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Beautiful poster!

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A Yupiaq Worldview
Now to Teach Nature Journaling--Curiosity, Wonder Attention
An Ethic of Excellence

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You have created a nice network of peers, through this grouping of colleges. Please stay in touch with each other and rely on each other to bounce ideas around!
Caroline Breitenberger

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FANTASTIC!!! We would like to "heart" and keep this idea!!

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These are some really fantastic ideas! I agree that it could be a lot to try to implement all at once, but if you do it piece by piece it can be manageable. It also seems good to do it in pieces if you only have one or two instructors at an institution doing it at first - that way you can show your early success to the other faculty and get more and more buy in. - C. Manz

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You seem to have a delightfully long list of best practices, which is a great. As someone who gets overwhelmed at implementation sometimes, I worry about the quantity getting in the way of quality. (That said, I recognize this is a grouping of schools, so it may be that you're all planning on prioritizing specific ones.)

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I really like that you have this 3-pronged approach for achieving your overall vision. Have both classroom strategies as well as personal stories is compelling. It seems like a lot of things but could be implemented over time. Would love to hear more about what you describe as "hidden curriculum." Also, I see a blank google doc when I tried to open your timeline. If you have one, would love to see it. We have some similar solutions so if you want see what we discussed, take a look at Concordia, St. Paul's padlet or email me (Rachel Bergerson bergerson@csp.edu)

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(sorry, that near-peer comment was from Kelly Mikenas, Elmhurst University)

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I think the idea of using "near peer" mentorship could be very successful. Sometimes it is difficult for students to see beyond the current course, or even the next exam to picture themselves as a scientist or professional in the field. In my experience, it helps to have someone who has been through it all recently.

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A strong positive is that your plan is focused on high-impact areas that directly address aspects of the student experience that are likely to affect progress and retention.  One concern is the ability to get wide-spread adoption of the strategies you outline (what incentives will you provide to get instructor buy-in, and can you get aid from higher administration to help facilitate your ideas?).  I hope you can implement some of these ideas!
- David Kirkpatrick (University of Minnesota)

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Me wearing striped shirt for official photoshoot. Not supposed to do that! 

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Dalma-Martinovic-Weigelt, University of St. Thomas, St. Paul, MN

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Dalma-Martinovic-Weigelt, University of St. Thomas, St. Paul, MN

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https://www.stthomas.edu/

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Can you smell the photo?  Field trip to WWTP
www.stthomas.edu

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Anna Edlund, Bethany College, Bethany WV

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Conservation Biology - faculty
Oglala Lakota College, SD
https://www.olc.edu/

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Student personal information such as admission essays. Also, climate information not only for department but also institution.

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My family and me...we love exploring outdoors!

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https://cune.edu/today

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Biology Faculty at Normandale Community College https://www.normandale.edu/

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

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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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Support and System Effects
Suport:
Alumni and Faculty, even outside of the department.
Asking to sharing successes during a department meeting.
"Meet the Scientist" events
Grad School/Professional School/Career Nights w/Alumni
"Near Peer" partnerships--undergrad student mentorship

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We can solve this by...
Empowering students to recognize the skills and perspectives they bring into the class and to their major.

Acknowledge their successes and scaffold strategies to move beyond failures.

Share our personal stories with students to show that we all struggle and can overcome challenges...build relational teaching strategies.

Give frequent positive feedback and meaningful, formative feedback.

Facilitate and celebrate collective learning efforts: flipped classes, collaborative projects, group tests, etc.

Provide varied opportunities for students to explore their passions within biology--high impact learning opportunities.

Construct meaningful learning communities to support group work, field studies, trips, and other high impact learning opportunities.

Routinely share strategies that work within our department. Celebrate and share successes with colleagues.

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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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Vision: Retention of PEERs in Science by Facilitating Personal Science Identity Construction 

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Vision: Retention of PEERs in Science by Facilitating Personal Science Identity Construction 

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Regardless of background, all students thrive in our program and represent it well in their post-college endeavors.

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Institutional Research, Admissions office, Student Advising coordinator, asking for students to write "ThisIBelieve" type essays at start of the semester

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Upload your timeline from Departmental Transformation Worksheet (at right)

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Needed to implement the solution