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 GM10: Mini-Conference: Diversity, Equity, and Inclusion IIIInteractive
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Chair: Royce James, US Coast Guard Academy Room: Rooms 403-405 |
Tuesday, November 9, 2021 9:30AM - 9:50AM |
GM10.00001: Gatekeeping: What is and isn’t Mentorship & Looping Mentorship Christine Clark Mentoring is a common tool for improving recruitment and retention. However, poor mentoring practices can cause more harm than good. Effective, evidence based practices are crucial for the success of mentoring relationships. Looping mentorship programs transform the relationship from one of hierarchy to one of proximity. Furthermore, looping mentorship expands mentoring relationships to build matrices of support. Aspects of successful looping mentoring practices will be presented. |
Tuesday, November 9, 2021 9:50AM - 10:10AM |
GM10.00002: Looping Mentorship: Strategies for effective mentorship from below Sharon Zelmanowitz Mentoring programs and relationships can be an effective tool for addressing diversity, equity, and inclusion goals. Common misconceptions about the mentoring process frame mentoring as a hierarchical, transactional process. Healthy and effective mentoring relationships are mutually beneficial and respectful, with looping mentoring programs predicated on mutual accommodation. This talk addresses effective habits of mentoring from the perspective of the mentee. Strategies for participating in mentoring relationships are presented, with the goal of empowering mentees to engage in mentoring as co-collaborators. |
Tuesday, November 9, 2021 10:10AM - 10:30AM |
GM10.00003: Looping Mentorship: Strategies for being mentored from below
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Tuesday, November 9, 2021 10:30AM - 10:50AM |
GM10.00004: Fixing the Pipeline: Student led High School Outreach and Undergraduate Research Preparation During the Pandemic Ernesto Barraza-Valdez The COVID-19 pandemic has caused more damage to an already broken educational pipeline of physics. The Pew Research Foundation has shown that some of the main reasons underrepresented minorities and students of color do not pursue careers in STEM are the lack of representation, mentorship, and skill/educational development (1). Here, we present a student-led outreach effort at UC Irvine to introduce high school students to plasma and nuclear physics with the goal of increasing BIPoC+Women professionals representation. Additionally, we present a summary of our computational plasma physics workshops meant to help underrepresented undergraduate students obtain the skills needed to conduct research which are otherwise untaught yet presumed to be. We hope our efforts will encourage others to help in improving the educational pipeline for underrepresented minorities. |
Tuesday, November 9, 2021 10:50AM - 11:20AM |
GM10.00005: Looping Mentorship: Small Group Discussions
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Tuesday, November 9, 2021 11:20AM - 11:30AM |
GM10.00006: Gatekeeping via Conferences Royce W James Prioritizing diversity, equity, and inclusion (DEI) is not just an ancillary or separate initiative, but an integrated part of the framework to produce innovative plasma and fusion science. Industry and national laboratories personnel, graduate students, and faculty must be affirmed once on the inside of your industry workplace or academic learning and workplace environments. Two key evidence-based practices to achieve this are the establishment of a Human Relations Code and a Bias Incident Policy. DPP has a history of promoting policies like these yet more work is needed. There are several equity barriers that remain in our division and are often made evident at conferences. Alternatives to unofficial and ambiguous dress codes and expectations of presentations, poster session “flirting,” and the availability of travel funding reimbursements that do not address a lack of upfront funds nor the “evaluation” of merit of submitted requests, must be implemented. Steps to address conference audio and visual and facilities accessibility, childcare, and who gets invited talks, or is encouraged to submit a talk at all are vital aspects of conference equity that can inform our communities culture in and out of conference season. In this module, Innovative practices like double anonymous peer review will be explored with a tight connection to equity gap and psychological safety monitoring to ensure our collective success and health. |
Tuesday, November 9, 2021 11:30AM - 11:40AM |
GM10.00007: Representation of Women in APS-DPP Invited Talks, Fellowships, and Committees Stephanie B Hansen W+IPP has made a concerted effort to track statistics of opportunities and engagement of women in DPP over the years, from invited talk and DPP fellow percentages to committee compositions and more. We publish these results yearly for the community, creating some of the only records of DEI statistics in DPP. Historically W+IPP has been able to leverage these statistics to effect change in DPP policy. |
Tuesday, November 9, 2021 11:40AM - 11:50AM |
GM10.00008: Creating a More Welcoming Environment for LGBTQ+ Scientists Mel Abler We present interventions led by graduate students at Columbia University which have directly resulted in a more than four-fold increase in the number of LGBTQ+ students in the department over two years. First, the presence of an out student as graduate social chair led to previously closeted peers coming out and had a direct, positive impact on the matriculation choices of prospective students. Second, wide adoption of the You Are Welcome Here campaign by department faculty and staff signaled to LGBTQ+ students that they would be welcome in the department without requiring them to come out; this intervention is particularly important for students from backgrounds which may not permit them to be open about their LGBTQ+ identity. Finally, LGBTQ+ and allied students successfully lobbied for institutional changes that had an immediate impact on quality of life by emphasizing impacts beyond the LGBTQ+ community. These policies include a preferred name policy which applies from application through graduation and a rapid increase in the number of gender-neutral restroom facilities. |
Tuesday, November 9, 2021 11:50AM - 12:00PM |
GM10.00009: Codes of Conduct for Software Collaborations Nicholas Murphy Every scientific organization should have a human relations code and a bias incident policy. This talk will describe how codes of conduct are typically applied in open source software collaborations. The Contributor Covenant Code of Conduct is emerging as a community standard. This code of conduct describes not only what behaviors are unacceptable, but also behaviors that contribute to a positive community climate. Importantly, the Contributor Covenant has a built-in enforcement mechanism. |
Tuesday, November 9, 2021 12:00PM - 12:30PM |
GM10.00010: Plans for a DPP Queryable Equity Database Elizabeth C Merritt, Arturo Dominguez, Royce W James, Carolyn C Kuranz, Nicholas Murphy, David E Newman, Raspberry A Simpson, Edward E Thomas, Ellen G Zweibel The DEI Organizing Collective is designing a database of demographic and climate information for the DPP that can be used to evaluate and monitor equity gaps in the community. We require the database to be searchable by members of DPP committees, such as the Executive Committee as well as program and awards committees etc., such that these committees can use the database as a tool to evaluate historic and current equity in representation across the community in general and for specific nominee pools for honors and awards. Central to establishing this tool is the need for strict protection of community members’ private information, so as to ideally prevent the risk of harm to individuals due to volunteering potentially sensitive information. In this presentation we will discuss the scope and requirements of the database, the status of the project, and give some examples of how to use the database to track equity gaps. |
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