Tuesday, November 14, 2017

Panel: Strategies for Professional Success for Women in Engineering and Science.

The ERE Club hosted a panel discussion November 15, 2017, featuring current ERE graduate student Meghan Mussehl, who studied engineering at the all women's Smith College (with work experience between and throughout); ERE Advisory Council Chair and ERE alumna Meghan Platt, a recent ERE alumna; Kiana Morse, and ESF GPES alumna Hayley Effler, who both work for local engineering firms; and SU alumna Meghan Gilbert, who works for the DEC. Questions were drafted by ERE Club President Isabelle Horvath, who moderated the panel.  ERE Chair Ted Endreny welcomed the panelists, introduced and thanked Ms. Horvath, and then stepped out to encourage more candid discussion. 

Panelists echoed the empowerment brunch’s mention of the importance of mentors, strong role models, and people who told them they could do it.   Each of the panel shared instances where their recommendations were discounted until reiterated by a male colleague or supervisor, one sharing the this came more from within an organization with the common refrain “are you sure?  Did you do enough research?” while male colleagues similar recommendation would be accepted without those questions.  They have been catcalled on jobsites.  Gilbert returned the workforce after “off-ramping” to care for one of her children; Platt went part-time to better balance work and family, and notes that part-time options have become more common, without the “you won’t go anywhere” stigma that used to come with that.  She notes that men also use the flex-time options.  Others shared that particularly in private firms, that with laptops and cell phones, there is quite a bit of work that can be taken home (DEC was the exception;  all work must be done on DEC computers, phones, cameras, as they are subject to seizure through FOIL).  Their closing advice to the students:  say it with authority, believe in yourself, find yourself a mentor. 


Sunday, November 12, 2017

3rd Annual Empowerment Brunch: opportunity and amplification

The Baobab Society and USA (with a little help from the ESF Women's Caucus) hosted the 3rd
Annual EMPOWERMENT BRUNCH on November 12, 2017.  Elissa Johnson, Food Science (SU) keynoted (food is a social justice issue); panel with Dr. Rebecca Gardner, Upstate; Dr. Marie-Odile Fortier, ESF-FNRM; Dr. Malika Carter, ESF; and Jason Bonet, an undergrad in Conservation Biology.  Laura Crandall was presented an award for (among other things) her work empowering students through the Leadership Training series. 

Take home messages from keynote and panel: mentor matter; sheer representation is not enough, need to think about systemic change; those with privilege can amplify the voices of those without.  Empowerment comes from within but also from community, equal treatment and opportunity—including assumptions about income potential, transformative power sharing. language matters.  Choose battles.
Baobab members also used “conversation mapping” for everyone to weigh in on questions like “What is Empowerment”, “How can men be allies”, “how to encourage women to pursue STEM”, “how to encourage women of color to pursue STEM.”  Participants were encouraged to write responses, and star those that resonated.  Baobab members then shared some of them, including:  allies can listen and give credit, and empower coworkers so they aren’t overburdened with the “representation” tasks; mentors share stories of success and failure, media shows science as elitist and inaccessible so we are challenged to make it relevant; acknowledge women’s contributions to STEM, don’t sexualize nerdiness, build better pathways for girls providing quality education preK on up. Images are available at:  https://www.instagram.com/p/BbaBD8QB7_Y/?taken-by=thebaobabsociety


Friday, October 6, 2017

Community Celebrations


Email from Chief Diversity Officer Malika Carter, to all students and campusnews:
Dear ESF Community,

The crisp air and changing leaves tell us that autumn is upon us. And with that comes Halloween and the many ways some observe this festive event. If you choose to participate in Halloween festivities, please be thoughtful and respectful when celebrating.

In particular, please keep in mind that certain Halloween costumes inappropriately perpetuate racial, cultural, and gender stereotypes. Although it may not be the intent, these costumes, and choosing to wear them, can depict identities in ways that are offensive or hurtful to others. Please take care in selecting your Halloween costumes. And, as always, keep in mind the potential for social media posts to have a long-term impact on your reputation.

Halloween is just one occasion on a broad continuum where we all benefit from acting with an understanding of the concepts of diversity, inclusion, equity, and respect. At ESF, we work to foster a campus climate that supports these values, and we seek to weave them into the life and work of every member of our community.

We appreciate your commitment to these values in your choices for daily life and as you celebrate Halloween.

Please post this notice in community spaces for the benefit of individuals without regular access to email.

Be well and be safe.

Dr. Malika Carter, Chief Diversity Officer


Endorsed By:
ESF Professionals of Color

[Drawn from an open letter from Katrice Albert and Danita Brown Young]

This material is available in alternative formats. Please direct comments/inquiries to:
Malika Carter, Ph.D., Chief Diversity Officer, SUNY ESF at mcarte06@esf.edu

Tuesday, August 8, 2017

Bathrooms, revisited


A Message from the President



Dear ESF Community,

A major priority of the College in the coming year will be to further address issues of accessibility, equity, and inclusion. This comprises several areas of concern, including increased compliance with the Americans with Disabilities Act (ADA), better access to all our facilities for members of our community and visitors-both here on the main campus and at our regional properties-and enhanced spaces that exemplify equality for all people. Equitable access to restrooms is one of the most important components of an elevated focus on accessibility.

Last academic year I directed our Physical Plant and Facilities unit to accelerate their activity to address the current inequitable situation in regard to the disproportionate availability of restrooms for women, and to provide more gender-inclusive options. Academic Governance, our Leadership Council, student governance groups, and others identified this very important need as well. Please see the memo below on this issue from Rex Giardine, our associate facilities program coordinator, and please recognize the changes being proposed are only our first step toward a much more comprehensive and College-wide solution.

I encourage you to share your thoughts on this proposal with Rex.


My Regards, Quentin Wheeler

TO: ESF Community
FROM: Rex Giardine, Associate Facilities Program Coordinator
DATE: August 8, 2017
RE: Campus - Toilet Room Change Initiatives

Consistent with ESF's commitment to diversity and to better accommodate our campus' demographics, several changes to existing toilet room designations are proposed. We recognize that the changes noted below do not completely address this issue either here on our main campus or at our regional properties. This is only the first phase of improvements; additional changes will follow this phase. The changes proposed, for implementation in the coming weeks, include the following:
Gateway Building
The men's and women's single-occupant toilet rooms on Floor 2 (near the elevator) will both be designated as gender-inclusive.
Illick Hall
Illick was constructed in the late 1960's with the higher number of men's toilet facilities reflective of the disproportionate number of men on campus at that time. As a measure to begin to create a balance indicative of the current ESF main campus demographic, the following changes are proposed in Illick Hall:
The existing men's rooms on Floors 1 and 4 will be designated as women's rooms. The existing women's room on Floor 4 will be designated as a single occupant, gender-inclusive restroom. This room has a lockable door

Feedback concerning the proposed changes will be accepted through August 16. It is our goal to implement accepted changes Monday, August 21, 2017.

Temporary informative signage will be installed at each restroom approximately one week ahead of the change, and maintained until occupants and visitors to the building become accustomed to these new designations.

A directive by President Wheeler, recommendations for bathroom equity outlined in a recent Academic Governance resolution, and requests made by both undergraduate and graduate students, as well as other faculty and staff members, are the major catalysts for these changes. There are additional measures in design to create ADA-compliant, single-occupant, gender-inclusive toilet rooms in both Illick Hall and Moon Library, with construction anticipated to take place during the 2017-2018 academic year.

Again, this is only one step in a larger effort that will address this important issue throughout all ESF properties.

Questions and comments regarding these initiatives should be directed to Rex Giardine in Physical Plant and Facilities at rgiardin@esf.edu or 315-470-6731.

Monday, June 19, 2017

Program ideas and strategies from other women in natural resources



Christel Kern, Laura Kenefic, and Susan Stout, who co-authored Bridging the Gender Gap: The demographics of scientists in the USDA Forest Service and academia were in Syracuse last week to take part in Silviculture 2017.   We took advantage of this convergence to discuss their collaborative work, and the programs at the individual colleges with whom they are affiliated, and to share with them some of the programs at ESF. Preliminary findings were shared during a prior visit:  http://esfwomen.blogspot.com/2011/04/summary-influences-on-scientists-career.html 

Workplace Culture Learning Community (Forest Service):
--Monthly conference calls amongst Forest Service personnel.  Participants take turns picking topic, choosing literature or TED (and similar) type talks to discuss.  End each session with strategies.
--Sample topic:  “horizontal hostility” or the Queen Bee phenomenon.
…Strategy for appropriation:  Joke about it in a really light hearted tone “thanks for taking credit for my idea!  Are you going to claim (something ridiculous) as well?)

Supporting Women in Forestry Today (SWIFT) at UMaine:  “Small-scale discussions with large-scale implications”
--informal, to meet, support, mentor and share strategies.  Break-out groups, return to larger group to share strategies.
--participants come from a variety of departments and levels (mix of undergrads, grads and faculty/staff at program)
--Each meeting begins with ground rules (assume positive intent, don’t be afraid of silence, speak from personal experience, be aware of and try to avoid stereotyping….)
--Topics discussed:  imposter syndrome, confidence gap, lean-in, strategies for enter the labor force, campus climate survey, meet and greet, advocates and allies, self-advocacy, identifying and challenging discrimination, role-playing, field tours
--Assessed impacts:  90% of respondents became more aware of biases since attending SWIFT meetings, 80% gained new skills or strategies (call self out on imposter syndrome), 100% developed connections with women in other departments, citing “safe space” to communicate with others and comfort realizing they were not alone
--Future:  adaptive management framework, more topics, involving others (recognizing mixed feelings in doing so)
…Strategy:  Know terms for phenomena, this is empowering!  (experience is less likely to be perceived as an outlier); faculty need to be more aware of what students know.  Jargon is a huge barrier, as is expectation that rural experience is universal
…prompted a story from a different person, who recalled being told about not wanting to mow lawn because of a rabbit’s nests, but not relating, not because of anything about bunnies or ground nesters  but because at that time, they knew no one with their own lawn

Pathways Program and Presidential Management Fellows
….gateways to many federal jobs, and the latter program also provides some leadership training

Book Club comprised of the few women in one of the remote Forest Service office’s (Wisconsin)  AND other women that work nearby—
… Strategy: “Thank and Yank”—when someone else takes (or is given) credit, sincere “thank you for reiterating my idea” and bring it back to that focal point

ESF Women’s Caucus
-- topically, have much in common with above
-- Perspectives on Career and Gender is for credit, so more formal and more limited reach. 
-- Used to do more informal as well, would like to do more of these, especially in the fall (opposite above class & WiSE Professions Speaker Series) and with student and faculty/staff affinity groups.  Build in meetings in conjunction with other events?  Look for opportunities to collaborate with CDO (once announced and here), bring back SU Advance to share what they’ve learned and developed since they spoke about early program developments (http://esfwomen.blogspot.com/2012/02/garland-and-alestalo-transforming.html)
…. strategy:  Amplification.  This is a parallel to “Thank and yank” when another person, rather than the Original Speaker, says “that’s very similar to what Original Speaker said—Original Speaker, tell us more!”  Another usage maybe when trusted colleagues preview and suspect it will be naysayed in meeting (and appropriated later):  “That sounds like it has great potential—can you tell us more about …..”

Mentoring discussion ensued:
--Does it matter if mentors female?  Can have wonderful (or crappy) mentors across gender spectrum.  Someone with some similarity to you validates your experiences.  But may also find this with someone with other types of differences.  The caveat:  formal mentoring programs often don’t work. 


Suggested readings:
Kern, Christel C.; Kenefic, Laura S.; Stout, Susan L. 2015. Bridging the Gender Gap: The demographics of scientists in the USDA Forest Service and academia. BioScience. 65: 1165-1172.
Kramer, Andrea S; Harris, Alton B.  2016.  Breaking Through Bias: Communication Techniques for Women to Succeed at Work.  Taylor and Francis
Sharik, Terry L. 2015.  Diversifying Student Demographics in Forestry and Related Natural Resources Disciplines.  Journal of Forestry 113(6): 579-580
SAF Diversity and Inclusion Working Group.  2017.  Strategies for increasing diversity and inclusion at SAF meetings.  Forestry Source 22(6):  17, 21

Heather
HEATHER ENGELMAN
Instructional Support 
FNRM Equipment Room and
WiSE Professions & Take our Kids to Work Day 
SUNY College of Environmental Science and Forestry
415 Bray Hall (Mail:  320 Bray Hall)
1 Forestry Dr, Syracuse, NY 13210
315.470.4752 | 
7 315.470.6535 engelman@esf.edu
http://www.esf.edu/faculty/engelman/



Thursday, April 27, 2017

24th Annual Take our Kids to Work Day

Program schedule:  Click here to view photo album 

In conjunction with the national Take our Daughters and Sons to Work Day® effort, the ESF Women's Caucus hosted ESF's children, grandchildren, nieces, friends and neighbors from 16 area schools for the 24th annual program, April 27, 2017, with 8-11 yr old participants registered from 16 different area schools.  On tap for the day:
 Chemistry, kids made "Fluffy Slime" with Ms. Joy Logan, Chemistry. They modeled and tested Watersheds with Ms Molly Welsh, Grad Program in Env Science  & Ms Meghan Mussehl, Env Resource Engineering, visualizing how landforms and vegetation alter water flow, and what that water picks up in transit. Open Hand Theater's Mr. Peter Fekete helped kids think quick and through Improv games. After finding out how plants can be used to draw contaminants from soil through a process called phytoremediation, kids potted up pansies or tomatoes, and toured the Greenhouses during the Wonders of Plants with Dr Lee Newman, Env & For Bio. For STEM & Scientific Method, Dr Gary Scott, Paper & Bioprocess Eng, engaged participants in a series of short experiments to test their predictions, and discuss why or why not, made adjustments, and continued on. By participating in this iterative process, they saw how "failure" is also a learning opportunity--often more interesting than when everything simply falls into place!
In Natural Building: Getting Muddy, Ms Sasha Batorsky, MS student studying Sustainable Construction in the Department of Forest & Natural Resources Management, had kids make "cob" (still used today, in a process very similar to that demonstrated in The Ten Commandments), a stone wall, and used "The Shake Test" to separate soil into its components. Dr. Jaime Mirowsky discussed and demonstrated Air Pollution & Health Effects through an asthma simulation, and measuring airborne particulates.

Special thanks to:  Presenters (and their Supervisors, Department chairs or advisors) and our Volunteers. ALUMNI RELATIONS and the ESF CAMPUS BOOKSTORE, magnets and pins; COMMUNICATIONS, pencils and tattoos; PROVOST’s OFFICE and ESF WOMEN’S CAUCUS, lunch, bags and color printing; PHYSICAL PLANT and TRAILHEAD CAFE (MORRISVILLE AUXILLIARY SERVICES), set & clean up; COPY CENTER, B/W printing; and HEATHER ENGELMAN, for program and supply coordination.

Wednesday, April 26, 2017

Antibiotic Resistance as an Environmental Contaminant


As part of the requirements of FOR /496797, Perspectives on Career and Gender, student share responsibility for reporting on the WiSE Professions Speaker Series.  The following was prepared by Stacy Furgal, a MS student in EFB.

              Dr. Amy Pruden, of Virginia Tech, presented her research relating to antibiotic resistance and opportunistic pathogens as environmental contaminants on Tuesday, April 26.  This lecture was part of SUNY ESF’s Women in Science and Environmental Professions Spring Seminar Series.

              The lecture focused on the problem of antibiotic resistant genes (ARGs) and opportunistic pathogens (OPs) found in our water (both municipal and well), and the potential problems this could cause from a public health perspective. The water infrastructure in our country is antiquated and aging, and poorly suited to address these new contaminant issues. Current regulatory monitoring requirements do not apply to ARGs and OPs, but rather were designed with ingestion exposure type pathogens, like Cholera, in mind. Now the primary sources of water associated outbreaks are like Legionnaires’ Disease, which is acquired via breathing in particles that contain the bacteria, not ingesting infected water.

With that in mind, her multidisciplinary team is working to blend engineering and biology to find solutions to this complex issue. Dr. Pruden explained, using some of her and her colleagues’ work in Flint, MI, an examples. As most people know, a crisis occurred in Flint when the source for city drinking water was switched from Lake Michigan to the Flint River. The water from the Flint River had a higher salinity content, which corroded the pipes and caused lead to leach out into the water. Less well known is that this also released iron that acted as fuel for Legionella bacteria to grow. Her team investigated the increased number of reported cases of Legionnaires’ Disease and was able to link it to the corroded pipes through genetic markers.

Her team was also involved in a project that compared the amount of ARGs and OPs in regular potable water versus water that had been treated and reused, or  “recycled.” The study found that recycled water had more microbial activity, and more abundance and diversity of ARGs. It was also clear that the water tested at the water treatment facility had a different “resistome” (collection of ARGs) than water coming out of a tap in a home receiving water from that facility.

Both of Dr. Pruden’s studies highlighted that there should be a shared responsibility between utilities (water treatment facilities) and homeowners. Water quality at the point of use, i.e. in homes, is of the greatest concern to public health. Using a holistic approach, we need new frameworks and updated mitigation strategies to handle the new and emerging issue of antibiotic resistant genes and opportunistic pathogens. This is best done by a multidisciplinary team, like Dr. Pruden’s, that brings biologists, engineers, chemists, utility managers, and more, together to tackle the problem.

Dr. Pruden received her B.S. in Biology and Ph.D. in Environmental Science from University of Cincinnati. She is a professor in the Department of Civil and Environmental Engineering and the Associate Dean and Director of Interdisciplinary Graduate Education in the Graduate School at Virginia Tech, as well as a W. Thomas Rice Professor. She serves as the Director of Strategic Planning for the Institute for Critical Technology and Applied Sciences Water Sustainability Thrust, is an Associate Editor for the journal Biodegradation, and serves on an advisory panel on Contaminants of Emerging Concern (CECs) in recycled water. Dr. Pruden has published more than 50 peer-reviewed manuscripts and book chapters on subjects pertaining to bioremediation, pathogens, and antibiotic resistance.

For more information about the Women in Scientific and Environmental Professions Speaker Series, please visit http://www.esf.edu/womenscaucus/speakers.htm .

Wednesday, April 5, 2017

Inclusion and access, revisited


Its been almost two years since the college closed, unfilled, the position of the coordinator of  Multicultural Affairs,  citing budget issues.   We are now searching for a Chief Diversity Officer, who will implement a Inclusion, Diversity an Equity plan developed by a small group of passionate people that have been on campus for various lengths of time, some who have benefited from advantages bestowed upon them and realized that those with any otherness have to work harder to be recognized as having the same base level of expertise. 
  
Two years ago I shared a variation of this: 

Access without support is not opportunity.  
         Tinto 2008 

You never really understand a person until you consider things from his point of view… until you climb in his skin and walk around in it.
        Atticus Finch to his daughter Scout in To Kill a Mockingbird.

Those people who bear the brunt of oppression should not be required to also take responsibility for eliminating it.  At the same time, it is self-evident that people in the subordinate group can take the lead in setting the world right.  For one thing, if people in the dominant group had access to and were able to hold a perspective that allowed them to change systems and patterns of domination, they would have done so already.
     In: Love 2010.  Developing a Liberatory Consciousness.  In:  Readings for Diversity and Social Justice, edited by Maurianne Adams; Warren J Blumenfeld; Carmelita Rosie Castañeda; Heather W Hackman; Madeline L Peters,Ximena Zúñiga.  Routledge.


Promoting an environment of class/gender/race/etc neutrality hasn't been productive.  Nor has ignoring privilege and advantage based on membership in majority or dominant group.  Just opening the door a tiny bit and forcing interested parties to push their way to the table isn't exactly a welcoming invitation.  It's also contrary to millennia of conditioning that its downright rude to treat authority figures that way (and unladylike.) And that when members of non-majority groups act assertively, it often backfires--they are not seen as authority figures, as are white men that demonstrate that behavior, but as "uppity" or "bitches" or .....

I'd much rather see inclusion, with the expectation of multiple of ways of knowing, and appreciation for all types of contributions.  Neutral has been melting pot analogy--and there are so many of the majority view that they drown or push away the wonderful flavors, and creative additions, that everyone else brings to the table.  Can we bring back the salad bowl?  Or consider an analogy where each individual element is appreciated for its own flavor and texture, but also for how they complement and contrast for a richer, deeper experience.
  
This isn't novel:

It sucks how the entire burden of making the classroom a safe space can fall on the shoulders of queer students. I would think that a classroom that feels like a safe space would be a more comfortable environment for everybody. I don’t know whether my TAs and professors are scared of dealing with this stuff or if they just have the privilege of not thinking about it.
   In:  Interrupting Heternormativity, The Graduate School of Syracuse University 2004

And even our own internal climate report (Heffernan 1992) noted that
 ... while the women students recognized a personal responsibility to establish the boundaries of acceptable behavior [aka addressing chauvinism], they found this chore to be unfairly distracting from their studies.

Wednesday, March 29, 2017

Disability Support Services Panel


Disability Support Services Panel

 Tuesday, March 28th, 2017 at 4:30pm-5:30pm in 110 Moon Library
(Class project of facilitators Amelia Hoffman and Lisa--thank you very much for sharing with campus!)

·      Mary Triano, Assistant Dean for Student Affairs (Student Support) at ESF

·       Paula Possenti-Perez, Director of Office of Disability Services at Syracuse University

·       Bethany Heaton-Crawford, Assistant Director & Counselor of Office of Disability Support Services at Syracuse University

·       Melissa Stevens & Morgan Harrington, from Elmcrest Special Education Center



Abstract:The panel will engage in discussion about trends in students coming to college, common barriers experienced by students, and about different types of disabilities. The goal is to continue to build awareness about the complexity and diversity that exists within the community and discuss case studies that highlight areas where faculty and staff can engage in eliminate barriers and act as advocates and empower  their students.  We welcome all!

Question posed by facilitators:   Why are IEP, 504 plans (primary and secondary school plans) important?  Documentation of a disability or pre-conditions.  College students are bright; they may have been able to accommodate on their own prior to the more rigorous higher ed curriculum.  Accommodations may change as workload and available technology change.  Terminology also changes with private and public institutions.  About access to the educational environment.  Work with student to create an “Access plan.” In terms of success and satisfaction, navigating the system can create a lot of stress, especially on top of the courseload.  Stigma of disability and fear of faculty response may lead students to choose not to disclose.  In an inclusive environment:  One is disabled by limited access.

In preschool classrooms, it takes a good month to lay groundwork, and several months to see results of accommodations.  

Disability is socially constructed to be not-normal.  In our culture, need to be brave to disclose.  Need to stick out and fail prior to receiving services.  Each transition has a barrier as well, may no longer qualify as move to next aged program.  Intentionality of language can change that.  Accumulated microaggressions reinforce the negative, and it’s internalized.  Accommodation is different and hard word, but it makes a difference.

Universal design—shift in pedagogy and multi-modal design can benefit all students, not just the ones who requires an accommodation.  Eg, closed captioning—everyone can read along, not just the hearing impaired.
Questions from audience:

Beyond the syllabus addition regarding accommodation, what can faculty do to increase their confidence in carrying out those conversations?  Statement asks students to identify elements that might be problematic.  Leave different means to engage students.  Language matters!  Go through syllabus to identify.  Admit—I am not an expert.  I rely on you to let me know what works, and we can figure it out together.  What if a faculty member suspects a disability but it has not been disclosed?  Ask, you seem engaged, but your test grades aren’t reflecting that. Talk to me about the gap. 

What are some common barriers experienced by students?  “I want to try it without”—we want to be respectful of that, but also talk them through because there is a reason(physical, neurological, chemical, whatever) why student is in their office.  Students are also not always aware of all the accommodations available to them; faculty, too.  Answer is:  let’s ask!  Accommodation often requires timeliness and faculty cooperation—like notetaking, alternate format.  Publishers won’t release information without proof of purchase.  Physical construct of classroom can be a barrier—how building or lab is designed. 

Working on an accessibility map so paths are clearer.  Solutions may be moving classrooms, or changing schedules.

Many students have said that they have difficulty disclosing invisible disabilities—what tools might make this easier?  Disability Center can role play that conversation; help them develop a script.  Communicate first electronically.  Each student has a counselor that can act as a liaison.  They would like to work more with faculty and help them understand that there is leadership there to support them so that it is not a “burden.” This is what we can do to help you support ALL students.  Counselor may email, copy student, staying “… will be coming to talk with you.”  How much they have to disclose is a big black hole—students can feel like they need to disclose whole history, or faculty may fear that they know need to be an export on that concern.  Many faculty don’t want that level of detail—they want to know what they can do to help.  How can they know when student is struggling or not?  What conditions will help student learn best?  Sometimes parents haven’t allowed their child to be involved with that conversation through high school because they want to shield child from the stigma, from the difficulty in obtaining their service, etc.  Mindset factor:  “I’m no good at this” but its cognitive distortion due to ineffective strategies.  Tutoring differs between high school and college; there is now expectation that they will have tried to read the chapter prior to session.

What are the percentages of ESF students receiving services?  How does that compare to other places?  Implications to things that are coming through the ranks?  Nationally, about 11%; SU 7%, ESF ~6% (self-reported).  All averages are going up, more students on autism spectrum (esp at STEM schools) because of early interventions.  Technology has come a long way.  Assistive technology isn’t utilized in k-12, which means new students have to learn to use while trying to learn everything else.  Read and Write can be used by all students, so everyone learning together.  At SU, will be getting a lot more veterans.  The more they become savvy about self and benefits of diversity…

Sunday, March 26, 2017

Women's Empowerment Brunch 2017

Panelists Drs. Lindi Quackenbush, Tehmekah MacPherson, Melissa Fierke, Marie-Odile Fortier and Kelley Donaghey addressed questions on this year's focal point:  Leadership.

Facilitator Alana Lindsey of the Baobab Society recognized that ESF is on Haudenosaunee Territory, and then launched into questions.

Panelists noted "official" leadership duties as chairs and directors, but also mentors and in development of large classes, serving as counterpoints on committees, and as examples. 

They shared times when their authority was not taken seriously.  One observes that this is more noticeable at STEM institutions than in more comprehensive institutions, with a larger number of departments and  more women faculty members.  Another mentioned a male student explaining to her the purpose of her own class.  Another that when they attempt to discuss such things with male coworkers that they imply that the issue is with her. 

One mentioned that this occurs in classrooms, and wondered if its simply a new setting.  Colleagues at other institutions assure her that no, there really is always a grandstander (usually male). 

Female and male faculty are perceived very differently; there are studies that show that evaluations of male instructors will be rated 17% better without any other differences.    Compounded by discrimation due to other immutable factors (young, being a person of color)--its hard to separate how much is because of female, country of origin, because grew up very rurally

Strategies:
MacPherson:  Don't dismiss feelings; use something you love to move to the other side.  [She] has artistic expression, voices [of authors, quotes]

Be willing to say, No, I can't do that.

Address assumptions head on:  but can be perceived as cold, bitch.  But if don't respond:  pushover.

Dress so that you are comfortable and feel good about yourself (if you feel most confident in makeup, go for it!) and don't worry about other's opinions.  (One notes that this is difficult--makeup takes a bit longer to get ready, easy care hairstyle or coloring requires more frequent appointments, and they do worry that others might perceive that this wasted time).

For People of Color, hair has been a political statement--it takes up physical space, and women are supposed to be as small and quiet as possible. 

Take up space in attire as well--do I feel like dealing with comments today?  If not, I choose to dress differently.  If yes, go all out.

Question :  importance of how women address other women, and how men address women.  While the questioner wondered about this in the context of "slut shaming" (never cool), panelists dove into the issue of infantilizing women by referring to them as "girls."  Consciously correct. Pronouns count!

Tips for Women of Color? 
Work out what it is that you want to be. need to be happy with the progress you are making.
Don't let anyone suppress your flame.  Know when its being tested, know when you need a break.  Identify a survival kit with quotes to see you through to being whole.  Find the MENTORING group for your field, or for women in your field. 
Challenge yourself

I get interrupted a lot--what strategies can I employ?  Be silent?  Watch them run into a wall? Sometimes you need to interject:  "Please let me finish" or "One more thing that I'd like to add before we move on"

Responses to anti-feminist comments, or you are "being too sensitive" or "taking it too seriously"?

(To be continued, in other forums!) 

Baobab Society, Undergraduate Student Association-Student Inclusion, and ESF Women's Caucus




Friday, March 24, 2017

All Gender Bathrooms--effort to designate some others as


Friends,

At a meeting recently, it came to my attention that there are almost no All Gender bathrooms on campus,  that even single stall bathrooms are still designated as single gender and cannot be re-designated.  At this meeting it was pointed out that some of our community members who are transgender, not on the gender binary, gender non-comforming or transition were uncomfortable using a rest room and would wait all day to return home.  So why aren’t all the single-stall bathrooms designated as “all gender” you ask?  Apparently there is a law that requires that if one single gendered bathroom is re-designated then the opposite single gendered bathroom must be also.  As many of you know in some of our buildings at ESF we have a  dearth of bathrooms, and in many of the oder buildings the bathrooms were converted men’s rooms to women’s rooms.  And sometimes there aren’t equal numbers of mens and women’s rooms at all so that has made re-designating these rooms difficult to impossible.

In the Jahn and Baker complex due to the youth of the building or the recent renovations there is a plethora of bathrooms.   These restrooms are not single-stall bathrooms but there are men’s and women’s rooms on each floor.  Sierra Jech, Heidi Webb and myself have written the attached petition to request that the multi-stall first floor women’s and men’s rooms on the first floor of Jahn be re-designated as All Gender bathrooms.  These bathrooms are extremely accessible and within 30 steps of a set of single gender bathrooms in Baker Laboratory and about 150 feet from single gender bathrooms in Gateway - all on the same level, no elevators or steps required.  There will no doubt need to be some remodeling but we feel that we need to make the request to get the conversation started.  I know that not everyone is comforatble with a multi–stall All Gender bathroom but for some, this will be a huge relief and for visitors a sign of our inclusivity.  Further, there is precedent at other SUNY schools.  Personally, I hope that on a campus where many students in field classes are told that the rest room is the nearest bush, this initiative will find wide support.

Sierra, myself and others will be tabling next week in Gateway and if you’d like to sign the proposal we would appreciate your assistance, we will be there hopefully Wednesday and Thursday.  Additionally, you are welcome to come to my office and sign.  Or you can send me an email indicating your support, or print the PDF, sign the document, scan it and email it back or even electronically sign it and return.  I don’t know how many signatures it will take or what the next steps will be, but all the support we can get will help as we move this forward.

Thank you,

Kelley





Kelley J. Donaghy, Ph.D.
Associate Professor of Chemistry
Immediate Past Executive Chair of Academic Governance
SUNY Senator
Director of the Environmental Scholars Program
315 Jahn Laboratory
1 Forestry Drive
SUNY College of Environmental Science and Forestry
Syracuse, NY 13210

RESOLUTION TO RE--DESIGNATE THE MEN’S AND WOMEN’S BATHROOMS ON THE FIRST FLOOR OF JAHN LABORATORY AS ALL GENDER
Whereas a new bill is being considered within the New York State Legislature “that would make all single--‐ occupancy restrooms in public places gender neutral”;1 and
Whereas gender--‐specific bathrooms present problems for parents with differently gendered children and disabled people with differently gendered attendants; and
Whereas there are currently few facilities on the SUNY--‐ESF campus where individuals not on the gender binary, transgender, gender non--‐conforming, or transitioning individuals are comfortable “Peeing in Peace”;2 and
Whereas the Jahn Laboratory has a wealth of bathrooms having been constructed after 1993 and having both men's and women’s rooms on at least four floors; and
Whereas the first floor of Jahn Laboratory is connected by the sky bridge to Baker Laboratory and therefore additional men’s and women’s rooms are within approximately 30 steps of and located on the same floors as the first floor Jahn Laboratory bathrooms; and
Whereas the first floor of Jahn Laboratory is centrally located, wheelchair accessible from the Campus Drive entrance, open on weekends when the computer clusters are open, and is a high traffic area;
Therefore be it resolved that the chemistry department and other concerned SUNY--‐ESF community members request that the SUNY--‐ESF Administration re--‐designate the multi--‐stall men's and women’s bathrooms on the first floor of Jahn laboratory as All Gender bathrooms. We would also request that the urinals in the men’s bathroom be enclosed or at a minimum a sign indicating “unenclosed urinals may be in use” be prominently displayed.
We believe that having a multi--‐stall bathroom re--‐designated sends a strong message to our community that all people are welcome within the chemistry department and would be a strong step toward an inclusive and accessible campus.
----
1 NY  Bill  Proposed  statewide  requirement  for  gender  neutral  bathrooms,  Geoff  Herbert  Syracuse.com
2  Peeing  in  Peace,  Transgender  Law  Center,  transgenderlawcenter.org