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Warm up the faculty to these issues and talk about who might be points of contact if or when situations arise.

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Systemic problems that are too big to wrestle

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Systemic problems that are too big to wrestle

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Research culture and a de facto environment of exclusion

Disparities in quality of schools that students are coming from, bringing gaps.

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The reason African mathematicians are hard to be productive.

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The reason African mathematicians are hard to be productive.

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how to measure if I am being successfully helpful in advocating?

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how to measure if I am being successfully helpful in advocating?

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How to get support from other faculty to improve DEI

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How to get support from other faculty to improve DEI

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How can I incorporate these ideas into PD at my school?

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How can I incorporate these ideas into PD at my school?

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My goal this spring is to retain more students in my calculus class. Last fall was brutal. I felt like I was leaving some students in the dust. I tried reaching out to them individually, inviting them to student hours (aka office hours) and the tutoring center, but they declined and said they didn’t have time or would get back to me later (but never did). Too many of my students—predominantly students of color— dropped my class right before the drop deadline. I felt like a failure. I’m trying to figure out what I can do differently—and sooner—this time around.

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What if your state / administration does not support DEI?

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What if your state / administration does not support DEI?

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What leverage / tools are available?

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Share some experience to make student feel me is also a human

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Share some experience to make student feel me is also a human

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Being able to recognize our own biases and being objective

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Being able to recognize our own biases and being objective

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students can be addressed using their preferred names and pronouns

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students can be addressed using their preferred names and pronouns

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Start positive, give constructive feedback end positive

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Be comfortable that outcomes may not be anywhere close to ideal

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Be comfortable that outcomes may not be anywhere close to ideal

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Support and help others empower themselves.

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Support and help others empower themselves.

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Feel free to speak up in difficult situation 

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Feel free to speak up in difficult situation 

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Be authentic

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Having the uncomfortable conversations is important

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Having the uncomfortable conversations is important

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A group of Puerto Rican students attended an important conference in mathematical and statistical sciences with DEI emphasis in the state of Arizona. When these students arrived at the hotel where the conference was going to be held, the front desk people did not want to accept the students’ ID from Puerto Rico because they felt it was not a valid identification. The front desk ignored the students and did not allow them to do the check-in until a “valid” identification was provided. If you are the person in charge of organizing the conference and the one who contacted the hotel for this purpose (conference), what would you do to solve the issue?

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Students might not want to work with a professor on research because of who they are (and how they look), even if the research interests are aligned.

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Not recognizing that DEI issues also greatly affect health outcomes (health disparities).

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How do I create an inclusive environment with advisees from different backgrounds? The older I get, the bigger disconnect I see between myself and 17-21 year olds.

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How do I create an inclusive environment with advisees from different backgrounds? The older I get, the bigger disconnect I see between myself and 17-21 year olds.

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A white male student, another faculty member's advisee, says to you that his advisor told him that there was no point in applying for an REU since "they pretty much only take minorities and women nowadays".

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A white woman included a statement of belonging on the syllabus and on the first day discussed how everyone brings different experiences to the course and we should listen and respect everyone.

A white male student pushed back on this, claiming that the professor hates white men. This student went to conservative media and doxxed the professor.

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A small group of students advocates for the use of "trans" and "cis". This area of diversity is a new topic for most people across the institution. The group of advocates grows. There are quiet allies. There are grumbly grumblers. And a very vocal reactive group begins to emerge.

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The all-male faculty committee assesses rising second-year graduate students, and passes one of the five women, one of four non-white students and three of the five men. Two of the four women who did not pass had higher scores than two of the men who passed, as did two of the three non-white students. When asked about this by a graduate student, the chair of the committee replied "they just didn't have that certain something necessary for success at this level".

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A colleague says that they're not sure that the first-generation college students are prepared well enough for college.

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Laura is a Hispanic junior faculty. Every year she is assigned to three different committees while other senior faculty members are assigned to only one or two committees. Laura is stressful and is having health issues. She expresses this concern to you. What do you do?

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A minority female postdoc you meet at a conference is having trouble communicating with her research mentor. Mathematical discussions seem good but life discussions are harder. For example The issue mentioned to you is about trouble the postdoc was having with expensive travel to a conference. You know another postdoc (white, female) that had a great experience with this mentor but you don’t know the mentor. What should you do?

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A colleague comes to you to ask for advice about the “gap-gazing” tension. We know that implicit biases inform how we treat students. We also get bombarded with departmental data showing that black and brown students (especially women) get lower grades and drop out of math courses at higher rates than white men. How can a faculty member use those data and not let it negatively add to their implicit biases?

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A black woman is interviewed for an open position, but a member of the hiring committee expresses concern that she would not “fit” in the departmental culture. What do you do?