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Excited that our workshop @theAGU is on! #AGU20 Cultivating Leadership for Change and Justice in the Geosciences: Diversifying faculty @vernon_morris @HendrattaAli @lisatoafault @cavesandclimate @palaeobak @cilantroperfume
He pointed out - A reminder of why we are here. It is because of George Floyd and his murder. And the ones before (and after). Discussed his experiences as a kid. And the mass shooting in El Paso this year. If you are not finding a diverse enough pool, then you are not looking.
Are you going to those meetings, are you actively looking? Folks like the amazing postdoc @EarthMAD
Melisa Diaz and is on the job market.
Melisa Diaz and is on the job market.
There are a lot of people out there. There have always been out there. Recruit at @sacnas (and @AISES @NABGSocial and @ntaonline1925 and @GeoLatinas).
Read this: (thanks @waterbarnes) https://www.nytimes.com/2019/12/04/opinion/purdue-mitch-daniels-creatures.html
Consider your process: If you are not considering the whole human, is it a fair process?
He joined UTEP because he was actively recruited. The president was active about ensuring there was excellence and access, because the Geology dept looked like Iowa, despite serving 80% Hispanic/Latinx population.
Now, they have what may be the most diverse geology department in the country. They would call people up and ask them to apply to jobs! They are proactive about recruitment.
Their leadership (upper management in the university is committed)! #NotJustLipService #NotPerformative
The incredible Joshua Villalobos from El Paso Community College described how the investments from UTEP have made a difference to them, as he is an alum. This 2YC has strong partnerships with UTEP.
He also reminded us that although diversity in geoscience PhDs and faculty is bleak, some strides have been made through undergrad and terminal grad degrees, and these are people who are making a difference.
@vernon_morris described - Ask departments searching for racialized (not minority) students to perform a Google search of their area + racism and see what pops up. This is what students and faculty see when thinking about whether to apply or move to place x.
Megan Elwood Madden at the Univ. Oklahoma described work with @NSF: How do we get more white people to contribute to JEDI work, and value it, so BIPOC people can put their time + energy into their scholarship, instead of having to create safe environments for themselves + others?
Departments need to see there is a mismatch between motivation for JEDI work and institutional evaluation/rewards that contributes to burnout.
Departments need to provide data on faculty race/ethnicity (+ other aspects of identity), so it can be tracked.
Jen Pierce at Boise State described work they are doing with social scientists who have tools and training. They are implementing a change in January to workload policy.
This will let them evaluate faculty contributions to DEI by intentionally change workload policy in the geosciences dept to take this into account. This rewards inclusivity and promotes leaders in geoscience dept.
They will work with colleague at Idaho State Univ to see how well it transfers to another institution. Project is supported by @NSF
Jen is looking for a new MS student to work on the new GOLD-EN project with her team! Please contact at [email protected]
Jen is looking for a new MS student to work on the new GOLD-EN project with her team! Please contact at [email protected]
