The ADVANCE PI Team is committed to education and dialogue as critical activities in making equity and inclusion integral to faculty, student , and community life at Michigan Tech. The need for such work is self-evident; the value of such goals for all in our campus community is undeniable. We support the statements from the ADVANCE Advocates Team and the Advocates and Allies Advisory Board and we join them in affirming the importance of diversity, equity, and inclusion programs, practices, and policies that engage and educate all members of our community.
About Advocates and Allies
Advocates and Allies at Michigan Tech is adapted from the Advocates and Allies program started by North Dakota State University. Using restorative justice and broad engagement to change university culture, men are engaged to be allies and advocates for women and gender diverse individuals. The Advocates and Allies program has established an Advocates and Allies Advisory Board and Advocates team consisting of faculty/staff from Michigan Tech. These two units will work in conjunction with the ADVANCE initiative to plan and implement workshops for the campus and work to institutionalize the Advocates and Allies program at Michigan Tech.
Advocates and Allies Workshops
Due to continued travel advisories and in the interest of public health we have postponed Advocates and Allies workshops until at least Spring 2021 term. In the meantime, we are working to develop Michigan Tech specific training materials and conduct virtual pilot workshops using these materials. More information about our short term goals and action plans can be found in the infographic below.
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 firstname.lastname@example.org, call 906-487-2519.
Advocates Team- Call for Applications
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 email@example.com, call 906-487-2519.
Advocates and Allies Advisory Board-Call for Applications
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 firstname.lastname@example.org, call 906-487-2519, or visit our ADVANCE Resource Center in Library 102B.
Advocates and Allies Workshop- October 17/18, 2019
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.
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
- What is Deadnaming, and How To Avoid It
- Allyship and Sustaining Systemic Change: Another Call to Action
- Take Action: Demand Justice For The Murders of Ahmaud Arbery, Breonna Taylor, and George Floyd, Among Countless Others
- A Disability-Rights Consultant and Social Worker Explains How To Check Your Ableism Every Day
Diversity and Unconscious Bias
- How to Be an Active Bystander When You See Casual Racism
- The Straight Cis Men at A Corporate Gym Helped Save My Trans Soul
- Is It a Microaggression?
- Racial and Gender Bias Plague Postdoc Hiring
- The Author of "White Fragility" Doesn't Think "Most White People Care About Racial Injustice"
- 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
Carli, L.L. (2001). Journal of Social Issues, 57:4, 725-741.
- 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
- 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
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
Climate and Culture
- AAUP: Women Professors Lag in Tenure, Salary
Banerji, S. (2006). Diverse: Issues in Higher Education 23 (20), 27.
- Leadership To Change A Culture of Sexual Harassment
Cordova, F. (2020). Science. 367(6485). 1430-1431.
- Women's Appeals for Equity at American Universities
Goltz, S. (2005). Human Relations, 58 (6), 763-797.
- Practicing Gender at Work: Further Thoughts on Reflexivity
Martin, P.Y. (2006). Gender, Work, and Organization, 13 (3), 254-76
- Women Don't Ask? Women Don't Say No? Bargaining and Service in the Political Science
Mitchell, S.M., Hesli, V.L. (2013). PS: Political Science and Politics.
- Realizing Critical Geographies of the University
Roberts, S.M. (2000). Antipode 32, 230-244.
- 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
- Beyond Bias and Barriers: Fulfilling the Potential of Women in Academic Science and
National Academies Press, 2007
- The Balancing Act: Gendered Perspectives on Faculty Roles and Work Lives
Susan J. Bracken, Jeanie K. Allen & Diane R. Dean, Eds. Stylus, 2006
- 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,
Scott Page. Princeton University Press, 2008.
- Diversifying the Faculty: A Guidebook for Search Committees
Caroline Sotello & Viernes Turner. Association of American Colleges & Universities, 2002.
- Why So Slow? The Advancement of Women
Virginia Valian. MIT Press, 1999.
- Removing Barriers: Women in Academic Science, Technology, Engineering and Mathematics
Jill M. Bystydzienski & Sharon R. Bird, eds. Indiana University Press, 2006.
- Delusions of Gender: How Our Minds, Society, and Neurosexism Create Difference
Cordelia Fine. W.W. Norton & Co., 2010.
- Faculty Diversity: Problems & Solutions
JoAnn Moody. Routledge Falmer, 2004.
- Rising Above the Gathering Storm: Energizing and Employing America for a Brighter
National Academy of Sciences. National Academy of Engineering and Institute of Medicine. National Academies Press, 2007.
Recommended Readings from Ally Workshops
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
Acker, J., Equality, Diversity, and Inclusion: An International
Journal, Vol. 31, issue 3, pp. 214-224, 2012.
- Men Faculty Gender-Equity Advocates: A Qualitative Analysis of Theory and Praxis
Anicha, C., Burnett, A., and Bilen-Green, C., Journal of Men’s
Studies, Vol. 23(1), pp. 21-43, 2015.
- “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
Barker G, Greene M. E., Goldstein-Siegel, E., et al., The Men and Gender Equality Policy Project, Washington, D.C., International Center for Research on Women, 2010.
- 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
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.
- The Gender Wars: Where The Boys Are
Feldthusen, B., Canadian Journal of Women and the Law,
- 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
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
klburke (2014, January 23). Retrieved from http://bit.ly/
- 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-
- Is The Professor Bossy or Brilliant? Much Depends on Gender
Miller, C. C. (2015, February 6). Retrieved from http://www.nytimes.com/2015/02/07/upshot/is-the-professor-bossy-or-brilliant-much-depends-on-gender.html?_r=3&abt=0002&abg=1&referrer
- 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
- 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.
- 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
- 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
- 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,
- 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.
- 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,
Retrieved from http://steminist.com
- Exploring the Color of Glass: Letters of Recommendation For Female and Male Medical
Trix, F. and Psenka, C., “Exploring the Color of Glass:
Letters of Recommendation for Female and Male
Medical Faculty,” Discourse & Society, 14(2), pp.
- 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.