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Upload your timeline from Departmental Transformation Worksheet (at right)

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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...
recognizing that this would provide faculty with a better understanding of the students' struggles and barriers for success.
- Providing this knowledge will lead to self-reflection of how courses are designed.
- Creates a sense of community to share ideas

One of the ways to inform faculty is to be aware of the institutional data about student success along with demographics
- identify how we are doing in terms of students progress
- identify where along the curriculum students have trouble
- look at the courses for opportunities to provide resources for students

Concerns - participation, training content; budget; time commitment; what will this help with?
- Participation can help enhance faculty portfolios
-  Participation may enlighten faculty on topics beyond just content of courses
-  DEI office and CTLE can offer content and training suggestions - perhaps even fund one or two
- time commitment is small relative to weekly load (once a month)
- limited student input
- lack of follow-up on initiatives

What will this help with?
- student success
- faculty inclusivity
- DEI awareness
- increased student voice
- this initiative is at the forefront of concerns of the university, so a high priority

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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 ... Objectives of the faculty training on DEI practices
1. Introduction - PEER experiences in STEM and current strategies
2. Historical data on enrollment, retention, and grad rates  / course assessment
3. Student perceptions / behaviors on courses
4. Faculty reflections on their coursework (what were positive outcomes of your class based on student comments/interactions)
5. Individual action plan and ongoing review

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Wouldn't it be nice ... to have Interdepartmental shared DEI efforts throughout the year

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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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1. Creation of Student Advisory Board
2. Set-up monthly meetings with dept for DEI discussions
3. Collect data from IR; survey data from both faculty and students about climate
4. Collaborate with new DEI Associate Provost on making changes to courses

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Resistors
- Usual colleagues who are happy with status quo
- restructuring the university is time consuming and current priority
- limited buy-in from others

Assistors
- DEI office
- CTLE
- IR
- buy-in from dept chairs
- Provost
- core group of similarly minded colleagues
- LA students

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

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Support and System Effects

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Exploring 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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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 - established 1 hr monthly meetings, but for the people facilitating, the time commitment is 3-4 hrs/wk
Budget: $2500 honorarium for guest speaker on DEI and inclusivity
Resources: IR, DEI office, PULSE, CTLE

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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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Entire BIOL dept will have a deliverable.
Main contributors of the monthly agenda: TPM, LAS, IR, DEI Associate Provost, and dept chairs

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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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Tiara Perez Morales, Lee Ann Smith, and Allison Wilson

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Assessment Plans (need to figure out how this works before moving forward)

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Allison Wilson

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Biological Science is the science that studies living organisms. If you are interested in any of the branches of natural science dealing with the structure and behavior of living organisms, you are in the right place! Paleobiology to Biomechanics there is something for everyone.

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Biological Sciences Home Page | Benedictine | Chicago | Catholic Universities

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Biological Science is the science that studies living organisms. If you are interested in any of the branches of natural science dealing with the structure and behavior of living organisms, you are in the right place! Paleobiology to Biomechanics there is something for everyone.

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Your timeline is very clear and obviously data driven! Are there small ways to harvest momentum of implementing DEI practices (even on a small, course-level basis) in the short term? (M. Golay, Wartburg)

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At our school the Sociology and Psychology departments are usually very helpful when other parts of campus want to do survey work -- their input can really make a difference if available. -- David Crowe, Augsburg

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I like your emphasis on collecting data and implementing plans based on that. What ideas do you have to address the colleagues that are "happy with the status quo?" (Kelly Mikenas, Elmhurst University)

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I like your emphasis on collecting data and implementing plans based on that. What ideas do you have to address the colleagues that are "happy with the status quo?" (Kelly Mikenas, Elmhurst University)

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I'll echo M. Golay's comments above - your timeline is clear, concise, and concrete. I wonder if instead of having separate meetings focused on DEI, if you could build this into the department meetings (~15-20 minutes devoted to some aspect of the ongoing project). This could lessen the burden of yet another meeting, and also "de-silo" DEI issues by becoming fully integrated into the department business/fabric. Very nice job! (T. Krause - Augsburg)

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I'm very impressed with the variety and specificity of your goals! Almost all of the action items are laid out in a way that makes it clear who is doing what when. One question is in regards to the monthly DEI meetings that you have proposed--do you already have a plan for how to organize and facilitate those or will it be on a month-by-month basis? --Eric Emmons, Wartburg College

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How will you select/identify students to be on your advisory committee? What will be there charge exactly?