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Inclusive Pedagogy in Action by Marco Adelfio and Francisco Gomes de Oliveira Neto (Both CHALMERS)

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Inclusive Pedagogy in Action by Marco Adelfio and Francisco Gomes de Oliveira Neto (Both CHALMERS)

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Watch the Recording here: https://www.youtube.com/watch?v=dCo7XP1HaAE

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ENHANCE Seminar - Role Models and Belonging

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ENHANCE Checklist for Inclusion Communication and Events 

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ENHANCE Checklist for Inclusion Communication and Events 

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https://enhanceuniversity.eu/resources/inclusive-communication-checklist

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Inclusive Communication Checklist: Promoting Diversity in ENHANCE Learning

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The ENHANCE Inclusive Communication Checklist guides the creation of promotional and educational materials, supporting engagement of underrepresented groups and fostering diversity across the Alliance.

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Free Online Course developed by PoliMi: Gender-based violence: how to become an active bystander https://ilc.enhanceuniversity.eu/opportunities/16

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Free Online Course developed by PoliMi: Gender-based violence: how to become an active bystander https://ilc.enhanceuniversity.eu/opportunities/16

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https://ilc.enhanceuniversity.eu/opportunities/16

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Introducing Lunchinars about diversity: Bite-Sized Learning for Everyone Lunchinars are bite-sized learning sessions open to everyone—whether you are a student, staff member, or lifelong learner. Each session lasts from 12 to 1 PM CET, and free to join online. Offered by the ENHANCE Diversity Office, lunchinars bring the expertise of our Alliance to our community, fostering critical thinking and stimulating public debate. This training is designed really for everyone! — especially those who might think this topic doesn’t apply to them. A fresh perspective can often reveal more than we expect. Topics That Matter: Key Issues We’ll Cover We will deal with pressing issues in academia. If you miss specific topics, you can contact us. Our Lunchinars are designed to be informative, innovative, and eye-opening for our community.Formats Designed for Engagement Each session includes 30–45 minutes of expert input in different formats such as webinar presentations, interviews, or panel discussions with one or several experts, followed by a discussion with the audience.Practical Takeaways for Participants Participants also receive practical, useful takeaways such as worksheets, resources, or checklists.Watch Anytime Recordings of all Lunchinars are available on our YouTube channel for on-demand viewing: www.youtube.com/@EnhanceAlliance Join Us & Stay Updated Register for your lunchinar offers below. You can explore the diversity of the topics. We will add more topics. We strongly encourage staff and students with little or no experience in international mobility programmes to register for this offer. Everyone deserves the opportunity to broaden their horizons through international education. Contact:Melih Özkardeş - Head of ENHANCE Diversity Office melih.oezkardes@enhanceuniversity.eu https://enhanceuniversity.eu/diversityBy submitting your registration, you accept the privacy policy of ENHANCE Alliance: https://enhanceuniversity.eu/privacy-policy/

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Watch the recordings on our YouTube channel 

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Watch the recordings on our YouTube channel 

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The ENHANCE European Universities of Technology Alliance, comprising ten leading European universities of technology, collaborates to transform the European Education Area into a dynamic hub for excellent education and collaboration. By offering innovative educational programs and initiatives, we aim to empower individuals and institutions to address global challenges such as climate action, artificial intelligence, diversity, and sustainable entrepreneurship, fostering a resilient and positive future for Europe.

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Lunchinar Master Slides on Gender-Based-Violence in Academia

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Gender-Based-Violence - Slides of the presenters

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Gender-Based-Violence - Slides of the presenters

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For the distraction strategy, what do you think of pretending to know the victim? I have often seen it recommended

Yes it is totally fine and a very good option

How do we help the victim after we have intervened or maybe reported the harassment?

There are a lot of things you can do. You can stay close to the victim showing support and empathy and telling the victim that you believe her and you are an ally you can rely on. A professional support, if wanted can help

How should you respond/act if the top-level employer wants to sweep an uncomfortable issue under the rug?

It is advisable to contact the protection bodies within the institution and follow the procedures indicated. If these do not lead to any result, one can always resort — depending on the specifics of the case — to external support, whether legal and/or psychological

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12 dicembre Gender Based Violence in Academia

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Master Presentation of the Host

Scroll down further to see the slides of the two presenters.

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Slides of Łukasz Sienkiewicz (Gdańsk Tech)

Explore also this article: https://www.emerald.com/er/article-abstract/47/5/660/1265101/The-conceptual-framework-of-the-neurodiversity?redirectedFrom=fulltext

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Slides of María Alfonso Molina (UPV)

Join this survey: Questionnaire for Universities on Support for ASD Students

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Neurodiversity Approach, Autism Spectrum Disorder (ASD) in Higher Education

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How can technical universities improve DEI work? Insights from Europe & the US.

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How can technical universities improve DEI work? Insights from Europe & the US.

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See this LinkedIn Post for more resources and connect with the speaker: https://www.linkedin.com/posts/kai-lo-andersson_genderequality-inclusion-highereducation-activity-7389634470921990144-7UiS?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAsgZ3kBNcyq2iiy5DpT_w4ts0nlyTlOU4o

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Policy Suggestions by Kai Lo Andersson, PhD (Chalmers): How do engineers do gender equality work? Policy suggestions and ways forward

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Policy Suggestions by Kai Lo Andersson, PhD (Chalmers): How do engineers do gender equality work? Policy suggestions and ways forward

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Policy suggestions Enhance Lunchinar Kai Lo Andersson

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Slides of the session

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This game was suggested at the Lunchinar on IT Accessibility. Try out!

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A fun way to learn about web accessibility challenges and solutions.

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How to counter arguments against diversity? 

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How to counter arguments against diversity? 

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Presentation of the session

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Lunchinar Master Slides on Anti-Diversity

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Presentation of the ENHANCE Anti-Bias Lunch Break

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Presentation of the ENHANCE Anti-Bias Lunch Break

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Register here for this learning offer: https://forms.office.com/pages/responsepage.aspx?id=3JZCB3d2ZU6mj9EmflyCp_3YJCj23e9Gi4lwhqggU1hUQVZSRUxYODlQOTdXMDZDVFE3UzEyQVZCVi4u

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Presentation of the ENHANCE Online Training on Inclusive Communication  

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Presentation of the ENHANCE Online Training on Inclusive Communication  

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Register here for this online training: https://forms.office.com/pages/responsepage.aspx?id=3JZCB3d2ZU6mj9EmflyCp_3YJCj23e9Gi4lwhqggU1hUN1BTNTEyRFAzSUtFWUVLUE1LTU1ZVk4yTS4u

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ENHANCE Guideline for Bias-aware Selection Processes

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ENHANCE Guideline for Bias-aware Selection Processes

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https://enhanceuniversity.eu/wp-content/uploads/2023/03/Guideline-4.pdf

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Intersectionality Explained | Our Work | UN Women Australia

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Excerpt from UN Women’s Intersectionality Resource Guide and Toolkit What is intersectionality? Originally coined by Kimberlé Crenshaw in 1989, intersectionality has gained popularity and is often discussed as a theory, methodology, paradigm, lens or framework. Many different definitions have been proposed, largely by academics and policymakers, and rarely by those most negatively impacted by it. […]

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https://ydrf.org.uk/2021/09/19/privilege-wheel/

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Inspiring The Future - Redraw The Balance

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Inspiring The Future - Redraw The Balance

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https://www.youtube.com/watch?v=qv8VZVP5csA&t=1s

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Inspiring The Future - Redraw The Balance

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https://royalsociety.org/news-resources/publications/2015/unconscious-bias/

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This animation and briefing on unconscious bias adapted by Professor Uta Frith DBE FBA FMedSci FRS introduce the key concepts and current academic research around unconscious bias with the aim of alerting Royal Society selection and appointment panel members to potential biases that can arise when making judgments or decisions. They form part of the Society's efforts to ensure that all those who serve on selection panels are aware of differences in how candidates may present themselves, how to recognise bias in oneself and others, how to recognise inappropriate advocacy or unreasoned judgement. All panellists receive an electronic copy of the briefing in advance of any meeting, it is also read at the beginning of each meeting as a reminder.

The Society is concerned with excellent science wherever and by whomever it is done and is committed to increasing diversity in STEM by seeking out participation from underrepresented groups, in order to build and develop a world in which studying and working in science are open to all. Addressing unconscious bias is one tool that the Royal Society is using to ensure that our funding, awards and appointments are drawn from the widest range of talent.

Further reading
Making better decisions in groups Diversity in science Implicit and unconscious, the bias in us all

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Understanding Unconscious Bias | Royal Society

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Watch our educational video animation adapted by Professor Uta Frith, discussing unconscious bias, introducing key concepts & current academic thinking on the subject. Discover it now.

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The Danish experiment about stereotypes: "All That We Share"

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The Danish experiment about stereotypes: "All That We Share"

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https://www.youtube.com/watch?v=jD8tjhVO1Tc

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https://enhanceuniversity.eu/diversity/

-> Resources and tools

-> Mobility for all

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"Children See, Children Do" - A campaign about violence (including gender based violence)

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"Children See, Children Do" - A campaign about violence (including gender based violence)

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Children See, Children Do - Profoundly Moving - by NAPCAN

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"Assume that i can" - A campaign about down-syndrom

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"Assume that i can" - A campaign about down-syndrom

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https://www.youtube.com/watch?v=9HpLhxMFJR8

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ASSUME THAT I CAN | World Down Syndrome Day 2024

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Find out your implicit associations about race, gender, sexual orientation, and other topics!

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Find out your implicit associations about race, gender, sexual orientation, and other topics!

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https://implicit.harvard.edu/implicit/

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Log in or register to find out your implicit associations about race, gender, sexual orientation, and other topics!

Or, continue as a guest by selecting from our available language/nation demonstration sites:

GO!

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Log in or register to find out your implicit associations about race, gender, sexual orientation, and other topics! Or, continue as a guest by selecting from our available language/nation demonstration sites: GO!

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Erasmus Student Network - Inclusive Communication Manual 

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Erasmus Student Network - Inclusive Communication Manual 

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https://siem-project.eu/documents/ESN_Inclusive_Communication_Manual.pdf

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How to Find Out If You Have Unconscious Bias | SavvyKai

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Do you struggle with unconscious bias? You probably have no idea. Find out if you have unconscious bias and if it’s affecting the way you do business

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In July, BuzzFeed posted a list of 195 images of Barbie dolls produced using Midjourney, the popular artificial intelligence image generator. Each doll was supposed to represent a different country: Afghanistan Barbie, Albania Barbie, Algeria Barbie, and so on. The depictions were clearly flawed: Several of the Asian Barbies were light-skinned; Thailand Barbie, Singapore Barbie, and the Philippines Barbie all had blonde hair. Lebanon Barbie posed standing on rubble; Germany Barbie wore military-style clothing. South Sudan Barbie carried a gun.

The article - to which BuzzFeed added a disclaimer before taking it down entirely - offered an unintentionally striking example of the biases and stereotypes that proliferate in images produced by the recent wave of generative AI text-to-image systems, such as Midjourney, Dall-E, and Stable Diffusion.

Bias occurs in many algorithms and AI systems - from sexist and racist search results to facial recognition systems that perform worse on Black faces. Generative AI systems are no different. In an analysis of more than 5,000 AI images, Bloomberg found that images associated with higher-paying job titles featured people with lighter skin tones, and that results for most professional roles were male-dominated.

A new Rest of World analysis shows that generative AI systems have tendencies toward bias, stereotypes, and reductionism when it comes to national identities, too.

Using Midjourney, we chose five prompts, based on the generic concepts of "a person," "a woman," "a house," "a street," and "a plate of food." We then adapted them for different countries: China, India, Indonesia, Mexico, and Nigeria. We also included the U.S. in the survey for comparison, given Midjourney (like most of the biggest generative AI companies) is based in the country.

For each prompt and country combination (e.g., "an Indian person," "a house in Mexico," "a plate of Nigerian food"), we generated 100 images, resulting in a data set of 3,000 images.

"Essentially what this is doing is flattening descriptions of, say, 'an Indian person' or 'a Nigerian house' into particular stereotypes which could be viewed in a negative light," Amba Kak, executive director of the AI Now Institute, a U.S.-based policy research organization, told Rest of World. Even stereotypes that are not inherently negative, she said, are still stereotypes: They reflect a particular value judgment, and a winnowing of diversity. Midjourney did not respond to multiple requests for an interview or comment for this story.

"It definitely doesn't represent the complexity and the heterogeneity, the diversity of these cultures," Sasha Luccioni, a researcher in ethical and sustainable AI at Hugging Face, told Rest of World.

"Now we're giving a voice to machines."

Researchers told Rest of World this could cause real harm. Image generators are being used for diverse applications, including in the advertising and creative industries, and even in tools designed to make forensic sketches of crime suspects.

The accessibility and scale of AI tools mean they could have an outsized impact on how almost any community is represented. According to Valeria Piaggio, global head of diversity, equity, and inclusion at marketing consultancy Kantar, the marketing and advertising industries have in recent years made strides in how they represent different groups, though there is still much progress to be made. For instance, they now show greater diversity in terms of race and gender, and better represent people with disabilities, Piaggio told Rest of World. Used carelessly, generative AI could represent a step backwards.

"My personal worry is that for a long time, we sought to diversify the voices - you know, who is telling the stories? And we tried to give agency to people from different parts of the world," she said. "Now we're giving a voice to machines."

Nigeria is home to more than 300 different ethnic groups, more than 500 different languages, and hundreds of distinct cultures. "There is Yoruba, there is Igbo, there is Hausa, there is Efik, there's Ibibio, there's Kanuri, there is Urhobo, there is Tiv," Doyin Atewologun, founder and CEO of leadership and inclusion consultancy Delta, told Rest of World.

All of these groups have their own traditions, including clothing. Traditional Tiv attire features black-and-white stripes; a red cap has special meaning in the Igbo community; and Yoruba women have a particular way of tying their hair. "From a visual perspective, there are many, many versions of Nigeria," Atewologun said.

But you wouldn't know this from a simple search for "a Nigerian person" on Midjourney. Instead, all of the results are strikingly similar. While many images depict clothing that appears to indicate some form of traditional Nigerian attire, Atewologun said they lacked specificity. "It's all some sort of generalized, 'give them a head tie, put them in red and yellow and orangey colors, let there be big earrings and big necklaces and let the men have short caps,'" she said.

Atewologun added that the images also failed to capture the full variation in skin tones and religious differences among Nigerians. Muslims make up about 50% of the Nigerian population, and religious women often wear hijabs. But very few of the images generated by Midjourney depicted headscarves that resemble a hijab.

Other country-specific searches also appeared to skew toward uniformity. Out of 100 images for "an Indian person," 99 seemed to depict a man, and almost all appeared to be over 60 years old, with visible wrinkles and gray or white hair.

Ninety-two of the subjects wore a traditional pagri - a type of turban - or similar headwear. The majority wore prayer beads or similar jewelry, and had a tilak mark or similar on their foreheads - both indicators associated with Hinduism. "These are not at all representative of images of Indian men and women," Sangeeta Kamat, a professor at the University of Massachusetts Amherst who has worked on research related to diversity in higher education in India, told Rest of World. "They are highly stereotypical."

Kamat said many of the men resembled a sadhu - a type of spiritual guru. "But even then, the garb is excessive and atypical," she said.
Hinduism is the dominant religion in India, with almost 80% of the population identifying as Hindu. But there are significant minorities of other religions: Muslims make up the second-largest religious group, representing just over 14% of the population. But on Midjourney, they appeared noticeably absent.

Not all the results for "Indian person" fit the mold. At least two appeared to wear Native American-style feathered headdresses, indicating some ambiguity around the term "Indian." A couple of the images seemed to merge elements of Indian and Native American culture.

Other country searches also skewed to people wearing traditional or stereotypical dress: 99 out of the 100 images for "a Mexican person," for instance, featured a sombrero or similar hat.

Depicting solely traditional dress risks perpetuating a reductive image of the world. "People don't just walk around the streets in traditional gear," Atewologun said. "People wear T-shirts and jeans and dresses."

Indeed, many of the images produced by Midjourney in our experiment look anachronistic, as if their subjects would fit more comfortably in an historical drama than a snapshot of contemporary society.

"It's kind of making your whole culture like just a cartoon," Claudia Del Pozo, a consultant at Mexico-based think tank C Minds, and founder and director of the Eon Institute, told Rest of World.

For the "American person" prompt, national identity appeared to be overwhelmingly portrayed by the presence of U.S. flags. All 100 images created for the prompt featured a flag, whereas none of the queries for the other nationalities came up with any flags at all.

Across almost all countries, there was a clear gender bias in Midjourney's results, with the majority of images returned for the "person" prompt depicting men.

This type of broad over- and underrepresentation likely stems from bias in the data on which the AI system is trained. Text-to-image generators are trained on data sets of huge numbers of captioned images - such as LAION-5B, a collection of almost 6 billion image-text pairs (essentially, images with captions) taken from across the web. If these include more images of men than women, for example, it follows that the systems may produce more images of men. Midjourney did not respond to questions about the data it trained its system on.

However, one prompt bucked this male-dominant trend. The results for "an American person" included 94 women, five men, and one rather horrifying masked individual.

Kerry McInerney, research associate at the Leverhulme Centre for the Future of Intelligence, suggests that the overrepresentation of women for the "American person" prompt could be caused by an overrepresentation of women in U.S. media, which in turn could be reflected in the AI's training data. "There's such a strong contingent of female actresses, models, bloggers - largely light-skinned, white women - who occupy a lot of different media spaces from TikTok through to YouTube," she told Rest of World.

Hoda Heidari, co-lead of the Responsible AI Initiative at Carnegie Mellon University, said it may also be linked to cultural differences around sharing personal images. "For instance, women in certain cultures might not be very willing to take images of themselves or allow their images to go on the internet," she said.

"Woman"-specific prompts generated the same lack of diversity and reliance on stereotypes as the "person" prompts. Most Indian women appeared with covered heads and in saffron colors often tied to Hinduism; Indonesian women were shown wearing headscarves or floral hair decorations and large earrings. Chinese women wore traditional hanfu- style clothing and stood in front of "oriental"-style floral backdrops.

Comparing the "person" and "woman" prompts revealed a few interesting differences. The women were notably younger: While men in most countries appeared to be over 60 years old, the majority of women appeared to be between 18 and 40.

There was also a difference in skin tone, which Rest of World measured by comparing images against the Fitzpatrick scale, a tool developed for dermatologists which classifies skin color into six types. On average, women's skin tones were noticeably lighter than those of men. For China, India, Indonesia, and Mexico, the median result for the "woman" prompt featured a skin tone at least two levels lighter on the scale than that for the "person" prompt.

"I'm not surprised that that particular disparity comes up because I think colorism is so profoundly gendered," McInerney said, pointing out the greater societal pressure on women in many communities to be and appear younger and lighter-skinned. As a result, this is likely reflected in the system's training data.

She also highlighted Western-centric beauty norms apparent in the images: long, shiny hair; thin, symmetrical faces; and smooth, even skin. The images for "a Chinese woman" mostly depict women with double eyelids. "This is concerning as it means that Midjourney, and other AI image generators, could further entrench impossible or restrictive beauty standards in an already image-saturated world," McInerney said.

It's not just people at risk of stereotyping by AI image generators. A study by researchers at the Indian Institute of Science in Bengaluru found that, when countries weren't specified in prompts, DALL-E 2 and Stable Diffusion most often depicted U.S. scenes. Just asking Stable Diffusion for "a flag," for example, would produce an image of the American flag.

"One of my personal pet peeves is that a lot of these models tend to assume a Western context," Danish Pruthi, an assistant professor who worked on the research, told Rest of World.

Rest of World ran prompts in the format of "a house in [country]," "a street in [capital city]," and "a plate of [country] food."

According to Midjourney, Mexicans live in blocky dwellings painted bright yellow, blue, or coral; most Indonesians live in steeply pitched A-frame homes surrounded by palm trees; and Americans live in gothic timber houses that look as if they may be haunted. Some of the houses in India looked more like Hindu temples than people's homes.

Perhaps the most obviously offensive results were for Nigeria, where most of the houses Midjourney created looked run-down, with peeling paint, broken materials, or other signs of visible disrepair.

Though the majority of results were most remarkable for their similarities, the "house" prompt did produce some creative outliers. Some of the images have a fantastical quality, with several buildings appearing to defy physics to look more inspired by Howl's Moving Castle than anything with realistic structural integrity.

When comparing the images of streets in capital cities, some differences jump out. Jakarta often featured modern skyscrapers in the background and almost all images for Beijing included red paper lanterns. Images of New Delhi commonly showed visible air pollution and trash in the streets. One New Delhi image appeared to show a riot scene, with lots of men milling around, and fire and smoke in the street.

For the "plate of food" prompt, Midjourney favored the Instagram-style overhead view. Here, sameness again prevailed over variety: The Indian meals were arranged thali-style on silver platters, while most Chinese food was accompanied by chopsticks. Out of the 100 images of predominantly beige American food, 84 included a U.S. flag somewhere on the plate.

The images captured a surface-level imitation of any country's cuisine. Siu Yan Ho, a lecturer at Hong Kong Baptist University who researches Chinese food culture, told Rest of World there was "absolutely no way" the images accurately represented Chinese food. He said the preparation of ingredients and the plating appeared more evocative of Southeast Asia. The deep-fried food, for example, appeared to be cooked using Southeast Asian methods - "most fried Chinese dishes will be seasoned and further processed," Siu said.

He added that lemons and limes, which garnish many of the images, are rarely used in Chinese cooking, and are not served directly on the plate. But the biggest problem, Siu said, was that chopsticks were often shown in threes rather than pairs - an important symbol in Chinese culture. "It is extremely inauspicious to have a single chopstick or chopsticks to appear in an odd number," he said.

Bias in AI image generators is a tough problem to fix. After all, the uniformity in their output is largely down to the fundamental way in which these tools work. The AI systems look for patterns in the data on which they're trained, often discarding outliers in favor of producing a result that stays closer to dominant trends. They're designed to mimic what has come before, not create diversity.

"These models are purely associative machines," Pruthi said. He gave the example of a football: An AI system may learn to associate footballs with a green field, and so produce images of footballs on grass.

In many cases, this results in a more accurate or relevant image. But if you don't want an "average" image, you're out of luck. "It's kind of the reason why these systems are so good, but also their Achilles' heel," Luccioni said.

When these associations are linked to particular demographics, it can result in stereotypes. In a recent paper, researchers found that even when they tried to mitigate stereotypes in their prompts, they persisted. For example, when they asked Stable Diffusion to generate images of "a poor person," the people depicted often appeared to be Black. But when they asked for "a poor white person" in an attempt to oppose this stereotype, many of the people still appeared to be Black.

Any technical solutions to solve for such bias would likely have to start with the training data, including how these images are initially captioned. Usually, this requires humans to annotate the images. "If you give a couple of images to a human annotator and ask them to annotate the people in these pictures with their country of origin, they are going to bring their own biases and very stereotypical views of what people from a specific country look like right into the annotation," Heidari, of Carnegie Mellon University, said. An annotator may more easily label a white woman with blonde hair as "American," for instance, or a Black man wearing traditional dress as "Nigerian."

There is also a language bias in data sets that may contribute to more stereotypical images. "There tends to be an English-speaking bias when the data sets are created," Luccioni said. "So, for example, they'll filter out any websites that are predominantly not in English.

The LAION-5B data set contains 2.3 billion English-language image-text pairs, with another 2.3 billion image-text pairs in more than 100 other languages. (A further 1.3 billion contain text without a specific language assigned, such as names.)

This language bias may also occur when users enter a prompt. Rest of World ran its experiment using English-language prompts; we may have gotten different results if we typed the prompts in other languages.

Attempts to manipulate the data to give better outcomes can also skew results. For example, many AI image generators filter the training data to weed out pornographic or violent images. But this may have unintended effects. OpenAI found that when it filtered training data for its DALL-E 2 image generator, it exacerbated gender bias. In a blog post, the company explained that more images of women than men had been filtered out of its training data, likely because more images of women were found to be sexualized. As a result, the data set ended up including more men, leading to more men appearing in results. OpenAI attempted to address this by reweighting the filtered data set to restore balance, and has made other attempts to improve the diversity of DALL-E's outputs.

Almost every AI researcher Rest of World spoke to said the first step to improving the issue of bias in AI systems was greater transparency from the companies involved, which are often secretive about the data they use and how they train their systems. "It's very much been a debate that's been on their terms, and it's very much like a 'trust us' paradigm," said Amba Kak of the AI Now Institute.

As generative AI image generators are used for more applications, their bias could have real-world implications. The scale and speed of AI means it could significantly bolster existing prejudices. "Stereotypical views about certain groups can directly translate into negative impact on important life opportunities they get," said Heidari, citing access to employment, health care, and financial services as examples.

"It's very much like a 'trust us' paradigm."

Luccioni cited a project to use AI image generation to help make forensic sketches as an example of a potential application with a more direct negative impact: Biases in the system could lead to a biased - and inaccurate - sketch. "It's the derivative tools that really worry me in terms of impacts," she said.

Experts told Rest of World images can have a profound effect on how we perceive the world and the people in it, especially when it comes to cultures we haven't experienced ourselves. "We come to our beliefs about what is true, what is real ... based on what we see," said Atewologun.

Kantar's Piaggio said generative AI could help improve diversity in media by making creative tools more accessible to groups who are currently marginalized or lack the resources to produce messages at scale. But used unwisely, it risks silencing those same groups. "These images, these types of advertising and brand communications have a huge impact in shaping the views of people - around gender, around sexual orientation, about gender identity, about people with disabilities, you name it," she said. "So we have to move forward and improve, not erase the little progress we have made so far."

Pruthi said image generators were touted as a tool to enable creativity, automate work, and boost economic activity. But if their outputs fail to represent huge swathes of the global population, those people could miss out on such benefits. It worries him, he said, that companies often based in the U.S. claim to be developing AI for all of humanity, "and they are clearly not a representative sample."

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Rest of World analyzed 3,000 AI images to see how image generators visualize different countries and cultures.

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What does Inclusive Communication mean to you? (Responses of the participants) 

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What does Inclusive Communication mean to you? (Responses of the participants) 

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Check out the second slide as well with self-estimation about participants' knowledge on inclusive communication

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Planning of Inclusive Events - SALTO Resources Center 

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Planning of Inclusive Events - SALTO Resources Center 

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Planning of Inclusive Events - SALTO Inclusion Education

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Introduction Before the Event During the Event After the Event Introduction Before the Event During the Event After the Event Planning of Inclusive Events Inclusion and diversity is one of the horizontal priorities of the Erasmus+ programme. Introduction Inclusion and diversity is one of the horizontal priorities of the Erasmus+ programme.

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ENHANCE Alliance: More learning offers in relevant fields

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ENHANCE Alliance: More learning offers in relevant fields

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https://enhanceuniversity.eu/educational-offer/

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Humans are biased. Generative AI is even worse! 

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Humans are biased. Generative AI is even worse! 

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Humans Are Biased. Generative AI Is Even Worse

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Text-to-image models amplify stereotypes about race and gender — here’s why that matters

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Inclusive Language Guidelines of TU Delft

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Inclusive Language Guidelines of TU Delft

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Diversity is being invited to the party: Inclusion is being asked to dance

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Diversity is being invited to the party: Inclusion is being asked to dance

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Vernā Myers is a cultural change catalyst, influencer, thought leader, social commentator, and author. A Harvard-trained lawyer and founder of The Vernā Myers Company, Vernā is also the VP, Inclusion Strategy at Netflix.

In this video for the Women's Leadership Forum, Vernā Myers explores the meaning of Diversity and Inclusion terms and the main barriers to building an inclusive workplace environment. Myers discusses the importance of recognizing one's implicit biases as a potential hindrance to creating and cultivating inclusive spaces and interactions.

TO REFLECT ON

What is the difference between diversity and inclusion and how would you define your work or school space with these terms in mind?

What implicit biases exist in your school or workspace and how can you and your colleagues build inclusive spaces?

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Diversity is being invited to the party: Inclusion is being asked to dance

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Vernā Myers is a cultural change catalyst, influencer, thought leader, social commentator, and author. A Harvard-trained lawyer and founder of The Vernā Myers Company, Vernā is also the VP, Inclusion Strategy at Netflix. In this video for the Women's Leadership Forum, Vernā Myers explores the meaning of Diversity and Inclusion terms and the main barriers to building an inclusive workplace environment.

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https://www.aanmelder.nl/enhancealliance/newsletter

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This is the (de)registration form for the monthly newsletter of Work Package Diversity, Impact and Dissemination in ENHANCE Alliance. Contact: Melih Özkardes (he/him) Work Package Lead / Ombudsman for Diversity diversity@enhanceuniversity.eu

For your information: You can easily unsubscribe from the newsletter at any time by clicking the 'unsubscribe' link in the newsletter or by sending an email to diversity@enhanceuniversity.eu

Read the Privacy Policy of this newsletter tool that is hosted by the ENHANCE Alliance Member, TU Delft in the Netherlands - We thanks to the colleagues in Delft for hosting this newsletter for the whole Alliance!

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ENHANCE Newsletter for Diversity and Impact - Register

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This is the (de)registration form for the monthly newsletter of Work Package Diversity, Impact and Dissemination in ENHANCE Alliance .

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Student population facing barriers. Consider their needs in your communication. 

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Student population facing barriers. Consider their needs in your communication. 

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Consider the profiles of the student groups facing barriers. Here are some selected groups from the SIEM study.

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"Where are you REALLY from"? (Microaggressions)

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"Where are you REALLY from"? (Microaggressions)

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Taiye Selasi: Don't ask where I'm from, ask where I'm a local | TED

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Taiye Selasi: Don't ask where I'm from, ask where I'm a local | TED

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We discussed this topic in the workshop.

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Taiye Selasi: Don't ask where I'm from, ask where I'm a local | TED

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Download the template and use this in your event.

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ENHANCE Safe Space in Events + QR Codes.pptx

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TU Berlin - Wir haben die Ideen für die Zukunft. Zum Nutzen der Gesellschaft.

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Tool: Implicit Bias in Appointment Committees

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Tool: Implicit Bias in Appointment Committees

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Make your course materials accessible - by TU Delft 

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Make your course materials accessible - by TU Delft 

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403 - You have no access to the requested resource

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It seems that there’s been an issue accessing our website. Your traffic appears to have been blocked, possibly due to security measures we have in place to protect our site and its visitors.

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We strive to guarantee that all students have equal opportunities to participate in their studies and academic life, independently of any special needs and circumstances.

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Checklist for Diversity Balanced Events by ETH Zürich 

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Checklist for Diversity Balanced Events by ETH Zürich 

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Whether it is an international conference, local symposium, or internal workshop: fostering more diverse, inclusive and barrier-free encounters between researchers, co-workers, or students leads to high quality collaboration and (scientific) innovation. This page offers some practical aspects to consider in the organization of events, as well as helpful links and guidelines.

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Sustainable and Inclusive Events by ETH Zürich 

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Sustainable and Inclusive Events by ETH Zürich 

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More than 2500 events are organised at ETH every year. The guides for Sustainable and Inclusive Events support the organisers of ETH events in contributing to the ETH Zurich climate goals and the UN Sustainable Development Goals.

Guides for "Sustainable and Inclusive Events"

The following guides are available for download in an accessible version:

Download Guide #1 (PDF, 930 KB) for Bachelor's/Master's celebrations and networking events with aperitifs at ETH locations.

Download Guide #2 (PDF, 1 MB) for conferences, congresses, trade fairs and exhibitions at ETH locations with external attendees.

Download Guide #3 (PDF, 1.1 MB) for conferences, congresses, trade fairs and exhibitions outside ETH.

Awarded events with the 'Sustainable Event GOLD' or the 'Sustainable Event SILVER' label

A common ETH standard for sustainable and inclusive events

In the interest of excellence, ETH Zurich aims to offer events of the highest quality while being as sustainable and inclusive as possible. With the publication of the three guides and the introduction of the silver and gold labels, new guidelines have been created. The task now is to integrate and embed these standards in ETH's event planning processes. By implementing the measures for greater sustainability in the events sector, every event at ETH, large or small, can contribute to this.

ETH Zurich pursues sustainability in its strategic guidelines. The 2030 Agenda and 17 UN Sustainable Development Goals specify environmental, social and economic sustainability.

More than 2500 events take place at ETH Zurich every year, which have a significant impact on the university's carbon footprint. In particular, events with international participants have a high resource consumption due to travel and accommodation, which could be reduced by using hybrid forms, for example. For all events, careful planning can lead to significant savings, especially in catering, which is particularly important for smaller events.

Social issues such as diversity and inclusion are also key to the sustainability of an event. This includes issues such as the gender balance of keynote speakers, the compatibility of events with family life, and the accessibility of venues and programme content.

More and more people at ETH want to organise their events in a sustainable way. As existing guidelines do not provide concrete "good practice" measures, specific measures have been developed with the involvement of various ETH units (ETH Sustainability, ETH Event Management/Campus Services, ETH Diversity, SGU, Community & Outreach and the Student Sustainability Committee). These measures are intended to support event organisers in planning and implementing sustainable and inclusive events in line with the 2030 Agenda. A sustainable and inclusive event is one that is organised in an environmentally and socially responsible way, while remaining economically viable.

Be awarded with the "Sustainable Event GOLD" and "Sustainable Event SILVER" labels

Anyone who consciously organises their event in a sustainable and inclusive way can now be awarded a label: 'Sustainable Event SILVER' and 'Sustainable Event GOLD'.

These labels are currently only awarded for internal ETH events (Guides #1 and #2) and are currently not available for external events (Guide #3).

The labels will be awarded as part of a pilot project that will run until at least the end of 2024.

Minimum requirements for a label application:

To be eligible for a label, an event must have a certain complexity and fulfil at least two of the following criteria:

There is a substantial aperitif with drinks and a variety of food products

Several people external to ETH attend the event

There are various materials that can be reduced, designed sustainably or avoided (merchandise, gifts, giveaways or decoration).

If you have any questions, please contact .

How does the labelling process work?

If you are organising an event at ETH, you fill in either Guide #1 or Guide #2, depending on the type of event, and plan your event accordingly. The correct completion of the guide is mainly based on personal responsibility and no audits are carried out.

ETH Sustainability and ETH Eventmanagement are available free of charge for advice and labelling.

The completed guide must be sent to no later than three weeks before the event. ETH Sustainability or ETH Event Management will then get back to you.

In order to receive the "Sustainable Event SILVER" label, 70% of the measures in the corresponding guide must be implemented. For a 'Sustainable Event GOLD' label, 85% of the measures must be implemented.

Once all outstanding issues have been resolved and the 'green light' has been given, the organiser receives the label for communication purposes. There is also a label poster that can be printed and displayed at the event. The event will be listed under 'Label events' on the Sustainable and Inclusive Events website.

What are the benefits of the label

By implementing the measures, any event, large or small, can contribute to a sustainable and inclusive ETH. A label gives your event visibility and you can lead by example!

Frequently asked questions

Further information is available in the Download FAQ (PDF, 338 KB).

Help us improve the guides and labels!

We look forward to receiving your feedback via the .

Thank you very much for your help!

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More than 2500 events are organised at ETH every year. The guides for Sustainable and Inclusive Events support the organisers of ETH events in contributing to the ETH Zurich climate goals and the UN Sustainable Development Goals.

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Slides of the session

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Questions from the session on "Racism". We could not answer these during the session. 

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Questions from the session on "Racism". We could not answer these during the session. 

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Question: Could you classify the term 'people of color' as racist? Unless it means all people on the globe, i feel it divides groups of people & I think that the term , People of Colour is a racist term in itself...

Speaker's answer: "I think a case could certainly be made that “people of colour” is a problematic term, as it carries within it the racist assumption that northern Europeans are the human “default”. The issue with race being so engrained in how we talk about human variation is that it becomes difficult to discuss such matters without utilising its categories. It has been the case for a long time that the category of “white” has dominant in many societies, although it has varied who were seen as belonging within it. It has also been the case that those who were not counted as white were disadvantaged, and their non-whiteness has affected their experiences. Biologically, people of colour makes little sense, but sociologically, we need a language to describe these socially constructed categories. I don’t think there are any terms utilised that are good, but as of now, people of colour is one of the less bad."

Question: How can we, as part of the "majority society", defend the increase in overt racism, both on a personal and structural level? Speaking out, demonstrating, etc. no longer seems to be enough.

Speaker's answer: "I assume the questioner means defend against. I wish I had an easy answer, but these issues are extremely complex. We seem to be in an extremely vicious cycle now where politics becomes increasingly polarized, driving each side into the extremes. The more polarised it becomes, the angrier each side gets with the other, pushing each further to the fringes. Traditional conservatives are being replaced by alt-right, populist or neo-fascist voices as the mainstream on the right. Such parties are typically borderline incompetent at actual governance, instead utilising animus towards their “enemies” as source of political capital. They simultaneous demand expressions of political orthodoxy, where anyone who doesn’t agree is framed as an enemy as well. Such discourse both feeds on and feeds animus towards minorities in the general population. One plausible explanation for the populist wave is the falling standards of living and increasing socioeconomic inequalities. Such issues always increase a populations’ animus towards minorities, and the cost-of-living crisis could not have come at a worse time in this regard.

Structurally, the most efficacious counters to racism seem to be reducing socioeconomic inequalities and increasing contact between groups. However, developments seem to go in the opposite direction. The future is notoriously difficult to predict, but I will be surprised if the global situation does not get worse before it gets better.

Individually, on a smaller scale, there can be more opportunities to enact change. Calling out racism is useful, but I think this is often done wrong. Reacting emotionally with someone, calling them racist or fascist is unlikely to work. Chances are, this will get them to double down, pushing them more towards the fringes. Reacting calmy and kindly, but having facts on your side is more likely to yield results."

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A tool about implicit bias co-developed by TU Berlin

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A tool about implicit bias co-developed by TU Berlin

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“Chancengleichheit in Berufungsverfahren - Ein Unconscious Bias Training” ist ein Kooperationsprojekt der Technischen Universität Berlin und der Universität…

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How racial microaggressions impact the campus experience of students of color

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How racial microaggressions impact the campus experience of students of color

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How racial microaggressions impact the campus experience of students of color - Academia.edu

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Racism can take many forms, including explicit racism as well as subtle or covert racism, such as microaggressions [1]. Efforts to address and reduce racism must target both explicit and discrete acts of racism, as well as the more subtle and insidious forms of racial bias that even well-meaning people with anti-racist values and intentions may perpetuate [1]. Over the past few decades, there has been a consistent effort among psychologists to understand the psychological processes behind discriminatory behavior, such as implicit racial bias [2], aversive racism [3], racial colorblindness [4], and racial microaggressions [5]. This study focuses on the experiences and impact of racial microaggressions on BIPOC students at a large urban university in Canada.

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Digital content needs to be created with more than just the visuals in mind. By following the seven rules below, you can create content that is accessible to all users and thus help to address accessibility concerns.

1. Apply heading formats: Use the right heading format for headlines and titles. This applies both to AEM as well as to Word, PowerPoint, InDesign, etc. Be sure to keep the correct hierarchy of headings in mind in the process. The main title of a page or document is usually a level 1 heading (H1). Subordinate content follows in a logical sequence, broken up by one to several level 2 headings (heading level 2, H2), then level 3 (heading level 3, H3), and so on.
Why? Because people who work with screen reader software can jump from heading to heading. This only works properly if headings have been formatted correctly. Only then can people with visual impairments skim the content like any other use

2. Use lists: Use the list format for content that involves listing items. A list can be numbered (for rankings or processes) or unnumbered (all other cases). The bullet point symbol used doesn't matter as long as the content is properly formatted as a list. Important point to remember: A list always contains at least two entries. A single point isn't a list. This applies both to AEM as well as to Word, PowerPoint, InDesign, etc.
Why? People who work with screen reader software have lists read aloud in a structured format that is announced with a description such as "list with 12 elements". If lists are not formatted as such, they are read aloud as incomprehensible run-on text.

3. Formulate understandable links: Use informative and meaningful phrasing for any link text. For example, instead of writing "You can find the materials here", it helps to phrase it as "We've provided the materials for the Introduction to Accessibility course on our info pages". This applies to all context in which links are created: in Word, PowerPoint, InDesign, etc.
Why? Linked text is highlighted visually. Meaningful, informative link text is more helpful than words such as "here", "more" and "continue". The same applies to people who work with screen reader software: they can gather all the links on a page or in a document into a list in order to get an overview of the information. Informative link text helps them get this overview faster.

4. Add alternative text to images: Always decide whether the images you use are important to your message (i.e. they convey essential, useful content or additional information) or are simply decorative. This applies both to AEM as well as to Word, PowerPoint, InDesign, etc.
Why? Screen reader software ignores all images marked as decorative. But for all other images, it reads the alternative text aloud. This ensures that people who work with this kind of software also receive all the essential information.

Decorative images: The image is only there for visual purposes and brightens up the document or webpage. Be sure to mark these types of images as decorative.

Informative images: Write an alternative text that captures the essence of the image. Keep the alternative text as brief as possible while still being precise. The software recognises that it's an image. Words like "picture" or "photo" are not needed in alternative text since screen reader software always announces images in advance ("Image: image of a wrinkly apple in a fruit bowl").

5. Colour: Be aware of how you use colour. This applies both to AEM as well as to Word, PowerPoint, InDesign, etc.
Why? People's perception and ability to see colours varies greatly. Around 5% of the population is colourblind (primarily men). There are also various eye diseases that can impair colour perception.
Always be sure that the contrast ratio between text and background is at least 4.5:1. There are various colour contrast analyser tools online to check if you have used the right level of contrast. The ETH corporate colours have been chosen specifically to meet the contrast requirements. On the Colour accessibility for web graphics page (in English only and with graphics), you will find out whether a corporate colour should be combined with white or with black. Never use colour as the only means of conveying information. Colours may only be used in an auxiliary fashion - for instance, displaying fully booked courses with a red X and remaining free places with a green square.

6. Keyboard accessibility: Make sure that all interactive elements are accessible with the keyboard alone, i.e. without a mouse, tablet pen or similar. This guideline is mainly aimed at developers. If you commission a piece of software, be sure to include this as a mandatory requirement. It is easy to test whether a digital interface can be navigated without a mouse: simply use your own keyboard to navigate through the interactive elements. Usually you can stick to the following keys: tab, space, shift, enter, escape, arrow keys.
Why? Many blind people work without a mouse since they cannot identify the cursor/pointer. There are also many motor disabilities that make using a mouse difficult or impossible.

7. Keyboard focus visibility: Make sure that keyboard focus is always visible. This point is aimed primarily at developers. If you commission a piece of software, be sure to include this as a mandatory requirement. It's easy to check whether the keyboard focus is visible: simply use your own keyboard to navigate through the interactive elements. The keyboard focus is good if you can always see where you are on the page. It is recommended to use Firefox when testing, since it quickly and clearly shows whether the keyboard focus is recognisable.
Why? Sighted keyboard users (see point 6) need to be able to recognise at all times where they are on a digital interface.

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Digital content needs to be created with more than just the visuals in mind. By following the seven rules below, you can create content that is accessible to all users and thus help to address accessibility concerns.

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The 110 techniques of communication and public speaking | David JP Phillips | TEDxZagreb

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The 110 techniques of communication and public speaking | David JP Phillips | TEDxZagreb

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The 110 techniques of communication and public speaking | David JP Phillips | TEDxZagreb

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https://www.youtube.com/watch?v=2LopTiS8zh4

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It's a project in constant evolution seeking to demonstrate that what defines the human being is its inescapably uniqueness and, therefore, its diversity.

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Humanæ is a photographic work in progress by artist Angélica Dass, an unusually direct reflection on the color of the skin, attempting to document humanity's true colors rather than the untrue labels "white", "red", "black" and "yellow" associated with race.

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Neurodiversity: Highsensitivity at Work by Dr. Anja Dufresne (RWTH Aachen) 

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Neurodiversity: Highsensitivity at Work by Dr. Anja Dufresne (RWTH Aachen) 

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We had some questions left which we could not answer on time. We will add the answers of the speakers very soon:

Is there any connection or overlap between autism and SPS?

Sensitivity to stimuli is shared between autism and SPS, and from exchanging about strategies with autistic people I found that we share quite a few (noise cancelling headphones, quiet times, aromatherapy, etc.).

What kind of headset do you have? I'm in urgent need of a good headset and would love to hear tips from people who've already used one before by one . :o)

I have one from Bose. An HSP friend of mine is very happy with her Sony. What I looked for when I bought it was weight (I had a very heavy one before that put uncomfortable pressure on the top of my head), size of the ear pieces (since I wear glasses I wanted something that was large enough to partly go around my ears and not press on my ear where my glasses sit), and two settings for noise cancelling (“quiet” to dampen all sounds and “aware” that filters background noise but still allows conversations). The one I bought had good reviews on light weight and comfortable fit, plus it was on sale at the time ;-)

What is the difference between SPS and forms of neurodivergence that are classified in the ICD (AD(H)D / autism)?

This is a question that would best be answered in a panel of SPS, AD(H)D and Autism to include all experiences. First empirical and brain-scan studies begin to emerge that look at the differences. Autism and SPS are both spectra, so there will be lots of overlap. Sorry if this is a rather unsatisfactory answer in the short space of time. I included some scientific studies on my last slide for further reading.

If 20 % of (university members) are highly sensitive, is a special categorization really needed?

Labels and diagnoses help the individual to understand themselves better and to know where to look for information and connections to others. For me, when I first read a book on high sensitivity 20 years ago it was a revelation: it felt like to author was writing about me, finally I had a word for what I was experiencing and a kind of roadmap or “manual” on how to live my life better suited to the way I truly was and to begin to allow myself to be “that way”.

More resources shared by the speaker:

https://www.hochsensibilitaet-netzwerk.com/

https://blogs.egu.eu/geolog/author/egu-neurodiversity-network/

https://hsperson.com/test/highly-sensitive-test/

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Discover our two UniSAFE and GenderSAFE tools that can help getting organised and setting priorities for your institution in a structured way.