YELL!
Fall 2019 - volume 6, issue 1
Augusta University Women’s and Gender Studies Magazine
Women’s and Gender Studies Program I Yell! Fall 2019
Augusta University
contents Information
Feminist Art
03
12
About Yell! Magazine
“Postpartum” by Megan Parkman
03 Letter From the Editor
series 13 “Overcoming” by Cassity Farrer
04 Campus Resources
15“Burst” by Apurva Nemala
Feminist Scholarship 06
“Women in Blue” by Kayla Williams
Feminist Poetry 10
“Desirability”
by Haleigh Patterson
todays News…” 11 “In by Persiah Shipley
16 “Femi” by Sarina Willey
Every Issue 17
Upcoming WGST Related Courses
19 Augusta University Triota 20 Meet Our Contributors 24 Credits
Find the Augusta University Women’s and Gender Studies Department online Website: https://www.augusta.edu/pamplin/womens-gender-studies/ Facebook: https://www.facebook.com/AUGWGST/ 2 I Yell! Fall 2019
“A cheer of support: a rhythmic word or phrase chanted by a group of people to give support or encouragement.” This elementary four-letter word seems so inadequate when put alongside its synonymic counterparts. Bellow. Vociferate. Holler. Exclaim. They all sound so dignified, so regal. But Yell! is a word of a very different caliber. Yell! describes our mission in a way that its predecessors cannot. To us, Yell! means to reclaim women’s voices, not only on campus but in the community. Yell! means to uplift and galvanize ourselves and everyone we interact with. Yell! is our rallying cry, and we fully intend to embody the vehemence with which it is described here. We are no longer satisfied waiting in the shadows. We will Yell! in solidarity, our mission and our goal. We are a unified front, ready and willing to step into the line of fire for social justice. We will approach our obstacles with intrepidness and pugnacity, never being afraid to fall. Because what is failure but an opportunity to improve? That is what Yell! means to us here in the AU Women’s Studies Program. It is who we are, and it is what we do. Join us. Megan Pugh
Letter from the editor This semester I worked to redesign Yell!. I wanted the appearance of the magazine to reflect its content — professional, modern, and exciting. I hope its redesign will gain more viewers and allow our phenomenal students to get more recognition for their work. Share the magazine with your friends and please keep submitting your work! I promise, you are meant to be seen. Keep yelling AU! Emily Wilson 3 I Yell! Fall 2019
CAMPUS RESOURCES AT Women’s and Gender Studies Club
The Women's and Gender Studies Club is an official student-run organization. It was formed in 1997 to address women's issues both on and off campus. WGSC serves as a forum for all students at Augusta University. The organization participates in the annual Take Back the Night Rally and the Take Back the Day Walk to Prevent Sexual Violence— both events that increase public awareness and
prevention of sexual violence. WGSC students are also active in carrying out Love Your Body Week each October, with events that have included film showings, goodie bag distribution, Operation Beautiful notes, and healthy body fitness classes.
Contact: Victoria Kemp Vikemp@augusta.edu
Lambda Alliance Lambda Alliance is a student led organization whose purpose is to provide a welcoming and supportive environment for LGBTQIA persons of Augusta University and their allies. We strive to educate the student body and the community on LGBTQIA issues and to promote understanding and acceptance on campus and in the community through social and educational events. All are welcomed, regardless of sexual orientation, gender identity or other factors! No member of Lambda's sexual orientation or gender identity is assumed.
Contact: President Samira Pilgreen spilgreen@augusta.edu
Safe Zone
Equality Clinic
Safe Zone Programs are part of a national initiative dedicated to training faculty, staff, students and support services at colleges and universities in an effort to create safe and inclusive environments for individuals of all sexual and gender identities. The Primary objectives are to promote the emotional and physical safety of AU’s sexually and gender diverse student, faculty, and patient populations, cultivate a supportive environment conducive to educational achievement, professionalism, and overall health and wellbeing., and to train students and faculty as SZ allies and advocates so that they may serve as resources for AU, AU Medical Center, and the broader Augusta area.
We serve as an LGBTQ-friendly space for those in the CSRA community who are under- or uninsured and fall below 200% of the federal poverty level. We are creating a clinic where patients can receive the care they deserve in a welcoming, open environment. Wherever you fall on the complex spectrums of gender expression, gender identity, and sexual attraction, you can come to Equality Clinic and discuss your specific health needs without fear of judgment or discrimination.
Contact: equalityclinicaugusta@gmail.com 4 I Yell! Fall 2019
AUGUSTA UNIVERSITY Counseling Center Our services are free of charge, confidential, and available on both the Summerville and Health Sciences Campuses. We understand that students experience a wide range of concerns that impact their overall wellbeing and ability to succeed as a student, and we are here to help. Our main Counseling Center is located on the Summerville campus in the Central Utilities Building Annex, 2nd floor (CE Building). If you have a physical condition which prevents you from walking up the stairs (unfortunately, there is no elevator at this location), please call us ahead of time so that we can make accommodations for you. We also have a satellite office on the Health Sciences campus, within the Student Health Center in Pavilion II. The physical address is 1465 Laney Walker Boulevard. Office Hours Monday-Friday 8 AM - 5 PM Telephone 706-737-1471 Emergency Suicide Prevention Lifeline: 1-800-273-TALK (8255) Georgia Crisis & Access Line: 1-800-715-4225
Office of Diversity and Inclusion The Augusta University Office of Diversity and Inclusion (ODI) reports to the Office of the Provost and is the hub for planning and implementing organizational systems and practices to ensure that our enterprise accomplishes its goal of creating a diverse and inclusive environment. Working hand-in-hand with Human Resources, Office of Employment Equity, academic units, Department of Patient Engagement, and senior leadership, and several others, the ODI will build, align and coordinate diversity efforts as a strategic approach that contributes to organizational goals and business performance. Augusta University Health Sciences Campus 1120 15th Street Augusta, GA 30912 Telephone 706-721-6890
Augusta University Cares Whether a student, staff or faculty, if you or someone you know is in a distressing situation, support is available for you on this website. You will find helpful resources on a variety of issues including emergency or crisis situations and safety concerns, medical concerns, multicultural, psychological and personal issues, and interpersonal conflict both in workplace and amongst students. FILE A CARE REPORT Title by Student Name
5 I Yell! ďƒ— Fall 2019
WOMEN IN BLUE By Kayla Williams
Kayla chose to write this piece to inspire women to enter the police force
W
“ hores in Blue, Bitches of B Shift, Pussy Patrol,” officer Roxanne Lamar states that these were just a few of the names used by some of the male officers at a local sheriff’s office in reference to female officers in 1991 when she joined their police force.1 Despite having graduated at the top of her class from the CSRA Police Academy and bringing seven years of dispatch and report review experience with her from the Orlando Police Department, Officer Lamar states she was still required to complete twelve months of field training prior to beginning work on her own, in comparison to her male counterparts who were only required to complete six weeks of field training. Unfortunately, she was not alone. During my interview with Officer Roxanne Lamar, she advised me that she was one of seven females in her graduating class at the Academy. Four others began on road patrol with her, but soon transferred to other divisions. When asked why they all transferred, Lamar explained that she could only speak for herself and her personal experience. However, one thing she stated with certainty was that, “The Sheriff at the time just didn’t think that women belonged on the road.” Regardless of how they felt, the law prevented discrimination on the basis of sex, so the local sheriff’s office was required to hire female officers. However, some of those in opposition made sure to make her job there as a road patrol officer as difficult as they could. She states that the officer she was training with would take more calls before stopping after she said that she had to use the restroom just to spite her, and he would also rip up reports she would write for no reason and make her rewrite them. (Remember, this is the same female officer who had previously been in charge of ensuring the quality of reports while in her Report Review position in Orlando for seven years). Despite the harassment, Lamar stayed with road patrol there for five years. She explains, “I loved the work. I was prepared to do whatever they asked without complaint because I didn’t want them to say, ‘See, told you ——————————————— 1 Participant 5, Roxanne Lamar,
6 I Yell! Fall 2019
women can’t do it!’” One morning, in 1996, Lamar arrived for her scheduled shift only to be advised by her Captain that she was out of uniform. “What do you mean?” she asked. “Your hair cannot be pulled back in a pony tail. You are out of compliance. You have until the beginning of the next shift rotation to get in line with compliance or you will be suspended,” he replied. Lamar admits that the policy did state “No Pony Tails.” An officer’s hair could be no longer than the top of the ears. However, the policy was not written to account for female officers because they had previously only put male officers on road patrol! Understandably so, Lamar was absolutely appalled. She had already been hired by the Columbia County Board of Education and was set to begin work as an officer there within the next month. Lamar continues, “my delayed start date (with CCBOE) gave the Captain time to mess with me . . . knowing I was leaving.” Nonetheless, she showed up for her next shift with her hair cut to a compliant length. She states that the Captain showed her an article on the front page of the Augusta Chronicle that read, “Supreme Court Decides Shannon Faulkner has to Shave Head Same as Male Cadets.” He then looked at her and said, “You want equal rights, you got it.” That Captain was eventually demoted to Lieutenant due to a sexual harassment complaint; however, he has since then been re-promoted to Captain. Ultimately, Lamar ended up filing an Equal Employment Opportunity Commission (EEOC) complaint, and once that complaint was deemed valid, she pursued a discrimination lawsuit in federal court. “It was not easy being the first to stand up for yourself! Sucked actually, but ultimately I still have a job that I love,” Lamar states. Historically speaking, “policeman” was the only way of referring to an officer of the law, leaving no room for an aspiring young woman to join the force. Many may argue that this bias on the basis of sex has disappeared from the field of law enforcement in recent times. However, the events that took place in Officer
Personal Communication, 30 April 2019.
Lamar’s story just twenty-three years ago very clearly indicate otherwise. While there have been some changes in policies, such as the right for a female officer to have her long hair pulled back as opposed to cut like a man’s, the attitudes of many who work in law enforcement have remained somewhat similar to those attitudes seen in 1996. For example, the Captain who told Lamar she was out of compliance that morning is still a Captain with that local agency. One might argue that it is for our own safety that women not be in field service policing positions because we are not physically or emotionally equipped to do the job. Moreover, we are not authoritative enough, so no one would listen to us. With the most recent statistics from 2017 showing that women make up 47% of the total workforce in the United States2 but only account for 11.6% of the police force, it looks as though a lot of men and women alike still feel as though policing is a man’s job.3 However, who is really being hurt by this lack of female representation in law enforcement? The controversy over women in policing comes with a long history. Women first appeared in the law enforcement field in the United States in the 1910s with Alice Wells being hired on to the Los Angeles Police Department after months of petitioning for the position. While this was a huge step in the right direction, she was regulated to working only with women and children and restricted in other ways as well such as not being permitted to carry a gun and having to wear a floor length dress as a police uniform. Shortly after the hiring of Alice Wells, a number of other agencies followed suit. However, all police women were highly regulated to roles dealing with women and children only. They also often operated in a separate unit from that of their male counterparts and were limited to the vertical mobility available only within that special unit.4 This policy prevented women from ever climbing the bureaucratic ladder further than that of the highest rank
in their own unit.5 By 1970 females made up only 2% of the police force. That number jumped to 12.7% in big cities by 2001, and in 2013 was still hovering around 12% nationally.6 The already male-dominated work environment, along with the failure of many agencies to actively recruit women, has led the percentage of women that make up the police force to nearly a standstill since the turn of the twenty-first century. Each female officer I interviewed over the course of this project, while recognizing that they do feel accepted by the majority of the male officers they work closely with today, also stated that they felt the need to prove that they were capable of doing their job, as opposed to their male counterparts who are automatically assumed to be capable of carrying out their job duties. They entered the force knowing that they were going to be required to work harder to prove themselves and have arguably limited upward mobility. Solutions to this stand-still lie in law enforcement agencies incorporating active recruitment of women in their hiring process, ensuring that physical fitness tests are a true reflection of the related job duties, and ultimately ensuring that there is an absence of discrimination and hostility towards women once on the job.7 Police forces across the country would benefit from the presence of more women among their ranks, especially now when more community interaction is needed. As is well known, one of the most discussed topics in the media in recent years has been police brutality, which has put a strain, to say the least, on the public’s view and attitude towards law enforcement. Studies have shown that women are less likely to engage in the use of excessive and unnecessary force when apprehending a suspect. This may be due to the socialization of females requiring them to possess better communication skills than men or based simply on the perception of them as females creating a less hostile environment. Regardless, one study in particular conducted over seven different
——————————————— 2
Mark Dewolf. “12 Stats about Working Women,” (U.S. Department of Labor Blog, 1 March 2017)
3 “Why
We Need More Women Working in Law Enforcement,” (University of San Diego)
4
Barbra Price. “Female Police Officers in the United States,” (National Criminal Justice Reference Service, 1996)
5
Barbra Price. “Female Police Officers in the United States”
6
Nancy Leong. “In a Different Force,” (George Washington Law Review, vol. 86 no. 6, Nov 2018), 1554.
7
Nancy Leong. “In a Different Force,” 1562.
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law enforcement agencies in 2002, showed that although women made up 12.7% of their field services police force, they accounted for only 5% of the community complaints received regarding excessive force.8 These results complement the results of a different survey where 46% of male officers agreed with the statement that “some people can only be brought to reason the hard, physical way” as opposed to only 33% of female officers agreeing with the same statement.9 “You just don’t go in to someone’s home and expect someone to respond well to someone who’s being an asshole,” states Lamar. “Almost everyone you deal with in this job is going through some kind of a crisis. You talk to them, get them to calm down.” In her twenty-eight years of law enforcement, Officer Lamar states that she has never been in a physical altercation with anyone, unless it was while she was backing up another male officer. The reduction in excessive and unnecessary force cases that could be seen by having more women in field service positions would not only aid in healing the broken communitypolice relationship but also save the law enforcement agencies and ultimately taxpayers that foot the bill for these cases money on the settlement payouts. Another predominate topic of the media in recent years has been the “Me Too” movement. Women who have been sexually harassed in the past are now coming forward and pursuing charges against their perpetrators. Many ask, why now? Why have these women waited so long to come forward? The answer many victims have given are in relation to being afraid of either retaliation or disbelief. With these issues gaining so much attention in the media, there is a pressure on the police force to address this grotesque phenomenon, which is sexual assault, especially on college campuses. One answer to lowering the rate of these crimes, and the rates of violent crimes against women in general, is to hire more female officers. Studies have shown there is a positive correlation between the number of female officers employed with an agency and the number of violent crimes against women that are reported in that area. Particularly interesting, as female representation among university police goes up, so does the number of reports regarding sexual assault crimes.10 Given the evidence supporting the fact that most sexual predators are repeat offenders, acknowledgment of this positive correlation would aid not only in bringing justice for
the female victims but also in acting as a preventative method for an overall reduction of sexual assault crimes on college campuses in the future.11 We simply cannot expect an issue that largely affects women, such as sexual assault, to be properly addressed by a law enforcement unit that lacks female representation. Studies show that most female victims of sexual assault and domestic violence say they would rather speak to a female, rather than a male, officer for fear of being accused of lying, or having “asked for it”.12 However, according to another female officer with a large, local agency, these victims often have to wait for a female officer to arrive because there is not one readily available.13 Moreover, there have been instances where there is no female officer that works in that zone at all and one may have to be pulled from a different zone, which then also becomes a disadvantage to the zone that is now down an officer. Therefore, more female representation among law enforcement would aid in providing more prompt care and attention to female victims of violent crimes. According to Jane Doe, a female officer employed with a local university police force who wishes to remain anonymous, dealing with female sexual assault victims is a skill that all officers are trained in and expected to carry out in a strategic manner.14 She states that she personally knows many male officers that do a great job in handling these victims. However, when dealing with these victims, it is not necessarily the officer, but rather the perception of that officer that is in question. It is understandable that after being assaulted by a male, the victim may be more comfortable speaking with a female officer. There is this idea being promoted throughout the law enforcement community that an increase in community policing is the answer to rebuilding the currently somewhat tarnished community-police relationship. However, Sheriff’s offices conducting surveys that gather community opinion or sending out a swarm of their officers on bicycles downtown is not a comprehensive solution. The relationship is largely either built or dissembled based on how the police interact with the public in the field service divisions, such as traffic and road patrol. The somewhat softer female approach to everyday calls could help determine an overall positive outlook upon law enforcement by the community.
——————————————— 8 , 9 Nancy
Leong. “In a Different Force,” 1556—1557.
10 Oehme,
Karen, et al. “A Deficiency in Addressing Campus Sexual Assault...”(Harvard Journal of Law and Gender, 2015) 350– 357.
11 , 12 Oehme,
Karen, et al. “A Deficiency in Addressing Campus Sexual Assault…” 349 & 356
13 Participant
3, Female, Personal Communication, 29 April 2019.
14 Participant
4, Female, Personal Communication, 29 April 2019.
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Although diversity in the workplace is an issue that has been promoted throughout many fields of employment, the sector of law enforcement seems to have been left behind. The leading statistic showing that nationally there is an underrepresentation of women in law enforcement is not by chance. Despite what recent discrimination laws and policies may say, there are people who discredit the evidence I have provided thus far and firmly believe that women have no place in law enforcement, specifically, field service positions. The number-one stance taken by those who are opposed to women in law enforcement roles that deal with the public is that females do not possess the physical strength and abilities to perform the prescribed job duties. In short, my assessment of these adversaries would be that people are mistaking body type for gender. “Female” does not mean weak or frail. Numerous studies that have been conducted since the 1970s have shown no signs that physical strength plays a role in the effectiveness of an officer being able to perform his or her job duties.15 The second most often heard rebuttal against having women in law enforcement is that women allow their emotions to cloud their judgement. During an interview with a local patrol deputy, he explained the “motherly instinct effect”.16 He set the stage with an instance of having to use deadly force against a sixteenyear-old male suspect. What if the responding officer were a female with a sixteen-year-old son of her own at home? That could possibly cause a delay in her reaction that could cost the officer her life. However, again, there are no studies supporting the view that a mother would have any greater of a delay than that of a father if dealing with the same situation. There are others who argue that women are not authoritative enough to be in the field of policing. However, this directly contradicts the statistics supporting the view that women are less likely to engage in excessive force because they are better communicators.17 The female officers who go out and diffuse escalating situations successfully on a daily basis despite their size also discredit this stance. I am not at all insinuating that there are not differences in male and female processes. It is true that females tend to be better communicators and possess a more empathetic and patient attitude than their male counterparts. What I am implying is that these
differences enhance, rather than hinder, a female’s ability to perform the job duties of a law enforcement officer. Simply put, women in policing is a controversial issue because it entails law enforcement agencies and those they employ to think, hire, and operate differently than they have done in the past. Introducing innovative ideas and forcing people to tread in unfamiliar territory are bound to precipitate a certain level of resistance. In response to the question, “Who is being hurt by this lack of sufficient female representation in law enforcement,” I state that failure to acknowledge the benefits that would accrue to the police force in the recruitment of more women does an injustice not only to women but to law enforcement agencies and the communities they serve.
——————————————— 15 Woolsey,
Shannon. “Challenges for Women in Policing.” (Hendon Media Group, Oct 2010)
16 Participant 17
2, Male, Personal Communication, 26 April 2019.
Nancy Leong. “In a Different Force,” 1560.
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Desirability By Haleigh Patterson
My body and the way it is perceived is prevalent in every aspect of my life. I grew up in a conservative family where my body was never discussed except in discussions of modesty. My friends knew their bodies, knew what to do with them to gain the attentions they desired from others; I wondered, is that all we’re good for? The female body as a flytrap for the coveted gaze of a man? When I was younger, I wasn’t conscious of my shape, of my figure. I knew I was pretty and that some guys told me so, but I always assumed, perhaps naively, that it was because of my hilarious personality – my great sense of humor. This illusion persisted up until the end of middle school. I was walking in the hallway, heading to see my first real boyfriend before we headed to our respective buses. Right before I said hi, I overheard him discussing the shape of my ass to his friends outside of the classroom. I was twelve. Later experiences conveyed much of the same message, and I soon realized that my worth was not conveyed through my mind or my contributions to society but by my body. The shape of my hips grew to be as despised by me as it was loved by others. I grew tired of dating, and while I knew not all men would treat me in such a demeaning way, the prospect of finding a genuine lover in a crowd of coal stones became overwhelming. I figured, abandon romance and you’ll come to be recognized for more than your “child -bearing hips,” right? Wrong. Despite my best efforts, my body and what others thought of it continued to invade all areas of my life. At school, I was followed by the persistent glances of both students and faculty alike. I was told to appreciate the compliment, to feel admired by the catcalls in hallways and the hands moving just too close to my backside. “It could be worse.” Too scared to report something I knew would be denied by anyone I accused, I left the matter alone. Transferring schools was never too difficult anyway. Work was much the same. Our uniform consisted of a plain shirt and tight jeans, and while I wished so desperately to be able to wear something less formfitting, anything to hide the shape I had grown to hate, this wasn’t allowed. “Company policy,” the manager used to say. He was the worst of the lot: he hid his perversion under the disguise of admiration. Always 10
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complimenting my work, telling me I was the best hire in the new group. He asked me out for drinks; I used my age as an excuse. I smiled and hid the disgust behind fake laughs. I felt his lingering gazes before he kissed his wife hello. It was the same old story repeated endlessly throughout my life. My body is what defines me. Critiqued and “admired” by both friends and strangers, I loathed every inch of this body I was meant to adore. I used to wish for a slimmer figure, one without noticeable curves. I’ve never been a very sexual being, but my body and everyone around me seemed to be telling me that I had to become one. I know some didn’t have ill intentions, but when I am perceived as sexy and nothing else, it is difficult to take lasting stares and “compliments” as true or meaningful. I wondered what to do. I knew that losing weight wouldn’t fix the problem; my frame would remain the same, regardless of how little I weighed. And why should I want to change in the first place? People always said that I was desirable; women expressed envy, and both women and men alike expressed lust. I was meant to appreciate this attention, to recognize the value of my body relative to how others viewed me. “People pay money for this,” I was informed. I should feel grateful. Yet, I never did. It’s only recently that I’ve come to terms with how I look. I know that, regardless of what I do, the stares will not fade. For many I am an object of desire and, while this makes me feel desperately uncomfortable in my own skin, I can do little to fight it. But the attention of others has become easier to ignore. I still accept compliments, still smile at the men who corner me at work to compliment the color of my eyes while refusing to take theirs off of my waist. But I have realized that these things do not define me; my body is not because of other people. I am my own, and my body is my own to define. The hips I once hated, I am growing to love in my own way. The thighs I formerly despised, I now appreciate for their pillowy softness. I will not let anyone else write the tale of this body, of my body. And this is central to my body’s story – that I refuse to let someone else write it.
In todays news... By Persiah Shipley
Persiah wrote this free verse based on past experiences hoping that it will be a voice for women who have encountered sexual harassment. I hear that she’s “enticing” men with the way she walks, the way she talks. Luring them into the palm of her hand as they linger on every single word caressing each curve of her body Soon enough the words no longer matter but what lies beneath the skirt she wears The headlines say: Lack of conservativeness is an open invitation But to what? To undermine her intelligence, dedication, and disregard her existence as a human? Meanwhile objectification is permissible and we’re equated to walking trophies
Matters get worse when there’s complexities in our complexion. Getting shaded as more melanin is deposited and exposed when we aren’t clothed upon your standards The sound of your horn doesn’t validate my existence in this world. The display of my breast, and thighs don’t excuse your hands (or eyes) to invade my being It’s useless to cater to the insecure So don’t criticize for wearing a skirt that caress each curve of me, because in today’s news women are meant to be free
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POSTPARTUM By Megan Parkman
The cover of this semesters magazine is a part of Megan Parkman's photos series on mental illness. She seeks to bring more awareness on the subject. This photo represents what many women and mothers endure postpartum. This image is inspired by her sister who was recently diagnosed with postpartum depression.
“It took her a while before she would seek professional help and I feel if more people were open and honest about their true struggles then more people would be willing to ask for help sooner than later.”
* Cover Photo for Yell! Magazine Volume 6 Issue 1 12 I Yell! Fall 2019
OVERCOMING By Cassidy Farrer
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Cassidy's photo series is about learning to live past domestic violence. Her series is about taking that part of your story and using it to build yourself up and allowing yourself to regain confidence.
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BURST By Apurva Nemala
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This piece reflects the suffocating emotions that women experience from being unacknowledged in everyday life.
FEMI By Sarina Willey
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“I sat down and I thought about what being a women means to me. In our society we feel like we have to be perfect… The pressure to be inhuman effects most women. As a mother I know it’s unattainable, and I struggle to love my body. This piece is just supposed to show what it means to be a women, a mother, and a human with imperfections.”
Women’s and Gender Studies Related Courses Spring 2020
Course available for summer 2019 and fall 2019
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Women’s and Gender Studies Related Courses Spring 2020
18 I Yell! Fall 2019
Congratulations to Rachel Hammond and Lauren Jackson, our newest inductees into Triota! 19 I Yell! ďƒ— Fall 2019
MEET OUR CONTRIBUTORS Megan Parkman Megan Parkman is a native of Augusta and a senior at Augusta University. She is currently pursuing a Bachelor’s degree in Fine Arts with a concentration in Photography and Printmaking. She likes to keep things simple, yet passionate by bringing forth a voice with her photography. Her photo “Postpartum” focuses on the mental and physical struggles that women face after giving birth. Currently she is working on collaborating her photography with other artistic mediums such as printmaking, mixed-media, and found objects.
Kayla Williams Kayla is currently a junior at Augusta University pursuing her Bachelor of Science in Nursing degree. Once completing her undergrad, she plans to continue her education in the Doctorate of Nursing Practice program here at Augusta University. She is passionate about Christ, the beauty of nature, opportunities for growth, and helping others in any way possible. Kayla wrote her essay, “Women in Blue”, as a tribute to females like Officer Lamar that have put in the painful leg work needed to pave the way for all future generations of women to be unlimited in their pursuit of a career in law enforcement. Kayla says she has a number of female friends in law enforcement, all of which are some pretty kick ass females that she is honored to call her friends. She states, “I respect what they represent, strength and authority. I am thankful for what they do, risking their lives to serve and protect our community daily; and I am inspired by the vision of the future I see when I look at them, a future in which we are unrestrained and boundless.” 20 I Yell! Fall 2019
Cassidy Farrer My name is Cassidy Farrer. I am a graphic design major with a eye for photography. I love to create works that express something dark and deep. I want my work to slap the viewer in the face. I want it to wake them up from there glazed over state of mind. This piece is for the abused. It’s for those who have been shaped and molded by domestic violence. I chose to do the black handprint in paint to represent a sort of concrete heaviness as well as saying that this does not define them because the wound is temporary. I want this to show that they are warriors and survivors. I want this piece to show others that anyone you know could be hiding this sort of pain from the outside. I hope it encourages love and awareness.
Apurva Nemala Apurva is a sophomore majoring in Cell and Molecular Biology. She lives in Johns Creek and hopes to attend medical school to become a physician. While she loves science, she has also always had a deep appreciation for art and especially loves watercolors and mixed-media. She creates pieces to connect with her emotions and express her state of mind. In her spare time, she enjoys reading mysteries and taking photos of her friends and family.
Sarina Willey My name is Sarina Willey. I am a mother, military wife, and psychology student. I’m working to become a clinical psychologist. Being a mother in college is a struggle especially at the young age of 21. Being a women is hard because of expectations for every women to be flawless despite the fact that our bodies are pieces of art that are meant to display our individuality. Everyone should be proud of their unique body.
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Persiah Shipley Persiah is a senior Kinesiology major, currently projected to attain her Bachelor’s degree in May 2020. She hopes to utilize her degree within this field as a Physical Therapist. Persiah is a member of Delta Sigma Theta Sorority, Inc. and is sitting as the Council president for the National Pan -Hellenic Council. She thoroughly enjoys being aware of and being involved with current issues on campus. Persiah tries her best to use her platform to promote events with her cohorts to address related issues and develop a sense of community/unity among the campus. Persiah hopes to inspire others to spark change within their respective communities, especially outside of the University system. Within her piece, "In today’s news...", Persiah not only addresses issues women face daily regarding sexual harassment but makes an effort to speak to the masses as a voice for the voiceless. In her spare time, she enjoys gathering with close friends to binge-watch the critically acclaimed series, This is Us.
Haleigh Patterson Haleigh is a dual enrolled, sociology major.
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Want to be a contributor
next semester? SUBMIT YOUR WORK TODAY! The WGST program is always accepting submissions 23 I Yell!  Fall 2019
credits Editor-in-Chief
Enforcement Officers.” Harvard Journal of Law and
Emily Wilson
Gender, vol. 38, Summer 2015, pp. 337-72 Participant 1, Male, Personal Communication, 13 April
Program Director Dr. Liana Babayan Contributors Kayla WIlliams
Megan Parkman Cassidy Farrer Apurva Nemala Sarina Willey Persiah Shipley
2019. Participant 2, Male, Personal Communication, 26 April 2019. Participant 3, Female, Personal Communication, 29 April 2019. Participant 4, Female, Personal Communication, 29 April 2019.
Haleigh Patterson Participant 5, Roxanne Lamar, Female, Personal Special Thanks
Communication, 30 April 2019.
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