Jacqueline Penhos, CCA Southern Women’s Rights/Issues At-Large Director

As we celebrate Women’s History Month, I reflect on the progress we’ve made as women, particularly women in academia, and the crucial work that remains. As a part-time professor of color, and Women’s Director within my union, I’ve had the privilege and pleasure of advocating for policies that are designed to ensure that women in academia have equal opportunities, fair treatment and access to the resources and benefits they deserve. One of the most important areas of my advocacy has focused on reproductive rights, pregnancy leave and health care access—issues that have long been sidelined in academia, despite the growing recognition of their importance.

Through my union work, I have fought for policies that center around the needs of women faculty and staff, particularly the need for paid pregnancy leave and support for women who are balancing their professional responsibilities with the physical and emotional demands of pregnancy and caregiving. To this day, women educators have often been denied paid pregnancy leave as a part of their employment contracts. It’s shocking that such an essential benefit—particularly for women in academic positions—is still a point of contention in higher education institutions.

While we’ve seen some progress, I often find myself thinking, “We’ve come a long way,” but the reality is, we still have a long way to go until we truly reach parity for women in academia, especially women of color. This work is ongoing, and as we move forward, I want to reflect on how union activism, the intersection of women’s rights, and the persistence of women in academia have made significant strides—and also how there’s still a tremendous amount of work to be done.

Reproductive Rights and Pregnancy Leave: The Ongoing Fight

One of the primary areas of my work as both a Women’s Director and part-time Professor of Psychology has been fighting for reproductive rights and pregnancy leave for women in academia. It’s hard to believe that in 2025, some academic institutions still don’t offer paid pregnancy leave as a benefit for their faculty, even as other sectors have implemented such benefits decades ago. Reproductive rights, including access to health care during pregnancy, and parental leave, are not only critical for women’s health, but they are essential to ensuring that women can continue their academic careers without unnecessary barriers and setbacks.

Despite the increasing recognition of the challenges women face when balancing pregnancy and a demanding career in academia, many women are still forced to navigate the academic landscape with very few institutional supports. Historically, many universities have offered limited or no paid pregnancy leave, forcing faculty members to either take unpaid leave, return to work too soon, or struggle to maintain their research and teaching commitments while dealing with the physical demands of pregnancy and childbirth.

Union Advocacy for Paid Pregnancy Leave: Through my role in the union, I’ve had the honor of advocating for paid pregnancy leave for women faculty. As a part-time professor, I understand how important it is to have the time and space to care for yourself and your growing family without worrying about losing pay or status in your career. This is why my activism has been focused on pushing for paid pregnancy leave as a fundamental right for women professors, like we are doing at the statewide level. Having witnessed the hardships faced by many of my colleagues, especially those who are part-time or contingent workers, the lack of paid leave only exacerbates the challenges of balancing academia with the demands of motherhood.

For the first time in ten years, our college has introduced a Mother’s Room, a designated space for changing, feeding, resting and pumping. This is a significant step forward, but it’s just one of many actions needed to ensure that female faculty have the same opportunities and support as their male counterparts when it comes to balancing work and family life. While this is a notable victory, we still need comprehensive policies that guarantee paid pregnancy leave, expanded family leave and protections against discrimination related to pregnancy and caregiving.

The Intersection of Women’s Rights, Labor Activism and Academia

The intersection of women’s rights, labor activism and academia is where change is most often born. Women in academia—especially women of color—have faced a unique set of challenges, which include not only the usual academic hurdles but also discrimination and biases that are deeply rooted in society and academia itself. As a part-time professor of color, I’ve personally experienced how labor activism can serve as a powerful vehicle for change in addressing these inequities.

Union activism has been a critical tool for pushing for policies that support women’s rights in academia, particularly in terms of reproductive health, parental leave and workplace equity. The work that women in academia have done, particularly in pushing for family leave and health care access, has ensured that the struggles of women, particularly women of color, are not overlooked in academic policy discussions.

Fighting for Family Leave and Equal Opportunity: Family leave policies are another area where we have made strides, but there is still much work to be done. When women—especially those of color—enter academia, they often face added challenges, including racial microaggressions and institutional biases that undermine their opportunities for advancement. When it comes to parental leave, these challenges are compounded. Union activism, including the leadership of women faculty, has been instrumental in pushing for equitable parental leave policies that ensure all faculty members—regardless of gender or race—can take leave to care for their families without fearing repercussions in their careers.

It’s critical that academic institutions recognize the intersectionality of women’s needs in the workplace. Family leave should not be a privilege for a few—it should be a right for all. This is why union activism remains a key component of the ongoing fight for equal access to paid family leave, job protection and accommodations for caregivers. As women, especially women of color, take on the emotional, physical and mental load of caregiving, their roles within academia should support these contributions rather than penalize them.

Mental Health and Well-Being: Mental health is an issue that has often been overlooked in academia, particularly among women. The pressures of teaching, research and service can take a toll on mental well-being. As a professor of color, I am also acutely aware of how racial microaggressions and discrimination add additional stressors for faculty members of color. This is why I’ve been an advocate for not just reproductive health services, but also mental health resources that can help women faculty manage the emotional and psychological demands of academia. We must ensure that women have the tools and support to not only survive but thrive in their academic careers.

Union advocacy has been crucial in pushing for mental health services to be included in health care packages and ensuring that these services are available and accessible to all faculty members. These initiatives make a significant difference in the well-being of faculty members and contribute to a more inclusive, supportive academic environment.

Looking Forward: The Road to Parity

While we have made significant strides, the fight for reproductive rights, family leave and health care access in academia is far from over. As I reflect on my work as a part-time professor of color and Women’s Director, I’m reminded of the challenges that still exist, especially for women of color and those in precarious positions in academia. The work ahead requires continued activism, solidarity and commitment to pushing for parity in the academic workplace.

Parity means more than just equal opportunities—it means ensuring that women, particularly women of color, have the same access to the resources, benefits and protections as their male counterparts. It means challenging the systemic inequities that exist within academia and ensuring that policies are inclusive of all women, regardless of their position or race.As we celebrate Women’s History Month, let us remember that the work of those who came before us laid the foundation for the victories we’ve achieved. But let’s also recognize that the fight is far from finished. Our journey toward parity in academia continues, and as women in academia and union activists, we must remain committed to pushing for the changes that will make the academic world a more equitable and just space for all.