at Texas A&M, they give me the opportunity to go to professional development. They give me the opportunity to collaborate with my peers around the country. And during those times, that's what I wanna do. I'm always making sure that I'm talking to the experts in the field to make sure that I'm doing the best to support our students. Judy Traveis [00:49:28]: Hi, everyone. I'm Judy Traveis. I'm the associate dean for the Graduate Student Success Center at the University of Florida. Again, from Florida, we've had DEI impacted, although we all believe in the diversity and what it brings to our campus and the inclusion and and equity piece. I believe institutions that do it well and thread it through all factors of the university, you can really see it. It's tangible and that in as I job search or look for other careers, if I should move institutions, that is something that's very important and I hold as a value in my heart to make sure that that it's not just on a website, that you can actually physically see how it's threaded through by the way the community and culture is on that campus. Katie Caponera [00:50:23]: I'm Katie Caponera, director of student life at Harvard Divinity School. A commitment to all of those tenants, particularly justice, is really important to me personally and professionally. I'm fortunate to work at an institution where that is a key aspiration and goal of our community, and it's something that I would continue to foreground in looking at other types of institutions or future colleagues or partners. It's making sure all of our students feel that it's a space where they can thrive and be their full selves is of paramount importance and continuing to remain dedicated to those efforts, especially admit so much turmoil, I think, is underlines their importance more so. Kathy Dilks [00:51:11]: My name is Kathy Dilks, and I am the director of graduate student and post doctoral affairs at the Icahn to create a team that is not only diverse, but diverse of thoughts. I think it's our responsibility to make certain that we are leaning into DEIB, and I try my hardest to make certain that I am never an impediment in that future. Julie Payne Kirchmeier [00:51:47]: Julie Payne Kirchmeier, vice president for student success for the university Indiana University. It's not really a system. It's a multi campus university, but we can say Indiana University System if that's easier for folk to kind of place the role. It's interesting the word considerations. How do considerations of, show up for me, good and bad, before I can lean into anything else. And I think that's a step we don't often do, particularly and we just jump into, oh, oh, well, of course, you know, Jedi work is important, and of course we're gonna do that. But because we don't stop and pause pause and think and unlearn a lot of what we know, we end up rushing to action so quickly, we cause more harm. And so I think that first step for me, because the question is influence your, is to pause, think, and remember that I have to be okay with who I am, good and bad, take the steps to do my own work, and then bring others into the fold, like, okay. Julie Payne Kirchmeier [00:52:54]: What are the resources we need in meaningful ways so that the work can move through always a lens of equity. So being an equity minded organization, human, professional, friend, partner, all the different components of your life. Dr. Jill Creighton [00:53:10]: This has been an episode of Student Affairs Voices from the Field, a podcast brought to you by NASPA. This show continues to be possible because you choose to listen to us. We are so grateful for your subscriptions and your downloads and your engagement with the content. If you'd like to reach the show, please email us at savoices@naspa.org or find me on LinkedIn by searching for doctor Jill L. Creighton. We always welcome your feedback and your topic and guest suggestions. We'd love it if you take a moment to tell a colleague about the show and give us a 5 star rating on Apple Podcasts or wherever you're listening now. It really does help other student affairs professionals find the show and helps raise the show's profile within the larger podcasting community. Dr. Jill Creighton [00:53:51]: This episode was produced and hosted by doctor Jill Creighton, that's me, produced and audio engineered by Chris Lewis. Special thanks to the University of Michigan Flint for your support as we create this project. Catch you next time.
This episode is about humans. This episode is about identity. This episode is about health. This episode is about self-awareness and self-care. This episode is about morality and this episode is about making sacrifices to pursue authenticity and wholeness. Any commentary outside of those themes is out of ignorance. Michael Alroy, an IDF veteran, a contestant on Israel's Big Brother, a business owner, and a kind soul, speaks to his life journey and how it relates to his Judaism. Chaz Volk, an ally of the LGBTQA community and host of Bad Jew, investigates Alroy's journey to shed light on the human need to pursue inconvenient and difficult measures to embrace identity. 00:00 Introduction 05:01 Understanding gender 06:49 Realized identity 10:57 Emphasizing with the transgender community 15:07 Revealing transgender identity 18:12 Respect, kindness, reflection 22:27 Challenges in LGBTQ community 25:06 Promoting understanding and acceptance 26:49 Transition process 30:09 Outro About Michael Alroy: “Life begins where fear ends” was Michael's motto when he made the bold decision to undergo gender reassignment surgery at the age of 21. This was an irreversible decision, which finally allowed him to be and look, the way he felt. From that point on there was no hesitation, regrets, and no holds barred as he transformed himself from Michelle Haziza, to Michael Alroy – a man of his own. Michael Alroy was born Michelle Haziza in Johannesburg South Africa in 1990. He spent the first seven years of his life in South Africa and attended a Jewish Day School in Johannesburg until Grade 1. In Israel, Michael struggled to adapt to the strictly religious environment of his school as he began to experience a conflict with his gender identity. He felt like a boy in girls' clothing and hated the rules about dress and behavior imposed on him by the school. Nevertheless, the girls admired his spirit of independence and insistence on being and acting as he felt. As you can imagine his school life was fraught with conflict and feelings of duality and awkwardness. His most joyous day was when he finally finished his schooling and was able to dress and act as he wanted, although after that came his recruitment to the army where as you can imagine he encountered more difficulties. The lecture provides an opportunity to hear first-hand Michael's touching and fascinating life story, whilst compelling the audience to identify with his plight and to look more closely at the society in which they live. Michael awakens in each and every member of the audience their potential and power to make changes in their lives. Connect with Michael Alroy: YouTube @mikialroy21 IG @michael_alroy LI Michael Alroy Connect with Bad Jew: BadJew.co https://linktr.ee/badjew BadJewPod@gmail.com Ig @BadJewPod TikTok @BadJewPod
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We continue our PRIDE series, celebrating educators who are LGBTQA+ and PROUD, serving as models and advocates for their students. In this final installment, we meet Theresa Hopkins. LGBTQA+ Advocate. Arts Teacher. Artist. Awesome. Hailing from St. Louis, Missouri, Theresa is a long time educator, who has been validating and affirming her students since the first day she walked into the classroom, over 25 years ago. She is always taught in African American students in Title 1 schools. Theresa has run the Art Academy for over 10 years. Most importantly, Theresa has been authentic with who she is not only as an educator but as a person. It has not been easy and took her a while to come to it. You want to hear how she did it - a most fascinating, inspiring, and empowering journey to responsiveness. See her on Instagram at Art Academy @jeffersonartacademy; art gallery @ellipsisstudiostl; her artist page @rychus_artis. And don't forget Dr. Hollie's two cents, as he reminds us of the purpose and importance of advocacy.Learn more about CLR and Dr. Hollie at www.culturallyresponsive.org and Twitter @validateaffirm
In this episode, Emerson Jordan-Wood joins Eric–in person at ADHD reWired HQ–on the podcast! Emerson is a 27-year-old queer, non-binary, trans human. They are originally from Illinois, but have lived brief stints in Iowa, Texas, and most recently Minnesota! They studied civil engineering at The University of Iowa currently work in non-profit construction. Emerson was diagnosed with ADHD in 2021, and self-diagnosed with autism in 2022! They're also an active Alumni member of ADHD reWired's coaching and accountability groups! In this episode, you'll hear experiences, struggles, and discussions about: “Transitions are hard” and transitioning gender identities The overlap of ADHD, different means of transitionings, and barriers to access Hoops, hurdles, and executive function nightmares Experiencing gender dysphoria and body disconnect Navigating the medical system and knowing your options “This feels like me.” “Your transition is your transition and it doesn't have to be based on anybody else's.” Masking gender, masking as a neurotypical person, then unmaking gender identity Acceptance, freedom, and fully being your authentic self in the world “I was doing what I thought I ‘should' be doing.” Different perceptions of gender, how people respond and interact with those perceptions, and fitting in Experiencing gender privilege and gender discrimination in the workplace Understanding pros, cons, patterns, and social cues between the gender roles Being misgendered, coming to terms with your identity and doing the work towards acceptance Navigating and learning how to process irritability, anger, frustration, and general emotional dysregulation Struggling with task initiation, living in a constant state of flight, and not “panicking” through life From TikTok to the doctor Feelings of being unprepared, social expectations, and navigating new environments Social cues, dynamics in conversations, and autism The helpfulness of labels and language to describe different struggles to take action and better communicate
In this annual queer end review, the THOT hosts are joined by queer-espondent, TJ from Gotham Outsiders to discuss our top 10 queer books of 2023. We get really tipsy, compare our collective traumas, and discuss blood-sucking and finger-banging while recommending some truly thirsty reads!Thirsty on Toon is a member of the Talking Comics family of podcasts. Thirsty on Toon was co-created by Bronwyn Kelly-Seigh and Chris Ceary of Talking Comics and Gotham Outsiders, respectively. You can find Thirsty on Toon on Twitter @thirstyontoon. Bronwyn Kelly-Seigh and Chris Ceary are your co-hosts for this mature-rated podcast series.
This episode is SO INFORMATIONAL! I am so happy to have Dr. Fischer on the podcast! She's board certified Reproductive Endocrinologist, board certified Obstetrician and Gynecologist, and the Medical Director of Spring Fertility NYC. She went to Mount Sinai Icahn School of Medicine followed by residency at Yale New haven Hospital and fellowship at Columbia-New York Presbyterian Hospital. WOW. She joined Spring Fertility in 2022 after being in practice for years in the area. What sets Dr. Fischer apart is her dedication to her practice - she believes that patients deserve exceptional clinical care with honesty and transparency. Her areas of practice focus include fertility preservation, infertility, and LGBTQA+ family building. In this episode we discuss ways to prepare for pregnancy or egg retrieval, what to look for in a doctor or clinic, tips for ensuring success with frozen eggs and embryos, PCOS, endo, and so much more.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
In today's episode of the Atheist Experience, Jim Barrows and Secular Rarity take on calls about divorce, single parents, trans women, and technology before Armin Navabi flies in to help.Andrea in FL calls to claim that atheism leads to higher divorce rates and that Christians have more satisfactory sex lives than atheists. How do you explain the Pew Research Center studies that contradict this claim? Is it more important to stay married and be miserable for the children or is it better to teach them about happiness? What is it specifically about being married and not getting a divorce that makes people better?Otari in the nation of Georgia proposes that children of single parent households are more likely to be delinquent. What studies do we have that single parent households are radically problematic? Could the problem be linked to only one income for the household and poverty? Other than income, how are two parents raising a child better than one? Is the real problem divorce, or is it socioeconomic status? Would abortion cut down on single parent households?Nate in CA asks if trans people competing in sports would have a physical advantage, and what the difference is between sex and gender. Some cis women can have naturally higher levels of testosterone than other cis women. In sports, why are we testing women for testosterone levels but not men? People can be born intersexed, and also be born with different gendered brains. We would rather be on the side of inclusivity to give everyone a chance to participate. Corey in TX asks how technology changing our environment affects our evolution, and is it causing it to speed up. We may be able to evolve to handle higher levels of pollution, but how rapidly do the pollution levels change? There can be a new species of hominids that evolves alongside homo sapiens. Theist in the USA claims that theists have better lives than atheists. There is nothing about community building that is better with religion, and there is no link of intelligence to either atheism or religion. There is no data to demonstrate that atheists are more likely to go down a bad path. If an action increases the overall happiness, then it is good. The evangelical stance on LGBTQA increases the number of suicides in that community, and that is a bad thing. Do NOT Google dolphins having sex with blow holes. Mr. Porter from IL asks what the worst evidence for god is. Jim mentions to look at the trees and Armin says it is the argument for chicken. Kathy in IL calls as an atheist attending the Unitarian Universalist Church, and explains how their model is not conversion, but cooperation. Compared to other religions, this may be good, but secular humanism is a better instrument. When a church seems loving and tolerant, but accepts bad ideas, we must oppose that. Thank you for tuning in this week! Question of the week is: What should the Norse have had a god of, but didn't?
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