Advocates and Allies

 

Coming This Fall!

 

Due to the COVID-19 pandemic our planned Advocates and Allies workshops for Spring 2020 had to be canceled. Should conditions allow, we are currently planning to hold these workshops in Fall 2020 with our colleagues from North Dakota State University and Auburn University returning to facilitate the workshops.

Firm dates have not yet been set but we will update this page and share widely throughout the campus community once we have established dates. 

The Fall 2020 workshops will consist of a series of Listening Sessions for women and gender diverse individuals (1hr) and an Ally workshop for men and majority individuals. In addition to these sessions, we will also be training our Advocates and Allies Advisory Board and Advocates Group so that they can begin to implement regular workshops at Michigan Tech.

If you have any questions, comments, or concerns about the upcoming workshops, we would love to hear from you. Please feel free to email us at advance-mtu@mtu.edu, call 906-487-2519.

This group of men will work closely with the NSF-funded ADVANCE initiative and the Advocates and Allies Advisory Board (AAAB) to make our campus culture more inclusive by advancing knowledge and allyship. Advocates will be expected to participate in program development and delivery while executing Personal Action Plans related to equity issues on campus.

Applications for the Advocates team are now closed. Appointments will be made on a term basis. If you are interested in joining the team in the future, please feel free to email us at advance-mtu@mtu.edu, call 906-487-2519.

 Help make campus culture more equitable for all! We encourage you to apply to join the Advocates and Allies Advisory Board (AAAB). The AAAB is a group of women, minorities, and gender diverse individuals who will work with the NSF-funded ADVANCE team to select, train, and advise the Advocates Team. The two groups will then work in tandem to make our campus culture more inclusive by advancing knowledge and allyship. Selection preference will be given to those who can represent multiple groups on campus (eg: Grad Faculty Council and the College of Engineering)

Applications for the Advocates and Allies Advisory Board are now closed. Appointments will be made on a term basis. If you are interested in joining the team in the future, please feel free to email us at advance-mtu@mtu.edu, call 906-487-2519, or visit our ADVANCE Resource Center in Library 102B.

 Thank you for making our first Advocates and Allies workshop a success. We had over 130 people in attendance across the three sessions and hope that everyone was able to take something away. If you would like access to the materials covered during these workshops, please contact us.

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 We need YOUR help to improve gender equity at Michigan Tech and invite you to join us for a workshop on October 17 or 18, 2019. The Advocates and Allies program, which originated at North Dakota State University has been adapted at numerous institutions around the nation and is now being adapted at Michigan Tech. This workshop is a part of Michigan Tech’s NSF funded ADVANCE Initiative and will be facilitated by Dr. Roger Green and Dr. Christi McGeorge from North Dakota State University and Dr. Robert Gordon from Auburn University.

 Over the course of October 17 and 18 we will be holding the workshop three times in an effort to meet everyone’s schedule. During each workshop, there will be two concurrent sessions: one for men to work towards becoming advocates for gender equity and one for women and gender diverse individuals to discuss the issues they face related to gender equity. The workshops will be held in the Memorial Union Building Ballroom A from 9:30 a.m. to 11:30 a.m. and 1 p.m. to 3 p.m. on October 17 and from 8:30 a.m. to 10:30 a.m. on October 18. Refreshments will be served and faculty attendance will be recorded in your Digital Measures if you bring your Michigan Tech ID.

 If you have questions about this program, please contact the ADVANCE office at 906-487-2519

• Racial and Gender Bias Plague Postdoc Hiring
• The Author of "White Fragility" Doesn't Think "Most White People Care About Racial Injustice"
• Take Action: Demand Justice For The Murders of Ahmaud Arbery, Breonna Taylor, and George Floyd, Among Countless Others
• How To Respond to Racial Microaggressions When They Occur
• Academic Careers and Gender Equity: Lessons Learned from MIT
  Bailyn, L. (2003). Gender, Work, and Organizations, 10, 137-153
• Reducing the Effects of Gender Stereotypes on Performance Evaluations
  Bauer, C.C. & Baltes, B.B. (2002). Sex Roles, 9//10, 465-476.
• Implicit Discrimination. 
  Bertrand, M., Chugh, D., & Mullainathan, D. (2005). American Economic Review, 95(2), 94-98.
• Both Genders Think Women are Bad at Basic Math.
  Bohannon, J. (2014). Science, 95 (2), 94-98.
• Gender and social influence
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• Claude Steele on Stereotype Threat
  Steele, C. (2011, November 23). Stanford Scope. YouTube. 
• How Can We Jump-Start the Struggle for Gender Inequality?
  Cohen, P.N. (2013, November 23). Opinionator. The New York Times.
• What We Know about the Problem of the Century: Lessons from Social Science to the Law, and Back
  In L.B. Nielsen & R.L. Nelson (Eds.), Handbook of Employment Discrimination Research: Rights and Realities (pp. 59-71). Dordrecht: Springer Netherlands.
• Proven Strategies for Addressing Unconscious Bias in the Workplace 
  Crider, G. (2008). CDO Insights, 2(5).
• Implicit and Explicit Prejudice and Interracial Interaction
  Dovidio, J.F., Kawakami, K.,  & Gaertner, S.L. (2002). Journal of Personality and Social Psychology, 82, 62-68.
• More Women in Science
  J. Handelsman et al. (2005). Science, 309, 1190-1191.
• Why So Few? Women in Science, Technology, Engineering, and Mathematics
  Hill, C., Corbett, C. & St. Rose, A. (2010). AAUW publication.
• Punished for Poll on New Mother
  Jaschik, S. Inside Higher Ed, May 11, 2011.
• Without Inclusion, Diversity Initiatives May Not Be Enough
  Puritty, C., Strickland, L.R., Alia, E., Blonder, B., Klein, E., Kohl, M.T., McGee, E., Quintana, M., Ridley, R.E., Tellman, B., Gerber, L.R. (2017). Science, 357(6356), 1101-1102.
• Re-inscribing Gender Binaries: Deconstructing the Dominant Discourse around Women's Equality in Science, Engineering, and Technology
  Phipps, A. (2007). The Sociological Review, 55 (4), 768-787.
• Gender and Impression Management: Playing the Promotion Game
  Singh, V., Kumra, S., and Vinnicombe, S. (2002). Journal of Business Ethics, 37, 77-89.
• Test Yourself for Hidden Bias 
  Teaching Tolerance. Southern Poverty Law Center.
• Implicit Association Test
  Harvard University.
• In Bias Test, Shades of Grey 
  Tierney, J. (2008, November 17). New York Times online.
• Further Reading on Unconscious Bias
  Tierney, J. (2008, November 17). TierneyLab blog. New York Times online.
• Exploring the Color of Glass: Letters of Recommendation for Female and Male Medical Faculty
  Trix, F. & Psenka, C. (2003). Discourse & Society, 14(2), 191-220.
• Gender Schemas Affect Women in Science, Says Expert
  Weiss, C. (2009, October 20). PhysOrg.com.
• Cheaper to Keep Her
  Williams, J.C. (2013). Center for Worklife Law, UC Hastings College of the Law. Powerpoint Presentation.
• Tools for Change | Boosting the Retention of Women in the STEM Pipeline
  Center for Worklife Law, UC Hastings College of Law.
• I Have Not Missed The Amy Coopers Of The World

• AAUP: Women Professors Lag in Tenure, Salary
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• Women's Appeals for Equity at American Universities
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• Practicing Gender at Work: Further Thoughts on Reflexivity
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• Women Don't Ask? Women Don't Say No? Bargaining and Service in the Political Science Profession
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• Realizing Critical Geographies of the University 
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• Disciplined Bodies: Women's Embodied Identities at Work
  Trethewey, A. (1999). Organization Studies 20, 423-450.
• Tutorials for Change: Gender Schemas and Science Careers
  Valian, V. (n.d.). Powerpoint Presentation.
• Why Colleges and Universities Need to Care About Gender Bias
  Center for Worklife Law, UC Hastings College of the Law. Gender Bias Learning Project. 
• Gender Differences in Research Reporting
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• Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and Engineering
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• The Balancing Act: Gendered Perspectives on Faculty Roles and Work Lives
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• Disappearing Acts: Gender, Power, and Relational Practice at Work 
  Joyce K. Fletcher. MIT Press, 2001
• The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies
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• Diversifying the Faculty: A Guidebook for Search Committees
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• Why So Slow? The Advancement of Women
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• Removing Barriers: Women in Academic Science, Technology, Engineering and Mathematics
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• Delusions of Gender: How Our Minds, Society, and Neurosexism Create Difference
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• Faculty Diversity: Problems & Solutions
  JoAnn Moody. Routledge Falmer, 2004.
• Rising Above the Gathering Storm: Energizing and Employing America for a Brighter Future
  National Academy of Sciences. National Academy of Engineering and Institute of Medicine. National Academies Press, 2007.

Special Thanks to our colleagues at North Dakota State University for compiling and sharing the list below wit us. 

•  Gendered Organizations and Intersectionality: Problems and Possibilities
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• Men Faculty Gender-Equity Advocates: A Qualitative Analysis of Theory and Praxis
  Anicha, C., Burnett, A., and Bilen-Green, C.,  Journal of Men’s
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• “Male Advocates and Allies: Promoting Gender Diversity in Technology Workplaces,”
  Ashcraft, C., DuBow, W., Eger, E., Blithe, S., and Sevier, B., National Center for Women & Information Technology’s Workforce Alliance, 2013. 
• Q&A with Carol S. Dweck.
  Bajaj, V. (2013, December 12). The New York Times.
• What Men Have to Do With It: Public Policies to Promote Gender Equality
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• Are Emily and Greg More Employable Than Lakisha and Jamal?
  A Field Experiment on Labor Market Discrimination
  Bertrand, R. and Mullainathan, S., The American Economic Review, Vol. 94, No. 4, pp. 991-1013, 2004.
• Becoming an Ally: Breaking the Cycle of Oppression in People
  Bishop, A., Fernwood, Halifax, Nova Scotia, 2002.
• Women, Men and Language: A Sociolinguistic Account of Gender Differences in Language
  Coates, J., 3rd ed., Routledge, August 2004.
• Solving the Equation: The Variables for Women's Success in Engineering and Computing
  Corbett, C. and Hill, C., American Association of University
  Women (AAUW), March, 2015.
• Talking Difference: On Gender and Language
  Crawford, M., SAGE Publications Ltd., August 1995.
  Davis, K. (2014, August 27).
• The One Word Men Never See in Their Performance Reviews 
  Fast Company.Retrieved from http://bit.ly/XSt685
• On the Nature of Contemporary Prejudice: The Third Wave
  Dovidio, J., Journal of Social Issues, Vol. 57, No. 4, pp. 829-849, 2001.
• Turning Down an Endowed Lectureship Because Their Gender Ratio is Too Skewed Towards Males
  Eisen, J. (2014, July 21). Retrieved from http://bit.ly/1x1Serp
• Women in Tech: It's Not Just a Pipeline Problem
  Evans, J. (2014, August 23). Retrieved from http://tcrn.
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• The Gender Wars: Where The Boys Are
  Feldthusen, B., Canadian Journal of Women and the Law,
  4:66, 1990.
• Searching for Excellence and Diversity: A Guide for Search Committee Chairs
  Fine, E. and Handelman, J.,  WISELI Search Book, 2005.
• Gendered Skepticism
  Flaherty, C. (2015, Jan. 8). Inside Higher Ed. 
• Orchestrating Impartiality: The Impact of "Blind" Auditions on Female Musicians
  Goldin, C. and Rouse, C., The American Economic Review 90, pp. 715-741, 2000.
• When Talking About Bias Backfires
  Grant, A. and Sandberg, S. (2014, Dec. 6). The New York Times.
• Gender Equality in Engineering Advocacy Tips
  Green, R. (2014). Gender Equality in Engineering: Advocacy Tips. American Society of Engineering Education Women in Engineering Division (ASEEWIED). 
• Male Executives Don't Feel Guilt, See Work-Life Balance As A Women's Problem
  Grose, J. (2014, March 5). 
• Quality of Evidence Revealing Subtle Gender Biases in Science is in the Eye of the Beholder
  Handley, I. M., Brown, E. R., Moss-Racusin, C. A.,
  Smith, J. L. (2015, September 16). PNAS Early Edition. 
• Does Diversity-Valuing Behavior Result in Diminished Performance Ratings for Nonwhite and Female Leaders?
  Hekman, D., Foo, S., and Yang, M., Academy
  of Management Journal, March 3, 2016.
• Why So Few? Women in Science Technology, Engineering, and Mathematics
  Hill, C., Corbett, C, and Rose, A., AAUW, 2010. Retrieved from http://www.aauw.org/research/why-so-few/
• Barriers and Bias: The Status of Women In Leadership
  Hill, C., Miller, K., Benson, K., and Handley, G., American Association of University Women (AAUW), March 2016.
• Old Boys' Lab
  Hu, J. C. (2014, June 30). Old boys’ lab. Slate. Retrieved from http://slate.me/V7ugef
• How To Get Women On Panels
  Jaschik, S. (2014, January 7). Inside Higher Ed. Retrieved from http://bit.ly/KBu4PA
• The Gender Knot Revised Ed: Unraveling Our Patriarchal Legacy
  Johnson, A., Temple University Press, 2005.
• Unsettling Stats About Women in Science
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  1c83Yub
• Making Change: A Framework for Promoting Gender Equity in Organizations
  Kolb, D., Fletcher, J., Meyerson, D., Merrill-Sands,
  D., and Ely, R.,  CG Gender Lens, Vol. 3, Issue 2, October 1998.
• The Matilda Effect in Science: Awards and Prizes in the US, 1990s and 2000s
  Lincoln, A., Pincus, S., Koster, J., and Leboy, P., Social Studies of Science, Vol. 42, pp. 307-320, 2012.
• Online Students Give Instructors Higher Marks If They Think Instructors Are Men
  MacNell, L. and Shipman, M. (2014, Dec. 9). NC State News. Retrieved from http://news.ncsu.edu/2014/12/macnell-gender-2014/
• Exposing Hidden Bias At Google
  Manjoo, F. (2014, Sept. 24). The New York Times. Retrieved from http://www.nytimes.com/2014/09/25/technology/exposing-
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• Is The Professor Bossy or Brilliant? Much Depends on Gender
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• Faculty Diversity: Removing the Barriers 2nd. ed.
  Moody, J., Routledge, December 21, 2011.
• The Science of Why Cops Shoot Young Black Men
  Mooney, C. (2014, December 1). Retrieved from
  http://www.motherjones.com/politics/2014/11/
  science-of-racism-prejudice
• Science Faculty's Subtle Gender Biases Favor Male Students
  Moss-Racusin, C., Dovidio, J., Brescoll, V., Graham,
  M., and Handelsman, J., Proceedings of the National Academy of Sciences of the United States of America, PNAS Early Edition, http://www.pnas.org/content/early/2012/09/14/1211286109.full.
  pdf, 2012.
• How Not To Be A Jerk To Women In STEM
  Patterson, M. (2013, June 20). How not to be a jerk
  to women in STEM. Toronto Standard. Retrieved
  from http://bit.ly/1sincuj
• Improving Campus Climate to Support Faculty Diversity and Retention: A Pilot Program for New Faculty
  Piercy, F., Giddings, V., Allen, K., Dixon, B, Meszaros, P,
  and Joest, K., Innovative Higher Education, Vol. 30,
  no. 1, pp. 53-66, 2005.
• Not All Men: How Discussing Women's Issues Gets Derailed
  Plait, P. (2014, May 27). Slate. Retrieved from
  http://slate.me/1opDjDA
• Engaging Men in Gender Initiatives: What Change Agents Need to Know
  Prime, J. and Moss-Racusin C. A., “Engaging Men
  in Gender Initiatives: What Change Agents Need
  to Know,” Catalyst, New York, NY, 2009.
• Calling All White Men: Can Training Help Create Inclusive Workplaces?
  Prime, J., Foust-Cummings, H., Salib, E., and
  Moss-Racusin, C., Catalyst, New York, NY, 2012.
• Engaging Men in Gender Initiatives: Stacking The Deck for Success
  Prime, J., Moss-Racusin, C., and Foust-Cummings,
  H.,Catalyst, New York, NY, 2009.
• Prescriptive Gender Stereotypes and Backlash Toward Agentic Women
  Rudman, L. and Glick, P., Journal of Social Issues, Vol. 57, No. 4, pp. 743-762, 2001.
• A Linguistic Comparison of Letters of Recommendation for Male and Female Chemistry and Biochemistry Job Applicants
  Schmader, T., Whitehead, J., and Wysocki, V., Sex Roles, Vol. 57, Nos. 7/8, pp. 509–514, 2007.
• Gender Bias at Work Turns Up in Feedback
  Silverman, R. E. (2015, Sept. 30). The Wall Street Journal. Retrieved from http://www.wsj.com/articles/gender-bias-at-work-turns-up-in-feedback-1443600759
• Man Made Language
  Spender, D., Man Made Language, 2nd ed., HarperCollins,
  April 1990.
• Student Evaluations and Gendered Expectations: What We Can't Count Can Hurt Us
  Sprague, J. and Massoni, K., “Student Evaluations
  and Gendered Expectations: What We Can’t Count
  Can Hurt Us,” Sex Roles, Vol. 53, Nox. 11/12, pp.
  779-793, 2005.
• The Impact of Gender on the Review of the Curricula Vitae of Job Applicants and Tenure Candidates: A National Empirical Study
  Steinpreis, R., Anders, K., and Ritzke, D., Sex Roles, Vol. 41,
  Nos. 7/8, pp. 509-528, 1999.
• STEMinist: Voices of women in science, tech, engineering,
  and math.
  Retrieved from http://steminist.com
• Exploring the Color of Glass: Letters of Recommendation For Female and Male Medical Faculty
  Trix, F. and Psenka, C., “Exploring the Color of Glass:
  Letters of Recommendation for Female and Male
  Medical Faculty,” Discourse & Society, 14(2), pp.
  191-220, 2003.
• Diminished Discrimination We Scarcely See
  Urry, M. (2005, February 5). The Washington
  Post. Retrieved from http://wapo.st/1fsVGx9
• So You Call Yourself An Ally: 10 Things All "Allies" Need To Know
  Utt, J. (2013, November 8). Retrieved from http://bit.ly/SbrCSU
• Why So Slow? The Advancement of Women**
  **Available in the ADVANCE Office
  Valian, V., The MIT Press, 1999.