Advanced Career Management
To be announced.
Advocates and Allies
ADVANCE Equity Workshop for New Faculty
You are cordially invited to a unique and valuable conversation on diversity, equity, inclusion and sense of belonging that has the potential to impact your own working environment, but also that of your students and colleagues. In this workshop, we will present research on challenges related to faculty diversity and equity nationally and at MTU; we will also equip you with tools to create a beneficial academic climate for everyone. This in-person workshop is open for tenure-track and lecture-track faculty hired in 2020 and 2021. Lunch will be provided. Following a welcome and introduction, we will present national and MTU data on patterns of inequity in academia and explore tools and approaches we can use at MTU to improve the environment for professional success and advancement. The workshop will include small group discussions and will focus on specific issues related to Research, Teaching, and Service.
Academy for Responsive Leadership
Speaking Up: How Department Leaders Can Change the Conversation in the Academic Workplace
Have you ever asked yourself "Why didn't I say something?" when a friend or colleague
said or did something that was biased or uncivil at work? You're not alone. Deciding
whether and how to respond to these moments is complicated. Yet navigating these situations
effectively is crucial for academic leaders—including department chairs—who are responsible
for creating a respectful climate and culture for everyone in their units.
Limited to just 50 attendees, this dynamic and interactive workshop will teach you what motivates individuals to speak up, the challenges people face when doing so, and strategies for responding that invite self-reflection and constructive dialogue. Attendees will then be invited to apply these strategies directly to resolving everyday incidents of incivility and bias that frequently occur among faculty and staff in the academic workplace.
The discussion will focus on academic leaders' role in changing the conversation to promote inclusive and respectful workplaces. A team of experienced co-facilitators and professional actors will support active discussion and learning to reinforce using these skills beyond the workshop.
Preparation for Leading in DEI Work for Your Team
Dr. Candy McCorkle, VP of Diversity and Inclusion, Western Michigan University, will introduce participants to some of the competencies necessary for effectively engaging in diversity, equity and inclusion work. The five basic skills will be explored and demonstrated how to use them to build the foundations of effectively engaging in diversity, equity and inclusion work.
On The Line- Interactive Theatre
On The Line is a performance and workshop focused on a living case study that interactively engages participants on ways they can mitigate bias and equity in tenure and promotion practices. In the first half of the workshop, professional actors portray a subtle and complex scenario involving a department's executive committee formally discussing whether one of their junior colleagues should be awarded tenure. Post-show interaction, guided by a facilitator, allows audiences to unpack issues and practice interventions. Most recently, On The Line was presented as a plenary for deans as part of the American Society for Engineering Education Equity, Diversity, and Inclusions Conference in New Orleans, at SFU, and Oregon State.
(dis)Credit: Erasure and Scrutiny of Women in STEM
Women in STEM face simultaneous invisibility and hypervisibility in settings of all types across academe. Over time, patterns of omission in citation or ideas unacknowledged in meetings have a cumulative effect. Many consequential decisions from grant funding to hiring to tenure and promotion rely formally or informally on these inequitable patterns of recognition and reward. At the same time, women are frequently subjected to increased scrutiny in evaluation and review, from hiring and job performance to funding and publication. Increasingly women in STEM are subjected to targeted harassment via social media that can traumatize scholars, their families, and colleagues. Women's experiences of invisibility and hypervisibility are shaped by race, class, disability, gender identity, sexual orientation, immigration status, and other types of difference, producing distinct inequitable effects. How can we work together to disrupt these patterns of inequity that mark sexist academic STEM cultures? How can we come to terms with root causes in order to structure processes and practices to more effectively counter systemic injustice?