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MWGP - Final Agenda with Session Descriptions for Participants

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MWGP - Final Agenda with Session Descriptions for Participants

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MWGP - 2021 Final Agenda with Session Descriptions for Participants

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We can solve this by compiling, presenting, and demonstrating resources for other faculty and within our own classrooms

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Visit assigned posters and give feedback on positive aspects of the plan (pluses), the advantages or hidden opportunities (potentials), the concerns raised by the idea, and strategies for addressing the concerns (overcomes). Other questions, comments and suggestions welcome.

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In which ways might we inspire science faculty to take on the challenge?

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Wouldn't it be nice if regardless of racial or socioeconomic differences all students thrived in our classroom.

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Each team member should add a post (+) that includes your name & photo; then add one link to your university

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Needed to implement the solution

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https://drive.google.com/file/d/1U_W4A0irltgXGBNBHbr5wd3oaPwY53R8/view

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Some faculty may reject the idea.
We are dependent on data acquisition.
There will be positive immediate and long term results (in faculty, in conversations in the hallways, and throughout our institution).

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We used the jamboard to explore ideas and solutions that are immediate, addressable, and capture the team's imagination

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If your team developed other Vision statement ideas that you may want to address at a later time, include them here

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1B) Your vision statement: “Wouldn’t it be nice if…”.

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1B) Your vision statement: “Wouldn’t it be nice if…”.

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[Instructions - Visioning]
Brainstorm answers to the question, “Wouldn’t it be nice if…”.  Choose ONE idea and write it as a clear vision statement, completing the statement, Wouldn’t it be nice if…”.

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Upload your timeline from Departmental Transformation Worksheet (at right)

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Timeline: Download, work on this document, then upload your version in column 3A

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Timeline: Download, work on this document, then upload your version in column 3A

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[Instructions - Formulating the Challenge]
Goal: Using CPS strategies, formulate a challenge question in form of “In which ways might we…?” and exploring ideas and solutions in the form of "How can we solve this?"

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Time, money, facilities, training, or administration support; URLs, citations and people/programs to contact.

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https://bio.libretexts.org/Sandboxes/paula_at_elmhurst.edu/PULSE%3A_Midwest_and_Great_Plains_Region_Workshop_2021

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Welcome to the 2021 Midwest and Great Plains Summer Conference!

Making Department Change Happen: Fostering an academic culture to value diversity, equity, and inclusion. This virtual conference will include time and resources to help you start developing action plans focused on diversity, equity and inclusion related change for your department.

Our objectives for the conference include:

1. Developing strategies for departmental discussions on change.

2. Developing strategies of facilitative [or participatory] leadership that tap the diversity of insights, skills, and backgrounds within a team and that advance toward equitable collaborations.

To achieve these objectives we will work together and provide:

Resources to support departmental change related to diversity, equity and inclusion.

Skill development for facilitating the development of departmental action plans to enhance programs within their department with respect to diversity, equity and inclusion.

Group Norms for Conference participants:

1. Be present and be your best self.

2. Everyone has something to learn. No one is good at everything.

3. Everyone has expertise to offer and relevant strengths to bring to the group.

4. You have a right to ask for help and a duty to assist others in the workshop.

5. Be willing to experience a bit of discomfort; learning requires reaching beyond one's comfort zone.

6. Listen to others with the possibility of learning from them.

7. Science is a team sport. We need each other.

8. There is no "one-size-fits-all" approach

(norms 1-7 are adapted from IDEAL Center, Science Museum of Minnesota)
is a community of practice built around the implementation of Vision and Change recommendations in a 13-state region including IA, IL, IN, KA, MI, MN, MO, ND, NE, OH, OK, SD and WI. We have The PULSE Midwest & Great Plains Network 14 PULSE Leadership Fellows coordinating this network and hosting the Summer Conference, as well as a planning committee that includes previous conference participants. This virtual conference will include time and resources to help participants start developing Vision and Change action plans focused on Diversity, Equity and Inclusion related change for their departments, using facilitative leadership and creative problem-solving strategies.

The PULSE Midwest and Great Plains Regional Network is supported by NSF award #17 30553 RCN-UBE: Midwest and Great Plains PULSE Network - Building Institutional Capacity for Inclusive Excellence in Undergraduate Biology Education
Pre-Workshop Preparation Workshop Schedule Diversity, Equity, and Inclusion Rubric Creative Problem Solving Materials
Virtual Group Workspaces (Padlet and JamBoard)

Poster Session (Padlet)
Workshop Assessment

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PULSE: Midwest and Great Plains Region Workshop 2021

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Making Department Change Happen: Fostering an academic culture to value diversity, equity, and inclusion. This virtual conference will include time and resources to help you start developing action plans focused on diversity, equity and inclusion related change for your department. Our objectives for the conference include: Developing strategies for departmental discussions on change.

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[Instructions - Refining the Solution and Exploring Acceptance]  Goal: Refine your solution through consideration of pluses, potentials, concerns, and overcomes. Identify supports and system effects (dependencies and side effects) that could lead to acceptance of this solution.

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Persons responsible for making sure the action step gets done.

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[Instructions Planning for Implementation]
Goal:  Use strategies of creative problem solving to plan for solution’s implementation (Action Steps, Timeline, Resources, People)

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20 minutes to visit assigned posters and give feedback on positive aspects of the plan (pluses), the advantages or hidden opportunities (potentials), the concerns raised by the idea, and strategies for addressing the concerns (overcomes). Other questions, comments and suggestions welcome.   Full Poster Gallery here.

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www.iowacentral.edu

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Science Instructor
Honors Program Coordinator
Introductory Biology, API&II, Microbiology, Nutrition
www.iowacentral.edu

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A goal of inspiring faculty is a good idea, and a challenging task! I wonder if asking faculty to "tell their stories" about their journey to college --> PhD might help develop empathy towards new students (as they felt comfortable). Just about everyone struggled in college at some point, and just about everyone had some person or experience that helped them thrive & succeed - KMarrs

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Great ideas. If some faculty may reject the idea, do they need to teach critical courses that would have the largest impact of your majors? Can you have groups of faculty work together on multiple section courses and share the same resources for assignments or syllabi that would start the movement toward a more inclusive course?

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Check out the Inclusive Teaching CBE-LSE Resources. Before jumping into Classroom Climate and Pedagogical Choices you may need for your department members to develop self-awareness and empathy. This should increase individual buy-in and motivation as well as long-lasting effects.

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Great start! You mentioned you are data-dependent. Would having group sessions to explore how to improve on data results by adding inclusive metrics be an option?

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Great start! You mentioned you are data-dependent. Would having group sessions to explore how to improve on data results by adding inclusive metrics be an option?

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Julie and Nicole, from start to finish, your jamboard is rich with ideas and problem-solving thoughts.  One jamboard sticky-note proposes asking what it means to thrive.  Maybe the questions applies to instructors, in addition to students, and maybe in thinking about what it means to thrive as an instructor, some reluctant colleagues will be won to your cause.  Thinking about the question of thriving might complement Katie's suggestion about empathy.  Missed having informal chats with you, Beth, and Anne such as we had at previous meetings. Taylor

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It is a great idea to informally share ideas and successes, and that can be even more powerful if there's a regular space/time for it. Can you ask for time during regular department meetings? Or a brown bag lunch conversation once a month? Keep the energy and the support system active! (M. Golay, Wartburg)