DMMM4: The Invisible Pipeline: Recruitment/Retention of Underrepresented Minorities
Sponsored by: TMS: Diversity, Equity, and Inclusion Committee
Program Organizers: Aeriel Murphy-Leonard, Ohio State University; Mark Carroll, Honeywell Aerospace; Blythe Clark, Sandia National Laboratories; K. Cunningham, ATI Specialty Alloys & Components; Lauren Garrison, Oak Ridge National Laboratory; Atieh Moridi, Cornell University; Ashleigh Wright, University of Illinois at Urbana-Champaign; Megan Cordill, Erich Schmid Institute of Materials Science; Jonathan Madison, National Science Foundation; Mitra Taheri, Johns Hopkins University; Clarissa Yablinsky, Los Alamos National Laboratory

Thursday 8:30 AM
March 3, 2022
Room: Grand Ballroom F
Location: Anaheim Marriott

Session Chair: Aeriel Murphy-Leonard, The Ohio State University; Mark Carroll, Tenneco

8:30 AM  Invited
Stop Playing Diversity with Underrepresented Minority Faculty: Ashleigh Wright1; 1University of Illinois at Urbana-Champaign
    Despite efforts to recruit diverse populations, organizations continue to report low numbers of underrepresented minority (URM) faculty and administrators in STEM. Stories of URM faculty often are disheartening and represent recurring issues that result in workplace dissatisfaction and employee attrition. Challenges that were present decades ago remain, leaving organizations without blueprints for success. With an increased focus on anti-racism, it is time to stop “playing” diversity and begin practicing effective practices that result in environments that promote and advance URM faculty and administrators. This talk will present perspectives about individual and collective actions needed for academic environments to become authentically diverse.

9:30 AM  
NOW ON-DEMAND ONLY - Inclusion in STEM in Latin America and Case Studies from Colombia: Henry Colorado1; Elkin Gutierrez2; Pedro León Simanca1; 1Universidad de Antioquia; 2Universidad Antonio Nariño
    This investigation summarizes results and strategies from the inclusion of STEM in Latin America, and some case studies from Universidad de Antioquia, Colombia. Aspects that include the economics, culture and education are analyzed in the region. Strategies in the University for improving and examples with these groups are discussed. The case study shows the progress over the last years, regulations, and limitations in diversity, equity, and inclusion. At the end, there are important recommendations for the region and the country.

9:50 AM Break

10:20 AM  Invited
Building an Inclusively Diverse Workforce at Idaho National Laboratory: Gabriel Ilevbare1; Toni Carter1; Julie Ulrich1; Ryan Carroll1; 1Idaho National Laboratory
    Research demonstrates a strong correlation between diversity and inclusion and organizational effectiveness. Inclusive workforces enjoy higher productivity, and lower attrition. This shaped Idaho National Laboratory’s (INL) commitment to building an empowered workforce that is inclusive and diverse, where everyone functions at their best. This presentation will share INL’s efforts in: 1). Embedding inclusivity into all aspects of workplace culture and organizational operations, 2). Engaging the entire workforce in a shared commitment to mitigate bias and foster psychological safety, 3). Aligning top-down directives and bottom-up efforts into a unified, strategic vision, 4). Collaborating on diversity and inclusion efforts with other organizations, 5). Assessing the impact of the aforementioned on hiring an inclusively diverse workforce at all levels of the organization and 6). Building inclusively diverse talent pipelines internally and externally.

11:00 AM Building the Pipeline – Addressing Diversity Issues in Materials Science and Beyond: Finding creative solutions and developing new technologies requires diverse and talented teams. There are many challenges in recruiting and retaining diverse students and employees as many organizations still struggle to implement recruitment strategies that actually work or fail to foster supportive, inclusive environments, where all members regardless of background can contribute and succeed. The panel will discuss physical and invisible barriers as well as institutional policies that create and maintain systemic disparities in underrepresented and marginalized groups. The panel includes Aeriel D. Murphy-Leonard, Ohio State University; Olivia Underwood Jackson, Sandia National Laboratories; Michele Manuel, University of Florida; Victoria Miller, University of Florida; and Michael Rawlings, TMS.