As the CEFP 2017 cohort’s final installment in our Diversity, Equity and Inclusion (DEI) series, we interview Monica Feliu-Mojer, an award-winning PhD scientist-turned-communicator who leads communications and outreach forCiencia Puerto Rico (CienciaPR), a global community of more than 10,000 scientists, students, educators, and allies transforming science education in Puerto Rico, democratizing science, and training young scientific leaders. Monica also works with the non-profitiBiology, leading science communication trainings and producingvideo stories that explore the intersection of the culture, identity, and research of underrepresented scientists.
Check it out: Monica is guest-editing a special issue on “Inclusive Science Communication in Theory and Practice” for Frontiers in Communications with Erika Check Hayden, Thomas Hayden and Raychelle Burks, inviting research papers, case studies and essays.
Today we continue our series of regular posts for science community managers interested in diversity, equity and inclusion. This installment features an interview conducted by Rosanna Volchok, the New York Academy of Sciences.
Additional series coordinators are Jennifer Davison, Urban@UW, University of Washington, Josh Knackert, UW-Madison Neuroscience Training Program, and Marsha Lucas, Society for Developmental Biology. You can find all of the posts in the series here.
Today we continue our series of regular posts on the Trellis blog for science community managers interested in diversity, equity and inclusion. This installment was authored by Marsha Lucas, Society for Developmental Biology, Melissa Varga, UCS Science Network Community Manager and Partnerships Coordinator, and Josh Knackert, UW-Madison Neuroscience Training Program. Additional series coordinators are Jennifer Davison, Urban@UW, University of Washington, and Rosanna Volchok, The New York Academy of Sciences. You can find all of the posts in the series here.
For the scientific community manager who values diversity, equity, and inclusion, seeking out diverse content and diverse content creators is of utmost importance. Your content strategy, whether for written (e.g., blog posts, discussion threads), visual (e.g., videos, social media posts), or in-person gatherings (e.g., journal clubs, conferences), is an expression of what yourcommunity values.
Create a space for your community’s stories to be told. Image Credit: https://pixabay.com/en/microphone-performance-stage-2574511/
Here are five tips for broadening your community content.
Today we continue our series of regular posts for science community managers interested in diversity, equity and inclusion. This installment was authored by Josh Knackert, UW-Madison Neuroscience Training Program. Additional series … Continue reading “Resource rabbit hole: Part I”
Today we continue our series of regular posts for science community managers interested in diversity, equity and inclusion. This installment was authored by Josh Knackert, UW-Madison Neuroscience Training Program.
Additional series coordinators are Jennifer Davison, Urban@UW, University of Washington, Marsha Lucas, Society for Developmental Biology and Rosanna Volchok, The New York Academy of Sciences. You can find all of the posts in the series here.
Through our roles as community managers, and especially during our preparation for this series, we came across lots of great resources, examples, and tools. We will intermittently highlight these in a recurring segment we’re calling the Resource Rabbit Hole. While our posts are never meant to be a deep dive, we certainly like to encourage readers and collaborators to learn as much as they can about these topics. We hope these posts will help you delve further into areas that you find especially interesting. Also, feel free to share your favorite resources with us at info@cscce.org.
What resources have you found useful? Image Credit: https://www.geograph.org.uk/photo/5307228
Today we continue our series of regular posts on the Trellis blog for science community managers interested in diversity, equity and inclusion. This installment is an invited guest post from Yasmin Marrero, Program Assistant, Global STEM Alliance, The New York Academy of Sciences. Series coordinators are Jennifer Davison, Urban@UW, University of Washington, Marsha Lucas, Society for Developmental Biology, Josh Knackert UW-Madison Neuroscience Training Program, and Rosanna Volchok, The New York Academy of Sciences. You can find all of the posts in the series here.
As a first-generation Latina and neuroscientist by training, I have been in few spaces where I could talk freely of my emotions and my experiences without fear of exclusion or misalignment from my community—allowed to be my whole self. More often, I was in communities where I was only able to be seen and valued by things related to my work, forcing me to disconnect and inhibit other parts of myself. It was in the communities where I could be my whole self and coexist with others that my work truly transformed: my creativity thrived, my research enhanced, my connections and relationships flourished.
How are you creating inclusive communities? Image credit: Taomeister https://www.flickr.com/photos/taomeister/36417528694/in/photostream/
Today we continue our series of regular posts on the Trellis blog for science community managers interested in diversity, equity and inclusion. This installment was authored by Jennifer Davison, Urban@UW, University of Washington. Additional series coordinators are Marsha Lucas, Society for Developmental Biology, Josh Knackert UW-Madison Neuroscience Training Program, and Rosanna Volchok, The New York Academy of Sciences. You can find all of the posts in the series here.
How are you ensuring diverse participation? Image credit: https://www.flickr.com/photos/oregondot/10314223086/
As community managers, we may have experience in and appreciation for engaging our community in order to develop more innovative and robust ideas: how to tackle a complex research question, compelling new ways to visualize results, or a particularly timely topic for a conference panel discussion. We may know that more perspectives often leads to better outcomes. We can apply this knowledge in our planning for diversity, equity and inclusion (DEI). How? By welcoming and prioritizing the perspectives of community-members from underrepresented groups in this planning. In this post, we explore some ideas for doing just that.
Today we continue our series of regular posts on the Trellis blog for science community managers interested in diversity, equity and inclusion. This installment was authored by Marsha Lucas, Society for Developmental Biology. Additional series coordinators are Jennifer Davison, Urban@UW, University of Washington, Josh Knackert UW-Madison Neuroscience Training Program, and Rosanna Volchok, The New York Academy of Sciences. You can find all of the posts in the series here.
Community managers are in a unique position to help foster diversity, equity, and inclusion within their communities. One of the tools at their disposal is the establishment of community guidelines.
What message are you sending to your community members with your community guidelines? Image credit: https://www.flickr.com/photos/mootreelife/5364190913/
Community guidelines set the tone for community interactions by clearly stating what the community is about and what it values. They lay out expectations for community members and consequences for failing to meet those expectations. This is the perfect place to codify an organization’s beliefs around diversity, equity, and inclusion, and highlight behaviors that cultivate creativity, productivity, and collaboration.
It is most effective if guidelines are created early in a community’s life cycle before a conflict arises. However, it is completely acceptable to create or revise community guidelines as times change, or in response to an issue that bubbles up in order to move your community in a more positive and inclusive direction.
Below are a few points to keep in mind when drafting community guidelines to ensure they wholly represent your community.
Today we continue our series of regular posts on the Trellis blog for science community managers interested in diversity, equity and inclusion. This installment was authored by Rosanna Volchok, The New York Academy of Sciences. Additional series coordinators are Jennifer Davison, Urban@UW, University of Washington, Josh Knackert UW-Madison Neuroscience Training Program, and Marsha Lucas, Society for Developmental Biology. You can find all of the posts in the series here.
How clear are your diversity, equity and inclusion values? Image credit: https://www.flickr.com/photos/ekcragg/5896894236/
In our first post, we introduced the concept of the science community manager as an agent of change. The ideals of inclusion and representation are so deeply woven into the fabric of community that community managers are thus uniquely positioned to help maximize diversity and foster equity. But what exactly do we mean when we talk about diversity, equity, and inclusion? And, more importantly, why do these concepts matter when we seek to build community within and across science, technology, engineering, and mathematics (STEM) fields? In this post we’ll examine these three core terms in more detail.
Today we launch a brand new series of regular posts on the Trellis blog for scientific community managers interested in diversity, equity and inclusion. This installment was authored by Josh Knackert, UW-Madison Neuroscience Training Program. Additional series coordinators are Jennifer Davison, Urban@UW, University of Washington, Marsha Lucas, Society for Developmental Biology and Rosanna Volchok, The New York Academy of Sciences. You can find all of the posts in the series here.
Why does diversity, equity, and inclusion matter in communities?
“Welcoming and supporting a broad range of backgrounds, skills, perspectives, and approaches helps communities be most effective.”
Community can mean different things for different people – a collection of individuals with a shared purpose, small efforts driving a larger movement, or a support structure, to name a few. Key principles at the heart of all of these definitions are diversity, equity and inclusion. Welcoming and supporting a broad range of backgrounds, skills, perspectives, and approaches helps communities be most effective.
Hands up for diversity, equity and inclusion! Image credit: https://www.flickr.com/photos/wocintechchat/25388901994/
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