I am replacing at colleague at this session, thus can I change my name on the screen?

Hello Wellesley colleagues!

Hello from the University of Richmond and Commonwealth of Virginia!

Hello from Wellesley College, another Commonwealth (MA)

Hello Mac and colleagues near and far! Also zooming in from URichmond

Hello everyone from Utica College!

Hello from Rollins College in Winter Park, Florida!

Hello from Bryn Mawr!

Greetings from Skidmore College in Saratoga Springs, NY!

Hello from VA Beach - Virginia Wesleyan (waving to U of R from down 64)

Hello from Grinnell College, Grinnell, IA

Also, a special hello to my PhD alma mater USC!

Hello from Haverford!

Hello from Goucher College in Baltimore, MD!

Hello from Mount Holyoke College in western Mass!

Greetings from Colgate University in Hamilton, NY!

Hello from Centre College in Danville, Kentucky!

Hello from Randolph College in Lynchburg VA

Hello from Pomona College, Claremont, CA

Missing So. Cal. every winter!

Hi from Utica College in Utica, NY

Hello from NE Ohio! Oberlin College!!

Hello from Knox College, Galesburg, IL!

Hello, greetings from Williams-’68 Center for Career Exploration

Hello from DePauw University in Greencastle, IN

Hello from Bard College, Annandale-on-Hudson, NY!

Thank you so much Shaun! Also, hello from Mount Holyoke College!

Hello from Utica College OT Dept.

Hi from Lafayette College, Easton, PA.

Hello from Allegheny College in northwest Pennsylvania

Hello from Oberlin College!

Greetings from University of Richmond...

Hello from Gonzaga - Go Zags!!!

Greetings from Soka University of America in Aliso Viejo, CA!

Greetings from Hollins University in Virginia!

Hello from DePauw University, Greencastle, IN!

Hi from Goucher College in Baltimore

Hello from Colorado College in Colorado Springs!

Greetings from the University of Puget Sound!

Greetings from Whitman College in Walla Walla, Washington.

Hi Lisa!

Hello from Trinity University in San Antonio!

Hello from Randolph College in Lynchburg, VA

Hello from Hollins University in Roanoke, VA!

Hello from Bard College

Good morning from Scripps in Claremont, CA!

Hello from Hollins University via Athens, OH.

Greetings from Lafayette College in Easton, PA!

Hello from Luther College in Decorah, Iowa.

Good Day from Vassar College!

Hello from Smith College!

Hello from Goucher College in Baltimore Co., MD

Good morning from Colorado College!

Greetings from Reed College!

Hi from Allegheny College in NW Pennsylvania!

Hello and good morning from Whitman College.

Hello from Mount Holyoke College!

Hello from Rhodes College.

Hello from Haverford College in Pennsylvania!

Hello from Barnard College!

All of these materials will be accessible later?

Good Afternoon from Wofford College in Spartanburg, SC! Go Zags!

Yes, all the materials will be sent to each of you within 2-3 days following this session.

Great!!!!

Agree! Love that. Thank you.

Hello all

Thank you!!

We’re ahead of you :-)

Greetings from Bucknell University

Hello from Gonzaga!

Greetings from DePauw University, everyone!

Hello from Colorado College

Hello from DePauw!

Hello from Concordia College - Moorhead Minnesota

Good Morning from Pomona College in Claremont, CA!

Hello from Colgate!

Hello from Allegheny College in PA

Hi everyone. Greetings from Whittier College in California

Hello from W&L!

Hello from Knox College :)

Greetings from Bryn Mawr!

Hi from San Antonio--Trinity University!

Hello from Sherri Kimmel at Bucknell!

Hello from University of Puget Sound, Tacoma WA

Hi from Williams College.

Another Pomona College voice here: nice to be here today from Claremont, CA

Hello from Bard!

Hello from Rollins College in Winter Park, Florida!

Hello my Utica College Colleagues!

Congratulations and best wishes, Gonzaga!

Hello from St. Olaf!

Greetings to all from Occidental College - Los Angeles, CA.

Aloha from Virginia Wesleyan University in Virginia Beach, VA

Good afternoon from Colgate University!

Hello everyone from Wabash College, Crawfordsville, IN

Hello from Wellesley College in Wellesley, MA!

Love these as goals for today. Feels so concrete!

Hello from Utica College in Utica, NY

Hello from Occidental in Los Angles, CA!

Hello from Pitzer, SoCal Claremont Colleges

Hello all from Bucknell University! Happy to be here.

Good morning from Gonzaga University!

(And hello from Barnard!)

Hello from Davidson College, just north of Charlotte in North Carolina.

Hello from Williams College!

So excited to be here with you all from Pitzer College in Claremont, CA

Hello from Hamilton College!

Hello from Knox College!

Hello from Carleton College!

Hi from Bryn Mawr College!

Greetings from Skidmore!

Hello from Allegheny College

Greetings from Virginia Wesleyan University!

Hello from Sewanee: The University of the South!

Hello from Knox College!

Hello from Southwestern University, just north of Austin, TX in beautiful Georgetown.

Amen to that!

Yes! Exactly.

#TruthBeTold

Some institutions are more vulnerable and it’s more risky for their existence to ignore EOs

Yes, accreditation is such a “gameable” game

We're in SACSCOC, and progress is slow, but we're finally paying attention to student achievement correlated with race.

That is such a good point about accreditation.

Also have to speak about how “rankings” reinforce white supremacy and patriarchy in institutions

The Nested Egg!!!

@catia, yes! You are so right.

I’m reminded of this article in the Chronicle in terms of external influence: https://www.chronicle.com/article/the-new-order?cid2=gen_login_refresh&cid=gen_sign_in

Very discouraging for the students and alum to see the same demands being made year after year

+1 Joi

^^^

Yes, our students too!

^^^^

Discouraging and demoralizing

^^^

And their frustrations sometimes also have unintended consequences of having impact on faculty who are already doing the work and are more vulnerable, end up reinforcing the systems they are trying to dismantle

+1 Catia

For a lot of small colleges departments are very small and in these times not hiring

Responsibility for your own racial literacy

+1

Ownership is huge!

Speaking to this point in relation to the previous one about accreditation: the current Middle States process at Barnard College has focused a great deal on DEI, and the process is a great instance in which individuals from so many of these stakeholder groups (faculty, students, alumnae, admin leaders, etc.) are all involved conversation about the institution. Accreditation has been a great cross-institutional moment to stage evaluative/educational/ future-looking conversation about collective “ownership” of DEI at the College.

As a support person rather than a director, I find that my influence is pretty big!

USC is a big university — I hope you can also speak to small colleges

Yes, Marcella: Read, watch, discuss! So much great material to delve into!

Some of us aren’t able to keep up with the chat and listen too so it would be helpful if we can also get the chat if there is information there of us. If that’s already been addressed, sorry!

One or two "bad actors" who are in the position of power can be so destructive even with the majority of the institution is committed to DEI work.

B

chair of sociology department

Program

Executive Admin Assist, and member of the Diversity Equity Advisory Board

@LaRee - very true! Thank you for lifting that!

Great point, LaRee!

We share the chat too Anene.

How about at a small college, I am on the curriculum committee so I put college level

For me in a small program individual and program are the same :-)

This is a difficult question to respond to. I am assessment specialist that oversees all institutional assessment and evaluation

Catia, Me, too!

Catia, same for me

I'm tripping over the term "control" I would say I have influence at the department level, but I'm not in a position of authority.

Ditto on the complexity of this! I'm finishing up a term on the Faculty Review (tenure & promotion Cttee) but am also a dept chair...

Same for me,Alison. Difficult to know how much authority we have, and how much we have to rely on charisma

A question: why equity and not justice?

I agree with the comment about influence vs. control

^^

How are "student outcomes" defined?

+1 @Lauren’s question

Equity mindedness is growth; not static. Having a listening, learning, and acting outlook is necessary.

Evolving and critical reflection of our practices in DEI work-YES!

+1 @ Cathy — self-reflexivity

@Laren & Catia - persistent issues with positivism defining these

@Jennifer: yes! Hahaha humanities’ ethos

If we take your definition of equity mindedness nobody can answer A :-)

Agreed @Catia

The more I learn the more I know I still need to learn.

Yes, Alex!

+1

Agree with Alex

I agree with Alex

@Alex - well said

I try to be, but I know I miss the mark.

Definitely, Alex!

@Alex - so true!

Agreed, Alex

same here

Me as well, Alex

I don’t know what I don’t know!

Sharon, that’s exactly what I was thinking

+1

Does +1 mean “me too”? I’m not up with social media abbreviations. Thanks.

I agree with your statement Alex, I am constantly learning what I don’t know. If we are seriously growing in this way, the critical reflection must be ever present and intentional

@Guy yes for me

I'm a work in progress

I feel like I'm still learning the history and the nuances of that history at my specific college and then also the wider higher ed field

Yes Rosemarie!

I appreciate this definition of "equity-minded" -- it's 1/2 about equity MINDED and 1/2 on equity ACTING/BEHAVIOR. The latter is harder because it gets into what he's calling our "local of control"/sphere of influence

I agree Nancy^

Thanks @Catia

+1 Nancy

@Guy: also ^^^

This work has to be baked into everything we do, not something to do when “time allows”

I'm in assessment and this failure to "close the loop" is a major challenge

It’s also about criteria for measurement — indicators can be measurable but not significant to actually assess equity.

+!

Nikisha, yes! The follow through is always a challenge

Agreed, Rebecca.

Regarding # 4: Workplace activism threatens existing status quo and can impact career advancement.

E.g., in my field, gender indicators that measure amount of women reached through a training rather than what that training actually accomplished for the women

@Raghu: yes!

the responsible employee is often missing due to a lack of institutional commitment of resources

underinvestment in staff who help students succeed

I have found that it is also necessary to do an equity assessment before the plan…at times we jump into planning, without really examining our current policies and practices (and the outcome of these Pol and Practices) and critically examining what P & P are barriers and what is working.

That is so true and so important.

#4 is really speaking to me

I think it’s easy to underestimate the complexity involved with social science measurement and its translation to what actually matters; plus the racism that is baked into psychometrics to begin with

+1 Rosemarie Hunter

Sometimes staff can get comments that invalidate their current skills and commitment as a reason for no advancement

@Stephanie: yes and/or responsible employee not given the resources to succeed in job

^^

Good point Jennifer!!

@Jennifer ^^^^^

Not just stagnation but the overextending and splitting of those superstar individuals.

Amen to that.

A foundational barrier to accountability, in my view, is cultural: academe’s valorization of individual autonomy (even when the impact of decisions is on the community).

@Jenifer: +1

#7 seems so very critical.

+1 Jenifer

@10!!!!!! Even faculty activists

Yes, #10!

#10 is a huge problem

#10!

#8 is something our students are VERY aware of

And re #10: call for “civility” is racially and gendered coded

^^ Yes Jennifer! #8 is huge.

Yes to #10! Huge problem

@Catia - tone policing

I don’t identify as URM or HUG, either. I identify as Black. We should use convenient acronyms less often.

Activists tend to give us the answers.-YES

#10 has been a longstanding issue in higher education. In fact, defensiveness is a huge issue of administrators at all levels particularly in times of crisis.

the institution doesn't think the data should be available to all the stakeholders.

We teach our students to be critical consumers, until they choose our institutions

^^^

@Kijua +1

Disaggregating the data is so important. Grouping marginalized groups together so often masks unique challenges of individual groups

Could you please put the top 10 slide back up?

#10 not so much at my institution, I feel like activists are marketed to make the college seem more equity-minded but change still happens slowly if at all

within or beyond?

^^

Slide said "beyond"

Also, true @Lauren in my experience, activists are often seen as important to make visible after they graduate

Yes, Kijua!

We can write in the chat

@Kijua yes!

This happened to me once when I had a giant group.

mid conversation

high five to Group 40!

@Dave from Utica - sorry we didn’t hear the end of your comment

Floyd was in mid-sentence - nice link!

Hi five to #36!

Thanks to group 28!

Thanks to all in the group I participated in.

@Rachel - yes! High Five Group 40

Thanks to group #36!

Thank you group 40!

I was suddenly out of group 10 and never got back in. Missed the group.

Thanks to my group!

Enjoyed conversing with group 23! - Reed College, Grinnell, Claremont, Rhodes…!

The good news: we were having a great discussion!

Thanks to group 27! From “Debra”

Thanks Group 37!

For group 43 - https://www.davidson.edu/about/commission-race-and-slavery/post-commission-initiatives-and-progress

thanks to my group!! This is Danielle, not Steve! :)

Same Jose!

Thanks to everyone in my grouop

Hey Lindsay Johnson!

Thanks to the group I was with. Good talking with you all.

Thank you, Anthony B for leading our dialogue in Room 39!

Yes, thank you to my group as well -- very helpful to hear all of your thoughts!

Dorsey sorry we got cut off! Would like to hear your opinion!

Thanks to our facilitators!- Breakout rooms are not easy!

Thanks to group #31 :)

Thank you Group 5 — Carolee would love to hear what you were saying at the end

@Jennifer, sorry we didn’t get to hear your full comment!

great to connect with group 5. Thank you all!

Loved my group! Thanks all!

Thank you group 23, I appreciate learning from you

Partnerships are key!!!

Yes on communication!!! And, relatedly, transparency

@Wellesley huge problems with that

^^

it shows what people believe is priority

We were discussing communication in our breakout room.

Communications is critical to Change Management - and racial equity work is culture-changing

Consistent communication is so important

Often times mission statements are SO broad and general that they hinder SPECIFIC targeted actions/strategies because specific targeted actions/strategies (e.g. increasing the number of black facutly) are often presented as “exclusionary” and not promoting “equality.”

Communication was mentioned in my group! It is CRITICAL to give the same message to EVERYONE.

@Jessica: YES!

Why is that, you think? Can you explain by what mechanism starting from the outside in is better strategy for communication? Have I heard correctly?

That is such a great idea!

SO NECESSARY!

Yes because also different parts of the college use same words with different meanings!

And overuse of jargon without real meaning

@keesha ^^^

I really like how that was articulated “we’re not talking past each other, we’re talking about the same kinds of things”

UGH.

yikes!

That happens too often - no consequences

Also important to note the intersection of race and gender there

This is super helpful!!!

Agreed, Nikisha.

That’s a tough one. If teaching evals are anonymous how do you track the student down?

Outcomes for faculty and staff need to be part of the conversation, too. Yes?

@Nikisha +1

YES!!!

Yes!!

Yes!!!

Totally!

Right?!

YES INDEED!

Hear hear

Staff often has one standards and evaluation method and this will differ for faculty via the DEI lens.

Or appointed to directorships of influential and moneyed institutes

or problematic people still participating in hiring of others

You are going to share these slides, yes?

CUPA HR has an assessment tool as well.

@Carl: spell out acronym pls?

https://diversity.wfu.edu/realizing-inclusion-diversity-and-equity/

Important to communicate meanings prior to adding to Performance review questions, not all employees really understand what these mean.

https://www.cupahr.org/surveys/dei-maturity-index/

College and University Professional Association for HR

@Carl Thanks

Thank you for sharing!

realizing-inclusion-diversity-and-equity (RIDE)

Catia, we share the slides, recording and all resources via dropbox after the sessions.

@Shá: Thanks

We’re having the conversation now on incorporation DEI contributions on tenure/promotion. Being met with some push-back …

At Beyond Barnard (our College’s integrated career center), this summer we will begin reporting multi-year recent alumni career outcomes by race, ethnicity, and FLI status — tracking first career/graduate school/fellowship outcomes as a metric against which we will track our center’s performance (and using numbers to help understand how to mobilize advising resources).

@Kimberly: I was wondering about that. I think faculty at Wellesley would push back

They were set to vote on it but it got postponed because of the strong feelings of some faculty. I think it will ultimately pass but it’s taking a lot of time

Love that!

We have a new proposal for de-b1asing searches that we will vote on this Spring

In these times hard to combine need for hiring with equity in mind and budget reductions

Community relations are an important part of these efforts, especially in non-urban areas where institutions of higher education are often relative oases of diversity. Not just the institution, but the larger community needs to be supportive and welcoming. The larger community does not always understand their potential role here, and institutions of higher education may not realize how important community linkages can be to employee diversity. We've recently created a Community Relations working group on our Council for Inclusive Excellence to try to bring an institutional voice supporting our employees and students in their interactions with the local community. Some local leaders have welcomed this, while others refuse to engage. My experience is that community support of diversity increasingly factors into people's decisions about whether to take or remain in a job.

@eric -- ^^^^ yes! Increasingly on my mind.

@Eric: super important! Wellesley is in very rich, very white town - and we are just starting community engagement there

Eric, absolutely!

Really interesting, @Eric. Thanks for sharing.

+ faculty (let alone staff) cannot really afford to live there

Yes on HR ignoring the data or collecting data in ways that suit their purposes and hide inequities!!!!

Good point, Eric.

YES YES YES on attrition for staff!

And staff afraid of talking

Bc of possible retaliation

+1

Great point, ERic

Eric, absolutely

This incentivizing with money is super helpful!

To know

Not only showcasing faculty success so as to “look good”

The Faculty Record Sheet at Smith College tracks contributions to equity and inclusion. Merit increases are tied to this record

I think that in this we also need to consider ‘hidden labor’ often gendered — not easily measurable…how do we recognize this

This is so important to name.

@Floyd: same at Wofford, though this is the first year for our new Faculty Information Form.

Budgets for DEI work are often not stand alone, but have to be taken out of budgets established for other areas... leading to resentment for the work...

We have had a community grants program for some years. Not a great deal of money annually but it really helps us. We also have a community based learning initiative and our students are significantly more involved in positive ways in the community than before

Hidden labor needs to be recognized and celebrated within annual review.

Often DEI work has to mitigate all of the racial harm and/or other forms of harm created.

^^^

Best wishes for an enjoyable and restorative break, everyone!

I want to put a plug in for Oregon State University’s Search Advocate program. https://searchadvocate.oregonstate.edu/

We have a search advocate on every hiring committee.

We have this at Davidson, called "Equity Advisors."

@Dan: this is a great idea and easily implemented — if there is money to fund the position

@Catia - Equity Advisors are a "faculty committee" - counts for service.

@Fuji: Thanks! This is helpful

This figure is so relatable…I have the sense that @Wellesley we would have similar results

@Catia — At Wofford, serving as a search advocate counts as service.

@Dan: Thanks!

Thinking about how difficult this can be when the student population is always changing

@lauren, very difficult

Also departmental action plans, reports etc….very difficult in small departments — all labor falling on one person/two

@Catia so true...

Also measures not necessarily valid with one person where all the labor, admin, teaching falls on one person

@ Catia yes so many 1 and 2 person departments...

@Catia... especially when these roles and assessments are add-ons to current roles.

This seems more applicable to big institutions

@LaRee yes

I think it can work for smaller places too, also saying somewhere is too small for the work makes it easier to not fix propblems

Or what is the right level at smaller institutions -- divisional assessments?

Can you speak a bit more of how small departments can implement measures without it adding on to the pile of extra labor?

I think we all need to make sure we’re aware of campbell’s law in thinking through accountability measures like as in k-12

@Jennifer: What is campbell’s law?

Campbell's Law is the observation that once a metric has been identified as a primary indicator for success, its ability to accurately measure success tends to be compromised.

Maybe the small department will need assistance from others in its division or combine departments to do the reviews

Could we get specific examples of these tools?

@DeResha: it is true. And I can also tell you that in my institution those small depts are also often the ones that teach the equity stuff, enroll more students of color etc.

^^That would be very helpful to have examples of some of these tools available. Thank you!

@DeResha: yes, that’s a great idea

Smith is basing its departmental reviews on UC Berkeley’s model — with permission https://diversity.berkeley.edu/programs-services/diversity-planning

@Jennifer: Because tricks to make it look like it’s happening are devised?

Yes, like NCLB cheating scandals, etc.

In Italian: Fatta la legge trovato l'inganno

Also true for non-binary and trans faculty

^

And women — even in a women’s institution

Women of color in particular

Yes @Keesha!

+ Catia and Keesha

The same applies to professional staff who support the learning process

@Eric: yes

Most trainings are geared towards teaching professionals equity, diversity, and inclusive, but it feels like theres little support for staff and faculty of color about how to navigate those things from students.

HERC (Higher Education Recruitment Consortium)

Podcast series from Dr. Chavella Pitman, 'Teaching in Color' is helpful.

MMUF (Mellon Mays Fellows), Ford Foundation

How about strategies for locating candidates in historically underrepresented disciplines (candidates from underrepresented groups in a specific discipline that historically has been hostile to underrepresented groups)

Consortium for Faculty Diversity (CFD), an association of liberal arts colleges that offers postdoctoral fellowships to scholars who would contribute to the diversity of its member institutions.

+1 CFD

@Lauren: yes!!!

Really like this resource

Thank you, Beth!

@Catia, look up the Diverse Top 100 for grad programs who are training lots of underrepresented faculty of color. Searchable database by field that gets updated each year.

@Brooke: Super helpful, thanks!

CFD is an excellent consortium making a difference.

The list of racial groups assumes applicants are American, and not international.

Strongly agree re: CFD!!!

^^^^^

Are they being retained??? What is their experience when they arrive to campus?

@Eric - I'm assuming you're talking about CFD postdocs - we have a track record (only 4-5 years, though) of our CFD postdocs getting a TT job or their preferred job post-Davidson.

If it's happening, I don't know it as a staff member.

Sad that in my institution I had to give only one check

Basically just institutional action plan — and even there…sigh

wish there was an option for "none of these" in the poll. some of this is happening in a scattered fashion, but not systematically yet.

^^

Utica College would love additional resources on embedding accountability at the institution.

In order to participate on a position selection committee you must successfully completed a self bias training

We just started using a rubric for our searches that includes a statement of racial equity that counted equal to research and teaching. We had the best diversity outcomes we have ever seen in STEM and it resulted in hiring a woman of color

The ’68 Center for Career Exploration is under going DEI assessment and evaluation, and we are including in the recommendations programmatic and performance goals and evaluations

Colorado College is in the beginning of implementing our Antiracism Implementation Plan. An Oversight Committee is being formed this spring. https://www.coloradocollege.edu/other/antiracism-initiative/

At Colorado College, we have a formal antiracism implementation plan. In the hiring processes, we have DEAB and the Office of Diversity and Inclusion review the listings. We ask new employees to commit to the core values of CC; antiracism, inclusion, equity. Faculty interviewees are asked to talk about their experience with DEI; and contributing to the college's antiracism goals is part of our the performance review questionnaire that employees complete.

Will the chat entries be included with the session materials?

^^^

@Lyrae thank you

The delta between people acting in pro-equity ways and actually institutional systems of accountability can be large.

Randolph College is developing its JEDI plan Justice, Equity, Diversity and Inclusiveness

Would love to hear how those who do implement and embed DEI at the departmental level

@Keesha - I love that acronym and the ORDER of the words

The chat is included in the resources we provide in the dropbox several days after the session.

When DEI work is being asked and evaluated in the hiring phase, often the individuals making up the committee do not have the skill set to evaluate the quality of the answer from the candidates.

https://docs.google.com/forms/d/e/1FAIpQLSfThSoYn0FCJ_TclqlR0hQ8n2-65h7F-QVVmySjacazMKHFvA/viewform

www.uscrec.info/accountability

https://docs.google.com/forms/d/e/1FAIpQLSfThSoYn0FCJ_TclqlR0hQ8n2-65h7F-QVVmySjacazMKHFvA/viewform

#2 The Best thing that administrators can do at any level is to be far better listeners. I find thatbthe more money an administrator makes, the less they listen to the little people underneath them. I also find that the more deeply embedded their position is in white supremacy the more they rationalize being the boss in every situation which does not allow the person of color a comfort zone at all. I also notice that if powerful, wealthy white people become fearful, many aspects of communication just shut down. They do not realize that people of color have a constant fear that we will not be understood or taken seriously. My biggest fear is that the things that I call technical skills will be written off as “natural talent” The realm of the subjective response is vital to people who have been traditionally left out of the main stream. To me the accomplishment of the subjective IS the objective. That makes things difficult to codify but I do not care if it is difficult. So what!!! life it self is difficult.

^^^^

I got kicked out

Thank you group 20!!!!!!! Thank you Deirdre for helping us get real!!

again, love to Group 40!

Thanks to Room 5. Great discussion!

Yay to group #36!

also, thanks for the countdown!

Shout out, group 29!! Great discussion!

Great countdown!

Thanks Group #28!!

Thanks again, Group 40. Appreciate your thoughts!

Props to group 39!

@Guy - congrats on the good work. Nice talking with group 27

Yes great countdown

Fantastic group - thank you!

Thanks for the countdown and thank you to group 30 for a great discussion

Another action plan resource that I didn't see mentioned previously: https://www.holycross.edu/sites/default/files/files/diversity/antiracismactionplanguidebook.pdf

Thank you

I really appreciate my group and learned much from them

Group #5 was fantastic! Thanks to all

I didn’t note my group’s number but you were all fantastic.

Thanks, group #27. I appreciated hearing from people with a larger/broader locus of control/influence.

Love the tools found here: https://www.cue-tools.usc.edu/

@Anthony: yes!!!

Yes!!!

Agreed!

Agree @Dr. Baird

Yes!! Great discussion and resources

Agreed Accountability discussion so valuable.

Agree! Thank you all so much!

It’s good to have action tools: as faculty, we might think and research, but action to implement is super helpful!

I already wrote to one of my deans (the one that had the initiative to start us up with USC)

https://www.ofbyforall.org/

YES!

Thank you all. Have to sign off for an appointment!

another resource for systems change for equity: https://www.fsg.org/publications/water_of_systems_change

Dismantle Capitalism

Also the Minnesota Science Museum’s IDEAL Center offers ***great*** training for teachers/educators in anti-racist, anti-patriarchal, anti-heteronormative pedagogies!

Right on, Stephanie.

Love it, thank you!

Doc Woods. Great to hear from you!

YES!!! NO to money worship/capitalism

Like that!Do folks know they are doing wrong?

Thank you, Doctuh Woods!

Appreciate how this session has given us actionable tools AND prompted reflection on why we haven't been as successful with accountability in the past, so we can change that going forward. Thank you!

@Brooke ^^^

Yes - agree with Brooke

Thank you, Dr. Davis!

https://www.facebook.com/groups/donefordidi.whitelaborcollective

Thank you Ryan for a great presentation!

Thanks so much for providing guidance and resources - both presenters and colleagues participating!

Great session! Time well spent...

Thank you very much to our facilitators. This has been very helpful.

Thank you all! I loved this

thank you everyone for a great session!

This session was very informative and helpful. Thank you. I look forward to receiving the slides.

Thanks so much for this opportunity!

Thank you so very much!

Thank you, all!

Thank you

Thank you for such an enlightening session!

Thank you all!

-Thank you!

Thank, you, Ryan!

Thank you Ryan, Shaun and everyone!

Thank you!

Thank you!

Thank you!

Thank you, all!

Thank you, Ryan!

Thank you!

Thank you, Ryan and Shaun!

Thank you to the facilitators! This was time well-spent for me today.

THANK YOU!

VERY HELPFUL. Thanks

Thank you!

Thank you so much for all your time, talents, and expertise.

Thank you thank you thank you!

Thank you!

Thanks so much Ryan and Shaun.

Thank you!

Thank you so much!

Thank you, Ryan and everyone!

Thank you! Keep up the work!

Thank you! Time well spent, for sure!

Thank you, Ryan!

Thank you! This was great!

Thank you — much that was valuable

Thank you Ryan, Shaun, Sha and everyone

Thank you, Ryan and Shaun, and our breakout group!

thank you!

Thanks you. Cheers.

thank you!

Thank you Ryan & Shaun! Very grateful for this.

Thank you for your presence!

Can you make the slide stack available?

thank you so much Ryan! it has been so helpful!

I am inspired and am grateful the opportunity to engage with learned minds. Great presentation, thank you very much.

Thank you!!

Thanks, all.

Also Shaun: Love your talks on youtube

Thank you!

Thank you!

It is empowering to bring so many of us at liberal arts colleges together to confront this challenging topic. Thank you.