About the Academy for Responsive Leadership
The Academy for Responsive Leadership is an initiative adapted from Iowa State University. Through this initiative, Michigan Tech's academic leadership will be engaged in workshops, peer to peer learning, and summer reading groups to enhance their abilities to include, support, and empower underrepresented minorities and gender equity at Michigan Technological University.
Past Events
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.
The recorded presentation is below:
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.
For a preview, check out the video below:
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?
For more information or questions, please contact the ADVANCE Resource Center at advance-mtu@mtu.edu.