Uncomfortable Conversations with Faculty and Students in Zoom: Experiences with diversity and inclusion spurred by police brutality and racial injustice in the U.S.
Title: Uncomfortable Conversations with Faculty and Students in Zoom: Experiences with diversity and inclusion spurred by police brutality and racial injustice in the U.S.
The culture within engineering colleges and departments has been historically quiet when considering social justice issues. Often the faculty in those departments are less concerned with social issues and are primarily focused on their disciplines and the concrete ways that they can make impacts academically and professionally in their respective arena’s. However, with the social climate of the United States shifting ever more towards a politically charged climate, and current events, particularly the protests against police brutality in recent years, faculty and students are constantly inundated with news of injustices happening in our society. The murder of George Floyd on May 25th 2020 sent shockwaves across the United States and the world. The video captured of his death shared across the globe brought everyone’s attention to the glaringly ugly problem of police brutality, paired with the COVID-19 pandemic, and US election year, the conditions were just right for a social activist movement to grow to a size that no one could ignore. Emmanuel Acho spoke out, motivated by injustices seen in the George Floyd murder, initially with podcasts and then by writing his book “Uncomfortable Converstations with a Black Man” [1]. In his book he touched on various social justice issues such as: racial terminology (i.e., Black or African American), implicit biases, white privilege, cultural appropriation, stereotypes (e.g., the “angry black man”), racial slurs (particularly the n-word), systemic racism, the myth of reverse racism, the criminal justice system, the struggles faced by black families, interracial families, allyship, and anti-racism.
Students and faculty at Anonymous University felt compelled to set aside the time to meet and discuss this book in depth through the video conferencing client Zoom. In these meetings diverse facilitators were tasked with bringing the topics discussed by Acho in his book into conversation and pushing attendees of these meetings to consider those topics critically and personally. In an effort to avoid tasking attendees with reading homework to be able to participate in these discussions, the discussed chapter of the audiobook version of Acho’s book was played at the beginning of each meeting. Each audiobook chapter lasted between fifteen and twenty minutes, after which forty to forty-five minutes were left in the hour-long meetings to discuss the content of the chapter in question. Efforts by students and faculty were made to examine how some of the teachings of the book could be implemented into their lives and at Anonymous University. For broader topics, they would relate the content back to their personal lives (e.g., raising their children to be anti-racist and their experiences with racism in American and international cultures). Each meeting was recorded for posterity in the event that those conversations would be used in a paper such as this.
Each meeting had at least one facilitator whose main role was to provide discussion prompts based on the chapter and ensure that the meeting environment was safe and inclusive. Naturally, some chapters address topics that are highly personal to some participants, so it was vital that all participants felt comfortable and supported to share their thoughts and experiences. The facilitator would intervene if the conversation veered in an aggressive direction. For example, if a participant starts an argument with another participant in a non-constructive manner, e.g., arguing over the definition of ethnicity, then the facilitator will interrupt, clear the air to bring the group back to a common ground, and then continue the discussion. Otherwise, participants were allowed to steer the direction of the conversation as new avenues of discussion popped up.
These meetings were recorded with the goal of returning to these conversations and analyzing the conversations between attendees. Grounded theory will be used to first assess the most prominent themes of discussion between attendees for each meeting [2]. Attendees will be contacted to expressly ask their permission to have their words and thoughts used in this work, and upon agreement that data will begin to be processed. Select attendees will be asked to participate in focus group discussions, which will also be recorded via Zoom. These discussions will focus around the themes pulled from general discussion and will aim to dive deeper into the impact that this experience has had on them as either students or faculty members. A set of questions will be developed as prompts, but conversation is expected to evolve organically as these focus groups interact. These sessions will be scheduled for an hour, and a set of four focus groups with four participants are expected to participate for a total of sixteen total focus group participants. We hope to uncover how this experience changed the lives of the participants and present a model of how conversations such as this can promote diversity, equity, inclusion, and access activities amongst faculty and students outside of formal programs and strategic plans that are implemented at university, college, or departmental levels. more »« less
Martin, Makenna M.; Goldberg, Fred; McKean, Michael; Price, Edward; Turpen, Chandra(
, International Journal of STEM Education)
AbstractBackground
Faculty Learning Communities (FLCs) and Faculty Online Learning Communities (FOLCs) are ways to support STEM faculty implementing research-based curricula. In these communities, faculty facilitators take on the role of sharing expertise and promoting discussion. However, as members gain more experience, their needs change from addressing logistical to pedagogical issues. Hence, facilitators need to change their practices in response. However, there is little research on the mechanisms of faculty facilitator change. In this article, we provide a case study of a specific STEM FOLC facilitator and demonstrate the usefulness of a teacher change model to investigate facilitator change.
Results
Guided by our adaptation of the InterconnectedModelofProfessionalGrowth(IMPG), we conducted interviews with FOLC facilitators, and selected a case facilitator who reported changes in facilitation goals and strategies over time. The model helped us identify specific areas of change and potential mechanisms for these changes. Using themes of change identified in the case facilitator interview, we developed coding schemes to analyze his FOLC meetings over a 2-year period. We found empirical evidence from multiple data sources, including FOLC meetings and facilitator reflections, that supported the change themes, including: changing his role as an “expert” by sharing his own expertise less and drawing on others’ expertise more frequently, changing his response to members’ comments by jumping in to answer less frequently and withholding his own responses more often to encourage member sharing, and a change in group discussions towards less logistical and more pedagogical conversations.
Conclusions
Our findings suggest that the IMPG can be fruitfully adapted to study facilitator change. A diagrammatic representation of the IMPG provides a description the types of change the case facilitator experienced and the factors that supported those changes. We discuss how the methodology used to analyze facilitator actions in FOLC group meetings may be useful to study other types of professional growth. Finally, because our analytical model allowed us to identify mechanisms of facilitator change, we describe the implications and provide suggestions to support facilitators in other faculty community groups.
Zongrone, C.; McCall, C.; Paretti, M. C.; Shew, A.; Simmons, D. R.; McNair, L. D.(
, Collaborative Network for Engineerign and Computing Diversity)
null
(Ed.)
In recent years, studies in engineering education have begun to intentionally integrate disability into discussions of diversity, inclusion, and equity. To broaden and advocate for the participation of this group in engineering, researchers have identified a variety of factors that have kept people with disabilities at the margins of the field. Such factors include the underrepresentation of disabled individuals within research and industry; systemic and personal barriers, and sociocultural expectations within and beyond engineering education-related contexts. These findings provide a foundational understanding of the external and environmental influences that can shape how students with disabilities experience higher education, develop a sense of belonging, and ultimately form professional identities as engineers.
Prior work examining the intersections of disability identity and professional identity is limited, with little to no studies examining the ways in which students conceptualize, define, and interpret disability as a category of identity during their undergraduate engineering experience. This lack of research poses problems for recruitment, retention, and inclusion, particularly as existing studies have shown that the ways in which students perceive and define themselves in relation to their college major is crucial for the development of a professional engineering identity. Further, due to variation in defining ‘disability’ across national agencies (e.g., the National Institutes of Health, and the Department of Justice) and disability communities (with different models of disability), the term “disability” is broad and often misunderstood, frequently referring to a group of individuals with a wide range of conditions and experiences. Therefore, the purpose of this study is to gain deeper insights into the ways students define disability and disability identity within their own contexts as they develop professional identities. Specifically, we ask the following research question: How do students describe and conceptualize non-apparent disabilities? To answer this research question, we draw from emergent findings from an on-going grounded theory exploration of professional identity formation of undergraduate civil engineering students with disabilities. In this paper, we focus our discussion on the grounded theory analyses of 4 semi-structured interviews with participants who have disclosed a non-apparent disability. Study participants consist of students currently enrolled in undergraduate civil engineering programs, students who were initially enrolled in undergraduate civil engineering programs and transferred to another major, and students who have recently graduated from a civil engineering program within the past year.
Sensitizing concepts emerged as findings from the initial grounded theory analysis to guide and initiate our inquiry: 1) the medical model of disability, 2) the social model of disability, and 3) personal experience. First, medical models of disability position physical, cognitive, and developmental difference as a “sickness” or “condition” that must be “treated”. From this perspective, disability is perceived as an impairment that must be accommodated so that individuals can obtain a dominantly-accepted sense of normality. An example of medical models within the education context include accommodations procedures in which students must obtain an official diagnosis in order to access tools necessary for academic success. Second, social models of disability position disability as a dynamic and fluid identity that consists of a variety of physical, cognitive, or developmental differences. Dissenting from assumptions of normality and the focus on individual bodily conditions (hallmarks of the medical model), the social model focuses on the political and social structures that inherently create or construct disability. An example of a social model within the education context includes the universal design of materials and tools that are accessible to all students within a given course. In these instances, students are not required to request accommodations and may, consequently, bypass medical diagnoses. Lastly, participants referred to their own life experiences as a way to define, describe, and consider disability. Fernando considers his stutter to be a disability because he is often interrupted, spoken over, or silenced when engaging with others. In turn, he is perceived as unintelligent and unfit to be a civil engineer by his peers. In contrast, David, who identifies as autistic, does not consider himself to be disabled. These experiences highlight the complex intersections of medical and social models of disability and their contextual influences as participants navigate their lives. While these sensitizing concepts are not meant to scope the research, they provide a useful lens for initiating research and provides markers on which a deeper, emergent analysis is expanded.
Findings from this work will be used to further explore the professional identity formation of undergraduate civil engineering students with disabilities. These findings will provide engineering education researchers and practitioners with insights regarding the ways individuals with disabilities interpret their in- and out-of-classroom experiences and navigate their disability identities. For higher education, broadly, this work aims to reinforce the complex and diverse nature of disability experience and identity, particularly as it relates to accommodations and accessibility within the classroom, and expand the inclusiveness of our programs and institutions.
Martin, R. C.; Lang, C. K.; Liu, S.-N. C.; Sandoval, C. L.; Bergman, M. E.; & Froyd, J. E.(
, 2019 ASEE Annual Conference & Expositio)
The Improving Student Experiences to Increase Student Engagement (ISE-2) grant was awarded to Texas A&M University by the National Science Foundation, through EEC-Engineering Diversity Activities (Grant No. 1648016) with the goal of increasing student engagement and retention in the College of Engineering. The major component of the intervention was a faculty development program aimed to increase active learning, improve classroom climates, and decrease implicit bias and deficit thinking. Faculty teaching first- and second-year Engineering courses participated in the ISE-2 faculty development program, with the first cohort (n = 10) in Summer 2017 and the second cohort (n = 5) in Summer 2018. This paper describes the content of each of these components of the faculty development program and provides access to a Google drive (still in development at the time of the abstract) with resources for others to use.
The faculty development program consisted of three workshops, a series of coffee hour conversations, and two deliverables from the participants (a teaching plan at the conclusion of the summer training and a final reflection a year following the training). Anchoring the program was a framework for teaching in a diverse classroom (Adams & Love, 2009). Workshop 1 (early May) consisted of an overview of the ISE-2 program. During the first workshop, faculty were introduced to social cognitive biases and the behaviors that result from these biases. During this workshop, the ISE-2 team shared findings from a climate study related to the classroom experiences of students at the College of Engineering. Workshop 2 (mid-May) focused on how undergraduate students learn, provided evidence for the effectiveness of active learning strategies, and exposed faculty participants to active learning strategies. Workshop 3 (early August) integrated the material from the first two workshops as faculty participants prepared to apply the material to their own teaching. Prior to each workshop, the faculty participants were provided with pre-workshop readings to familiarize them with some of the content matter. Coffee hour conversations—informal discussions between the participating faculty and the ISE-2 team centered around a teaching topic selected by participants—were conducted on a near-weekly basis between the second and third workshops. Handouts and worksheets were provided at each coffee hour and served to guide the coffee hour discussions. After the last workshop but before the Fall semester, faculty participants created a teaching plan to incorporate what they learned in the ISE-2 program into their own teaching. At the end of the academic year, the faculty participants are tasked with completing a final reflection on how ISE-2 has affected their teaching in the previous academic year.
In this paper, we will report the content of each of the three workshops and explain how these workshops are related to the overarching goals of the ISE-2 program. Then, we will discuss how each of the coffee hour conversation topics complement the material covered in the workshops. Lastly, we will explore the role of the teaching plans and final reflections in changing instructional practices for faculty.
Malloy, Erin; Foland, Joanna H.(
, The chronicle of mentoring coaching)
Though mentoring is associated with faculty productivity, career success, and satisfaction, barriers to effective mentoring such as time and resources persist. At UNC-Chapel Hill, mentoring climate surveys revealed uneven access to mentoring, with majority of faculty securing mentors on their own. Targeting Equity in Access to Mentoring (TEAM) ADVANCE (NSF Award#1760187) launched a facilitated peer mentoring circles program in fall 2019 to provide support for early career faculty in itsmultilevel intervention. TEAM ADVANCE Peer Mentoring Circles provide a semi-structured, facilitated peer mentoring model. Open to all early career faculty, each circle supports up to 6 mentees, facilitated by 2 senior faculty. A goals/values survey enabled formation of
groups that include tenure-track and fixed-term faculty from a variety of disciplines. Circles meet monthly. Facilitators debrief between circles meetings. A concurrent professional development workshop series provides resources and topics for circle discussions. Circles also address individual and shared goals.
A total of 168 faculty participated in the program over 3 academic years. Qualitative analysis of focus group data and open-ended responses on mentoring climate surveys from program participants revealed themes of safe spaces for conversations, access to senior faculty, access to career development resources, and networking with peers/similar social identities. Mentoring Climate Survey data from all faculty respondents indicated an increase in satisfaction with peer mentoring from fall 2019 to spring 2020, statistically significant for women (p < 0.05). The TEAM ADVANCE Peer Mentoring Circles program shows promise and scalability in supporting early career faculty across a wide range of social identities. Senior mentor-facilitators were appreciated. The semi-structured approach with access to workshops/content on professional development topics (e.g., negotiation, promotion/tenure, annual reviews) provides a base for Circles conversations to unfold to directly support peer mentees. The has been delivered in-person and virtually. Administrative support is the primary cost.
Zhang, Yongle; Asamoah Owusu, Dennis; Carpuat, Marine; Gao, Ge(
, Proceedings of the ACM on Human-Computer Interaction)
Global teams frequently consist of language-based subgroups who put together complementary information to achieve common goals. Previous research outlines a two-step work communication flow in these teams. There are team meetings using a required common language (i.e., English); in preparation for those meetings, people have subgroup conversations in their native languages. Work communication at team meetings is often less effective than in subgroup conversations. In the current study, we investigate the idea of leveraging machine translation (MT) to facilitate global team meetings. We hypothesize that exchanging subgroup conversation logs before a team meeting offers contextual information that benefits teamwork at the meeting. MT can translate these logs, which enables comprehension at a low cost. To test our hypothesis, we conducted a between-subjects experiment where twenty quartets of participants performed a personnel selection task. Each quartet included two English native speakers (NS) and two non-native speakers (NNS) whose native language was Mandarin. All participants began the task with subgroup conversations in their native languages, then proceeded to team meetings in English. We manipulated the exchange of subgroup conversation logs prior to team meetings: with MT-mediated exchanges versus without. Analysis of participants' subjective experience, task performance, and depth of discussions as reflected through their conversational moves jointly indicates that team meeting quality improved when there were MT-mediated exchanges of subgroup conversation logs as opposed to no exchanges. We conclude with reflections on when and how MT could be applied to enhance global teamwork across a language barrier.
White, Lance, Hammond, Tracy, Ray, Samantha, Jaison, Donna, and Stanley, Christine. Uncomfortable Conversations with Faculty and Students in Zoom: Experiences with diversity and inclusion spurred by police brutality and racial injustice in the U.S.. Retrieved from https://par.nsf.gov/biblio/10493417. 2022 CoNECD (Collaborative Network for Engineering & Computing Diversity) . Web. doi:10.18260/1-2--39149.
White, Lance, Hammond, Tracy, Ray, Samantha, Jaison, Donna, & Stanley, Christine. Uncomfortable Conversations with Faculty and Students in Zoom: Experiences with diversity and inclusion spurred by police brutality and racial injustice in the U.S.. 2022 CoNECD (Collaborative Network for Engineering & Computing Diversity), (). Retrieved from https://par.nsf.gov/biblio/10493417. https://doi.org/10.18260/1-2--39149
White, Lance, Hammond, Tracy, Ray, Samantha, Jaison, Donna, and Stanley, Christine.
"Uncomfortable Conversations with Faculty and Students in Zoom: Experiences with diversity and inclusion spurred by police brutality and racial injustice in the U.S.". 2022 CoNECD (Collaborative Network for Engineering & Computing Diversity) (). Country unknown/Code not available: ASEE Conferences. https://doi.org/10.18260/1-2--39149.https://par.nsf.gov/biblio/10493417.
@article{osti_10493417,
place = {Country unknown/Code not available},
title = {Uncomfortable Conversations with Faculty and Students in Zoom: Experiences with diversity and inclusion spurred by police brutality and racial injustice in the U.S.},
url = {https://par.nsf.gov/biblio/10493417},
DOI = {10.18260/1-2--39149},
abstractNote = {The culture within engineering colleges and departments has been historically quiet when considering social justice issues. Often the faculty in those departments are less concerned with social issues and are primarily focused on their disciplines and the concrete ways that they can make impacts academically and professionally in their respective arena’s. However, with the social climate of the United States shifting ever more towards a politically charged climate, and current events, particularly the protests against police brutality in recent years, faculty and students are constantly inundated with news of injustices happening in our society. The murder of George Floyd on May 25th 2020 sent shockwaves across the United States and the world. The video captured of his death shared across the globe brought everyone’s attention to the glaringly ugly problem of police brutality, paired with the COVID-19 pandemic, and US election year, the conditions were just right for a social activist movement to grow to a size that no one could ignore. Emmanuel Acho spoke out, motivated by injustices seen in the George Floyd murder, initially with podcasts and then by writing his book “Uncomfortable Converstations with a Black Man” [1]. In his book he touched on various social justice issues such as: racial terminology (i.e., Black or African American), implicit biases, white privilege, cultural appropriation, stereotypes (e.g., the “angry black man”), racial slurs (particularly the n-word), systemic racism, the myth of reverse racism, the criminal justice system, the struggles faced by black families, interracial families, allyship, and anti-racism. Students and faculty at Anonymous University felt compelled to set aside the time to meet and discuss this book in depth through the video conferencing client Zoom. In these meetings diverse facilitators were tasked with bringing the topics discussed by Acho in his book into conversation and pushing attendees of these meetings to consider those topics critically and personally. In an effort to avoid tasking attendees with reading homework to be able to participate in these discussions, the discussed chapter of the audiobook version of Acho’s book was played at the beginning of each meeting. Each audiobook chapter lasted between fifteen and twenty minutes, after which forty to forty-five minutes were left in the hour-long meetings to discuss the content of the chapter in question. Efforts by students and faculty were made to examine how some of the teachings of the book could be implemented into their lives and at Anonymous University. For broader topics, they would relate the content back to their personal lives (e.g., raising their children to be anti-racist and their experiences with racism in American and international cultures). Each meeting was recorded for posterity in the event that those conversations would be used in a paper such as this. Each meeting had at least one facilitator whose main role was to provide discussion prompts based on the chapter and ensure that the meeting environment was safe and inclusive. Naturally, some chapters address topics that are highly personal to some participants, so it was vital that all participants felt comfortable and supported to share their thoughts and experiences. The facilitator would intervene if the conversation veered in an aggressive direction. For example, if a participant starts an argument with another participant in a non-constructive manner, e.g., arguing over the definition of ethnicity, then the facilitator will interrupt, clear the air to bring the group back to a common ground, and then continue the discussion. Otherwise, participants were allowed to steer the direction of the conversation as new avenues of discussion popped up. These meetings were recorded with the goal of returning to these conversations and analyzing the conversations between attendees. Grounded theory will be used to first assess the most prominent themes of discussion between attendees for each meeting [2]. Attendees will be contacted to expressly ask their permission to have their words and thoughts used in this work, and upon agreement that data will begin to be processed. Select attendees will be asked to participate in focus group discussions, which will also be recorded via Zoom. These discussions will focus around the themes pulled from general discussion and will aim to dive deeper into the impact that this experience has had on them as either students or faculty members. A set of questions will be developed as prompts, but conversation is expected to evolve organically as these focus groups interact. These sessions will be scheduled for an hour, and a set of four focus groups with four participants are expected to participate for a total of sixteen total focus group participants. We hope to uncover how this experience changed the lives of the participants and present a model of how conversations such as this can promote diversity, equity, inclusion, and access activities amongst faculty and students outside of formal programs and strategic plans that are implemented at university, college, or departmental levels.},
journal = {2022 CoNECD (Collaborative Network for Engineering & Computing Diversity)},
publisher = {ASEE Conferences},
author = {White, Lance and Hammond, Tracy and Ray, Samantha and Jaison, Donna and Stanley, Christine},
}
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