Using the recommendations of the 2018 STEM Inclusion Study, funded by the National Science Foundation, as a framework, DMMM4 will equip attendees with the skills, knowledge, and resources they need to achieve results on prevalent DEI topics within four thematic programming pillars:
Inspiring: Leaders in the field will offer motivation and courage for change through their own experiences and journeys in overcoming adversity or making a significant, positive impact in their own workplaces.
Learning: Sessions will feature case studies and detailed information of how DEI strategies were implemented, with an emphasis on defining measurable outcomes.
Doing: Small group, hands-on interactive sessions will enable attendees to develop specific skills that can be applied or shared with others in the workplace.
Sharing: Interactive panel discussions and facilitated small group sessions will give attendees the opportunity to explore complex questions, gain feedback, and contribute to outputs that will guide the future actions of both attendees and the TMS Diversity, Equity, and Inclusion Committee, including program development for future Diversity Summits.
DMMM4 Topic Tracks
Introduction to Diversity, Equity, and Inclusion
Whether you are new to the topics of diversity, equity and inclusion (DEI) or a previous participant at a past DMMM, this session will provide participants the vocabulary, concepts, and reference material needed to form a solid understanding of the impact of DEI to an organization’s growth and innovation. Using the 2018 National Science Foundation STEM Inclusion Study as a guide, this session will focus on chief learnings related to the current state of diversity within the minerals, metals and materials professions. Through a review of the available data, video shorts and interactive engagement, participants will receive background on relevant terms and concepts, current diversity standards and how they are applied, and current areas of opportunity with regard to under-representation.
STEM Outreach Case Studies and Best Practices
The economic benefits of a diverse workforce are vast, including increased product output, implementation of more efficient solutions, and development of more creative, innovative, and profitable ideas. However, employers and academic institutions around the world still struggle with recruiting a diversity of individuals to STEM careers. A critical first step in addressing this is sparking and maintaining interest in order to fill the pipeline with a diverse population. This session will share benchmark examples of STEM outreach from leaders in the field, discuss best practices and lessons learned, develop a toolkit for outreach, and participate in hands-on activities so they will be prepared to present in a classroom or other outreach activity.
Combating Biases in STEM
Learned social stereotypes about groups of people that can unintentionally influence our decisions and interactions with others can have negative impacts on important decisions including hiring, promotions, and project assignments. This session will enable participants to recognize this and to develop a toolbox of techniques and approaches to mitigate it in the workplace and in other aspects of life. Emphasis will be placed on gaining a first-hand understanding of these concepts through small group discussions and hands-on activities.
The Invisible Pipeline: Recruitment/Retention of Underrepresented Minorities
The recruitment and retention of Underrepresented Minorities (URM’s) in materials science and engineering (MSE) starts with understanding the barriers that these groups face. These barriers require specific and unique strategies for increasing the population of these groups within our field. This track will focus on methods for recruiting and retaining URM’s in our field and organization.
Inclusivity in Hiring and Leadership Development
The complex challenges faced in the modern work environment are best addressed when a diverse team is employed that brings a unique set of opinions and perspectives, whether in government, academia, or industry. However, many employers do not have programs or strategic guidelines in place that enhance the ability to attract, hire, and retain diverse candidates. The primary goal of this session is to identify best practices and provide both practical and tactical guidance on maintaining inclusivity in hiring and subsequent career development. From providing tools to widen the candidate search to strategies for involving diverse people in the hiring process, this session will explore a variety of best practices that focus on the critical elements of inclusive hiring.
Career Development Tools and Strategies
Underrepresented populations experience unique challenges in the workplace that require strategic guidance on career advancement. Participants will have the opportunity to engage with peers, leaders, and experts from a variety of sectors on topics such as seeking and facilitating mentorship/sponsorship, investing in self-growth (including resources outside of your organization), and investing in your employees’ growth. Participants will gain actionable tools and strategies for both employers and employees to enhance career development and progression of underrepresented populations for the benefit of the minerals, metals, and materials profession.
Engaging Those with Physical, Cognitive, or Sensory Challenges
Despite legislation on diversity in the workplace, many people with physical, cognitive, or sensory challenges do not experience work opportunities and environments similarly to their peers. A 2018 STEM Inclusion Study by the National Science Foundation found that 16% of TMS members have some kind of disability, whether mental, cognitive, or physical and reported more negative workplace experiences than respondents that did not identify as having these challenges. Addressing this situation requires a deeper understanding of the obstacles and barriers that can result in these negative workplace experiences. In this session, we will explore methods to engage and support persons with physical, cognitive, and sensory challenges in order to create a more inclusive workplace and organization.
- Aeriel Murphy-Leonard, U.S. Naval Research Laboratory
- Mark C. Carroll, Federal-Mogul Powertrain
- Blythe Clark, Sandia National Laboratories
- KC Cunningham, ATI Specialty Alloys & Components
- Gerardo Alvear Flores, Consultant, Non-Ferrous Metallurgy
- Lauren M. Garrison, Oak Ridge National Laboratory
- Atieh Moridi, Cornell University
- Ashleigh Wright, North Carolina State University
- Megan J. Cordill, Erich Schmid Institute of Materials Science, Austrian Academy of Sciences
- Jonathan D. Madison, Sandia National Laboratories
- Mitra L. Taheri, Johns Hopkins University
- Clarissa Yablinsky, Los Alamos National Laboratory