Bulletin of the American Physical Society
63rd Annual Meeting of the APS Division of Plasma Physics
Volume 66, Number 13
Monday–Friday, November 8–12, 2021; Pittsburgh, PA
Session CM09: Mini-Conference: Diversity, Equity, and Inclusion IIInteractive
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Chair: Royce James, US Coast Guard Academy Room: Rooms 403-405 |
Monday, November 8, 2021 2:00PM - 2:20PM |
CM09.00001: Gatekeeping via Qualifying Exams
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Monday, November 8, 2021 2:20PM - 3:00PM |
CM09.00002: Eliminating Qualifying Exams: Small Group Discussions
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Monday, November 8, 2021 3:00PM - 3:20PM |
CM09.00003: Gatekeeping in Admissions & Hiring (Part II): Post Undergraduate Entry into the Workforce Kyron Williams Entering the workforce with a bachelors, masters, doctorate, or from a post doctorate educational experience comes with many of the same challenges as graduate school admissions. However, there are often additional concerns that can exacerbate and perhaps alleviate some of the obstacles to equity that gatekeepers can manage. Faculty and hiring officials can foster a psychologically safe environment for professional transitions into the workforce and academia by introducing the new-members to their network and promoting their work to help them secure a position in which they can thrive. |
Monday, November 8, 2021 3:20PM - 4:00PM |
CM09.00004: Gatekeeping in Admissions & Hiring (Part II): Post Undergraduate Entry into the Workforce Subject Matter Expert Panel
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Monday, November 8, 2021 4:00PM - 4:20PM |
CM09.00005: Increasing the emphasis on Diversity, Equity, and Inclusion at LLNL Amy Jimenez, Benjamin Grover, Debra A Callahan, Michael J Edwards Many of the job opportunities in plasma physics reside at the National Labs so making the climate at the National Labs as diverse, equitable, and inclusive as possible is an important component in reducing the leaks in the pipeline. We can provide role models to students and postdocs by showing that our field is equitable and supportive of women and minorities as well as providing job opportunities for exciting careers in plasma physics. |
Monday, November 8, 2021 4:20PM - 4:40PM |
CM09.00006: Actions Towards Building a Thriving & Diverse Fusion Energy Program Mickey R Wade, Cami S Collins, Moody Altamimi Overwhelming evidence shows the benefits of workplace diversity in achieving excellence in research, innovation, and performance. ORNL realizes that success in meeting the enormous scientific and technical challenge of rapidly developing fusion energy depends on our ability to build a culture that supports diversity, equity, and inclusivity in order to recruit and retain a broad array of talent. ORNL is taking a proactive approach in implementing new programs that promote diversity, equity and inclusion (DEI) awareness and work practices. Specific actions include the establishment of a Lab-wide DEI council, establishing outreach activities and protocols to ensure candidate pools for new positions are appropriately diverse, implementing fair hiring practices, providing staff with the awareness, training, and tools necessary to support an inclusive and respectful workplace, improving mentoring and coaching for all staff, and ensuring the input of all staff are sought out and their contributions valued. This presentation will outline the benefits of DEI in technical research, provide details of actions being taken at ORNL to improve its DEI posture, and discuss plans for how to measure progress. |
Monday, November 8, 2021 4:40PM - 5:00PM |
CM09.00007: Steps Taken to Assess and Improve DEI-Related Engagement at DIII-D Shawn Zamperini, Richard J Buttery, David C Pace The DIII-D National Fusion Program has created a DEI panel to facilitate engagement, opportunity and recruitment of a diverse range of personnel within the program, as well as to officially endorse programmatic changes that improve opportunities. DIII-D offers a unique challenge in that it is a user facility split between employees and outside collaborators of interconnected roles (e.g. students, technicians, staff, engineers). The panel uses the recent 2020 DPP-CPP report as a guide, which acknowledges that we, the plasma physics community, are not experts on the subject of DEI and therefore should consult outside help to accelerate change. We show that the first steps taken towards finding outside help identified the need for an exploratory site visit. The implementation of a facility-wide survey is then discussed to demonstrate the data gathering of baseline statistics can be used to track the progress of DEI-related initiatives. Existing training options are presented, as well as any gaps in training specific to a multi-institutional facility like DIII-D. Our intention is that this presentation provides inspiration and first steps towards improving DEI within a multi-institutional plasma physics organization, but also leads to insights that inform the DIII-D approach. |
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