Sustainability Committee’s Sustainable Spotlight of the Month!

The Sustainability Committee thinks that the Division has some really great sustainable efforts going on and we’ve decided to put the spotlight on some individuals that are spearheading these wonderful efforts.

This month’s Sustainability Spotlight highlights Lee Forest!

We asked Lee some questions about Sustainability and here is what she had to say!

How do you promote sustainability in your office?

Perhaps the biggest energy and money saving practice is to be as close to paperless as possible. This is the reason I purchased a tablet to take to meetings (well, and also because they’re really cool and my wife finally agreed to it!)  And, if I need to print, then I print on the backs of old flyers (unless I must print on unused paper for official documents). I print so little that I’ve ordered only one box of printer paper since I started in October 2006, and I still have 6 reams left. And, like most everyone, I toss completely used paper, including envelopes and postcards, in the paper recycling bin.

Another practice I have is to turn off the lights to my office whenever I step out. Also, I keep the A/C to a minimum whenever possible. Oh yeah, I normally bring my lunch to work in glass reusable containers, drink from a thermos, and bring home for recycling any trash that isn’t easily recycled on campus.

Why is sustainability important to you?

Since you asked…..it is for ethical reasons. I believe that anyone who has the cognitive capacity to take another’s perspective (whether the other is human, plant, or animal), has the ethical responsibility to support that entity’s right to access their needs. If we are not good stewards of the earth’s resources, then we’re creating unnecessary difficulty for other living things to have access to the resources they need. I believe the needs of others should be prioritized more highly than one’s own wish for security, convenience, or aesthetics. I don’t do this perfectly, but I strive for it each day.

 

 

If money were no object, what sustainable practice would you implement in your office?

I can choose only one? J Then it would be telecommuting during the summer. We would come in when necessary, but mostly work from home and hold meetings via video conferencing. This would cut energy costs in multiple ways: the campus wouldn’t have to power computers, A/Cs, and lights, and employees would spend less on gasoline for the work commute.

 

Thank you Lee for being a great role model for us and for taking the time to share your efforts with us!

 

Look for more Sustainability Spotlight features throughout the summer!

A Chance to Connect/Network/Learn and become a part of Social Justice – sign me up!

When I attended my first Office of Institutional Diversity Lucheon, I had no idea what I was getting involved in.  Now that I have completed a whole semester’s worth of luncheon sessions, I can look back and say that I have actually changed because of my attendance.

You might not notice the change by just looking at me, but you might get a feel for it when talking to me.  I am a little more aware of the needs of others, and I might bring those needs to your attention.  I pay attention to the way society might box people in, and I voice my thoughts about that (when appropriate of course).  Most importantly, I am aware and I want to learn more.  I have learned so much in just one semester – on a topic in which I would have said I was already well versed!  And I want to learn more!

Lucky for me, there are more luncheons planned for the summer and next semester.  Lucky for you too!

Even if you feel like you know all there is to know about diversity, social justice, oppression and marginalization of others – you will benefit from these luncheons.  In addition to an exchange of knowledge, a deep discussion, personal sharing and reflecting; these lunches offer a wonderful opportunity to connect, network, learn and grow with collegues with whom you might not regularly have the opportunity to work.

 

Check out their site for info about the upcoming Lunchtime Summer and Fall Series: https://my.bridgew.edu/departments/InstDiversity/SitePages/Home.aspx

A Social Justice Discussion with Dr. Jonathan White

Please join us for a social justice roundtable discussion with Dr. Jonathan White!

 

Date: This Thursday, April 11, 2013

Time: 1pm-2pm

Location: Rondileau Campus Center, room 202

 

Social justice.  Two words that you have no doubt seen or heard about on campus and around the country.  But what is it?  And how can we relate it to ourselves and the students we work with?

 

Dr. Jonathan White is an associate professor at BSU in the department of sociology.  He has advised two student organizations focused on social justice: the Social Justice League and Free the Children (BSU chapter).  Dr. White serves on the board of directors for Free the Children,  an international organization that has aimed to free children from poverty and exploitation, and empower youth to make a difference.  He also does extensive work with Me to We, an enterprise that provides socially responsible products and services.  Professor White has published several articles on social justice and has recently co-edited two related books Sociologists in Action: Sociology, Social Change, and Social Justice (2nd Edition) and Sociologists in Action: Race, Class, Gender, and Sexuality alongside his co-authored textbook The Engaged Sociologist: Connecting the Classroom to the Community (4th Edition).

 

Looking back on Change

Change is fundamental to leadership.  When you think about it, if you are trying to lead you are likely trying to inspire some kind of progress, movement or adoption of new ideas. Whether you are talking about a new process for how a student group recruits volunteers for a bake sale or trying to advocate for a new academic course in a department, you are trying to inspire some kind of change.

Since our divisional workshop from Michael Miller and based on other readings, I’ve been reflecting on some of my own attempts to foster change in early phases of my career.  Some of them certainly went well and I know I have some things to be proud of, but there were a few that I understand much better now after a bit more study of the change process.  The objective review of the change process itself really gave me some great insight into ways I might approach the next change management task I have before me and I’ve learned a great deal from an approach like the one developed by John Kotter in his book “Leading Change.”  An overview is here (http://www.mindtools.com/pages/article/newPPM_82.htm) with a few of my thoughts on his process.

Step 1: Create urgency

You may be really dedicated to the change that needs to happen, but what about the rest of your environment? Is there an overall sentiment that the organization will miss out on something important if you don’t advance change? Is there a compelling gap between your organization’s work and what competitors are doing? You already think it’s important, but creating the understanding that it’s urgent will be what inspires progress.

Step 2: Form a powerful coalition

This is your “small table” group that will give you the most fundamental emotional, intellectual and sweat equity buy-in to what you are trying to accomplish.  Develop a small core group from the most crucial set of stakeholders that you can.

Step 3: Create a vision for change

What will your future look like after your change is realized? Can you paint a picture for others in a concise way? Be sure to practice your description often and use your Influencing strengths to hone the best way to communicate this vision.

Step 4:  Communicate your vision for change

Remember that vision speech? Share it with everyone who will listen. Use colorful and descriptive language that will motivate others to learn more about what you are planning. Consider ways to address the natural anxiety about change that others may feel as well and reassure them of the positive benefits.

Step 5: Remove obstacles

As you’ve been talking about the change you have likely seen where your potential resistance or difficulties might lie. Evaluate your organization’s resources and structures and be sure that any potentially systemic barriers are addressed.  While you’re addressing the obstacles, be sure to also recognize your early supporters and those who are helping the change become a reality.

Step 6: Create short-term wins

While your desired future may be “big picture” in nature, find smaller ways you can demonstrate progress toward your end goal and smaller accomplishments that your coalition can celebrate. This is a time to focus on the easier, manageable affordable successes.

Step 7: Build on the change

Wait, you’re not quite there yet! It’s a little too early to celebrate because you are still testing and evaluating what you have built.  Keep assessing the impact of your work and try to bring in some new people as interest grows in your initiative.  The “fresh blood” will be good for your effort.

Step 8: Anchor your change in organizational culture

At this point in the process, people are probably tired of hearing you talk about this change.  Good.  Keep sharing your success stories and be sure to make your new efforts a part of orienting new staff to your department and “the way you do things.”  As a change agent, your last responsibility is to assure that your story continues to evolve!

I know after learning about this model, I can see where some of the changes I have tried to inspire over the course of my career have gotten stopped or derailed.  How about you? Does this ring true for you in your experience too?

 

-post submitted by Cindy Kane, Director of Student Involvement and Leadership

Reflections on NASPA’s Featured Speaker: Dustin Lance Black

 “Somewhere in Des Moines or San Antonio there is a young gay person who all of a sudden realizes that he or she is gay; knows that if their parents find out they will be tossed out of the house, their classmates will taunt the child, and the Anita Bryant’s and John Briggs’ are doing their part on TV.  And that child has several options: staying in the closet, and suicide. And then one day that child might open the paper that says “Homosexual elected in San Francisco” and there are two new options: the option is to go to California, or stay in San Antonio and fight. Two days after I was elected I got a phone call and the voice was quite young. It was from Altoona, Pennsylvania. And the person said, “Thanks”.       -Harvey Milk

 

As keynote speaker at NASPA 13, Dustin Lance Black shared his inspiring personal story about the struggles of coming out.  Black shared how Harvey Milk’s work guided him on his own journey, and eventually inspired him to write the film “Milk.”

 

Black’s personal story and reflections of Milk moved me because it felt like a shared experience. Some fifteen or so years before Black, I too struggled to deal with my own sexuality. I recall watching with horror the 1978 news stories from San Francisco reporting the murder of Harvey Milk. How could this happen? The first openly gay politician who was my hero and advocate was suddenly gone.

 

Black’s story of struggle and perseverance is a reminder to us all about being true to ourselves. Milk’s life and work as a pioneer in the gay civil right movement inspired the two of us, and so many others.  His legacy continues to give hope to new generations of LGBT people.

 

-Brian M. Salvaggio, Assistant Vice President, Student Affairs

Social Justice: Where Do You Fit in the Discussion?

Social justice.  Two words that you have no doubt seen or heard about on campus and around the country.  But what is it?  And how can we relate it to ourselves and the students we work with?  The Student Affairs Professional Development Committee is excited to have Dr. Jonathan White, Associate Professor in the Department of Sociology, present a roundtable session on Social Justice on Thursday, April 11, 2013 from 1pm-2pm in RCC room 202.

 

Intrigued?  We hope you are!  If you have an interest in social justice, we ask that you fill out the Google Doc form below.  We have two brief questions about social justice, and your responses to those questions will be used to gear Dr. White’s discussion to our individual needs.  He has expressed that he’d like for this to be streamlined for what we want to see and what our general knowledge base is.  We are also using the form to get a sense of how many people are attending.

 

We ask that you fill out this form no later than Wednesday, April 3, so that Dr. White has plenty of time to tailor the discussion effectively for us.

 

https://docs.google.com/forms/d/1q2AxDcMs1JaUOqstqPqH2ykjoct8iIwao7qIV7H7Coc/viewform

 

Times they are a-changing!

(Lee Forest reflects on her experience at the Creating Change Conference):

If I had to pick one highlight from my attendance at the Creating Change conference, then it would have to be when President Barack Obama thanked me for my social justice efforts.

Now that I have your attention, I’ll admit that he didn’t exactly thank me individually or in person. Nonetheless, I was sincerely moved when the president addressed us Creating Change 2013 attendees via this video.

Creating Change is the nation’s only annual conference designed to bring together students, advocates, and educators alike to share promising practices, network and collaborate with each other, and renew our resolve and enthusiasm for creating greater GLBT equity and inclusion. I especially appreciate attending because it is the only conference where I can connect with other professionals who direct campus LGBT resource centers.

The insights I gain through attending Creating Change remain a benefit to not only me but also to my students. Most of us higher education professionals have experienced getting so caught up in day-to-day operations and “putting out fires” that we risk losing fresh perspectives on our work. Fortunately, Creating Change provides just the challenges I need to shake up the status quo within me, unveil my preconceived notions and assumptions, and encourage me to seek innovative ways to support our GLBTA students.

Allow me give an example. A little while back, I contacted the Office of Institutional Research and Assessment to obtain data regarding the percentage of students who identified as GLBT in the Campus Climate Survey (pdf). The numbers were telling: 9% of students identified as GLBT or questioning, and the largest percentage of those identified as bisexual. Although that fact struck me as interesting, I needed time with other directors of LGBT centers to brainstorm ways to apply this data to benefit students.

Through discussions with other directors at Creating Change, I gained a deeper understanding of just how pervasive bisexual invisibility really is and how to combat it. Many institutions that have departments for GLBTA students focus their efforts on students who are gay, lesbian, and, most recently, transgender and queer students of color.  At Creating Change, however, the question was asked of where is the bisexual-specific programming? Yes, the Pride Center has offered several programs that focused on bisexuality, but it dawned on me at Creating Change that BSU, like too many other colleges and universities, lack an ongoing program exclusively devoted to bisexual issues.

Upon my return to campus, I immediately developed the new +1 program with my students–a monthly discussion group focusing solely on issues related to bisexuality and pansexuality.  The program has already been very well-received by students and it directly meets a prevalent need among GLBTA students.

As with all of our programs, all are welcome regardless of sexual orientation or gender identity. Join us!

Lee Forest is the Director of the GLBTA Pride Center and author of this post.