This site gives some good suggestions on being an ally, handling mistakes, and making apologies.
https://guidetoallyship.com/#the-work-of-allyship
A team at CoE has developed resources to move UM towards an equity-centered undergraduate engineering program. Here are useful links that may be useful for people who teach classes and work with students.
Slides from DEI Leads meeting: https://docs.google.com/presentation/d/1NxK61p5DcDDIA98kYG6XP0AQgWR7yK0O/edit?usp=sharing&ouid=100921870405209562624&rtpof=true&sd=true
ASEE 2022 Paper: https://drive.google.com/file/d/1Q6vD-2lhvYP27GKO22kyMez7AVvUzwUJ/view?usp=share_link
Handout summarizing paper: https://drive.google.com/file/d/1cU4k6YZzsoUKXvGxBxq0qk_SdVloAPjk/view
TEE Center: https://news.engin.umich.edu/2022/10/1-2m-toward-a-curriculum-for-equity-centered-engineers/
C-SED DEI Case Study Initiative: https://csed.engin.umich.edu/dei-cae-study-initiative/
We have now organized the recommendations for DEI trainings submitted by UMTRI staff and faculty over the past year. Please keep your suggestions coming by filling out the DEI training form, and we will plan to update the recommendations quarterly. To help make next year's annual review easier, we suggest including DEI in the description of any activities on your google calendar so you can search for them quickly.
For mental health awareness month, the chief of the health center shared these resources on mental health available to UM staff and faculty.
Action items next quarter:
Discuss whether DEI should monitor diversity of other committees (does this need bylaw change)
Share recommended trainings people have shared
Check & add links to this site
Update UMTRI website with new committee members and mandatory reporting changes
Member training on reporting discrimination and harassment; share at all-UMTRI meeting
Identify another committee member
Action items next quarter:
Organize lunches to talk about non-technical topics "food for thought"
Organize fun activities: spirit week, monthly themes
Keep track of level of diversity
Work on including both in-person and at-home employees
As mentioned in our February All-UMTRI meeting, we have developed several resources that will allow us to make sure our reports and presentations meet recommendations for 508 accessibility that are required for federal deliverables.
Excel Template with accessible UM color scheme
PowerPoint Template with accessible UM color scheme
If you aren't able to make a DEI lecture of interest, recordings are available here with a UM login.
https://culture.engin.umich.edu/an-inclusive-campus/dei-lecture-series/
(edited 11/8/2022 to update link)
This tip sheet has great suggestions on how to make sure any letters of recommendation you are writing for students can avoid unconscious gender bias.
Note: on 10-28-21, we learned that they are revising this policy again; we will post updates here.
UM issued an updated Sexual and Gender-Based Misconduct Policy effective October 1, 2021, which you can find here.
https://sexualmisconduct.umich.edu/policy/
Included is this revision is a new definition of "Mandatory Reporters", which are now to be called "Individuals with Reporting Obligations (IROs). Any person who supervises anyone, including students, is now considered an IRO. They are required to share any information they have received about possible sexual or gender-based misconduct with the Title IX Coordinator in the Equity, Civil Rights, and Title IX office (ECRT), which can be done through this online form. While IROs must report any discrimination, harassment, or sexual misconduct, the person experiencing the misconduct is allowed to decline to participate in any further action. However, the new policy is intended to help identify patterns of problematic behavior.
Some of you may have noticed speakers including a description of themselves in their introduction at recent webinars. This was an accommodation to provide audience members with vision impairments an impression of the speaker that others in the audience can get from seeing the speaker on video. In some cases, knowing things about the speaker's identity can influence how their message is received. For a meeting about racism, knowing if a speaker identifies as Black or White helps the audience understand about the speaker's personal perspective. If people identified themselves as gay, it may not be relevant to a particular topic, but it could signal to gay members of the audience that UM is a place where it's accepted to say in public that you're gay.
This website gives a good explanation about why, how, and how much you might consider including in your introduction.
At the DEI Leads meeting this month, our guest was the student ombudsperson. What do they do? We learned that if you have a university issue and not sure who to talk to, this is where you go. “We’ll talk to anyone about anything.” The guiding principles for ombuds are that they are confidential, neutral, informal, and independent. They are non-mandatory reporter, and don't talk to anyone about your issue without written permission. At UM, students: Thomas Lehker, Faculty: Robert Ortega and Michèle Hannoosh, and Staff: Jacqueline Bowman.
In the past, it has often been the case that only one or two people travel to DC to do a final briefing for a project. However, briefings in the future will likely be hybrid, making it easier for more people to attend.
At UMTRI, most projects succeed because many people contribute. If possible, please expand your guest list at final briefings to include research staff and technicians who have contributed, so they can hear how things have turned out.
This may be of interest:
Beyond Solidarity: Bridging the Black/Asian Divide
(11/8/22 update)
These are suggested resources on the topic sent to those who attended.
University Groups
University Resources
National Resources
Readings featured in the lecture
Deepa Iyer, We Too Sing America
Christina Klein, Cold War Orientalism
Vijay Prashad, The Karma of Brown Folk
1965 Immigration Act
Margaret Chin, Stick: Why Asian Americans Don’t Reach the Top of the Corporate Ladder
SAALT, American Backlash (2001 Report of Hate Crimes and bias incidents against the Arab, Middle Eastern, Muslim, Sikh, and South Asian community following 9/11
UM has a Workplace Innovation and the Staff Experience (WISE) Committee whose charge is to identify factors that would make the workplace more inclusive, particularly for people with disabilities. They have an updated list of recommendations you can check out here.
Anti-Asian hate has been on the rise during the pandemic, especially in recent months. Here are some resources from UM and elsewhere to learn more about it and how to stop it.
Letter from CoE DEI coordinator
UM Lecture (recording available)
Lecture Notes: Tips for Conversations around Anti-Asian Violence
Interview/Lecture: Navigating Race and Identity During COVID-19
Many of us participate in conferences and professional organizations. Many are moving forward to try and make them more inclusive. Here are some things you can do:
Contribute to the organization's strategic DEI plan (thanks to Robert S. for sharing TRB example)
When you are asked to speak, ask who else is speaking before you agree to participate. If you speaking would make panels less diverse, suggest an alternate who would do so.
When conferences ask for feedback, compliment or chastise them on how diverse their panels and speakers are.
If you see less inclusive language in a program announcement, send an email asking them to change it. (SAE panel changed from "Man vs. machine" to "Human vs. machine" based on request from UMTRI).
Encourage your organization to adopt a code of conduct. ISO Code of Conduct.
Steve Karamihas has had positive feedback to his suggestions for improving diversity and representation on a board he serves on and can share his strategies.
Michigan Engineer magazine has an article about Six Diversity Myths which apply to the field of engineering.
Better Allies has many resources about making a more inclusive workplace. You can sign up for a weekly email of tips.
The ADVANCE program at UM has put together a report on Faculty Equity and COVID-19.
Discussing Racism with Black Friends
Uncomfortable Conversations with a Black Man
Linked in Resources on Racial Equity, curated by UM Organizational Learning
Dean Alec Gallimore and his family have shared this list of resources for improving understanding of racism.
The Warmth of Other Suns (America's Great Migration) by Isabel Wilkerson (2011)
Just Mercy by Bryan Stevenson (great read & movie released in 2019)
13th - a full feature documentary on Netflix (very well done)
Between the World and Me by Ta Nehisi Coates (quick read - deep youthful perspective)
Citizen: An American Lyric by Claudia Rankine (poetry quick read)
Dismantling White Fragility by Robin DiAngelo (podcast)
Code Switch by NPR (podcast)
Bias (2018 documentary discusses AI/ML bias as well) film maker Robin Hauser
Whistling Vivaldi: How Stereotypes Affect Us and What We Can Do (Issues of Our Time) Paperback – April 4, 2011 by Claude M. Steele (Author)
An Inclusive Academy - Achieving Diversity and Excellence by Abigail J. Stewart and Virginia Valian
June 5, Noon: presidential panel, Constructive Conversations for Societal Change
June 12, Noon: "I Can't Breathe"-A Call to Action for Leaders in Higher Education (registration required)
June 16: 5:30 EnginTalks: The Unsilenced Voices of 2020
How to be a strong white ally (link no longer available 11/8/22)
Steps for Recruiting, Supporting, and Advancing Underrepresented Minority Scientists
Several units at UM collaborated to provide a seminar entitled "Engaging Everyone: Accessibility and Inclusion in Virtual Meetings."
You watch a video of the seminar here.
A copy of the presentation is here; an audio transcript is available at the site too.
Resources mentioned in the seminar include:
The College of Engineering has a DEI lecture series. When the speaker has given permission to do do, they will archive the presentations here.
For those of you teaching classes, CoE has shared sample statments about inclusion and mental health that can be included on your syllabus.
Dean Gallimore recently coauthored an article on how faculty can help student mental health, which can be found here.
CoE shared this helpful article about understanding invisible disabilities.
People with invisible disabilties sometimes refer to being "out of spoons.". Here is a description of "Spoon Theory." And a corollary "Fork Theory."
The CoE sent a form asking us about our planned DEI activities for the coming year, related to the CoE Strategic Plan for DEI. Things we are planning for this year:
continue the Dine & DEI series to watch UM training videos or relevant movies (like Hidden Figures) on the topic
implement some tips suggested in the Disability Inclusion Panel, and share suggestions at the Fall all-hands meeting
add videos and descriptions to the UMTRI website to make it easier for people with disabilities to visit UMTRI
ensure that all faculty have taken STRIDE training in the past three years so they can participate in faculty search committees
conduct research to make transportation and mobility more inclusive, including
development of systems to allow passengers who travel in wheelchairs to use AVs
developing protocols to prevent motion sickness in vehicles
creating an open knowledge network to ensure future transportation equity as automated vehicles are introduced
Supporting People with Vision Impairments in Automated Vehicles
Development of a Prototype Safety Advisory System to Aid Senior Citizens in Gap Selection
Longitudinal Research on Aging Drivers (LongROAD) study to help older drivers maintain safe mobility.
Multiple projects on automated vehicles that may improve transportation options for people who cannot drive.
City of Detroit ADS Demonstration Grant, to deploy a low-speed shuttle in downtown Detroitto provide underserved folks with transportation. The target group is older citizens, with emphasis on access to health care facilities & supplies.
This summer, UM hosted a Disability Inclusion Panel: Making U-M Events More Welcoming and Accessible . A link to watch the video of the session (100 minutes) is here:
Disability Inclusion Panel Video
A transcript of the panel can be found here:
Disability Inclusion Panel Transcript
A resource mentioned during the panel is post-event transcription. The contact is Melinda at MiVideo (makraft@umich.edu). The charge for this is $1.67 per media minute-- for example, 100 minutes of video would cost $167 for error-free captioning. It takes MiVideo about 48 hours to complete the captioning.
Friday, April 12th, is The Day of Silence (for background see this link), an annual day of action intended to spread awareness of the bullying, harassment, discrimination, implicit bias and hate crimes against LGBTQ students in schools and colleges across the U.S. While the recent Campus Climate Survey of Michigan students indicates that 10% identify as LGBTQ, their voices often still go unheard. To help raise awareness, we are recognizing the Day of Silence as led by several U of M campus groups (oSTEM, GRIN, GSBES, GradSWE, GEO, and MEGC) . On Friday, you can wear red or rainbow colored shirts to support the Day of Silence.
We are also working on obtaining stickers to signify support of the LGBTQ community for those who would like to place them on their doors. This document provides guidance on how you can be an ally for the LGBTQ community and what it should mean if you put a safe space sticker on your door. It is targeted for students, but can apply more generally.
(11/8/22 edit. These specific courses may not be available anymore, but other DEI trainings are available.)
UM has developed a series of training modules you can do online.
These include DEI Basics 1&2, Inclusion Insights Videos, and a monthly Heritage Month video series.
The DEI committee will be hosting a monthly Dine and DEI event where we supply the popcorn, you bring your lunch, and we will watch and discuss some of the videos.
The UMTRI DEI committee met to discuss ideas for DEI activities at UMTRI.
We discussed new training opportunities highlighted in a separate note above. We will be trying to host some times to watch and discuss the training videos together.
Information about CoE DEI efforts can be found here: https://www.engin.umich.edu/about/diversity/
At the College of Engineering, there are several DEI committees. The Dean's Advisory Council is primarily made up of non-UM advisors. There is a Student Advisory board made up of graduate and undergraduate students in the college. The DEI Implemenation Committee consists of administrators from the college. Each department has a DEI lead; they meet monthly. Some departments have their own DEI committees, but not all of them. There is also a staff DEI committee.
Several people watched the MLK keynote lecture together today. Information about the speakers can be found here; here is a link to the lecture.
One of the speakers spoke about immigration issues. This article provides some insight on the history of immigration in the US.
You can find other events around the University celebrating MLK day here.
The College of Engineering DEI Implementation Committee has a website with resources and updates here: CoE DEI. There is an option on that page to subscribe to DEI updates by email.
On October 1, UM hosted three sessions to share findings of a National Academy of Sciences report on sexual harassment in academia. Three UM faculty were on the committee of 21 people who authored the report. On our UMTRI DEI website under UM resources, there is a new section linking materials from the study and session, including a video, highlights page, the full report, and infographic. We will share highlights from the study at our next all-hands meeting.
Also, when you go to the UM website, there is now a yellow link on top to report sexual misconduct, which includes discrimination, harassment, and assault.
As a reminder, we have designated the single restroom off the lobby as gender-neutral. We have ordered an updated sign and added it to the UM campus list.
All UMTRI staff are invited to participate in a bystander intervention training class at UMTRI on February 1, 2018, from 11:30 to 1:00. Lunch will be provided.
Information about the class can be found here.
The trainers have mentioned that if you have experienced a particular situation where guidance would have been helpful, they welcome suggestions. You can share with any of the DEI committee members your suggestion.
(11/8/2022, video no longer available.)
In the launch of activities to improve DEI at UM, they hosted speaker Steve Robbins to talk about inclusion. You can still view his speech here, using password of dei.