Resources
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Speaker Events
"Technology as a Tool for Connection vs. Disconnection and Isolation"
鈥�Epps, a Ph.D. candidate at Harvard's Graduate School of Education, is at the forefront of research on how online, machine-learning-driven environments impact youth of color as they develop their racial and gender identities. In this webinar, she will explore:
- How technology serves as a connector and an isolator in our lives
- The challenges and opportunities technology presents for youth development
- Strategies for harnessing technology's connective power while mitigating its isolating effects
- The implications of these findings for educators, parents, and technology professionals
This webinar is essential for:
- Educators seeking to understand how technology impacts students
- Parents navigating the digital landscape with their children
- Technology professionals interested in the social impact of their work
- Researchers in youth development, technology, or social connection
- Anyone concerned about the role of technology in our lives and communities
颅Join us on September 25 at 12 p.m. for the second of three panel discussions celebrating Hispanic Heritage Month and the launch of the Spanish BBA. Members of the translation team, who have worked with offices across campus to develop academic and wrap-around services in Spanish, will discuss how they combine AI technology and human expertise to secure language accessibility.
Panelists:
- Pam Doran, digital accessibility & multilingual technology coordinator
- Perla Zam铆tiz, linguist, Academic Affairs
- Claire Ziamandanis, linguist, Academic Affairs
Moderator: Catalina Irigoyen, bilingual communications specialist
Join us for the second event in our Speaker Series: A Snapshot in Time featuring Dr. Matt Newlin.
A nationally recognized advocate for expanding college access, Dr. Newlin is the Founder of Matt Newlin Consulting, senior education designer at Education Design Lab, and host of The Rural College Student Experience podcast. He brings nearly 20 years of experience supporting first-generation and rural learners.
Employee Affinity Groups (EAG)
Recruiting and retaining a highly engaged, diverse workforce is central to 91黑料网 Empire鈥檚 mission. Employee affinity groups (EAGs) are employee-led and facilitated groups formed around interests, backgrounds, identities, and common bonds. The primary goal of EAGs is to promote diversity, openness, understanding, and inclusiveness. Through participation in the groups, employees foster a positive work environment at 91黑料网 Empire by actively contributing to its mission, values, and efforts specific to diversity and inclusion.
The intention of the EAGs is to create a safe space for individuals and their allies or advocates to share their ideals, experiences, and information. These groups are one example of a variety of institutionally supported activities to cultivate and foster an inclusive community.
Please be advised that affinity groups are formed voluntarily, are not dictated by leadership, individual employee membership and participation are voluntary, and have a minimum membership requirement of five employees.
- EAGs must be open to all full and part-time employees. As required by state, federal law, and institutional policy, EAGs may not discriminate based on race or ethnicity, creed, color, national origin, citizenship, sex, marital status, sexual orientation, gender identity, age, religion, disability, genetic information, or veteran status.
- EAGS are bound by institutional policies and procedures.
- Roles within EAGs are voluntary and decided upon by the group.
- Employees may use work time to prepare meeting agendas and/or other materials with supervisor approval.
- Participation in EAG activities will not interfere with the performance of the employee鈥檚 regularly assigned duties.
- EAGs may be dissolved when: 1) the group chooses to dissolve itself (dissolution should be reported to ODEI), 2) 91黑料网 Empire concludes that the group has become insufficiently accountable for its activities, 3) the group鈥檚 membership falls below the minimum required, or 4) the group presents a legal or ethical liability to the institution as deemed/determined by 91黑料网 Empire鈥檚 Ethics Officer.
Affinity groups that seek to be recognized and sponsored by 91黑料网 Empire must apply with an application. EAGs receive:
- Recognition as an official organization of 91黑料网 Empire and sponsorship through the Office of Diversity, Equity and Inclusion (ODEI).
- A teams space managed by designated leadership in the group. Leadership will work to establish their pages.
- A designated group leader will also have access to the EAG Resource Teams space upon approval.
Requirements to Form a New Employee Affinity Group:
- A designated leader or leaders who commit to an initial term of at least a year or stint of purpose.
- A mission statement, which must align with 91黑料网 Empire鈥檚 institutional mission and ongoing commitment to fostering a welcoming and inclusive environment for all.
- Completion of the EAGs Application to form a new employee affinity group.
Applications will be reviewed in a timely fashion by Laura Decker of HR and the Chief Diversity Officer.
Have a great idea for a new group? Let us know by emailing odei@sunyempire.edu.
(download application to fill out)
LGBTQIA+
Address challenges faced by the lesbian, gay, bisexual, transgender, and queer/questioning (LGBTQ+) students and employees at 91黑料网 91黑料网.
Contact Josh Boardman- JoshBoardman@sunyempire.edu
NeuroDiverse Collective
Foster an inclusive and supportive work environment for all employees, including neuro diverse employees, celebrating the unique perspectives and talents they bring to Empire State University. Strive to promote understanding, advocacy, and collaboration, ensuring that the neurodiverse voices are heard and valued. Through education, resources, and community engagement, aiming to empower neurodiverse individuals and those around us to show up authentically and as their full selves each day at work.
Contact Ade Byron- AdeByron@sunyempire.edu
ODEI Knowledge Base
- This guide, a publication of the U.S. Department of Justice, provides an overview of Federal civil rights laws that ensure equal opportunity for people with disabilities.
鈥� The American Psychological Association (APA) emphasizes the need to talk about all people with inclusivity and respect. The guidelines and recommendations presented in this site were crafted by panels of experts on APA鈥檚 bias-free language committees and should be used in conjunction with APA鈥檚 inclusive language guidelines.
鈥� Pew Research article (Oc. 7, 2022).
鈥� A guide by Oxfam, a nonprofit global organization dedicated to end poverty and injustice, focused on how written work can subvert or inadvertently reinforce intersecting forms of inequality.
鈥� American Psychological Association (2021).
(video) 鈥� Queer Activist and US Air Force Sergeant Alexandria Holder delves into how labels, from racial identity to political affiliation, shape our lived experiences.
鈥� Pew Research article (Nov. 8, 2021).
鈥� Resource page by the Eberly Center at Carnegie Mellon University.
鈥� The online guide includes resources and action steps to put the principles of DEI into practice, as well as learning and engagement opportunities to deepen your understanding.
鈥� A style guide for inclusive, bias-free, and equitable language.
(recorded webinar) by Dr. Frank Harries III and Dr. J. Luke Wood.
鈥� Inside Higher Ed (Oct. 27, 2022).
鈥� Article by Bryan Dewsbury and Cynthia J. Brame (2019).
(Michigan State University) 鈥� STEM classrooms are often overlooked in the area of inclusive education. This site by Michigan State University鈥檚 College of Literature, Science, and the Arts provides a series of resources to help STEM faculty.
鈥� This guide, from San Diego State University, provides suggestions on how to maintain equity and inclusion in online classrooms. This resource covers accessibility, flexibility, proactivity, relationality, and transparency.
鈥� NPR explains LGBTQIA+ language and best practices.
(video) - Sociolinguist Archie Crowley deconstructs three common myths around language, demonstrating how it's a fluid system that naturally evolves in the direction of inclusion.
(video) - Professional model Geena Rocero tells the story of becoming who she always knew she was.
All employees and students at 91黑料网 Empire have access to LinkedIn Learning courses/resources. (Login required.)
You'll be redirected to a screen like the one below. To access the resources, you'll need to sign in using your Empire credentials (email address and password). For more information visit:
Below are some courses that might be of interest to you.
Imposter Syndrome & Confidence
- (audio course)
Emotional Intelligence
- The American Association for Access, Equity and Diversity (AAAED) is the longest-standing national organization of professionals who engage in the important work of leading, directing and managing affirmative action, equal opportunity, and diversity programs.
- The American Association of Blacks in Higher Education (AABHE) is a national organization involved in numerous initiatives such as addressing the pipeline of Black faculty and staff in higher education, bringing issues pertinent to Black faculty and staff to the attention of the larger academic community and recognizing African American achievements and accomplishments to higher education.
鈥� This is a national organization committed to the health and well-being of gender-diverse children and teens through education and support for families, and training and guidance for educators, medical and mental health providers, and other professionals.
- A coalition of more than 200 national organizations that work to promote and protect the civil and human rights of all persons in the United States.
鈥� The only federally-funded national center in the U.S. for college and graduate students with any type of disability, chronic health condition, or mental or emotional illness.
鈥� A national organization focused on advocacy to change policies and society to increase understanding and acceptance of transgender people.
鈥� A nonprofit organization that offers a diverse array of opportunities to gather in activism and advocacy working towards a future without discrimination where all people have equal rights under the law in New York City.
鈥� 91黑料网 ODEI provides leadership and strategic direction to all of 91黑料网鈥檚 campuses for developing and implementing a portfolio of affirmative action and diversity programs.
(podcast and transcript) 鈥� Psychologist Dolly Chugh discusses her book on how we can take stock of our unconscious bias.
- The Center for Urban Education (CUE)鈥檚 Racial Equity Tools aim to change the minds, hearts, and practices of faculty, staff, and leaders by reflecting on the racialized characteristics of everyday practices (CUE merged with the USC Race and Equity Center in July 2020.).
- Project Implicit is a non-profit organization and international collaboration between researchers who are interested in implicit social cognition - thoughts and feelings outside conscious awareness and control. The goal of the organization is to educate the public about hidden biases and to provide a 鈥渧irtual laboratory鈥� for collecting data on the Internet.
(video) 鈥� Business entrepreneur and public speaker Jennefer Witter talks about unconscious bias and how to confront our own biases.
(video) - Psychologist Jennifer L. Eberhardt explores how our biases unfairly target Black people at all levels of society and discusses how creating points of friction can help us actively interrupt and address this troubling problem.
(video) - Dena Simmons shares her story and talks about how for students of color, success in school sometimes comes at the cost of living authentically.
- This general audience website focuses on identifying and responding to bias incidents, offering 10 tips for identifying bias and seven tips for responding to bias.
(video) 鈥� Actor, director and activist American Ferrara talks about how her identity and the need for more authentic representation of diverse cultures in media.
- This website offers summaries of research on stereotype threat and discusses unresolved issues and controversies in the research literature.
- The Pell Institute for the Study of Opportunity in Higher Education of the Council for Opportunity in Education (COE) conducts and disseminates research and policy analysis to encourage policymakers, educators, and the public to improve educational opportunities and outcomes of low-income, first-generation students, and students with disabilities. Findings are summarized in this report.
(video) - Kimberl茅 Crenshaw talks about the intersection of our identities and their importance.
(video) - Author Casey Gerald shares the personal sacrifices he made to attain success in the upper echelons of American society.
(video) - Author, podcast host Luvvie Ajayi Jones shares three questions to ask yourself if you're teetering on the edge of speaking up or quieting down.
(video) - Educator Chitra Aiyar talks about how she encourages her students to cultivate spaces for other marginalized students to connect and help each other grow.
(video) - Ash Beckham offers a fresh approach to empathy and openness.
(video animation) - Elizabeth Cox describes the psychology behind the imposter syndrome, and what you can do to combat it.