The academy may claim to seek and value diversity in its professoriate, but reports from faculty of color around the country make clear that departments and administrators discriminate in ways that range from unintentional to malignant. Stories abound of scholars--despite impressive records of publication, excellent teaching evaluations, and exemplary service to their universities--struggling on the tenure track. These stories, however, are rarely shared for public consumption. Written/Unwritten reveals that faculty of color often face two sets of rules when applying for reappointment, tenure, and promotion: those made explicit in handbooks and faculty orientations or determined by union contracts and those that operate beneath the surface. It is this second, unwritten set of rules that disproportionally affects faculty who are hired to "diversify" academic departments and then expected to meet ever-shifting requirements set by tenured colleagues and administrators. Patricia A. Matthew and her contributors reveal how these implicit processes undermine the quality of research and teaching in American colleges and universities. They also show what is possible when universities persist in their efforts to create a diverse and more equitable professorate. These narratives hold the academy accountable while providing a pragmatic view about how it might improve itself and how that improvement can extend to academic culture at large.
The contributors and interviewees are Ariana E. Alexander, Marlon M. Bailey, Houston A. Baker Jr., Dionne Bensonsmith, Leslie Bow, Angie Chabram, Andreana Clay, Jane Chin Davidson, April L. Few-Demo, Eric Anthony Grollman, Carmen V. Harris, Rashida L. Harrison, Ayanna Jackson-Fowler, Roshanak Kheshti, Patricia A. Matthew, Fred Piercy, Deepa S. Reddy, Lisa Sánchez González, Wilson Santos, Sarita Echavez See, Andrew J. Stremmel, Cheryl A. Wall, E. Frances White, Jennifer D. Williams, and Doctoral Candidate X.
As many of you know, there has been an ongoing discussion concerning the name of the Neural Information Processing Systems conference. The current acronym NIPS has unintended connotations that some members of the community find offensive.
Following several well-publicized incidents of insensitivity at past conferences, and our acknowledgement of other less-publicized incidents, we conducted community polls requesting alternative names, rating the existing and alternative names, and soliciting additional comments.
After extensive discussions, the NIPS Board has decided not to change the name of the conference for now. The poll itself did not yield a clear consensus on a name change or a well-regarded alternative name.
I've come and gone from Micro.blog several times before. I joined long before the Kickstarter, when barely anyone was there. I tried it again after the Kickstarter, when the community looked more like it does today. And I came back again a few weeks ago for the most fun, if not the longest, period of time I've spent there.
[...] We like to tell ourselves that micro.blog is a great place because we are civil and we have good conversations and discussions, even when we disagree, but I have faced more dismissiveness and insult on micro.blog in the past year than I have at any time in that other “micro” social network. This is not the civil community that we make it out to be, and by pretending that it is, we ignore when people feel actively excluded. [...]
This is a talk I gave at Beyond Tellerrand in Berlin in November, 2016 and at Webstock in February, 2017. A text version with the slides appears below.
How do I fix this?”
"500 million dollars spent on diversity and inclusion in this industry. For any project, when you see that kind of spend, with such a low return on investment, you're facing a failure. In tech, when we have a major failure, we have a post-mortem.
So we're going to do a post-mortem today."
In this talk, Erica Baker, Engineering Manager at Patreon, walks us through an interactive post-morterm on diversity and inclusion initiatives in the tech industry.