Every three months I see my doctor concerning my diabetes. During my visits we talk about any questions or concerns I may have, we try to analyze the data downloaded from my pump, we determine new strategies to be incorporated in my management techniques, and we end up chatting about my job at the pool. The other morning, I told her I quit my job and her face lit up with pleasure. Most of our meeting was spent talking about the issue of discrimination and how it tends to infiltrate our daily experiences without challenge. Over the past year, my doctor and I have had many conversations regarding my attempts to inform Fryer and the Park District about my emotional and behavioral disability, while still having to mitigate the effects of simply being female and labeled as a ‘bitch.’
But first I want to share my good news — my A1c was 7.6, which is amazing!
Back in May, my A1c was 7.6, but that was after a hard year of dragging it down from a 9.2, and my intention was to bring it down even lower. By August I had succeeded in dropping to a 7.2, and I was anticipating a 6.8 today because of the incredibly stable glucose levels I have sustained for the past three months. My first reaction to seeing the 7.6 was to groan and feel slightly dejected, but I have learned in the past ten years to not take a number seriously. After all, it is only a number. A basic lesson I have cultivated while living my diabetic experience is that numbers are capricious, with the only constant being that the good numbers will come, and then go with no explanation.
After analyzing the data retrieved from my pump, listing all the blood sugar levels that have been entered for the past month, my doctor was able to determine that my debilitating early morning and afternoon lows seem to have finally disappeared. The rest of my numbers were in a steady range between 100-200. My A1c had increased because I was actually healthier than I had been when my A1c was lower three months ago! Tricky, tricky Diabetes!
When I explained what had happened at the pool leading to my decision to walk out, and how my diabetes had been a core factor in the incident, my doctor and I discussed the ways in which women are expected to behave in public. We talked about how easy it is for men to be disagreeable, unpleasant, or even straight up rude, and not be held accountable. Yet, as women, we are immediately labeled as ‘bitchy,’ ‘up-tight,’ or ‘unreasonable’ simply for behaving in a manner analogous to men. The ability, and willingness, to proscribe different values upon the exact same behavioral traits being expressed depending upon the sexual organs of a person’s physical body is GENDER DISCRIMINATION.
I suffered gender discrimination at the pool. Before this last summer started, I wrote a letter to Fryer explaining one of my ‘reasonable requests’ under the Americans with Disabilities Act was to begin my shifts at the exact same time every morning. This one action has been huge in helping me to manage my glucose levels and is directly relevant to my lower A1c. I informed Fryer of the letter in advance, and that I would be including a letter from my doctor as confirmation of my disability. I asked him if there was any specific information he would appreciate being included in my doctor’s letter, and his answer was to tell me that he simply didn’t want to receive a letter that gave me “carte blanche to act like a bitch.” HIS COMMENT WAS GENDER DISCRIMINATION.
Back when I first began to understand how many of the ‘problems’ Fryer was blaming me for, in terms of my ‘attitude,’ were actually caused by fluctuations in my blood sugar that were detrimentally affecting my personality, I attempted to educate Fryer and Dale about this new insight into my disease, and how it affected me. I tried to make an analogy to Fryer’s well-known bad-tempered moods, which have culminated in full-blown tantrums where Fryer has had to be avoided at work because of the backlash. When I pointed out Fryer’s own personally disruptive and troublesome moods (that are not the result of a dysfunctional endocrine system) his immediate response was to label his moods as being a result of times when he is “focused.” THIS DISTINCTION IN LABELS IS GENDER DISCRIMINATION.
It is unfair, and illegal, for the pool to hold me accountable for displaying behavioral traits that are exhibited by other members of the workforce (especially by my male boss), but to only hold me accountable, and to consistently reprimand me for not changing my ‘attitude’ — especially considering that my unacceptable behavioral traits are a direct result of the stress and anxiety I have been experiencing at work because of being sexually harassed, and retaliated against, during the past six years. My ‘attitude’ has been a direct consequence of my disability created by diabetes and the hostile work environment Fryer helped to create by marginalizing me. The Park District’s continued unwillingness to change their ‘attitude’ towards me, and for continuing to blame me for being diabetic is DISABILITY DISCRIMINATION mixed with GENDER DISCRIMINATION.
This is why I quit the pool. I had enough. I was no longer willing to participate in my own suffering by allowing them the opportunity to continue discriminating against me because I am a diabetic female.
The Equal Employment and Opportunity Commission (EEOC) guidelines state that it is “illegal to harass a woman by making offensive comments about women in general.” During my meeting with Fryer and Dale at the end of the summer in 2017, I was given an ultimatum to either quit my job (and receive a good reference from Fryer) or remain employed at the pool under the condition that one more complaint would result in immediate termination of my employment. I chose to remain because I was not prepared to be unemployed, but I wanted to make sure that my bosses were aware of the difficult relations I was having with one of the water exercise instructors at the time, so if she were to make a complaint, at least it wouldn’t be coming out of the dark. When I told Fryer about my difficulty getting along with Jakki, Fryer simply replied, “Well, if she has a problem then she can pull up her big girl pants and deal with it.” That statement, in those circumstances, was extremely offensive to me as a woman. Especially considering the fact that the complaint made against me, resulting in the ultimatum, had come from a man at work who wasn’t even in the same department as me. I wanted to demand why John in Maintenance was not told to “pull up [his big boy] pants and deal with it.” Instead, I was still under the belief that I was required to respect the authority my bosses held over me, so I let the offensive comment go without challenge.
Research shows that service-based industries, in which employees rely on customer approval, can breed an environment of harassment, but 73% of sexually harassed women never report incidences because:
“If you do come forward, you’ll be labeled a ‘troublemaker’ or a ‘bitch.’ More importantly, you won’t be believed.”
—Gretchen Carlson, former Fox News Channel host filing a sexual harassment suit against Fox News chairman and CEO Roger Ailes in 2016
Men most often have the power to determine if an organization will prevent and treat sexual harassment—or allow it to spread. I believe the same statement is true concerning gender discrimination. After all, sexual harassment is nothing more than the recognizable face of discrimination against a woman for being a woman in a man’s world. Women who deviate from the gender norms attributed to them by exhibiting traditionally masculine personality traits, or who simply are employed in supervisory roles, are especially likely to experience harassment in their work environment. This was true in my case, at least.
When men are competent they are perceived as being forceful. Women who display the same traits of competence are conversely seen as being aggressive. I was a victim of this particular brand of discrimination based upon my gender. My prominent personality traits, which include my tendency to be assertive and refuse the arbitrary roles expected of me by society in general, allowed my coworkers and bosses to label me as being ‘bitchy.’ I was given less latitude in being able to ‘get away with’ similar types of rude behavior that Fryer, and other men I worked with, were commonly known for exhibiting.
This is where the intersection of racial discrimination joins in making a rather special case out of my experiences. Despite the Civil Rights’ Movement, and educational gains within the black community, many black women still struggle to overcome stereotypes that paint them as ‘aggressive’ or ‘difficult to work with.’ Many black women who are immersed within a mostly white, male-dominated setting (such as my employment status at the Park District) will find themselves assigned with the stereotype of being the ‘angry black woman’ simply because of our intelligence, our out-spoken-ness, and the confidence we have in our skills and capacities.
My experiences, and struggles, at the pool have taught me to recognize how my diabetes affects me. I am now capable of explaining these traits to my next employer. I wish my previous employer had felt enough respect for me to listen more and learn with me over the years. I wish I didn’t have to walk out on my friends. I wish the world was a fair place to live in. I wish women didn’t have to struggle with being called a ‘bitch.’
But wishes are like farts. At worst, they stink and then dissipate. At best, they simply go unnoticed.