AO3 Collection | Community on DW | Needy Giftbox List
Want to get your treating on early? Fandom Giftbox is in need of fills!
The minimum for fills is 100 words/100x100 pixels, in a stated fandom and medium. Anyone can post fills, even if they haven't signed up!
The AO3 collection and DW comments will be revealed on September 23rd.
In February, CBS Sunday Morning aired a short news segment on the bro hug phenomenon: a supposedly new way heterosexual (white) men (i.e., bros) greet each other. According to this news piece, the advent of the bro hug can be attributed to decreased homophobia and is a sign of social progress.
I’m not so sure.
To begin, bro-ness isn’t really about any given individuals, but invokes a set of cultural norms, statuses, and meanings. A stereotypical bro is a white middle-class, heterosexual male, especially one who frequents strongly masculinized places like fraternities, business schools, and sport events. (The first part of the video, in fact, focused on fraternities and professional sports.) The bro, then, is a particular kind of guy, one that frequents traditionally male spaces with a history of homophobia and misogyny and is invested in maleness and masculinity.
The bro hug reflects this investment in masculinity and, in particular, the masculine performance in heterosexuality. To successfully complete a bro hug, the two men clasp their right hands and firmly pull their bodies towards each other until they are or appear to be touching whilst their left hands swing around to forcefully pat each other on the back. Men’s hips and chests never make full contact. Instead, the clasped hands pull in, but also act as a buffer between the men’s upper bodies, while the legs remain firmly rooted in place, maintaining the hips at a safe distance. A bro hug, in effect, isn’t about physical closeness between men, but about limiting bodily contact.
Bro hugging, moreover, is specifically a way of performing solidarity with heterosexual men. In the CBS program, the bros explain that a man would not bro hug a woman since a bro hug is, by its forcefulness, designed to be masculinity affirming. Similarly, a bro hug is not intended for gay men, lesbians, or queer people. The bro hug performs and reinforce bro identity within an exclusively bro domain. For bros, by bros. As such, the bro hug does little to signal a decrease in homophobia. Instead, it affirms men’s identities as “real” men and their difference from both women and non-heterosexual men.
In this way, the bro-hug functions similarly to the co-masturbation and same-sex sexual practices of heterosexually identified white men, documented by the sociologist Jane Ward in her book, Not Gay. Ward argues that when straight white men have sex with other straight white men they are not necessarily blurring the boundaries between homo- and heterosexuality. Instead, they are shifting the line separating what is considered normal from what is considered queer. Touching another man’s anus during a fraternity hazing ritual is normal (i.e., straight) while touching another man’s anus in a gay porn is queer. In other words, the white straight men can have sex with each other because it is not “real” gay sex.
Similarly, within the context of a bro hug, straight white men can now bro hug each other because they are heterosexual. Bro hugging will not diminish either man’s heterosexual capital. In fact, it might increase it. When two bros hug, they signal to others their unshakable strength of and comfort in their heterosexuality. Even though they are touching other men in public, albeit minimally, the act itself reinforces their heterosexuality and places it beyond reproach.
Hubert Izienicki, PhD, is a professor of sociology at Purdue University Northwest.
Please help us with the following issues and queries!
Wheel of Time - Robert Jordan - Both Elan Morin Tedroni and Ishamael | Moridin are nominated; other Forsaken are nominated with their original names. Please either explain why you think they should be separated out, or confirm we can approve both tags as Elan Morin Tedroni.
Expert Judgment on Markers to Deter Inadvertent Human Intrusion... - Sandia Labs - As far as we can tell, Color Changing Cat is not actually from this canon, but a different exercise in considering the problems of long-term nuclear waste storage - see http://www.slate.com/blogs/the_eye/2014/
We will accept labels like “the Council” or “the hunters” for characters in cases where the ensemble does not have different distinct characters in it. For the following fandoms, please either confirm that there are no distinct characters in the group, or pick a single character out of the group you’ve nominated.
- Captive Prince - C. S. Pacat: Veretian Council
- The Darkness (Comics): Darklings (The Darkness)
- 終末のイゼッタ | Shuumatsu no Izetta | Izetta: The Last Witch (Anime): The Royal Guard
All Media Types fandoms
We need clarification from the person (or people) who nominated the following fandoms. Please specify a single version of the canon and provide a link to your nominations page so we can confirm the nomination. If these aren't answered, the fandoms will be rejected:
- Captain Scarlet - All Media Types, characters: Adam Svenson | Captain Blue, Charles Gray | Colonel White, Conrad Turner | Captain Black, Paul Metcalfe | Captain Scarlet
- Gone With the Wind - All Media Types, characters: Belle Watling, Careen O'Hara, Mammy, Melanie Hamilton (Gone with the Wind - All Media Types)
- Goosebumps - All Media Types, characters: Cooper Holmes (The Barking Ghost), Drew Brockman (Attack of the Jack-O-Lanterns), Ginger Wald (The Beast From the East), Michael Webster (The Cuckoo Clock of Doom)
- The Martian - All Media Types, characters: Beth Johanssen, Chris Beck, Mark Watney (The Martian - All Media Types)
- Midsomer Murders - All Media Types, characters: Jamie Winter, Kam Karimore
- A Room With a View - All Media Types, characters: Charlotte Bartlett, Eleanor Lavish
- The Witches of Eastwick - All Media Types, characters: Alexandra Medford, Darryl Van Horne, Jane Spofford, Sukie Ridgemont
If you are commenting about your own nomination to say what you would like done with characters or fandoms, please link your nominations page! It is the page you get by clicking ‘My Nominations’ from the tag set.
If you notice any problems with your approved nominations - mis-spellings, etc - feel free to comment on this post.
*(NB: that’s not because we rejected ~900, but because 5058 and 3086 are totals of how often the fandom slot was filled out by nominators - whether or not they nominated the same fandom. When we approve a fandom that was nominated by two people, the total number of fandom nominations goes down by 2, and the approved fandom total goes up by 1.)
That means that at least 1686 people nominated.
We now move into the sorting phase. Over the next days you will see the fandoms and characters you nominated being approved or rejected. You will also see us make posts here, asking for clarification.
Whenever we have enough questions for a new clarification post, we will move unanswered questions into the new post.. This is to help us keep track of which things are outstanding and prevent us from missing comments on older posts. You can help by keeping an eye on the community and helping to answer questions. The first question post will be up soon.
The evidence post is now closed, and we'll be using the evidence to review fandoms. Thank you to everyone who took the time to submit evidence.
If you are looking at your nominations page and you see that a character has been rejected, it may be that it has been approved under a different name (for example, with a fandom-specific disambiguation). Please wait until the tagset is public before raising the issue.
Lastly, please don't hammer AO3 trying to check if your fandoms have been reviewed. Doing this will only slow things down. We're not saying don’t check, but don’t sit there pressing F5. The tagset will be visible after sorting; at that point you can help us find what problems remain.
Now in its seventh year, the Misses Clause Challenge was created to promote the inclusion, expansion, and celebration of women in fanfiction. We'd like to challenge you all to think about the ways women are represented in fanworks, and write fic either centered on female characters or fic within a fandom with a rich and diverse cast of characters that includes valuable and important female voices.
Participation is easy! Initially, the challenge set out to include more female characters in fic using the Bechdel Test as a barometer. But honestly, plenty of sources can (and do) successfully pass without putting female characters anywhere near the forefront. So the general rule for participating in the Misses Clause Challenge is simple:
That's it! Write women who are celebrated, who are unsung, who are the heroes of their own stories or the unfortunate victims of circumstance. Write women talking, fighting, saving the day, or just going about their business. Write women of all ages, shapes, sizes, races, creeds, sexual orientations, mental and physical abilities, or moral fiber. Write women, full stop.
Easy enough, right? So if you’re willing, and we hope you are…
· Write a Yuletide assignment or treat with one or more women as the focus. Femslash, female POV, ensemble fic, whatever works for you — as long as there's a female character front and center, your fic fulfills the challenge.
· Tag your finished fic with "Misses Clause Challenge".
There is still maybe time to nominate women, if you're so inclined. And there is definitely time to think about requesting prompts that feature female characters so that the letters post is full of options.
From there, search out those that request women, maybe bookmark one for later, or even start a treat. There's a lot of female characters nominated annually and a number of requests will coincide with that. Maybe one of the letters might start or keep the creative juices flowing.
And to all of those who have taken up the challenge, or who are considering doing so this year, I just want to say, on behalf of both myself and freneticfloetry, Thank You. We try to keep this very low key with absolutely no pressure to participate, and yet we're continually blown away by the support and the number of folks who take on the challenge as well as the types of awesome fic that you guys create year after year. So, thank you, again, for your participation, your openness to the challenge, your totally legitimate concerns and critiques. Here’s to Yuletide 2017, and another great wave of new Misses Clause stories.
G (hauntedd/martinigrl) & Court (freneticfloetry)
*The challenge name was meant to be a punny play on the fic season and a bad movie, and was not meant to be exclusionary in any way. (And yes, the "e" was intentional.)
In an era of body positivity, more people are noting the way American culture stigmatizes obesity and discriminates by weight. One challenge for studying this inequality is that a common measure for obesity—Body Mass Index (BMI), a ratio of height to weight—has been criticized for ignoring important variation in healthy bodies. Plus, the basis for weight discrimination is what other people see as “too fat,” and that’s a standard with a lot of variation.
Recent research in Sociological Science from Vida Maralani and Douglas McKee gives us a picture of how the relationship between obesity and inequality changes with social context. Using data from the National Longitudinal Surveys of Youth (NLSY), Maralani and McKee measure BMI in two cohorts, one in 1981 and one in 2003. They then look at social outcomes seven years later, including wages, the probability of a person being married, and total family income.
The figure below shows their findings for BMI and 2010 wages for each group in the study. The dotted lines show the same relationships from 1988 for comparison.
For White and Black men, wages actually go up as their BMI increases from the “Underweight” to “Normal” ranges, then levels off and slowly decline as they cross into the “Obese” range. This pattern is fairly similar to 1988, but check out the “White Women” graph in the lower left quadrant. In 1988, the authors find a sharp “obesity penalty” in which women over a BMI of 30 reported a steady decline in wages. By 2010, this has largely leveled off, but wage inequality didn’t go away. Instead, that spike near the beginning of the graph suggests people perceived as skinny started earning more. The authors write:
The results suggest that perceptions of body size may have changed across cohorts differently by race and gender in ways that are consistent with a normalizing of corpulence for black men and women, a reinforcement of thin beauty ideals for white women, and a status quo of a midrange body size that is neither too thin nor too large for white men (pgs. 305-306).
This research brings back an important lesson about what sociologists mean when they say something is “socially constructed”—patterns in inequality can change and adapt over time as people change the way they interpret the world around them.Evan Stewart is a Ph.D. candidate in sociology at the University of Minnesota. You can follow him on Twitter.
Here is the countdown!
Here are the instructions!
Here we go!
Because there is a time delay in the IFTTT service that crossposts from LJ/DW to Twitter/Tumblr, we will not post a further warning here. We don't want participants who get their notifications that way to see 'two hours left' when in fact nominations ended two hours prior. If you still plan to nominate, please check the countdown and get your nominations in soon!
Escapade is coming to KiScon (www.kiscon.org) this weekend! If you’re attending the KiScon (or in the area) come join us Saturday from 6-7 PM in the bar at the Holiday Inn LAX (9901 S La Cienega). If you haven’t registered for Escapade 2018 yet, register at KiScon and we’ll buy you a drink!
Get people into your canon! Tell them what's awesome about it!
Tell them where to find it!
Tell them ALL ABOUT IT!
Please use this format:
<b>What's awesome about it:</b>
<b>Where to find:</b>
Thank you and have a great yuletide!
(ALSO: Please feel free to ask for specific recs too! Like post a thread going 'hey I'm looking for canons with bisexual leads' or something!)
This is a post I've been meaning to make for a few years now. Every year we have great challenges and collections, such as Misses Clause (promoting fics that pass the Bechdel Test) and collections for characters of color. However, the posts for those come during sign-ups, when people only have the tagset to work from. If nobody nominated any women or characters of color for your favorite small fandom, you're out of luck.
Look over your own nominations in these next three days. Look at the spreadsheet and the nomiations post on DW and LJ. Are these the characters you want to make requests for, write for, or both? Did you have a free slot and are you nominating them after looking at the requests tab on the spreadsheet? Are you already coordinating with a friend, or friends, to cover a big cast list?
Consider coordinating with fellow fans using the nomiantions posts and spreadsheet in these final days. Who is your cast list comprised of for your fandom? Are there women, are there characters of color, are there characters with disabilites? If someone who likes this fandom wants to participate in Misses Clause, will they be able to? If someone who likes this fandom wants to participate in a chromatic challenge, will they be able to? (Obviously not all fandoms can do this, some fandoms only comprise of a few characters at all, sometimes no one can find someone else to help with nominations. I mean this in general terms.)
I know every year only about 1/3rd of people nominating end up using the nominations coordination posts and spreadsheets. This year, why don't some of us help each other out to make the tagset more inclusive?
Originally posted at Gender & Society
Last summer, Donald Trump shared how he hoped his daughter Ivanka might respond should she be sexually harassed at work. He said, “I would like to think she would find another career or find another company if that was the case.” President Trump’s advice reflects what many American women feel forced to do when they’re harassed at work: quit their jobs. In our recent Gender & Society article, we examine how sexual harassment, and the job disruption that often accompanies it, affects women’s careers.
How many women quit and why? Our study shows how sexual harassment affects women at the early stages of their careers. Eighty percent of the women in our survey sample who reported either unwanted touching or a combination of other forms of harassment changed jobs within two years. Among women who were not harassed, only about half changed jobs over the same period. In our statistical models, women who were harassed were 6.5 times more likely than those who were not to change jobs. This was true after accounting for other factors – such as the birth of a child – that sometimes lead to job change. In addition to job change, industry change and reduced work hours were common after harassing experiences.
Percent of Working Women Who Change Jobs (2003–2005)
In interviews with some of these survey participants, we learned more about how sexual harassment affects employees. While some women quit work to avoid their harassers, others quit because of dissatisfaction with how employers responded to their reports of harassment.
Rachel, who worked at a fast food restaurant, told us that she was “just totally disgusted and I quit” after her employer failed to take action until they found out she had consulted an attorney. Many women who were harassed told us that leaving their positions felt like the only way to escape a toxic workplace climate. As advertising agency employee Hannah explained, “It wouldn’t be worth me trying to spend all my energy to change that culture.”
The Implications of Sexual Harassment for Women’s Careers Critics of Donald Trump’s remarks point out that many women who are harassed cannot afford to quit their jobs. Yet some feel they have no other option. Lisa, a project manager who was harassed at work, told us she decided, “That’s it, I’m outta here. I’ll eat rice and live in the dark if I have to.”
Our survey data show that women who were harassed at work report significantly greater financial stress two years later. The effect of sexual harassment was comparable to the strain caused by other negative life events, such as a serious injury or illness, incarceration, or assault. About 35 percent of this effect could be attributed to the job change that occurred after harassment.
For some of the women we interviewed, sexual harassment had other lasting effects that knocked them off-course during the formative early years of their career. Pam, for example, was less trusting after her harassment, and began a new job, for less pay, where she “wasn’t out in the public eye.” Other women were pushed toward less lucrative careers in fields where they believed sexual harassment and other sexist or discriminatory practices would be less likely to occur.
For those who stayed, challenging toxic workplace cultures also had costs. Even for women who were not harassed directly, standing up against harmful work environments resulted in ostracism, and career stagnation. By ignoring women’s concerns and pushing them out, organizational cultures that give rise to harassment remain unchallenged.
Rather than expecting women who are harassed to leave work, employers should consider the costs of maintaining workplace cultures that allow harassment to continue. Retaining good employees will reduce the high cost of turnover and allow all workers to thrive—which benefits employers and workers alike.
Heather McLaughlin is an assistant professor in Sociology at Oklahoma State University. Her research examines how gender norms are constructed and policed within various institutional contexts, including work, sport, and law, with a particular emphasis on adolescence and young adulthood. Christopher Uggen is Regents Professor and Martindale chair in Sociology and Law at the University of Minnesota. He studies crime, law, and social inequality, firm in the belief that good science can light the way to a more just and peaceful world. Amy Blackstone is a professor in Sociology and the Margaret Chase Smith Policy Center at the University of Maine. She studies childlessness and the childfree choice, workplace harassment, and civic engagement.
Click here for a countdown to when nominations end.
If you have a question for us, please ask it there, or here, or at http://yuletide-admin.dreamwidth.org, or by email to firstname.lastname@example.org! If you have already asked us a question, please feel free to remind us by commenting again or linking to it.
Originally posted at Reports from the Economic Front.
What is work like for Americans? The results of the Rand Corporation’s American Working Conditions Survey (AWCS) paint a troubling picture. As the authors write in their summary:
The AWCS findings indicate that the American workplace is very physically and emotionally taxing, both for workers themselves and their families.
The authors do note more positive findings. These include:
that workers appear to have a certain degree of autonomy, most feel confident about their skill set, and many receive social support on the job.
Despite the importance of work to our emotional and physical well-being, social relations, and the development of our capacities to shape our world, little has been published about our experience of work. Here, then, is a more detailed look at some of the Survey’s findings:
The Hazardous Workplace
An overwhelming fraction of Americans engage in intense physical exertion on the job. In addition to physical demands, more than one-half of American workers (55 percent) are exposed to unpleasant or potentially dangerous working conditions.
The Pressures of Work
Approximately two-thirds of Americans have jobs that involve working at very high speed at least half the time; the same fraction works to tight deadlines at least half the time.
The Long Work Day
While presence at the work place during business hours is required for most Americans, many take work home. About one-half of American workers do some work in their free time to meet work demands. Approximately one in ten workers report working in their free time “nearly every day” over the last month, two in ten workers report working in their free time “once or twice a week,” and two in ten workers report working in their free time “once or twice a month.”
The Work Environment
Nearly one in five American workers were subjected to some form of verbal abuse, unwanted sexual attention, threats, or humiliating behavior at work in the past month or to physical violence, bullying or harassment, or sexual harassment at work in the past 12 months.
At the same time, it is also true that:
While the workplace is a source of hostile social experiences for an important fraction of American workers, it is a source of supportive social experiences for many others. More than one-half of American workers agreed with the statement “I have very good friends at work,” with women more likely to report having very good friends at work than men (61 and 53 percent, respectively).
In sum, the survey’s results make clear that work in the United States is physically and emotionally demanding and dangerous for many workers. And with the government weakening many of the labor and employment regulations designed to protect worker rights and safety, it is likely that workplace conditions will worsen.
Worker organizing and workplace struggles for change need to be encouraged and supported. A recent Pew Research Center survey showed growing support for unions, especially among younger workers. It is not hard to understand why.
Your Nominations Toolset
- Why nominate? See the AO3 FAQ
- Eligibility rules (see what fandoms are allowed) on DW | on LJ
- A bookmarklet tool to check how many works your fandom has
- Evidence post (to make a case for confusing or borderline fandoms) on DW | on LJ
- The AO3 Wrangling Guidelines (advice on how to label a fandom)
- A full nominations tutorial from 2015
- The AO3 tagset (where nominations happen)
More nominating tips
When a character could appear in many different versions across many fandoms, or has a generic name, we recommend that you put a fandom disambiguation tag after the name. For example:
-Bonnie Parker (Bonnie and Clyde (1967))
-Robin Hood (Prince of Thieves)
-Tulku (The Shadow 1994)
-Leonardo da Vinci (Da Vinci's Demons)
would all be helpful character names in their respective fandoms.
If you receive an error message that a character was rejected because it was nominated in another fandom, resubmit the character with disambiguation, as above.
If you submit a character that is new or rarely used on AO3, a suggestion from AO3 may appear in bold and in brackets (for example: Razzle (Nicholas "Razzle" Dingley)) next to your nomination once it’s submitted. This is okay, and does not mean that your nomination will be automatically changed. However, if you don't recognize the character in brackets, it is a good sign that you should edit your character nomination and disambiguate it with the fandom you nominated, i. e. as “Character (Fandom Name)”.
Some fandoms, especially short ones such as music videos, do not need character nominations. Others will not be approved without them: RPF and Anthropomorphic fandoms.
As there may be more than one character who has used a superhero name, please make sure it’s clear which character you mean - you may want to use their “wallet” name. For example: Please don't nominate Robin, but instead Dick Grayson or Damian Wayne.
Please double-check the spelling and format of your nominations, both before pressing Submit and after.
When do nominations close?
At 9am UTC on 16 September. This may be the previous day in your time zone. Here is a countdown.
You can edit your nominations until this time.
How many nominations do we get?
Three fandoms, and four characters in each fandom.
If you have questions about nominations, feel free to ask them on this post or at email@example.com. If you want to discuss your nominations with other fans, try the LiveJournal community, Dreamwidth community, IRC channel, or Discord server (invite link).
Unfortunately we still have one lingering pinch hit that needs to be picked up!
Pinch hit #9 -
Legend of the Seeker
Star Trek - Original Timeline
And can be found HERE! If you can write this, please claim it by commenting to the post with your ao3 username or email us with your ao3 username at firstname.lastname@example.org please!
The deadline for this PH is the 9th of September at 11:59 PM central time zone!