Task Force Resources

CoS Task Force Recommendations

Setting Expectations

The CoS Task Force on Racial Equity recognizes the importance of establishing clear expectations between members of the community as a key strategy for promoting racial diversity, equity, and inclusion. Drafts of the following documents have been shared with Dean Lozier in Spring 2021 and are being reviewed by the CoS Faculty Council and CoS Diversity Council. Once approved, the documents will be made available here.

• Staff-Faculty Expectations 
• Code of Conduct (for Faculty and Staff)
• Advisee-Advisor Agreement 
  • Expectations of Advisors and Advisees (pdf)
  • Discussing Expectations with your PI (pdf)
  • Advisor-Advisee Expectations for Signature (Word)
  • Example | Best Practices for Kim Cobb's Graduate Students (Word)
  • Example | Guide to Graduate School from Dr. Jennifer Glass (Word)

Survey of Perceptions

The CoS Task Force recommends that the College conducts a routine, anonymous survey of CoS students, staff, and faculty on perceptions of racial equity in the College of Sciences

• Institute Diversity, Equity and Inclusion Climate Assessment Survey | See results from 2013, 2015, 2017, and 2018 surveys

Training

The CoS Task Force recognizes that training to increase awareness of discriminatory biases is vital to 1) increasing employment opportunities and improving the work environment for minority non-academic staff, and 2) increasing recruitment and retention of minority students and academic faculty. 

• Transformative Narratives (Georgia Tech) – A series of recorded personal narratives from GT faculty and staff highlighting encounters and experiences related to diversity and inclusion. (Estimated 10-20 minutes)
• PathwaysToScience.org (NSF) – A living mentoring manual for faculty and undergraduate/graduate students to establish productive, understanding mentoring relationships. (Estimated 30 minutes)
• Harvard Implicit Associations Test (Harvard Univeristy) – Implicit biases are unconscious stereotype beliefs and attitudes that impact our interactions with each other. Project Implicit aims to raise awareness of these biases via implicit bias testing and data-driven research and education. (Estimated 10-20 minutes) 
• Preparing Diverse Students for Academia (American Psychological Association) – Video series that highlights the personal stories of diverse faculty members and provides insight into their experiences in the job market and their success in academia. (Estimated 10-15 minutes per video)
• Benefits and Challenges of Diversity in Academic Settings (University of Wisconsin-Madison) – A research-supported guide on the benefits and challenges of diversity in academic settings produced by the Women in Science and Engineering Leadership Institute (WISELI). (Estimated 20-45 minutes)

General Ideas

• Hold regular listening sessions with members of your School 
• Schedule seminar speakers with diverse backgrounds
• Periodically take a quick "pulse" on racial equity concerns/challenges during faculty meetings
• Read anti-racism literature
  • Anti-Racism Resources (Diversity and Inclusion Education and Training) 
  • How To Be an Anti-Racist Educator (CTL)  
  • Resources for Anti-Racism in Business, Leadership and the Community (Scheller College of Business)
  • TechStyle: 7 Brittain Fellows Reflect on Antiracist Pedagogy (School of LMC) 
• Foster strong mentorship | The Science of Effective Mentorship in STEMM - Online Guide (National Academies of Sciences)
• Read literature on Race and STEM topics
  • Racially Expansive STEM Histories
  • Mathematically Gifted and Black
  • Race and Racism in STEM - "living" resource from the CoS Diversity Council and Kim Cobb (ADVANCE Professor) 
  • Institutional Racism in Psychiatry and Clinical Psychology: Race Matters in Mental Health by Suman Fernando

Center for Teaching and Learning

Teaching in Turbulent Times
These resources were developed by CTL in light of the tension surrounding the 2020 Presidential Election.  However, many of the tips are applicable to any situation that impacts and/or potentially fuels the immense stress of the members of our nation at large.

How To Discuss Inflammatory Topics with Grace, Humility, Patience, and Mutual Respect

	Resources for Talking about Race Georgia Tech Diversity and Inclusion Education and Training website
	So You Want To Talk About Race? By: Ijeoma Oluo
	What If I Say the Wrong Thing? 25 Habits for Culturally Effective People By: Verna A. Myers
	Tell Me Who You Are: Sharing Our Stories of Race, Culture, & Identity By: Winona Guo and Priya Vulchi
	Language Matters: Considering Microaggressions in Science Article by Colin Harrison (School of Biological Sciences) and Kimberly Dr. Tanner
	Investigating Instructor Talk in Novel Contexts: Widespread Use, Unexpected Categories, and an Emergent Sampling Article by Colin Harrison (School of Biological Sciences) and coworkers
	Whistling Vivaldi: How Stereotypes Affect Us and What We Can Do By: Claude M. Steele
	On Planck's Law, Blackbodies and the Physics of Diversity Article by Dr. Jedidah Isler (Syracuse University, Department of Physics)
	Language Matters: Considering Microaggressions in Science Article by Colin Harrison (School of Biological Sciences) and Kimberly Dr. Tanner

National STEM Organizations that Foster Racial Equity

	The National Graduate Education for Minorities (GEM) Consortium The National GEM Consortium offers fellowships and research opportunities for underrepresented minorities
	National Organization of Black Chemists and Chemical Engineers (NOBCChE)
	National Society of Black Physicists
	Databases of Databases of Diverse Speakers in STEM Contributed by Dr. Jennifer Glass and Minda Monteagudo (EAS) - 2018 Diversity & Inclusion Fellow Program Project
	American Institute of Physics | Statistics and reports on diversity in physics
	National Association of Mathematicians