Thread by @RichmondLyfe, Up next at @sacnas #SACNAS2020 for me to check out:Improving scientific workplaces: [...]

Up next at @sacnas #SACNAS2020 for me to check out:
Improving scientific workplaces: Responding to harassment & bullying ft. @aaberhe @waterbarnes & @profallimatt !

And we start this session off right w/ proper land acknowledgment. Love seeing everyone in the chat box acknowledging the land they& #39;re on.
As in my bio, I acknowledge the land I& #39;m on as #Ohlone land.
#SACNAS2020

Currently @aaberhe is highlighting the powerful work of @ADVANCEGeo - plz follow the account and keep up to date on ways we can all do better and be better.
#SACNAS2020

All attendees currently sharing in the chat box our respective background and field of work we& #39;re in. It& #39;s beautiful to see such diverse range of experiences and interests engaged in this current session.
#SACNAS2020

A quick shoutout to the @ADVANCEGeo team! #SACNAS2020

We’re currently doing quick interactive activity for self-reflection which is quite productive.
Did something similar for a pedagogical course, and I find the activity powerful and informative.
@sacnas #SACNAS2020

So why are we here today?
Well this paper can give insight on part of the reason why we are today needing to have these conversations:
https://adgeo.copernicus.org/articles/53/117/2020/

https://adgeo.copernicus.org/articles/... href="https://twtext.com//hashtag/SACNAS2020"> #SACNAS2020

Part of the problem, is rooted in the barriers that exist from the beginning (i.e. k-12 education system), coupled with issues of lack of diversity+representation. Or issues of preparation/training in college and exclusive networks in the workfroce.
#SACNAS2020

A quick point of note by @aaberhe on what is a hostile climate:
climate is the atmosphere or ambience of an organization as perceived by its members. Reflected in structures, policies, and practices.
#SACNAS2020

I do appreciate the Ice Berg example being applied in understanding specific type of harassment (i.e. sexual and gender harassment/violence). No one should ever feel unsafe or concerned about harm b/c of their identities. As in, there should be no hostility.
#SACNAS2020

Another example of workplace issue that doesn& #39;t get enough attn in contributing to hostile climate, is bullying. As @aaberhe noted, sadly a lot of activity in the chat box as many of us share unfortunate moments of bullying in the workplace.
#SACNAS2020

Bullying in the workplace needs more attention, b/c it does impact work productivity and abilities for team to perform well. Better forms of protection are needed. But more importantly, better practices to ensure bullies are held accountable.
#SACNAS2020

Being provided reminder of reality that there is a disproportionate impact of those with marginalized identities who are subjected to hostile climates. This needs to change, like yesterday!
#SACNAS2020

A question on why hostility towards marginalized groups is so prevalent in STEM. Rooted in master-apprenticeship models, gendered and racialized hierarchies, historical legacies of exclusion from colonial origins of Western science, etc..
#SACNAS2020

This has been heavy so far. It& #39;s certainly nothing new, but it& #39;s another moment of unpacking past traumas and reckoning with reality that much change is greatly needed. Thansk @aaberhe for all of this. Now transitioning to @waterbarnes to drop some knowlegde.
#SACNAS2020

Love that @waterbarnes got straight into it with some calls to actions. While also highlighting bystander intervention. I won& #39;t share all details on this, but acknowledge spaces can only be better when there& #39;s improved accountability and protection.
#SACNAS2020

Bystander intervention isn& #39;t just breaking up a fight or physically getting in the way. There are different ways to intervene, that go from inaction to action. This is why self-reflection activity earlier was helpful, b/c it helps us assess powers/privileges we hold.
#SACNAS2020

When concerning bystander intervention strategies, @waterbarnes & @aaberhe introduce examples of being Direct (do something), Distract (move attn away), Delegate (seek help), Delay (offer suport), & Document (record/email,etc..).
#SACNAS2020

As @aaberhe just put in the session chat, this is a good reminder of the @sacnas Code of Conduct (that should be applicable to all members/staff beyond just several days of conferencing). Report & Demand Accountability.
#SACNAS2020
https://sacnas2020.eventfinity.co/libraries/107598">https://sacnas2020.eventfinity.co/libraries...

Currently doing a couple scenarios, which I rather not share specifics on. But it& #39;s been great hearing examples on how we utilize examples of being direct, delegating, delaying, distracting, and documenting. Thxs @aaberhe & @waterbarnes for all this!
#SACNAS2020

In closing out w/ @aaberhe & @waterbarnes (+ @profallimatt in spirit), some final thoughts:
Lead by example, treat others w/ respect, support ppl targeted by bad behavior, educate yourself, demand accountability, and speak out!
More resources: http://serc.carleton.edu/advanvegeo

https://serc.carleton.edu/advanvege... href="https://twtext.com//hashtag/SACNAS2020"> #SACNAS2020

Realized, the link was mistyped. Perhaps b/c I was so excited to share?!
correct link is https://serc.carleton.edu/advancegeo
And">https://serc.carleton.edu/advancege... again, follow @ADVANCEGeo to stay updated and learn how to involved, engaged, & catalyze change.

ADVANCEGeo Partnership

The primary goal of the ADVANCEGeo project is to improve work climate conditions by developing bystander intervention workshops for department heads, chairs, faculty and grad students to appropriat...

https://serc.carleton.edu/advancegeo

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