The Broadening Participation Working Group hosts a number of Diversity, Equity, and Inclusion (DEI) workshops on topics such as the journey to inclusive cultures, understanding bias, racism and sexism, understanding microaggressions and interrupting racism and sexism. Additionally, a host of DEI resources are available to SpectrumX team members in an internally managed repository. This repository includes links to books, articles, organizations, videos and podcasts. The group continues to research and offer other relevant learning opportunities to the team members.
Find identified resources below:
Articles and Books
Inclusion is much more than special needs – it’s also about helping the hard to reach, the gifted and talented, those with English as an additional language and much more depending on your area and its social and cultural diversity. Whatever the individual make up of your school, this book will tell you the basic principles that you need in order to both satisfy OfSTED and provide the right opportunities for your pupils.
Drawing together contributions from experts at the forefront of research in the field, Supporting Social Inclusion for Students with Autism Spectrum Disorders demonstrates that social inclusion is a defining feature of successful education of students with a spectrum disorder.
Racism without Racists: Color-Blind Racism and the Persistence of Racial Inequality in the United States is a book about color-blind racism in the United States by Eduardo Bonilla-Silva, a sociology professor at Duke University.
In So You Want to Talk About Race, Ijeoma Oluo guides readers of all races through subjects ranging from intersectionality and affirmative action to “model minorities” in an attempt to make the seemingly impossible possible: honest conversations about race and racism, and how they infect almost every aspect of American life.
The book describes racism in the United States as an aspect of a caste system – a society-wide system of social stratification characterized by notions such as hierarchy, inclusion and exclusion, and purity. Wilkerson does so by comparing aspects of the experience of American people of color to the caste systems of India and Nazi Germany, and she explores the impact of caste on societies shaped by them, and their people.
In this comprehensive and accessible introduction to Crenshaw’s work, readers will find key essays and articles that have defined the concept of intersectionality, collected together for the first time. The book includes a sweeping new introduction by Crenshaw as well as prefaces that contextualize each of the chapters. For anyone interested in movement politics and advocacy, or in racial justice and gender equity, On Intersectionality will be compulsory reading from one of the most brilliant theorists of our time.
If you think you’re free of biases, you’re probably wrong. The fact is, you can be a good, moral human being and still have underlying and subconscious bias. From the moment you enter into the world, you’re exposed to endless cultural and societal attitudes, which results in hidden biases (or blind spots). These biases affect how we interact with others, including how we lead. Banaji will help you identify your own biases and how to overcome them.
In this 2003 book, Frank Wu discusses the unique experiences of Asian-Americans and considers the ever-evolving issues surrounding globalization, immigration and affirmative action. This book examines Asian-American stereotypes and Wu dives into the concept of the model minority, while also analyzing the role that history has played in these stereotypes and perceptions. Using personal narratives and research, Wu shares informative insights into the Asian-American experience; this will be an eye-opening read for many.
This New York Times #1 bestselling book, published in July of 2015, is a thought-provoking and emotional analysis of what it means to a Black person in America. Using history and personal narratives, Coates pulls many emotions out of the reader and paints a poignant picture of how race can permeate so many facets of one’s life. For anyone hoping to gain a deeper understanding of the experiences of Black people in America, and particularly the Black man, this is an excellent place to start.
This 2008 book examines the perceptions of immigrants in the United States, as well as the politics surrounding immigration. Chavez assesses many of the Latino stereotypes focusing particularly on Mexicans and how they are depicted in the media. Through the analysis of history and politics, the author offers an excellent breakdown of how the narratives around this group impact policies and the national conversation. This is an excellent book to help you challenge your beliefs and understanding of American immigration and learn more about the experiences of those directly impacted by these policies.
Skepticism about the explanatory value of implicit bias in understanding social discrimination has grown considerably. The current article argues that both the dominant narrative about implicit bias as well as extant criticism are based on a selective focus on particular findings that fails to consider the broader literature on attitudes and implicit measures. To provide a basis to move forward, the current article discusses six lessons for a cogent science of implicit bias: (a) There is no evidence that people are unaware of the mental contents underlying their implicit biases; (b) conceptual correspondence is essential for interpretations of dissociations between implicit and explicit bias; (c) there is no basis to expect strong unconditional relations between implicit bias and behavior; (d) implicit bias is less (not more) stable over time than explicit bias; (e) context matters fundamentally for the outcomes obtained with implicit-bias measures; and (f) implicit measurement scores do not provide process-pure reflections of bias. The six lessons provide guidance for research that aims to provide more compelling evidence for the properties of implicit bias. At the same time, they suggest that extant criticism does not justify the conclusion that implicit bias is irrelevant for the understanding of social discrimination.
Research programs in empirical psychology over the past few decades have led scholars to posit implicit biases. This is due to the development of innovative behavioural measures that have revealed aspects of our cognitions which may not be identified on self-report measures requiring individuals to reflect on and report their attitudes and beliefs. But what does it mean to characterise such biases as implicit? Can we satisfactorily articulate the grounds for identifying them as bias? And crucially, what sorts of cognitions are in fact being measured; what mental states or processes underpin such behavioural responses? In this paper, we outline some of the philosophical and empirical issues engaged when attempting to address these three questions. Our aim is to provide a constructive taxonomy of the issues, and how they interrelate. As we will see, any view about what implicit bias is may depend on a range of prior theoretical choices.
Audio and Visual Media
Our biases can be dangerous, even deadly — as we’ve seen in the cases of Michael Brown in Ferguson, Missouri, and Eric Garner, in Staten Island, New York. Diversity advocate Vernā Myers looks closely at some of the subconscious attitudes we hold toward out-groups. She makes a plea to all people: Acknowledge your biases. Then move toward, not away from, the groups that make you uncomfortable. In a funny, impassioned, important talk, she shows us how.
Equity expert Sara Sanford offers a certified playbook that helps companies go beyond good intentions, using a data-driven standard to actively counter unconscious bias and foster gender equity — by changing how workplaces operate, not just how people think.
Many companies have made strides when it comes to prioritizing diversity, equity, and inclusion (DEI), but one group remains largely left out: people who have been involved in the criminal justice system. Social impact investor Nyra Jordan introduces us to “fair chance hiring” — the practice of hiring people with criminal justice records — and shares four steps companies can take to make sure everyone has a shot at getting a job.
Are diverse companies really more innovative? Rocío Lorenzo and her team surveyed 171 companies to find out — and the answer was a clear yes. In a talk that will help you build a better, more robust company, Lorenzo dives into the data and explains how your company can start producing fresher, more creative ideas by treating diversity as a competitive advantage.
The subject of race can be very touchy. As finance executive Mellody Hobson says, it’s a “conversational third rail.” But, she says, that’s exactly why we need to start talking about it. In this engaging, persuasive talk, Hobson makes the case that speaking openly about race — and particularly about diversity in hiring — makes for better businesses and a better society.
Products and services are based on more than two decades of research to create online products, workshops, and consulting solutions.
Speak Out – The Insititue for Democratic Education and Culture is a national non-profit orgaization that educates, inspires and empowers young people to become activists for social justice. Commited to social, political, cultural, environmental, and ecomoic justics, Speak Out encourages critical and imaginative thinking about domestic and international issues through artistic and educational forums naitonwide.
AMA provides trainees with a program that improves dieversity and reduces bais. The program typically focuses on diplomacy, finacne, commnication and project management. HR and management teams will benefit the most from this course. Covers subjects about introduction to diversity and inclusion, bridging communication differences, understanding bais, micro-advantages, productive dialogue.
Online diversity, equity, and inclusion trianing from the world’s leading experts. A modern, interactive blended learning platform that delivers impactful Diveristy, Equity, and Inlcusion traitng to any employee, anywhere, anytime
NOGLSTP is a society of scientifc, technical, education, engineering, and math professionals whose careers are focisses on a variety of professions ranging form engineering to law.
oSTEM is a national organization consisting of over 100 student and professional chapters across the US and abroad that focuses of LGBTQ+ representation in STEM fields.
AISES is a national nonprofit organization focused on sustainably increasing the represenattion of Indigenous peoples of North Ameria and the Pacific Islands in STEM.
SASE is a national organization committed to preparing leaders, celebrating diverity, and giving back.
SHPE is a national organization that focuses on supporting Hispanic studnets and professionals in STEM through development, support, awareness, and access.
Inclusive Engineering Consortium
The Inclusive Engineering Consortium is dedicated to advance education, research, and careers in electrical and computer engineering. The goal of Consortium is to increase the quantity and quality of African-American, Hispanic and Native American Electrical and Computer Engineering graduates.
Learn more at IEC.
Events and Conferences
The vision of the CoNECD Conference is to provide a forum for exploring current research and practices to enhance diversity and inclusion of all underrepresented populations including gender identity and expression, race and ethnicity, disability, veterans, LGBTQ+, 1st generation and socio-economic status.
The Southwest Center for Human Relations Studies launched the first Annual National Conference on Race and Ethnicity in Higher Education (NCORE) to address the resurgence of racist incidents in higher education. NCORE has evolved into a vital national resource for higher education institutions, providing an annual multicultural forum that attracts Black/African Americans, American Indians, Asian/Pacific Islanders,Latino/as and European Americans representing higher education institutions across the United States.