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Summary
Summary
Even though huge strides have been made in improving recruitment, retention and advancement of women and minorities in STEM fields, gender, racial and other biases persist, damaging research integrity and resulting in a completely unacceptable loss of talent. Moreover, the advancement of URM and female PhD students to post-doctoral and faculty positions continues to lag behind that of white males. Improving the climate and culture for women and minorities requires that individuals acknowledge that implicit and explicit biases persist in biomedical research environments and acquire the ability to recognize incidents of bias and intervene or prevent them. To achieve this, we have adapted a program (ADVANCE-Geo) that has been successful in improving the culture for female geoscientists. Trained CSU faculty will engage other faculty, staff and trainees in discussions surrounding climate and culture. Bystander intervention strategies will be shared. Faculty and trainees will be guided in how to create Codes of Conduct for their labs and Departments.
Resources for Facilitators
Resources for Facilitators
In November 2020, we surveyed members of several CSU Departments to gauge the climate and culture with respect to gender and race. During this lunch & learn discussion the facilitators will share the results of the survey and discuss what can be done to improve the climate for women and minorities working in biomedical research labs here at CSU.
This interactive session describes academic practices and institutional structures that allow for sexual harassment, bullying, and other hostile behaviors to persist, discusses initiatives to address harassment, and provides training in personal intervention strategies to protect and support targets of harassment. As a result of this session, participants will be empowered to: (1) identify different ways in which sexual and other types of harassment can manifest in research environments; (2) intervene safely as bystanders
Professionalism is the foundation of an inclusive and respectful workplace. Academia has many hierarchical and asymmetric power relations which can allow those in positions of power to enable and enrich or abuse and diminish individuals. This can endanger professional and personal well-being, contribute to hostile work climates, and negatively impact productivity, research, and education outcomes. This workshop provides resources to develop a code of conduct that is proactive, preventative and promotes cultural change within labs and work units.
Contacts
Contacts
Please ask if you would like help with facilitating these training activities in your own unit or department.
Carol Wilusz (Director of the Cell & Molecular Biology Graduate Program) | cwilusz@colostate.edu
Mark Zabel (Associate Dean for Research, College of Veterinary Medicine & Biomedical Sciences) | mark.zabel@colostate.edu
Julie Maertens (Evaluator, The STEM Center) | Julie.Maertens@colostate.edu
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