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'Benchgate' Raises Issues About Attitudes Toward Homeless People

"Homeless in Bloomington Part 1"

WGLT

The recent case of vandalism to a bench frequented by homeless people in downtown Bloomington has reopened a community conversation about gaps in services for the chronically homeless.

Some downtown business owners have stepped up their complaints, while some homeless people say they are unfairly singled out by police. Bloomington police, business owners, and advocates for the homeless (met this week) to discuss what some see as a simmering problem.

Some have taken to calling the incident “Benchgate.”

A person in a hooded jacket was caught on surveillance video in downtown Bloomington smearing a greasy black substance from a bucket on a bench frequented by homeless people. He person apparently knew about the surveillance cameras near Main and Mulberry Streets. He -- or she –- took care to shield the face from view, and struck at 6:10 a.m. on a Saturday -- when few pedestrians are around.

“I think this speaks to the level of unwelcome that people who are homeless feel in our town," said the Rev. Kelley Becker, assistant pastor at First Christian Church in downtown Bloomington, who has a ministry to the homeless (and serves as NIOTBN Faith and Outreach chairman).

Bloomington Mayor Tari Renner is concerned police have been unable to find who was responsible. He says the issue is not so much damage to a city bench as it is the kind of signal the incident sends about attitudes toward the homeless.

“This whole situation was very disturbing. As a mayor, a citizen, as a human being, it’s sad to me," Renner said.

The bench incident laid bare a side of the Bloomington community often kept hidden. It revealed a gap in services for the most difficult of homeless cases. It also underscored the widening concern among some business owners about the homeless population, as well as a growing frustration among police – and the street people themselves --  who say they feel targeted.

Todd Ledbetter is a homeless man who could often be found on that bench. His clothing was ruined when sat on the grease.

“I didn’t really have any other clothes so I had to wear my undergarments, my Nike-wear under my Levis," Ledbetter told WGLT.  "I  had some old shirts and stuff. Some good Samaritan came by and asked me if I needed a pair of pants. They brought me a pair of Levis, and fortunately they fit.”

“I think it’s discrimination against Todd just because of who he is,” said Mike Waters, who lives in an apartment building downtown and says he has known Ledbetter for years.  Waters says he placed a warning sign on the bench after not only Ledbetter, but a female shopper unwittingly sat in the greasy substance spread over it.

“They go after Todd. I don’t see them picking on other people in the public," Waters added. "Other people have tried to chase him out of here. They won’t let him in the businesses because he’s been here so long.”

Ledbetter represents the kind of homeless person most difficult to get back on track. He grew up in Carlock, IL and worked in an automobile repair shop. Ledbetter said he descended into alcoholism after two divorces and losing custody of his children. 

He served time for armed robbery in Champaign and has been arrested in McLean County three times on misdemeanor charges including trespassing at a Jimmy Johns and stealing a two dollar and fifty cent can of wine from a Thornton’s gas station.

 “When I first got out of prison, I went from down from 30 beers to 20 beers to 10 beers because I was trying to get out from under what was hindering me from being that one hundred percent Todd that I used to be,” Ledbetter said.

By his own admission, Ledbetter still drinks--and doesn’t intend to stop. For that reason, he’s unable to stay at the city’s two main homeless shelters. He’s also unwelcome at most downtown businesses, even to use the bathroom.

“I’ve had several cops say to me, people are just sick of seeing you and you need to leave," he said. 

Lori Kimbrough is outreach director of PATH, an agency that tries to match the homeless with services. She said complaints from business owners have nearly doubled in recent months, even though most of the homeless who congregate downtown are not violating any laws.

“Generally the folks are just loitering, they are out and about. Sometimes they ask people for money, panhandling, but generally they are just out and about hanging out," Kimbrough said.

Becker of First Christian Church said options for staying elsewhere have become even more limited. Last year, the city chased the homeless from a so-called “Tent City” where they used to congregate west of downtown because they were staying on private property.

“There are still a lot of people living near the downtown area, sleeping in parking garages or underneath bridges and maybe sleeping in a shelter in evening and then having no place to go during the day, not even to go to the restroom or even get a drink of water. And I think we need to think seriously about what our reaction to this is going to be,”Becker said.

Bryce Pierson is an assistant McLean County public defender who has handled dozens of cases involving the homeless.  “They find themselves in a situation where they are bound to downtown because the service providers are downtown," Pierson said.

"So you have individuals who don’t have any means for transportation, they don’t have cars, they don’t have means for bus tokens so they locate as close to the providers and court as they can and that tends to be the downtown area.”

Private agencies offer several services for the homeless. The Salvation Army on Washington Street operates the Safe Harbor shelter which offers overnight beds and meals. The Salvation Army also oversees a food bank and provides a day lounge for those not currently staying at the shelter.

The Mission at Home Sweet Home Ministries on Oakland Street provides temporary shelter for adults and families with children.

Tom Fulop of Safe Harbor says both shelters must restrict who can stay there.  

“Some folks don’t want to stay here because we have too many rules. One of the rules is you can’t drink in the shelter. We have put people out because they bring alcohol or drugs onto the property and that is not acceptable, that is not appropriate," Fulop said.

The Mission at Home Sweet Home Ministries doesn't allow people to use the sleeping areas during the day, although there are men’s and women’s day lounges. Executive director Mary Ann Pullin said because children stay there, the shelter won’t take in anyone recently convicted of a violent crime.

“We’re not able to serve everyone. People need to be drug and alcohol free. That’s to try and insure a safe environment for everyone, including the children," Pullin said.

Advocates said the hardest cases are homeless people with mental illness. Of the people who stayed at Safe Harbor in the past fiscal year, 21 percent had alcohol problems and an equal percentage had physical disabilities. But by far, the largest group -- 43 percent -- suffered from mental illness.

The city and county have been working for years on better services for the mentally ill. The county established a mental health court a few years ago. Just last week, it announced it will participate in a new federal program to divert mentally ill residents from the criminal justice system.

Bloomington's Mayor Renner said the city needs to find additional “humane ways” of moving forward.

“We did earmark a quarter penny of our sales tax for mental health issues. We do not want our jail to be the number one mental health institution, and currently it is,” Renner said.

For the mentally ill homeless, life can be a revolving door of arrests. Take the case of one 57- year -old Bloomington man. According to court records, police arrested him for minor misdemeanors seven times in a three-month period. His offenses included failing to leave a Quick Stop, a Kroger supermarket, and a La-Z-Boy furniture store when asked.

PATH’s Lori Kimbrough said  the man is well-known to homeless advocates.

“For him, he feels everyone is out to get him and that no one understands his concerns and issues which is totally understandable when he’s been barred from here, here and here," Kimbrough said.

Police noted on several of the arrest reports that this individual suffers from mental illness. But with nowhere else to take him, the man ended up most of the time in jail.

 “This isn’t a police problem, it’ a bigger problem than us," said Bloomington Police Chief Brendan Heffner.

Heffner said panhandling, for instance, is not a crime in Bloomington, but if business owners call the police about a homeless person, officers have to respond.

“People pay the city for the right to have a business and if they think someone is in there disrupting their business by coming in and disturbing customers or stealing, they have a right to have a police response and that is our duty," Heffner said.

McLean County Sheriff Jon Sandage said detention might be a good thing some who have drug abuse problems or suffer from alcoholism, like Todd Ledbetter, the man who used to sit on the defaced bench.

“We can get him some of the help he needs while he's here and that is help that he might not seek on his own," Sandage said.

But there are several drawbacks. Pierson, the assistant public defender, said homeless people repeatedly arrested for minor misdemeanors usually get increasingly higher bonds with each subsequent offense. That makes it harder for them to get out of jail.

Pierson said many of his homeless clients then feel pressure to plead guilty just to get released for time served.

“They don’t look long-term. So short-term it’s a good option to enter the conviction and be released. They don’t look at the collateral consequences that go along with having the conviction on their record," Pierson said.

PATH’s Kimbrough says criminal convictions make it more difficult for homeless people who are seeking to straighten out their lives to obtain employment or housing.

“You serve your time and come out, and if you didn’t have a place to live before you went in, you certainly don’t have one when you come out. Now you’ve added to your record jail time, and it’s harder to find that permanent housing option," Kimbrough said.

Each of the McLean County shelters offers only short-term housing. For instance, Safe Harbor allows residents to remain for eight weeks, although some can stay longer under special circumstances.

Pullin of Home Sweet Home Ministries says there is an even larger problem: a general lack of affordable housing in McLean County.

 “Often times people regard the homeless as people who are unmotivated, lazy, and that's simply not true. Most of the adults who stay here are employed and many are employed at two jobs or more," Pullin said.

"Here in Bloomington-Normal, if you wanted to afford a basic two bedroom apartment, you'd have to work two fulltime jobs at the  minimum wage if order to afford that," Pullin added.  "If you have children and child care expenses on top of that, it's impossible."

One approach other cities have tried is called the “Tiny House” project. As the name suggests, these are small homes built to fit several on a single lot. A consortium of local churches recently renovated a trailer into a Tiny House.

That house currently sits on a parking lot in Heyworth. That’s because Bloomington officials need to figure out where the home can go under the city’s current zoning rules, and whether it can be hooked up to city water and sewer services.

Pullin of Home Sweet Home says affordable housing must also be coupled with supportive services.

“To insure they are taking their medications as prescribed and will be balanced and won’t be out of control," Pullin said. "That is the biggest issue, essentially people with mental illness need support, not just a place to live, but they need ongoing support to make sure they have their needs met." 

Pullin said she believes most people who find themselves homeless can be helped, but there will always be a small number who refuse services.

Todd Ledbetter, the man whose favorite bench was defaced, still frequents the same downtown corner even though the city has not replaced the bench. Now, he sits or lays down on the street, and at night sleeps in alleys or under bridges.

Passersby who know him as a familiar presence often greet him by name and stop to check on his condition.

“People come here and say, ‘Hey Todd, how you doing?’ People who got jobs at a pizza place bring me pizza at midnight to eat when I’ve had nothing to eat all day.”

Ledbetter remains there, with the hope that perhaps one day he can pull his life together, and that someone maybe will offer him day work, so he can scrape together the money to sleep some nights in one of the city’s discount motels.  

Corporate Equality Index Ranks Illinois LGBT Treatment; State Farm Scores High

The Human Rights Campaign (HRC) has released the 2016 Corporate Equality Index (CEI), an annual report assessing LGBT inclusion in major companies and law firms across the nation — including 90 in Illinois. State Farm received a perfect rating under the index.

In total, 851 companies were officially rated in the 2016 CEI, up from 781 in the 2015 report. The average score for companies and law firms based in Illinois is 90 percent, with 41 earning 100 percent.

The CEI rates companies and top law firms on detailed criteria falling under five broad categories. They are non-discrimination policies; employment benefits; demonstration of organizational competency and accountability around LGBT diversity and inclusion; public commitment to LGBT equality; and responsible citizenship.

The Illinois companies earning perfect scores include A.T. Kearney Inc., AbbVie Inc., Aon Corp., Astellas Pharma US Inc., Baker & McKenzie LLP, Barilla America Inc., Baxter International Inc., Boeing Co., Chapman and Cutler LLP, CNA Insurance, Discover Financial Services, Exelon Corp., Faegre Baker Daniels, Groupon Inc., HERE North America LLC, Hinshaw & Culbertson LLP, Huron Consulting Group Inc., Hyatt Hotels Corp., Jenner & Block LLP, JLL, Katten Muchin Rosenman LLP, Kirkland & Ellis LLP and Kraft Foods Group Inc.

They also include Leo Burnett Company Inc., Mayer Brown LLP, McDermott Will & Emery LLP, McDonald's Corp., MillerCoors LLC, Navigant Consulting Inc., Northern Trust Corp., Orbitz Worldwide Inc., Schiff Hardin LLP, Sears Holdings Corp., Seyfarth Shaw LLP, Sidley Austin LLP, Starcom MediaVest Group, State Farm Group, United Airlines, W.W. Grainger Inc., Walgreen Co. and Winston & Strawn LLP.

Allscripts-Misys Healthcare Solutions Inc. and Navistar International Corp. were at the bottom of the Illinois list, with each company earning a score of 30 percent.

"Corporate America has long been a leader on LGBT equality, from advocating for marriage equality to expanding essential benefits to transgender employees," said HRC President Chad Griffin. "But this year, many leading U.S. companies have broken new ground by expanding explicit non-discrimination protections to their LGBT workers around the globe. They've shown the world that LGBT equality isn't an issue that stops at our own borders, but extends internationally." However, Griffin added there is much work left to be done in places and in companies where LGBT workers still face significant obstacles.

Pride at Work issued a statement that was disparaging of the CEI. Executive Director Jerame Davis said, "We are disappointed that the HRC Corporate Equality Index (CEI) rewards big corporations for questionable employment practices without taking into consideration the lived experiences of the LGBTQ working people in those corporations.

"It is our position that any company that takes action to stall, stymie, or otherwise undermine the efforts of their workers to unionize is preventing LGBTQ working people from achieving the full non-discrimination protections federal—and most state—law currently doesn't provide. LGBTQ working people receive far more protection under an inclusive union contract than they do under any existing state law."

The full report, including a searchable employer database, is available online at www.hrc.org/cei .

Employer Name 2015 CEI Rating

A.T. Kearney Inc. 100

AbbVie Inc. 100

Aon Corp. 100

Astellas Pharma US Inc. 100

Baker & McKenzie LLP 100

Barilla America Inc. 100

Baxter International Inc. 100

Boeing Co. 100

Chapman and Cutler LLP 100

CNA Insurance 100

Discover Financial Services 100

Exelon Corp. 100

Faegre Baker Daniels 100

Groupon Inc. 100

HERE North America LLC 100

Hinshaw & Culbertson LLP 100

Huron Consulting Group Inc. 100

Hyatt Hotels Corp. 100

Jenner & Block LLP 100

JLL 100

Katten Muchin Rosenman LLP 100

Kirkland & Ellis LLP 100

Kraft Foods Group Inc. 100

Leo Burnett Company Inc. 100

Mayer Brown LLP 100

McDermott Will & Emery LLP 100

McDonald's Corp. 100

MillerCoors LLC 100

Navigant Consulting Inc. 100

Northern Trust Corp. 100

Orbitz Worldwide Inc. 100

Schiff Hardin LLP 100

Sears Holdings Corp. 100

Seyfarth Shaw LLP 100

Sidley Austin LLP 100

Starcom MediaVest Group 100

State Farm Group 100

United Airlines 100

W.W. Grainger Inc. 100

Walgreen Co. 100

Winston & Strawn LLP 100

Health Care Service Corp. 95

BMO Bankcorp Inc. 90

Caterpillar Inc. 90

CDW Corp. 90

Crate and Barrel / CB2 90

Federal Reserve Bank of Chicago 90

R.R. Donnelley & Sons Co. 90

Allstate Corp., The 85

Grant Thornton LLP 85

Morningstar Inc. 85

True Value Co. 85

Motorola Solutions Inc. 80

Abbott Laboratories 75

Deere & Co. 75

US Foods Inc. 75

Zurich North America 75

CME Group Inc. 70

Hospira Inc. 65

USG Corp. 65

Illinois Tool Works Inc. 60

Perkins + Will Inc. 35

Wildman, Harrold, Allen & Dixon LLP 35

Allscripts-Misys Healthcare Solutions Inc. 30

Navistar International Corp. 30

"Corporate America has long been a leader on LGBT equality, from advocating for marriage equality to expanding essential benefits to transgender employees," said HRC President Chad Griffin. "But this year, many leading U.S. companies have broken new ground by expanding explicit non-discrimination protections to their LGBT workers around the globe. They've shown the world that LGBT equality isn't an issue that stops at our own borders, but extends internationally."

Despite this progress and a new global commitment, there is much work left to be done in places and in companies where LGBT workers still face significant obstacles.

"While support for LGBT workers is growing in the U.S. and around the world, too many companies still fail to guarantee basic, vital workplace protections that allow employees to bring their full selves to work," Griffin said. "That continues to create barriers for LGBT people, especially for transgender people, who face high rates of unemployment and discrimination in hiring. These companies should look to the example set by global corporate leaders as a path forward to achieving LGBT equality for all workers, no matter where they live."

Key national findings contained in the 2016 CEI:

407 companies earned a 100 percent in the 2015 CEI, up from 366 in the 2015 report.

511 companies participating in this year's CEI now offer transgender workers at least one health care plan that has transgender-inclusive coverage. That's a 150 percent increase since 2012, when the CEI first included trans-inclusive health care as a requisite for companies to receive a perfect score;

Gender identity is now part of non-discrimination policies at 75 percent of Fortune 500 companies, up from just 3 percent in 2002;

More than 330 major employers have adopted supportive inclusion guidelines for transgender workers who are transitioning.

And 176 Fortune 500 companies were given unofficial scores based on publicly available information

Just as the CEI has successfully steered the country's top corporations, law firms and their influential leaders toward breaking new ground in workplace equality — from enacting LGBT non-discrimination policies to extending same-sex partner benefits — it has also helped companies move toward full inclusion for their transgender employees.


The CEI rates companies and top law firms on detailed criteria falling under five broad categories:


Non-discrimination policies

Employment benefits

Demonstrated organizational competency and accountability around LGBT diversity and inclusion

Public commitment to LGBT equality

Responsible citizenship

The full report, including a searchable employer database is available online at www.hrc.org/cei.

The Human Rights Campaign Foundation is the educational arm of America's largest civil rights organization working to achieve lesbian, gay, bisexual and transgender equality. HRC envisions a world where LGBT people are embraced as full members of society at home, at work and in every community.

EEOC Charges Marriott With Civil Rights Violation

Kevin Barlow

The Pantagraph

For more than three years, management of the Bloomington-Normal Marriott Hotel and Conference Center failed to stop a pattern of offensive racial comments and conduct directed toward at least one African-American employee, according to a lawsuit filed by the U.S. Equal Employment Opportunity Commission.

The EEOC's preliminary investigation found an unnamed employee at the uptown hotel was subjected to repeated racial slurs, remarks about slavery and other offensive behavior, said Julianne Bowman, the EEOC’s district director in Chicago. 

“One black employee was told, ‘Thank you for your contribution to America for picking all that cotton,’” Bowman said.

Hotel officials declined comment and referred inquiries to its corporate headquarters in Springfield, Mo.

“As a leader in the hospitality industry for decades, we stand behind our stellar record of employing thousands of individuals nationwide in a safe, fair and non-discriminatory environment,” Sheri Smith, a spokeswoman for John Q. Hammons Hotels & Resort, said in a statement. “We have proven protocols in place company-wide to help ensure successful adherence to EEOC employment policies and practices.”

The lawsuit, filed recently in U.S. District Court in Peoria, alleges the company knew the racial harassment occurred ,beginning in September 2012, and continuing to the present, but did little or nothing to stop it.

If true, the harassment would violate Title VII of the Civil Rights Act of 1964 that prohibits workplace discrimination on the basis of race. 

The lawsuit asks for compensation for emotional pain, humiliation and inconvenience in amounts to be determined at trial. Penalties are typically determined on a case-by-case basis, and usually include fines and correction of the problem, the EEOC said. 

“As soon as an employer becomes aware of any kind of discriminatory harassment in the workplace, the employer must act, and must act promptly," said John Hendrickson, EEOC’s regional attorney in Chicago. “That is the law and the EEOC will hold employers accountable if they don’t live up to that responsibility.”

Officials would not confirm if the employee was still working at the hotel or if the hotel had made any attempts to correct the situation. The hotel has about 30 employees, according to statistics provided by corporate officials.

The EEOC filed the lawsuit after first attempting to reach a settlement, according to a press release from the agency.

The $55 million, nine-story, 226-room hotel opened at 201 Broadway in October 2009.

A status hearing on the complaint is scheduled for Nov. 30.

NIOT:B/N Raises Awareness of Public Palestinian Slam

Not In Our Town: Bloomington/Normal protesters took to the street this month in front of a Twin Cities taxi business, they raised awareness that stereotype-based humor, especially in public, is a form of bigotry. 

"The message was heard," NIOT:B/N leader Willie Holton Halbert maintained after the hour long protest

A sign outside of Checker Cab, 1513 S. Main St., Bloomington, read "Things I trust more than Obama, a Palestinian on a motorcycle."

"Checker Cab's sign is a passive-aggressive use of a racial and ethnic stereotype to promote a political agenda," said Marc Miller, one of those protesting. "We do not care about political views. We do care about stopping the promotion of hate."

Miller said Aaron Halliday's sign is a form of bullying. After receiving complaints, Halliday posted an explanation on Facebook that stated he had no intention of offending anyone. He said the idea for the sign came from a friend who sent a list of slogans from Facebook.

"Now when I read this, the only thing I could think of was action movies where the hero is trying to get away and is chased on a motorcycle by a man (typically) who is wielding a knife or a gun. Picture Indiana Jones being chased through the desert. This is what I thought of when I read this. It was not meant to offend anyone. It was in my opinion, humor," Halliday said.

A local woman with connections to Palestine is among those upset by the sign.

"I am very grateful that people feel this is wrong," said Adrianna Ponce, a professor at Illinois Wesleyan University's School of Music. "We are against bigotry and I think that it's a pity that this sign is up."

Ponce is originally from Venezuela but is now married to a Palestinian and her son was born in Palestine. She also spent five years teaching music to Palestinian youth. Her son told her about the sign.

"I have seen a number of comments on Facebook and have talked to a few people and am glad that there are a lot of people taking a stand against this sign," she said.

NIOT:BN's Darlene Miller noted support in the form of passers-by honking their horns.

"We also spoke to Mr. Halliday about our very diverse populace in B/N due especially to three universities and State Farm," she related. "People from all over the world come in and out of Bloomington continuously. His signage would rightfully cause fear in some of these visitors. He seemed interested in that thought. We’ll see."
 

 

NIOT:B/N to Lead Protest of Cab Sign

Not in Our Town: Bloomington/Normal is helping lead a protest against a standing display in front of Bloomington's Checker Cab that has carried political messages among other things conveying Mexican and Palestinian stereotypes.

NIOT:B/N is inviting area residents to join them from noon to 1 p.m. Tuesday on the sidewalk in front of Checker Cab, 1513 S. Main in Bloomington, at the corner of Main and Lincoln. The sign, under the premise of what the owner purports to trust more than President Obama, has listed "Mexican tap water" and, currently, "a Palestinian on a motorcycle."

"Checker Cab in Bloomington has posted a racist sign for all to see," NIOT:B/N leader Marc Miller related. "We have tried to convince him to take it down, but his response is a wink-and-nod that the words are really inoffensive and misinterpreted, and besides he has free speech.

"The core principle of Not In Our Town is: Intolerant words should not go unchallenged. Declare 'I object to these words and the damage they cause. They have no place in our community. Bigotry should not go unchallenged. Silently tolerating bigotry is wrong. It has no place in our community. We improve our lives and our community when we refuse to tolerate bullying, hatred, and intolerance.'"

NIOT:B/N is supplying signs for protestors. The demonstration will be peaceful, and protestors will be instructed neither to block traffic nor the entrance to the business.

If the sign pictured here is removed during the protest, the protest will end. Come a few minutes ahead of noon -- off-street parking will be necessary.

 

Stereotypes widen the gender wage gap

Gena Glover

YWCA McLean County

Did you know that women who work full-time, year round are only paid 77 cents for every dollar a man makes? This is called the wage gap.

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The wage gap results in women earning $11,608 less each year in median earnings than men.  Even though steps toward equality have been taken, including the Equal Pay Act of 1963 and the Lilly Ledbetter Act, the gap in wages has not changed in more than a decade. 

Why has there been little change? Because outdated stereotypes about women and their “proper” place still exist. Those stereotypes maintain: 

* Women are not “breadwinners” of their families. Many still believe women don’t need raises or promotions because their income is just “extra” and not the “primary” income.  Women are the main breadwinners in a record high 40 percent of households with children, but current workplace policies too often don’t reflect today’s reality.  That hurts families and hurts our economy.

* Certain jobs are “man’s work” and women cannot do that type of work. The higher paying jobs which require physical labor or managerial skills are usually thought of as “man’s work” and women are not even considered for those roles because people do not believe they can perform the required tasks. Women are supposed to act like ladies. There are many who believe that the way women act and dress impact their ability to negotiate salaries and jobs.  The belief is that women should look pretty and dress like a “woman” and performing traditional male jobs may not allow this.

* Women are unable to commit to their jobs because they are caregivers. Throughout the years, and still today, women have been denied positions, promotions, and salary because of being mothers.  Many believe that mothers are not as committed to their jobs, whereas fathers are not viewed the same way, and sometimes offered salary increases because they have a family to support. 

These stereotypes are harmful because they lead to the wage gap. They keep women in lower paying and lower visibility jobs, and exclude women from informal communication networks. 
While the wage gap is harmful to all women, it does affect different groups of women differently:

 * African-American women make 64 cents to each dollar a man earns.

* Hispanic women make 54 cents to each dollar a man earns.

* Mothers who work year-round typically make $38,000, vs. the $55,000 fathers earn under similar circumstances.

* Women in same-sex relationships make $38,000 vs. men in same-sex relationships who earn $47,000. 

When looking at how this impacts women throughout their career, we see that women who work full-time, year-round lose $464,320 over 40 years, and would have to work more than 12 years to make up the gap.

The average monthly Social Security benefits of women are $13,090, compared with monthly  $17,170 for men with comparable benefits. 

According to Equal Employment Opportunity Commission, Enforcement Guidance:  Unlawful Disparate Treatment of Workers With Caregiving Responsibilities (May 2007), available at http://www.eeoc.gov/policy/docs/caregiving.html#fn44;cf.Back,365F.3dat119, the wage gap is important because “discriminating based on stereotypes isn’t just wrong, it’s illegal. When employers base their decisions on sex stereotypes this violates the prohibition against sex discrimination in Title VII of the Civil Rights Act of 1964." While many will continue to hold onto the myths, it is a reality for many. As President Obama has stated about the wage gap, “It’s not a myth; it’s math.”

MCLP Fosters 'Diverse Leaders'; Fair Feb. 14

McLean County's Multicultural Leadership Program (MCLP) next month will showcase its Class of 2015 and its members' community aspirations as part of a program devoted to grooming "diverse leaders."

MCLP is inviting community organizations to apply to participate in its Networking Fair on Saturday, Feb. 14. The fair is an opportunity for groups to meet this year’s 26 MCLP class participants developing leaders are nearing completion of their eight-month leadership program.

"We believe your organization will appreciate the leadership qualities of these participants," MCLP suggests. "During the fair, you will speak one-on-one with up to 15 of the program participants. This creates an opportunity for you to consider extending board and committee openings to members of the MCLP class. Please note that this is not a volunteer recruitment event, but rather an opportunity for you to meet potential board members and committee leaders."

MCLP is "an intense professional development curriculum" that provides a framework to the "innumerable leaders amongst us of all ages, cultures, and walks of life" with an interest and potential to step into leadership roles within their communities." Each MCLP class is composed of  26 individuals who meet for bi-weekly sessions spread over eight months, August through March each year.

What is the impact of MCLP? Hear what community leaders are saying!

Class participants are chosen on the basis of their demonstrated commitment to community issues, desire to learn and intent to contribute to the community at large.

The program's mission is to prepare skilled, informed individuals for leadership positions in public, private, educational, political and non-profit sectors; to foster leadership diversity through community welfare and civic participation; and to promote inter-community unity. See the accompanying video on MCLP's impact, featuring Not In Our Town: Bloomington-Normal leader and MCLP board member Phani Aytam.

To apply for the program, visit http://bit.ly/1D4Kll9. If your organization is interested in attending the Networking Fair, please download and complete a profile form from the MCLP website and submit it by email to Pollyanna Spears at PollyannaS@bn-mclp.org, no later than Feb. 1, 2015. The MCLP Community Involvement Committee will review each group's profile sheet and inform applicants if a space is available at the fair.

If you have any questions, please contact Linda Bollivar or Pollyanna Spears at the MCLP offices, at 309-556-3589 or 309-556-3589. State Farm is a "visionary sponsor" for the program.