Tuesday, May 30, 2017 - All sessions held 8:30-11:30 AM and continue from 1:00-5:30 PM
Wednesday, May 31 - Any sessions carrying over from Tuesday will be held at 8:30-11:30 AM
You will earn one Continuing Education Unit (CEU) by attending a Pre-Conference Institute. A form will be available in your session that must be signed by the presenter at the conclusion. Your CEU will be mailed to you after NCORE. It will be the discretion of your organization whether they accept the CEU for credit.
Click Session Titles for Description
We increase prospects for unleashing the illuminative powers necessary for operating at our educator best when we intentionally embrace a contextually responsive action-researcher approach. Doing so requires thoughtful uses of assessment AS and FOR learning and not simply post-mortems OF learning. This involves systematic data-grounded inquiry as an evidence-framing dialogue with SELF as Educator vis a vis one's stakeholders and the requirements of the education agenda.
Engaging contexts is foundational for appropriate and effective communications and social relations: the twin criteria for intercultural competence. For excellence and ethical praxis, educational processes and practices should be broadly diversity-grounded and equity-minded in order to be socially responsive, socially responsible, and socially just.
This institute introduces a multi-level systematic inquiry and reflective practice framework: Self-to-Self (intrapersonal), Self-to-Others (interpersonal), and Self-to-Systems (social structures and systems). It serves as a holistic developmental evaluation model that promotes mindfully scanning and tracking WHO? factors in context: who is served by whom with whom as embedded in situational, relational, temporal, and spatial/geographic contexts. This session will explore who we are as educators, what we bring to our work---our lenses/filters/frames and our sociopolitical locations. In particular, how can we more empathically discern and engage relevant attributes in order to activate and support student success? Systematically tracking and unpacking reveals pathways for more engaging the WHO? complexity—the human systems dynamics—at the heart of What? agendas.
This session will benefit educators in the classroom and beyond who are (or want to become) more learner- and learning-centered. Participants will deepen the understandings of oneself as educator and ways to mindfully engage assessment/evaluation practices to enhance interpersonal validity: i.e., the soundness and trustworthiness of the uses of self as knower, inquirer and engager of others and systems. To responsively help learners of all ages to do their best learning, best engaging and best work, educators need to embrace this work as a lifelong pilgrimage.
This institute will lay the groundwork for demystifying assessment and evaluation, for clarifying its intimate connections to effective and appropriate program development and for activating self-in-context as responsive instrument to enhance “interpersonal validity” and holistic student success.
This institute will provide an overview of the development process used by University of Michigan’s senior leadership to assist units in developing diversity plans, which were incorporated into the institution’s 5-year strategic diversity plan. Participants will work in groups to develop a template that can be used to start the strategic planning process for their campus participants and will leave the institute with the framework for a campus-wide diversity plan.
During the panel discussion, the presenters representing all levels of the University (Academic Affairs, Student Life, etc.) will discuss the current climate at U-M, and review the development process for unit plans. In addition, the implementation/roll out of the overall plan will be discussed. This session will benefit any institution developing a strategic plan for diversity. Participants should have a basic knowledge of the strategic planning process, and experience with developing campus-wide programs.
In an ever changing world, many institutions of higher education and beyond are being met with queer students of color. To strive for more celebratory, educational spaces, previous frameworks must make room for re-imagined inclusive frameworks to best support these students.
Join five queer, higher education practitioners working in a variety of roles, striving to intervene with an intersectional perspective rooted in liberation. Participants will walk away with a litany of qualitative and quantitative tools to engage or establish their own frameworks included but not limited to: the over-policing of LGB students in juvenile centers, the foremothers and future of intersectionality, a thorough examination of themes and frameworks vital for all social justice educators. The pre-conference will end with a dialogue between five dynamic higher education practitioners and how they continue to intervene intersectionality.
This institute will benefit intermediate to advanced higher education practitioners invested in engaging examining how to take theoretical frameworks of intersectionality to practice and application.
Over the past two decades, colleges and universities have developed many different kinds of “diversity” programs and strategic plans, yet often there is widespread dissatisfaction with the outcomes. We have succeeded in raising expectations and expending resources, yet often find the results disappointing.
This Institute will examine contradictions between our rhetoric and our realities, including the failure to collect and/or value relevant data that could help pinpoint and shape needed changes. To this end we will reflect on the following statements:
- While we state that we want our students to become “global citizens,” we do not provide the curriculum and resources to develop the transnational education needed, including equitable opportunities for international study.
- While we profess to understand that our colleges and universities impact our local geographic, social and cultural communities, we do not critically examine how we understand these communities in order to incorporate their needs, interests, concerns and aspirations into our educational and research programs.
- While we promise to prepare students for the world of work, that preparation mirrors a work world as it was 30 years earlier: white, homogeneous and meritocratic.
- While we encourage bringing international students to our campuses to “internationalize” our institutions and curriculum, we treat these students as budget enhancing commodities.
- While we claim to want “diversity” among our faculty, we continue with hiring practices that allow departments to hire those who “fit,” and whose scholarship and research won’t challenge existing paradigms.
- While we claim to value internal and external community input in the development of the institution’s missions and plans for equity and inclusion, we do not invite and involve these communities in any meaningful way to help shape our efforts and build culturally responsive and relevant programming with regard to race, ethnicity, color, nationality, language, gender and gender identity, socio-economic status, religion and spiritual beliefs, abilities and disabilities.
- While all of our plans speak of “transformational change,” our action plans often comprise onetime events, celebrations of the status quo, and a collection of “feel good” statistics as a means of managing our reputation, while failing to collect and/or publicize the data measuring actual change, and ignoring or downplaying persistent structural inequalities.
This session should particularly benefit faculty, administrators, staff and students who are interested in participating in serious discussions with a focus on identifying new approaches to creating truly inclusive campus communities.
This institute will engage participants in exploring three questions: “Post-election, is there one best approach to developing cultural competence?”, “Is cultural competence measurable?”, and “How does cultural competency and leadership advance organizational results?”. Presenters introduce five distinct approaches to educating for cultural competency along with a sampling of corresponding assessment instruments. They will also provide participants an opportunity to identify their own preferred “lens (es)” on cultural competence, and explore some of the comparative strengths and limitations of each lens and discuss the implications of the institute to participants’ home organizations.
This institute will benefit faculty, faculty developers, staff, students, administrators, trainers, and consultants interested in examining the strengths and limitations of various approaches to cultural competence, tackling resistance to diversity in a myriad of settings, and/or designing and assessing learning outcomes for individual and/or organizational cultural competence.
Brave spaces are spaces where individuals are affirmed in their full, authentic, intersectional selves. These spaces are created and sustained where people understand intersectionality not just as a concept describing experiences, but as guidance for programming and practices that honor, celebrate, and foster the complexity of those experiences. A community of learning will be established to model the brave space that will be embodied moving forward. Participants will co-construct definitions of interconnected “-isms” while deconstructing common, surface-level interventions that only minimally speak to experiences at the intersection of identity. A review of emerging and essential terms used within and to describe lesbian, gay, bisexual, transgender, queer, and similarly-identified communities will serve as a foundation for learning.
The focus of this session is to interrogate the what, why, and how of intersectionality towards developing and fostering a habit of mind and habit of practice strongly grounded in intersectional practice. Foundational concepts of intersectionality from across disciplines (e.g. sociology, critical race theory, feminist theory, social justice education, higher education, social work) will be applied and shared. Intersectionality will be used to deconstruct, problematize, and reframe the ‘safe space’ paradigm.
Participants will leave with tools to build intersectional programming at their home institutions. Multi-modal and interactive, this session seeks to offer a paradigm shift in how intersectional practice can indeed be more action-oriented alongside being theoretical.
This session will benefit practitioners who have a working understanding of intersectionality and seek to engage in deeper conversations about how to activate intersectionality across areas and levels of practice.
This session is offered with the support to the National Consortium of LGBT Resource Professionals (lgbtcampus.org).
What connects this community of women are their experiences as change agents and cultural bridge brokers within their respective roles. While in mid-career it is evident that women of color need to continue to build strategic strengthening skills and competencies, particularly amongst those who are cognizant that social justice, diversity, and equity are driving components of the work. Challenges and resistance are expected, and they can bring a personal sense of worth, accomplishment, and self-confidence to an abrupt halt. . As a result, the ability to interpret environmental scans accurately is often jeopardized and ability to focus on determining a new normal and to make appropriate adjustments is compromised.
This interactive session will engage participants in hands on activities, as well as small and whole group dialogue that will focus on arriving at a place of clarity for managing and navigating through what can be termed the “yuckiness”. Deliberate recognition of the historical context for accessing the understandings and resources is needed and required to stay the course with courage, care, and compassion even in the face of struggle, strife, and suffering.
These questions represents phases of career longevity; however, in mid-stream there is predictability of changing administrations, altering policies, and shifting expectations concomitant to mid-career trajectories. These changes present a unique mandate for restructuring with agility, acuity and new capabilities. Chapter 11 or bankruptcy of ourselves and our work is not an option! This session will benefit women of color and women in the academy, who are mid-career academic professionals or those desiring mid-career restructuring, as they approach advanced years as faculty, administrators, or student affairs personnel.
This interactive institute is designed for those who are interested in facilitating authentic cross-racial dialogue in educational and community settings. The institute invites participants to build a counter-storytelling community in which genuine dialogue about race and racism is possible and productive. This session will benefit those who seek to effectively and creatively facilitate authentic cross-race dialogue in their campus and community.
Presenters will introduce and use the storytelling model and four story types from Storytelling for Social Justice(Bell, 2010) as a framework for naming and analyzing the kinds of stories told about race and racism in the United States. This includes stock stories, concealed stories, resistance stories, and emerging/transforming stories. Examples drawn from history, sociological and economic data, and contemporary art will be used to illustrate the different story types. Participants will be invited to contribute their own examples using the story types as a frame. Participants will be involved in cross-racial dialogue using the documentary film, “40 Years Later: Now Can We Talk?” as a prompt for writing, reflection, dialogue, and planning future action. Through the film, participants will have the opportunity to consider cross-race dialogue from both an historical and contemporary perspective (Bell, Joshi, Funk & Valdivia, 2016). Using a fishbowl format, participants will then examine factors that prevent authentic dialogue across differences, and identify skills and frameworks that can more effectively sustain honest dialogue in diverse communities (Bell, 2016). Through small groups, participants will work in a supportive community to generate ideas, problem-solve, and design future action steps they can take home with them to encourage and facilitate effective cross-race dialogue.
Because the Institute focuses on cross-race dialogue, participants are encouraged to bring colleagues whose perspectives and experiences can enhance the diversity of the group.
Native American identity is defined through a dual political/legal lens (that of citizenship in a sovereign tribal nation), and a racialized-ethnic identity as underrepresented people of color. They are the only American citizens that are fractionally defined and recognized as such through federal policy constructed by the U.S. government as a means to determine and dilute tribal membership. Impacts of these identity politics are felt at many levels within Native communities throughout the Americas.
In recent history, Native Hawaiians, Puerto Ricans, and Mexican Americans have also asserted their place in the Native or Indigenous spectrum. The infusion of these new groups has had an impact on North American Indian communities and students. Through a day-long exploration of this topic, participants will have an opportunity to examine the many facets of “Native identity” through the eyes of other groups that, through their efforts of decolonization, are asserting their place on college campuses as Native and/or Indigenous.
This session will bring together scholars, author/poets, a sacred land activist, and tribal leaders who will explain how they define themselves as Indigenous and how they perceive to connect with other Indigenous groups in a social justice context, as well as amplify their cultural and national identity. These talented spokespersons and educators will present multidisciplinary perspectives that will shift the conversation to a more comprehensive view of Native identity. Facilitators will guide participants through the terrain of context and complexities to further appreciate racial resiliency and collectively search new pathways to advance support for students and professionals. Groups will be asked to address how they define themselves as indigenous and how they connect with each other. This institute will provide a contemporary overview and a survey of the political history and social cultural constructs of Native identity while concomitantly addressing problems, perceptions, and complexities created in the milieu of identity as it may apply or conflict with socio political status and sovereignty.
This session will benefit those who work with indigenous students and/or those whose life experience intersects with Native identity. Participants of all levels are welcome to meet and engage in interactive dialog with Native students, educators, and student affairs professionals who will share their collective interests and experiences.
Models of identity development are historically focused on race as an isolated dimension of a person’s experience. Likewise, courses and co-curricular programs often position race apart from other aspects of identity-such as gender, sexual orientation, disability, and class. The framework of intersectionality describes how individuals experience multiple social identities simultaneously, and how these identities influence and interact with each other. It places identity in the larger context of social power and privilege, and links this complex understanding of identity to the promotion of social justice. Intersectionality assists educators and practitioners to critically evaluating identity, inter-group dynamics, and the nature of power and privilege in numerous contemporary contexts.
This interactive institute offers participants opportunities to examine and evaluate core aspects of intersectionality and the strengths and struggles of integrating the framework into research, teaching, and practice. Through presentations, personal reflection, a panel program, and small and large group activities, participants contribute to, and gain a greater understanding of intersectionality and its application to several areas of academic and campus life.
This interactive institute is designed for aspiring, new, and seasoned Chief Diversity Officers. The institute will provide an overview of the CDO portfolio, essential competency areas and Standards of Professional Practice,; the importance of strategic partnerships with Affirmative Action/EEO & compliance professionals, as well as community organizations, government, and others, and the role identity plays in our work.
Additionally, the presenters will focus on how to build a viable infrastructure for the work of the CDO and will discuss the process of developing strategic priorities, assessment metrics, and how to use various forms of data to lead broad-scale, sustainable organizational change. The importance of strategic communication to internal and external constituents will also be discussed.
This session will also feature participant-identified small group coaching sessions led by session facilitators who will draw from their own expertise and experiences and those of the group to provide guidance on “moving to the next level.” Participants may bring current resumes or CV’s if they are wondering what additional knowledge, skills, and abilities they need to acquire to move up, or they may bring strategic plan drafts or ideas about which they wish to consult.
This session is led by diversity professionals in higher education who have administrative authority across varying institutional contexts ranging from academic departments to central university diversity offices and within a system-level diversity unit.
Internalized racism is part of the system of chains contributing to the continuation of racism affecting racially oppressed groups and it has encouraged the physical, spiritual, and emotional self- mutilation and self-degradation of a community of people. By influencing the psychological experience of People of Color, it has enticed individuals to contribute to their own demise within a larger system of oppression. Because this is a cognitive phenomenon over which individuals can have agency, it is important to study, understand, and seek out ways that groups of Color are able to gain a liberatory perspective in the midst of a racist society, just as it is important for whites to work to gain a liberatory perspective over internalized dominance.
This interactive institute, specifically designed for individuals who identify as people of color and multiracial and who have a subordinated identity in a system of racism, grounds itself in a dissertation study of Black and African American women, which explore a process of liberation from internalized racism. It will investigate the complexity of the phenomena of internalized racism and offer participants the opportunity to explore manifestations of internalized racism and consequences of internalized racism in their personal and professional lives. Additionally, participants will explore models and tools of liberation and how and why practicing a liberatory consciousness is a path to confronting internalized racism in the midst of a racially oppressive society. This session will benefit participants who want to explore another way to challenge a system of oppression, want to understand the psychological impacts of oppression, and work toward individual and collective healing.
This interactive Institute is designed to explore the critical role, successful establishment, and dynamic development of cultural centers on college campuses while working with, and honoring, issues of intersectionality. The Cultural Center Establishment and Growth Model, developed by the California Council of Cultural Centers in Higher Education (CaCCCHE), will be presented and utilized. The scope of this innovative model incorporates all of the critical stages necessary for the establishment and successful growth of cultural centers: assessment, development, implementation, and long-range strategic planning. Through dialogue, experiential activities, and presentation of case studies, this institute will provide participants with tools and strategies for the application of the model on their campus. A Certificate of Participation will be available with documented attendance at all Institute sessions and admission priority will be given to those who are pursuing a Certificate of Participation.
This session will benefit those who are directors and staff of cultural centers, coordinators of diversity and equity initiatives, directors of student life programs, as well as faculty and administrators interested in moving their campus forward in establishing a cultural center and those seeking to enhance existing centers.
This institute will focus specifically on hiring administrators, faculty, and staff at educational institutions and the framework presupposes that effective higher education institutions in the 21st century should include leaders and employees who possess knowledge, skills, and personal action consistent with the multicultural competency framework. Using high impact engagement strategies, participants will learn how to utilize the Multicultural Competency Interviewing Rubric (MCIR) to assess the multicultural competency of potential employees engaged in the hiring process. This performance based model will be applied to a range of employees at different stages of the interview process. It is designed to assist screening committees in evaluating the level of multicultural competency of potential leaders and other candidates in an interview process.
Participants will examine and discuss the behaviors of potential employees (leaders, faculty, and staff) as evident in their responses to supplemental, interview, and open-forum questions. The performance outcomes on this measure are correlated with the employee’s capacity to facilitate or lead the implementation of institutional change that supports multicultural organizational development. The conceptual framework of this instrument focuses on five levels of multicultural competency, each of which is correlated with a corresponding stage of the multicultural organization development (MCOD) model. Participants will have the opportunity to examine the utility of the MCIR within the context of advancing a multicultural organization. This session will benefit constituencies at any institution interested in hiring multiculturally competent employees who will further the institution’s commitment to promoting greater equity and inclusion.
In this interpersonal and experiential workshop we will continue to explore how social, political, media, arts, and inter-cultural depictions of Asian Americans, South Asians, Pacific Islanders and Asians internationally influence the development of self-image among Asian American and Pacific Islander (AAPI) college students. We will personally and as a group “unpack” how multiple generated images and popular media counterbalance traditional stereotypical images, and ask what are the generational implications of the most recent depictions of AAPIs, of our families and communities. These depictions and more will be used to assist our examination of the media’s role in perpetuating AAPI images in the public sphere. The national events of 2016 including the elections challenges Asian communities to think about how diverse, separate or united we are and how we will “show up” when needed. Each of the presenters will address aspects of Asian American and Pacific Islander (AAPI) identities across the life span and social, psychological, contextual and political forces that continue shape them. We will then proceed to explore ways images of AAPIs impact our educational experiences, social relationships, mental and physical health and wellness, and support-seeking.
We will experientially and interactively explore the role of media, film, the Internet, the arts and music as powerful influences with positive and negative consequences. Images influence us in various ways on university and college campuses. They can create, maintain or break stereotypes, which in turn informs self-image and agency. In this dynamic institute intended to engage all attendees, we will collectively generate multiple ways of perceiving in order to inspire, shift perceptions, develop strength-based response, and meaningful linkages within and across AAPI and other campus groups. In addition to our challenges, we will also underscore strengths, sources of resilience and wellness, as well as share resources. As in prior recent years this AAPI Institute will dynamically engage the audience through music, film, storytelling and listening among the audience, and small and large group participation by invitation.
Each of presenters in this symposium will represent unique perspectives from different vantage points including theoretical frameworks for inquiry, methodological analysis, social and psychological critique and interpretations of the media’s role in reflecting the AAPI experience. Using these innovative and evocative presentations as foundation, there will then be discussion of the continued shaping of our identities through the lifespan, the role of psychologists, family interactions across generations and even our social and cultural interactions as well as relationships with others on university and college campuses.
This institute is designed to increase the number of women of color in senior level administrative positions within higher education. The goal of the institute is to provide entry level and mid-level professionals with essential skills, strategies, and practices that will help them advance in their careers of leadership. In this way, the hope is to have an impact on the levels of participation and power by women of color in the field of higher education. Institute participants will have an opportunity to meet and interact with other women of color who possess a similar interest in administration, as well as women of color who already have administrative experience.
This pre-conference institute will benefit graduate students, entry-level professionals, and mid-level professionals interested in pursuing advanced leadership roles in student affairs.
The specific behavioral patterns between black and white women are both unique among cross-racial dynamics and crucial to the success of diversity and inclusion initiatives. Unspoken history perpetuates archaic divisions, stunting personal growth, and interfering with institutional goals. This institute will address this deeply embedded issue in a way that leaves all participants with increased sensitivity to the historical and social barriers that keep black and white women from building and maintaining meaningful relationships in their shared womanhood. We will also look within, uncovering how we contribute to both maintaining and eventually dismantling the conditioned rift.
The institute will explore: why we often find ourselves divided, competitive, and avoiding one another; why, despite best intentions, relationships between black and white women can be inauthentic, lacking empathy, depth, and mutual support; wow this disconnection limits understanding and negotiation around shared issues; and, how we can begin to connect with each other authentically. The goal is to raise both personal and collective awareness so that there may be effective unification around shared goals.
This session will benefit women seeking connection across the black/white racial boundary as we move into and through difficult conversations about the impact of our history with one another. Personal barriers to creating authentic cross-cultural relationships will be identified and together participants will explore a common vision. Enhanced relationships between black women and white women holds the promise of creating the unity, teamwork, and reconciliation necessary for personal, professional, institutional, and social growth. This is a challenging institute designed to uncover and begin to heal unspoken tensions in order to move beyond them.
This institute will provide faculty with unique and creative andragogical tools, strategies, and new ideas to affect more inclusive and interactive engagement in the classroom to foster positive interactions among diverse students. Faculty will examine effective strategies that promote inclusion, interaction, and engagement among diverse students in both the face-to-face and online classroom settings.
Participants will evaluate existing resources, build new resources and activities, and leave with tangible resources to take back to their classrooms. This session will benefit faculty interested in collaborating and exploring new ideas and activities to affect positive change in the classroom as well as others who influence what happens in the classroom.
This institute is based on two key ideas: the first is that Race, Racism, and Whiteness (RRW) serve to unnaturally divide us and violently disrupt inherent human connection. The second is that the 50 trillion cells in our bodies already know how to live in just and supportive community and this knowledge can serve as a powerful framework for uprooting racial oppression and achieving racial justice. Thus, the dismantling of RRW is not actually something that has to be worked toward, but rather a “coming home” to the rightful human interdependence. And, it is in the space of this interconnectivity, rooted in bodies’ own knowledge, that deep sources of racial liberation and healing can be found.
The institute includes with small group work dedicated to the concrete application of this framework to participants’ racial justice work in higher education. This session will benefit those who are looking for more complex ways to understand how to dismantle the dynamics of RRW on campuses. Participants can expect to leave with both cognitive and somatic tools for their racial justice work as well as resources to further their individual growth in these areas.
While there is attention given to embodiment in the session, the primary focus is the deepening our critical race knowledge base and developing racial justice tools that can be used in any sector of a higher educational setting. Because of the complexity of its content, this interactive institute is not a good fit for folks new to racial justice content.
This institute will explore how race has shaped the development of student affairs as a professional practice. Through a review of student affairs history, student activism, changes in public policy, and the development of academic disciplines, presenters will discuss the dynamic process of student‐centered work and the challenges (and opportunities) it presents in today’s environment. How can professionals in residential life, fraternity and sorority affairs, student activities, student support services, community services, student conduct, wellness, and other student affairs offices engage in anti‐racist practices to effect progressive change? How do professionals in cultural centers negotiate institutional priorities and tensions with underrepresented student needs and perspectives? At this important time in the United States, what is the role of student development in the American Academy?
This session will benefit all those who work in student affairs and/or engage as scholars or professionals in the area of higher education and student development.
The presenters will provide a wide variety of skills and experiences that enable participants to connect with and develop partnerships, mentorships, and awareness of opportunities for growth in higher education. This institute explores best practices and resources through active and interactive dialogue with expert panels and keynote presenters. The focus is on making institutions more responsive and effective in advancing Latino student recruitment, retention, and graduation. The session will benefit individuals who are seeking information on best practices in higher education, students who are looking for guidance, mentorship and programs that support their retention to persistence and professionals at both beginning and middle management seeking professional development insights for personal/professional growth.