Diversity at RIT

These courses are designed to assist in building an awareness of different cultures and to address issues associated with working effectively in the unique RIT community. Students, faculty and staff from many cultures and backgrounds choose RIT, so updating and enhancing our diversity and leadership skills is vital to our innovative pace.

Bystander Behavior in Colleges & Other Settings

Facilitator Information: 

This session is facilitated by Mike D'Arcangelo, Director of Diversity Education

Diversity & Sustainability: Part Two

Facilitator Information: 

This session is facilitated by Mike D'Arcangelo, Director of Diversity Education.

Diversity & Sustainability: Part One

Facilitator Information: 

This session is facilitated by Mike D'Arcangelo, Director of Diversity Education.

The Implicit Association Test (IAT): Understanding and Measuring Unconscious Bias

Facilitator Information: 

Mike D'Arcangelo, Director of Diversity Education

 

Knowing Your Own Mind: Unconscious Bias in the Workplace - Part 1

Facilitator Information: 

Mike D'Arcangelo, Director of Diversity Education

Hate Crimes, The Bully and the ByStander (Spread the Word to End the R-Word)

Facilitator Information: 

Mike D'Arcangelo, Director of Diversity Education

Part II: The Ally Competency Base Applied to Real Life with an Expert Panel

Facilitator Information: 

Mike D'Arcangelo, Director of Diversity Education

Part I: Ally Training: A Competency Base

Facilitator Information: 

Mike D'Arcangelo, Director of Diversity Education

Walk a Mile in Her Shoes: Deconstructing Diversity Education

Facilitator Information: 

This session is facilitated by Mike D'Arcangelo, Director of Diversity Education

Understanding Your Organization’s Inclusive Efforts

Facilitator Information: 

This session is facilitated by Mike D'Arcangelo, Director of Diversity Education

Towers: Diversity and Production (Innovation)

Facilitator Information: 

This session is facilitated by Mike D'Arcangelo, Director of Diversity Education

Inclusive Leadership: Micromessaging and You

Facilitator Information: 

This session is facilitated by Mike D'Arcangelo, Director of Diversity Education.

Resolving Conflict - It’s as Simple as Respect

Facilitator Information: 

This session is facilitated by:

Lee Twyman, The Ombudsperson

Mike D’Arcangelo, Director of Diversity Education

The “I” in Diversity

Facilitator Information: 

This session is facilitated by Dr. Mike D’Arcangelo, Director of Diversity Education

The Karma of International Diversity: A Case Study

Facilitator Information: 

This session is facilitated by Mike D'Arcangelo, Director of Diversity Education

Safe Zone Training

Facilitator Information: 

This course is facilitated and supported by RIT's Q Center

Series

Bridges is a competency-based training program, designed to help impart knowledge, awareness, and skills regarding diversity, and that also enhance inclusive behavior for the faculty, staff, teaching assistants, and graduate assistants of the RIT community.

The program offers four certificates that are designed to enhance work-related skills at the university. The four certificates are:

In-Person Courses

Bystander intervention has been increasingly applied to prevent discrimination, harassment, alcohol abuse, and bullying among faculty, staff and students on college campuses. Its underlying theory assumes that actions taken to intervene in these situations, subtle or extreme, can be influenced by bystander intentions and confidence to intervene.  This program provides an overview of behaviors/skills identified by research an literature that are associated with defining appropriate by-stander interventions, and the use of case studies that help to apply those behaviors/skills in a real world setting.
 

As practices of diversity and inclusion become absorbed in people’s behaviors, they begin to expand their thinking, and view the world differently. This often emerges into the realms of social justice, particularly when attempting to sustain diversity and inclusion efforts in an increasingly global manner. This program leads participants through various exercises and videos that help them apply diversity and inclusion through social and environmental issues, in a meaningful and practical way.

As practices of diversity and inclusion become absorbed in people’s behaviors, they begin to expand their thinking, and view the world differently. This often emerges into the realms of social justice, particularly when attempting to sustain diversity and inclusion efforts in an increasingly global manner. This program leads participants through various exercises and videos that help them apply diversity and inclusion through social and environmental issues, in a meaningful and practical way.

 

From Sydney, Australia to Rochester, New York, the phenomenon of bullying seems to be growing in viral proportions. This program explores a variety of case studies and videos, that demonstrate the disturbing nature of emotional, physical, or cyber bullying that is increasingly becoming the new focus of discrimination, and the nature of the bystander. Through discussion, review of literature, and group resolution, the participants will identify potential preventative and intervention techniques that can be used should bullying arise.

This program is a two part series regarding how to personally measure your own level of unconscious bias by administering the Implicit Association Test (IAT) created at Harvard. It is best understood by taking the program, Knowing Your Own Mind previously, but not required. 

Part One
This program will examine provide an introduction to the instrument, both conceptually, as well as the steps required to take the instrument. It will examine the definition of unconscious bias, explore the nature of the IAT, and allow participants to confidentially take the IAT, and provide an initial debrief of their results, without needing to disclose them.

Part Two
Emphasis will be placed on helping participants to understand, interpret, and value their results, and become increasingly aware of the meaning of the results in their lives. This program will examine provide an introduction to the instrument, both conceptually, as well as the steps required to take the instrument. It will examine the definition of unconscious bias, explore the nature of the IAT, and allow participants to confidentially take the IAT, and provide an initial debrief of their results, without needing to disclose them.

It is not always what leaders and their groups say – as much as it may be how they act, behave, or what they do not say. Their leadership and rapport with diversity and inclusion is shaped by communication.  Through interactive exercises and videos, participants are introduced to practical real live communication challenges that have occurred in the work place; and then verbal and behavioral strategies which can be practically applied in their workplaces.

This program presents a case study where participants examine the challenges of specific international students as they encounter the culture of a large technical U.S.-based university where they are enrolled. Issues will surround the need to research and recognize different cultural norms.  Debriefing points will include examination the phenomenon of culture shock, international norming, support systems, and ways to constructively manage the entanglement of positive reciprocating relationships between RIT, the U.S., and the world.

A practical program that considers the definition, realities and impact of unconscious bias in life, and specifically, in the workplace, affecting peoples’ morale, productivity, and the office climate. The program will examine the foundation for unconscious bias, methods of detection, and methods of how to basically begin un-learning bias in the work environment.

At any point in life, people may find themselves being an “ally” to a particular person who represents a minority. Being an ally is not only a privilege, but a major responsibility, requiring empathy, knowledge, assertiveness, listening skills, and an ability to maintain crucial conversations. All of these skills vary according to people of different cultures, races, genders, orientations, international origin, etc.

At any point in life, people may find themselves being an “Ally” to a particular person who represents a minority.  Being an Ally is not only a privilege, but a major responsibility, involving not only the willingness, but the skill to do.  This program presents participants with an Ally competency model for their own personal skill development, to be used continually as they grow in their relationships and affinities.  Bringing a lap top is helpful, but not required for participation.

This course was previously titled:  Ally 101: A Competency Approach.

Conflict is inevitable – in any work setting – and among the best of employees and leaders.  Resolving Conflict is a participative program that provides an overview to basic steps and approaches regarding conflict resolution.  It can be taken as either a preparatory program or debriefing component for Crucial Conversations. This training provides basic, logical communication steps, verbal and non-verbal, that become obscured when conflict arises, and helps people to reach resolution with their own ideas and consent.

Safe Zone offers the opportunity to build cultural competency with gay, lesbian, bisexual and transgender (GLBT) students, faculty and staff. During this session, the following topics are covered and questions are discussed:

  • What is a Safe Zone?
  • Definitions and appropriate language
  • What is sexual orientation and gender identity? Are they different?
  • What new and pending legislation in NYS and the US is important to LGBT people?
  • How can I be an ally to LGBT and questioning people? How can I best be supportive?

For additional information concerning this topic, or to schedule a student session, please contact RIT's Q Center.

Emerging research demonstrates that increased diversity amongst the work force improves innovation and productivity.  Yet, how does this work?  This program begins with a simulation to present first-hand to participants how increased diversity stimulates creativity and affects group dynamics.  It presents an overview of” research regarding the impact of diversity on productivity; and three modern corporate initiatives which implement similar cross-cultural ventures to enhance innovation.

The RIT Framework for Inclusive Excellence is RIT’s hallmark document that explains the university’s role and obligations for advancing diversity and inclusion as a part of its mission. Embedded within the document are four dimensions which help to establish measurements by which the university will identify its progress: 1) Access and Success, 2) Campus Climate and Intergroup Relations, 3) Education and Scholarship, and 4) Institutional Infrastructure. Through structured activities, this program will help participants understand and clarify the meanings and types of programs and services associated with each initiative, and the importance to their organizations’ growth at RIT.

Diversity education can occur in or out a classroom. In this program, a case study, based on a real and recent event, will be reviewed regarding the essay contest sponsored as an academic writing competition. The manner in which it was created, administered and addressed comprised a series of controversial administrative events with diversity education implications for students. Participants will consider what it meant to walk in the students’ shoes, and to examine the type of educational experience being designed, the learning outcomes, delivery of instruction, and the unique aspects of the student population being served in efforts to construct a positive diversity educational experience.

This program simulates an experiential laboratory where, where through simulation, participants identify those factors that foster an inclusive environment (offices, laboratories, classrooms, work spaces, and student organizations) and the detrimental effects of exclusion. After a review of the most recent research regarding inclusion in colleges and universities, participants are challenged to design inclusive environments for participants of numerous underrepresented populations.

Additional Resources

 The American Sign Language Learning Center (LBJ 3205) serves all RIT faculty, staff, and students as a place to practice using ASL. It offers a library of ASL and deaf culture books and videos, including resources for fingerspelling and numbers, ASL vocabulary, ASL grammatical features, technical signs, ASL literature, and deaf culture. The ASLLC video production studios can be reserved for recording videos in full-screen mode or split-screen interaction mode.

 

The Human Resources Diversity web page has been designed to provide you easy access to many of the key areas responsible for diversity initiatives here on campus. From this page you will be able to link to other sites and make contact with others within RIT who are working together to achieve our diversity goals and objectives.

The Center for Professional Development is a partner in providing professional development with NTID's Professional Development group. Together we seek to meet the needs of faculty and staff throughout RIT and NTID.Program topics include Effective Teaching and Learning, Technology, Interpersonal Growth, Deaf Culture/Education, and Wellness. Learn more at NTID's Professional Development Program.

Program I:

Provost Summer Intensive American Sign Language and

Deaf Culture Experience

June 16 to 27, 2014

This program is now closed to applications.

Program II:

Provost’s Development of ASL Communication Skill at RIT

August 4-8, 2014

This program is now closed to applications.

The aim of this program, sponsored by the RIT Office of the Provost, is to enhance interactions among deaf and hearing members of the RIT community through development of participants’ ASL skills.  The program is administered by the office of ASL Training and Evaluation (ASLTE) at NTID.