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(1) I MISS YOU ALL!!
(2) All of you at BTL are so good at this sort of programming and training. I really like the focus on faculty and the use of an already-existing scheduled meeting.  I would love to see some of the modules you come up with (if you need a beta tester -- I'm here)
(3) This seems like a very scalable proposal that (once established) could be independently done in other departments/divisions/groups.
(4) Does CBS do any sort of "student belonging" surveys that you can use for an idea of which "identity" to begin with?
(5) What are your thoughts for assessing the outcomes/change in behavior of this intervention? Seems like a sweet little paper :)

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Very nice job - thoughtful with a clear and concrete plan of action.  Also, I like the idea of incorporating these modules into monthly departmental meetings; not only does this minimize yet another burden on faculty time, but better integrates (de-silos) DEI issues into the department business/fabric. I wonder how you can approach these modules to make them authentically meaningful and motivating for faculty versus simply another series of boxes to check off. Well done! (T. Krause - Augsburg)

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Looks great. Definitely seek grants that will support this kind of work you plan on doing - whether internal or external. It helps to add urgency to the initiative.

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Associate Professor
BTL Department Head

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BTL Teaching Assistant Professor
(also in BioTechnology Institute)

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Link to BTL website in College of Biological Sciences at University of Minnesota

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Link to BTL website in College of Biological Sciences at University of Minnesota

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The Department of Biology Teaching and Learning aims to discover, apply and share research-based strategies that transform biology education.

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BTL Teaching Associate Professor

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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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Likely Supporters:
- Department DEI working group
- Department and CBS administrators
- College DEI Community of Practice
- College Alumni DEI Recommendation Group
- Affinity groups at UMN
- OED: Office of Equity & Diversity
- CEI: Center for Education Innovation

Potential Concerns:
- Some BTL members may feel marginalized based on their own identities
- If poorly executed may impact departmental cohesion (cliques)

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Solution: Monthly active-learning modules   

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Solution: Monthly active-learning modules   

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We can address our Challenge by utilizing 10-15 minutes of monthly departmental meetings to run active learning modules (each focused on a specific student identity, issue or aspect) that incorporate multiple methods of engagement.

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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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1) Reaches all members of the department
2) Iterative, functions over an extended period of time
3) Allows exploration of many impacted groups or issues
4) Utilizes active-learning methodologies to enhance likelihood of learning

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In what way might we provide all of our department members with an increased awareness of the multitude of student experiences and how those experiences impact their ability to participate and learn in their courses?

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A) Wouldn't it be nice if all department members had an awareness of the multitude of student experiences and how that impacts their ability to participate and learn in their courses.
B) Wouldn't it be nice if department members were aware of the current understanding of DEI issues across the department and had a shared vision for advancing DEI issues
C) Wouldn't it be nice if the department policies and course instructional materials reflected our long-term DEI goals?

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Wouldn't it be nice if we had a shared vision for what inclusion looks like in our department, to provide a unifying goal that is achievable and will most directly impact the student experience

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Katie Furniss and Catherine Kirkpatrick will spearhead the introduction of this work to the department's DEI working group during the August 12th meeting. The working group will then decide who is involved in the execution and their specific tasks.

David Kirkpatrick will introduce the work to the Department during the first Department meeting of the Fall semester. He will provide an overview of the goals as well as the potentials and pluses for the work. As Department Head, his support will help with minimizing opposition of any resistors in the Department.

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Time:

10-15 minutes each department meeting

DEI working group discussions on framework

Individual module development (1-2 persons)

Money: None
Facilities: Department meetings may be in person, by Zoom, or have people in both simultaneously. We will need to consider this when designing activities, etc.
Training: Will need individuals prepared to address microagressions and develop a brave space for the modules
Administration support: David and Deena (Department Head and Associate Head) support this. Dean Forbes has emphasized the importance of DEI work in the college.
Other supporting resources:
Bryan Dewsbury's PULSE talk
UMN Affinity Groups
UMN Office for Equity and Diversity
CEILS
Podcasts: The Hidden Curriculum
Instagram: blackatumn; black.umn;
Twitter: BSU_UMN; aaas_umn; BlackInTheIvory

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