2022 Equity and Social Justice Workshop Descriptions
Equity and Social Justice Conference Schedule of Events
January 6, 2022
Breakout Session One
8:15 – 9:15 a.m.
WEAVING TRAUMA-INFORMED APPROACHES INTO OUR CAMPUS CULTURE
Trauma is the response a person has to a (negative) external event or series of events in which a person’s internal resources are not adequate to cope with the stressor. The extent of trauma amongst the college student population is difficult to measure as many of our students suffer in silence. One comprehensive study found that 85% of students had experienced at least one traumatic event in their lives (Frazier, 2009), while the American College Health Association’s National College Health Assessment (2015) found that 47% of students reported experiencing a traumatic or very difficult situation in the past 12 months alone. The effects of trauma often impact learning, behavior, and relationships. Given the extent of trauma amongst our college student population (and faculty and staff), it is imperative that campus environments do as much as possible to not exacerbate trauma and to promote healing. In this session we will: define and explain what constitutes trauma, discuss the prevalence and impact of trauma, introduce the concept of trauma informed care (TIC), and discuss strategies for implementation of trauma informed care on campus and in the classroom.
Kimberly Rouse, Ph.D., LISW-S; Director of the Survivor Advocacy Program
Kristin "KC Waltz, LISW-S; Survivor Advocate
NAVIGATING CALL OUT CULTURE: AN APPROACH FOR CAMPUS TRANSFORMATION
This interactive presentation will focus on Call Out culture on university campuses, it's dynamics and characteristics. We will focus on how to engage Call Out culture in a liberatory fashion as leaders. The presentation reflects a chapter entitled Navigating Call-Out Culture: An Approach for Campus Transformation and Diversity Leader Resilience in the recently published Becoming a Diversity Leader on Campus, Parker III, E. (Ed.) (2022), Routledge Press. ISBN 9780367442491
Tony Tyler, (He/him/his), M.Ed.; Assistant Director for Recruitment, Selection, Training, and Development
Erin Lain, PhD, J.D.; Associate Dean and Professor of Law at Drake Law School
WHY DISCUSSING GROUP DIFFERENCES CAN BE THREATENING AND HOW TO ALLEVIATE THIS THREAT
Interethnic ideologies are beliefs about how best to approach racial, ethnic, and cultural differences to maximize intergroup harmony. Social scientists have focused primarily on the consequences of two such interethnic ideologies: multiculturalism and colorblindness.
Multiculturalism focuses on the importance of recognizing and celebrating intergroup differences, whereas colorblindness focuses instead on both similarities between groups and treating people as individuals rather than as members of social categories. Although research has shown that multiculturalism can ultimately help reduce prejudice and improve the quality of intergroup interactions, multiculturalism is sometimes perceived as threatening, especially by racial/ethnic majority group members. By contrast, racial/ethnic minority group members often perceive colorblindness as more threatening than multiculturalism. In this program, I will introduce participants to the different contexts in which multiculturalism and colorblindness can be perceived as threatening, as well as possible ways to alleviate these feelings of threat among both majority and minority group members. I will also discuss recent alternatives to multiculturalism that social scientists have proposed, such as "all-inclusive multiculturalism" (i.e., the notion that multiculturalism can include White Americans as well as racial/ethnic minorities) and polyculturalism (i.e., the notion that majority and minority groups have influenced/impacted one another over time), and initial evidence for how members of different groups react to these alternative ideologies.
Kimberly Rios, Ph.D.; Associate Professor of Psychology
INCLUSIVE LANGUAGE HOW-TOS: WHAT YOU NEED TO KNOW
This program will focus on three main areas: 1) Learning how to incorporate fundamental inclusive language into your life, 2) What to do when you see a slip in inclusive language, and 3) What to do when you are the one who slips. In these areas, we will work on how to use a growth mindset in helping others and yourself to create more inclusive environments, no matter who you are working with.
Calista Fowler; Pepsi Leadership Cohort CSP Graduate Assistant
Jonah Heintzleman; Housing and Residence Life CSP Graduate Assistant
Breakout Session Two
9:25 – 10:25 am
TRANSFORMING THE WEB FOR DIGITAL INCLUSION
According to the World Bank, roughly 15% – or 1 billion people experience some form of disability. That makes people with disabilities the largest minority group in the world, and anyone could be included at any time either permanently or temporarily. Often, digital spaces are created with the unconscious assumption that audiences can see and hear perfectly, use a mouse, or differentiate between colors. See how you can alter documents, emails, social media posts, and even department websites to help remove barriers for people with disabilities. Learn about the tools and techniques that individuals with disabilities use to navigate websites.
Jill Bateman, M.A; Digital Accessibility Coordinator
Kailee Slusser, M.A.; Web Content and UX Specialist
ANTIRACIST AS PRACTICE IN STUDENT AFFAIRS
Ibram Kendi defines “antiracist” as, “One who is expressing the idea that racial groups are equals and none needs developing, and is supporting policy that reduces racial inequity”. How would this definition be operationalized by staff within the Division of Student Affairs? What would this mean for the student experience if all student affairs staff were antiracists? This session will provide structured opportunities to discuss these implications for student affairs practice at Ohio University.
Jim Sand, Ph.D.; Assistant Director, Housing & Residence Life
Mac Sricklen, M.Ed.; University Ombudsperson
BACK TO THE FUTURE: THE ELLA J. BAKER LEADERSHIP MODEL
This conversation uses the Ella Baker leadership model as a framework for building better teams through intention. Rather than looking at diversity, equity, and inclusion only as desired outcomes, this conversation looks at how we can make these concepts integral to our leadership style and daily workplace activity.
Akil Houston, Ph.D.; Associate Professor of Cultural and Media Studies
Breakout Session Three
10:35 – 11:35 a.m.
BECOMING VISIBLE: SOCIAL ACTION STORIES MAKE JUSTICE VISIBLE; IMPACT TALES FROM THE SCHOOL AND COMMUNITY
This active workshop uses voices from storyteller activists, educational reformers, and community organizers. These voices speak out against hate. It contains powerful stories by the concerned teacher, the caring neighbor, and the vigilant social advocate of injustice. Participants hear accounts of single actions and whole movements that happen because of deep listening and directed objectives. The storytellers chronicled share about the unexpected. These rich narratives provide participants with advice when injustice may appear. These stories teach us about moving forward, moving toward equity about issues that we might not understand. They are guideposts to promoting our social change. For example, one story involves a true account of an African American woman walking into a museum when a school group of young male teens parades by wearing MAGA hats. This symbol is known to promote inequity. We will discuss the reactions and what we do with moments when we can speak out. Do we? We will learn how to deeply listen and know when to address issues of equity. The workshop will use these stories as participants engage in exercises to help the reader mirror active listening, taking action, or promoting change. These actions or exercises are developed because of active work studying non-violence and working with groups in cultural awareness. They are developed with a team of activists and educators. Participants will find a usable guide filled with testimony and oral narratives from ordinary people doing extraordinary social actions to promote change. These stories and activities will serve as reflective points so attendees can view other stories that can possibly be used to advance social action.
Kevin Cordi, Ph.D.; Assistant Professor of Education
RECALCULATING: COURSE CORRECTING ALLYSHIP TO REALIGN INTENT AND IMPACT
2020 saw a record surge of allyship with the best of intentions. As new allies joined the fight for justice, equity, and inclusion, there was ample excitement for learning and an abundance of opportunities for amplification, allyship, and action. As headlines faded, and more importantly, as folks’ energy and skill levels were challenged by never-ending real-world scenarios (and countless social media “trolls”), many relinquished the driver’s seat, opting for a passive passenger approach to allyship – some from exhaustion, some from fear of mis-stepping, and some for not knowing the path forward. This workshop is designed to help participants course correct by remapping the route from awareness to action: reinvigorating a passion for allyship and accompliceship, realigning intent with impact, and action planning for right and (and some inevitably wrong) future turns.
Cat Russell, MPA; Human Resources Liaison for Strategic Programming and Initiatives
DIVERSITY, ETHICS, AND WORKPLACE COLLABORATION
The workshop will explore the core difference between teams and groups, how to build and encourage collaborative workspace. Expose attendees to some signs of minority discomforts that may lead to none inclusion. Discuss common issues of diversity in the workplace. Ethical, and inclusive decision making guard points.
Greg-Victor Chidi Obi, Ph.D.; Assistant Professor of Business Management