We are committed to eliminating systemic obstacles that hinder women’s advancement in leadership. We push for inclusive language in all applicable sections of the Organizational Handbook and Chapter Bylaws to ensure that women leaders are fully represented and supported.
To create space for women to grow in leadership roles, we demand that caregiver-related expenses—such as child care, elder care, and dependent care—be recognized as reimbursable expenses in the Organizational Handbook. This ensures that parents and guardians can fully participate in governance meetings, regional conferences, service center councils, and local chapter meetings without financial hardship.

We advocate for mandatory training to equip leaders with the awareness, skills, and responsibility to disrupt ineffective communication, toxic masculinity, male privilege, and microaggressions. This training must be required for all elected CTA Officers and Board members, CTA staff, Chapter Presidents, Service Center Chairs, At-Large representatives, and other chapter leaders.

We demand that CTA model, promote, and implement inclusive language and practices for non-binary and transgender members through targeted training and workshops.
To increase awareness and expand opportunities for women, we call for a dedicated resource section to be included in the Organizational Handbook, CTA website, CTA Facebook, and The Educator. This one-pager will provide guidance on allyship, recognizing and challenging non-inclusive language, identifying toxic masculinity, and other critical topics to enhance women’s rights and representation.

Additionally, we insist that CTA work with the Governmental Relations Department to establish a Women’s Issues Lobby Day, ensuring direct participation in legislative efforts that impact women.

Women deserve spaces that uplift, empower, and protect them. We demand that CTA fully support a Women’s Leadership Conference focused on developing leadership skills, combating gender discrimination and bias, and addressing issues affecting women in education.

We also fight for stronger lactation rights. Women must have the right to pump without time restrictions, without pay deductions, and with access to appropriate spaces. We push for standardized email templates to help members communicate these rights to administrators, ensuring full compliance and support.

We push for contract language that dismantles gender inequities in the workplace. Through C4OB bargaining training, we equip chapter bargaining teams with strategies to negotiate stronger, more inclusive protections, including:

• Paid leave policies that account for caregiving responsibilities.
• Health insurance coverage for fertility treatments.
• Additional sick leave credit at retirement for parents and women.
• Bereavement leave for miscarriages and pregnancy loss.

The fight for gender equity is not optional—it is necessary. And we will not stop until women have the rights, resources, and respect they deserve.