WEBVTT

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Okay, good morning,
everyone. It's 930. So let's get

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started. This morning. Our
speaker is Terry Kessler and

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he'll be discussing a diversity
and inclusion experiment at LLE

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Terry, when you're ready. Can
you hear me, Eric? Yes, I can

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hear you out. Thank

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you. Okay. Thank you very much
for inviting me to speak at the

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research review series. I'm
happy to be here. I'm Terry

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Kessler. My pronouns are he him
his. I'm a boomer. And I've been

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working with the laboratory for
laser energetics for just about

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45 years now in various
capacities. But as a diversity

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manager, I really only been in
the job for about 20 months.

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This will be the first talk that
I give in the subject. I've

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given many hours and hours and
subjects of laser coherence and

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beam smoothing and other things.
But this is my first talk on a

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diversity and inclusion
experiment at the University of

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Rochester laser lab. But before
we get started, we would like to

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acknowledge with respect to the
Seneca nation, known as the

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Great Hill people, and keepers
of the Western door of the

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hardness on a Confederacy. We
take this opportunity to thank

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the original caretakers on whose
ancestral lands, the University

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of Rochester now stands.

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The use of our laser lab
workforce is destined to look

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different in the future. The
question is, how do we create a

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diverse and inclusive
environment and just several

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years, not several decades.
That's our challenge. That's our

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study. We will use dei for
diversity, equity inclusion,

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while if you read the papers,
you'll find that others use ID E

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and IE D, E, di, but not the
sixth transformation. It's

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important for us to look at all
of the variables involved, and

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what affects and creates a
diverse and inclusive

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environment. And I would like to
start by defining a few things.

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You know, the words diversity
and inclusion, they're pretty

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easy to understand. But equity
often requires a bit more

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thought, and possibly soul
searching, you know, diversity,

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ethnic diversity, racial
diversity, inclusion, the

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inclusion of all above,
including people who are

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different than ourselves, the
LGBT community, and many others.

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But equity requires a little
thought. So here's, here's the

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definition. Equality, each
individual or group of people is

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given the same resource, or
opportunities. And that's the

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image on the left. equity is
where each person who has

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different circumstances, and is
allocated resources and

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opportunities needed to reach an
equal outcome. Now, we're going

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to focus on diversity and
inclusion. And a later talk,

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we'll discuss more about equity.
It's a more challenging concept.

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And it's something that requires
more thought discussion and

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planning. And if you're a bit
confused, or if you're in

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disagreement, let me help you
with this next slide. The

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American Dream game. Take a
look. If you're white in this

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country, you have the
opportunity of free land years

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ago and free labor from slavery
and few other issues have an

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advantage over others while
black indigenous people of color

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here suffered through slavery,
segregation, and

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disproportionate prison
incarceration, etc. And these

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undulations require a lot more
work to get through it all. Now,

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of course, this doesn't apply
just to the people of color. It

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applies to others. People who
are white can have undulations

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on the very bottom, you can have
curves challenges, people get

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sick, relatives die COVID
affects all of us. But those

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same things happen to the above
curve, causing it to undulate

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even more. And of course, the
hate crimes that we've

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experienced years ago with the
LGBT community and now with the

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Asian community. Those cause
waves and wrinkles that are

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challenges. These groups as
well. So it's important to take

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a look at the lexicon of
diversity. You know, what, what,

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what is it, people have been
using these words, often over

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the last one or two years. If
you take a look at this word

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cloud, you realize there's some
very important relationships

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there, as we think through it.
You can read them with me,

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discrimination, quality, age,
sexual orientation, justice,

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race, and it goes on. And by
looking at the word cloud, you

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get an idea of what the issues
are, and also what the solutions

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could be. So we talked about an
LLP experiment that needed to

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keep this consistent with the
rNr series we have here on

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Fridays. So here's the
experiment, to observe the

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growth of nonlinear
instabilities generated by

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Diversity, Equity and Inclusion
perturbations to the target, LL.

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e. Community. Okay, so I'm not
going to talk about RT or RM

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instabilities. But as with any
new investigation, we must do

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with things that are common to
both to all investigations. So

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we need to ask questions. And so
when I started this 20 months

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ago, my first questions were,
what is the current status of

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dei at U of our laser lab? And
there's only have any interest

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in creating cultural change.

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asking the question of who am I
working with? And after asking

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them a number of questions, both
at the lab and around the

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university, I realized the need
to form partnerships and

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collaboration is just like in
science and technology

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development. And so the books
that I work with our laser lab,

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university, Rochester, the
medical center that we have, the

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Rochester City School District,
DOB and NSA, the APS idea, which

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is inclusion, diversity, equity
Alliance, and I quill, I

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intensive laser committee, and
also wiser, and many others. And

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after doing so, the goal was to
devise research plans and change

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strategies, as we learn
information. So introduce

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perturbations into the system,
have a talk like this, have

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difficult discussions, and find
out more about each other and

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about what we're interested in
doing regarding cultural change.

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We need to observe, evaluate,
propose other experiments down

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the line, then not just so that
we do experiments, but the goal

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was to create a diverse and
inclusive environment. So I

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mentioned that I needed to make
collaborations and partnerships

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with groups, I first needed to
find out. What do we have at the

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university? There's been a lot
of talk over the years, but what

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do we really have that's active
and effective. So I reached out

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to senior leadership at the
university, they have increased

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their commitment to the growing
dei initiatives in all their

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schools, their departments in
their centers. When various

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things are written about these
commitments, we found that the

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laser lab actually didn't have a
part in it and weren't involved.

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And we've turned that around.
And we're in the process of turn

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that around. So we've got
university presidents or a mega

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store, or first woman president,
who had hired someone she worked

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with years ago, and made the
first vice president of equity

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and inclusion, Mercedes Ramirez
Fernandez, just to give you an

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idea of how far this goes,
Mercedes had a meeting, where

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she invited those of us involved
in this, this these areas. And

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you can see from the list on the
right 87 people went to this one

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meeting regarding the AI. And
after the meeting, she

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summarized what will be
accomplished. And here's your

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quote, on the lower left, the
community of voices meeting

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demonstrated that we all that we
have the ability to collaborate

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with care, courage and
compassion. This is something

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that's extremely important to
these two people. And it

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emanates over the campus and it
emanates over the the Medical

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Center, and I worked with
Mercedes for over a year now, my

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attended her faculty diversity
or FTO meetings, not as an FTO

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because I didn't want to focus
on faculty diversity. I wanted

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to focus on all staff, all of us
here, technician, scientists,

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engineers, custodians, graphic
artists, I mean everybody that

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we have, that makes our team
That's what I'm interested in.

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But I did attend Mercedes
faculty diversity officer

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meetings. And I met a lot of
individuals were very interested

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in making cultural change. And I
learned a lot in process. So I

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want to introduce you to a few
of the people that I've met. The

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University of Rochester
intercultural center, and you of

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our current center have to have
several groups on the campus and

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medical center that focus on
student diversity and inclusion.

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And the left here we've got
Jessica Guzman re the director

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of the Paul Birgit intercultural
center. We have Collin Raymond,

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the LGBTQ plus coordinator, Dean
for diversity, and the director

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of the current center, Beth
olivarez. That helped me

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immensely in getting started,
because she's been working in

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this area for a very long time.
And she didn't know very much

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about the laser lab. So this was
a really interesting

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collaboration between the two of
us, and then an Assistant

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Director of Graduate diversity,
Liz donyo. Liz has helped me put

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together a le hgdp scholarship
for graduate students of color.

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It's going to be completed in
just a few more months, we're

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going to give out scholarships
to a group of five people at

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different levels some first
year, some fifth year. Another

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group of people that I've met
and worked with both you have

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our main campus and Medical
Center, have many faculty and

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staff who focus on mentorship,
diversity, inclusion, training,

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and counseling. On the left, we
have Vivian Lewis, the Vice

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Provost for faculty development
and diversity. Vivian was

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heading the ombuds program for a
while. And now she's working on

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mentorship. And she and a
colleague gave us a tutorial and

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mentorship just a few weeks ago.
Then john Cohen at the U of our

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medical center, as well, is the
director of diversity and

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inclusion, Clinical and
Translational Science Institute.

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He also works with the Susan B.
Anthony Institute. And john gave

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us a talk several weeks ago. And
he's going to return in June 2.

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So I welcome everyone remind you
again, but June 2 is a date

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he'll return to give us another
talk on the subject of race. And

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then there's two intercessors at
the university, who have become

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now the head of the university
ombuds. This is kind of the

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third attempt by the university
to put together a strong ombuds

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program. And Lynette Van slyke
in Frederick Jefferson had

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conducted a series of interviews
with the various ombuds people

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to be, and I was involved in
that. And they interviewed what

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they asked us what we thought
the needs were four outputs each

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have individual departments and
centers and schools. So that's

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ongoing. And I'll have more to
say about that a little bit

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later. You have our laser lab
workforce diversity discussion

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was carried out with Evan Dawson
at the Ws six side radio

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station. Now, you've got a
picture of me in the upper

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right, that's before I dyed my
hair, mostly gray. And then

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below me is Kevin Bedford,
Director of staff diversity,

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equity, and inclusion at the
university. He's also a member

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of the Pittsburgh town board.
And Kevin has worked with me

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over the last year on career
fairs on accessing and working

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with HBCU connect the
historically black college

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university Connect now explain
that later. And also this w x Xi

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radio interview, I'd like to
share with you some of the

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things that we discussed. So
first, we have a audio given by

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Evan Dawson.

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And our connection this hour is
made with a question how diverse

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is your company or organization
staff. If it's like many or even

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most companies in America, the
workforce does not represent the

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diversity of the community. As
reported by Forbes, the biggest

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tech company is diversity in
hiring has stagnated or

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decreased over the past five
years. points to Apple,

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Facebook, Google Microsoft,
where the workforce remains

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predominantly white and male as
it has been since first

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diversity reporting started in
2014. Research shows the

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diversity in the workforce is
vital for companies to thrive

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and be profitable.

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So Evans statement is That
workforce diversity is vital to

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success for companies. But we
can extend that to research

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laboratories as well. Let's live
listen to Kevin Bedford. Talk to

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this to this issue for a moment.

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By personnaliser, energetics is
going to be developing some

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additional work that's going to
be coming from the outside

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that's going to cause them to
grow in size. But they want to

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take advantage of that
opportunity to make sure that we

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build the most diverse workforce
as possible. So it took a little

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bit of soul searching first and
taking a look at the

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demographics of where we are
today. And where we are today

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does not reflect where we want
to be in five years, in fact,

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not where we want to be in the
next one to two years, we've

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been talking about diversity for
many, many years in the business

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world and higher academics and
so on. And when we look at the

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data, the results and shows that
the impact has been marginal, in

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some cases, it's gone backwards.
You know, in some cases, we have

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less people today in certain
roles, and we did you know, 10

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years ago, we need to invest
more in the area where we have a

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higher percentage of black
indigenous people of color in

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order to first of all, let them
know what we do, what jobs are

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available, and that we're going
to be setting up a more

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welcoming environment. Because
the fact that we have only about

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1%, African American or black
condition people of color in our

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demographic in in the laser lab,
it tells us that we know upfront

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that we may not have the best
environment upfront, because we

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just don't have the
representation.

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In another section of our half
hour discussion, it was supposed

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to be an hour, but Governor
Cuomo needed to talk to us about

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COVID that day, so it was
reduced to a half an hour. But

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another key element that Evan
brought up was the idea of

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transparency, that is letting
other people other groups, see

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what you're doing, why you're
doing it and how you're doing

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how well you're doing.

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So let's listen to Evan asked
questions for Kevin to answer

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them. If you could Kevin
backward to talk a little bit

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about transparency, and how the
public can really know that

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you're actually doing what you
say you're doing. Not everybody

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is not every company, not every
organization and every

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institution is upfront with
their goals. And with allowing

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the public to actually see the
numbers, whether it's faculty

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diversity, whether it's employee
diversity, gender, etc. One of

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the things that's extremely
important for any company out

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there listening today, if you're
not prepared today as your very

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first step, to display and make
transparent your dashboard to

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show the demographics of your
staff, and to down to level to

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show the change, because
aggregate doesn't tell you

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anything. You want to build a
say in the full complement of

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jobs, you have not just your
entry level, low level and

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middle, which your senior ranks
and to say what are those

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demographics look like? So if
it's bad today, that's okay,

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just own it. And then when you
put together strategies to help

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change it, you can report on
that that progress.

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And the very last audio that I
wanted to share with you is

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between Evan in and Kevin,
again, describing Kevin's impact

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in this area. Again, as I
mentioned, Kevin work very much

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with me and career fairs and in
other areas. And he is actually

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a very, very good ally of mine
at this point. So let's listen

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to the last audio clip.

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More than anybody I think I've
talked to about this effort, I

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think you have a touch with
this, that says I'm not here to

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shame you. I'm not here to sort
of publicly embarrass you. But I

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do want to ask you, if this is a
value of yours, if I hold a

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mirror up to us at the
University of Rochester, you

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know, we have to own the fact
that over 90% of our leaders are

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white, and less than 3%, African
American by conditions people of

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color. And if I go further up
the ranks, it's almost zero for

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certain high level roles. That's
our story that in it. That's

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right next to our story of other
good things that we're doing.

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So it was brought up
transparency, transparency is

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important. And Kevin mentioned,
we need to have a dashboard that

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people can look at. So as a
diversity manager, it took me

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over a year to get access to
this dashboard. But here it is.

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It's not going to be interactive
here. I've just copied a few

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things on the slides. But this
is the dashboard for the laser

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lab. It shows between 2016 2020.
We've grown approximately 11%

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over that time frame, but with
all the projects that Mike

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Campbell discussed last week at
the r&r, we have an opportunity

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over the next five to 10 years
to double in size as we double

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in size, we have the opportunity
to increase workforce diversity.

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So shown here on the left are
the various ways of searching

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information, we can search on a
variety of different divisions.

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But you can tell this dashboard
is old because well, we don't

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have our new le divisions that
were described last week. And on

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the right side, these are all
the various positions. And we

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have a very wide range of
positions with new names, which

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we need to get this group aware
of. And so our dashboard needs

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improvement. But as it is, we've
got some things that we can

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extract from it. So let's take a
look at for example, the gender

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aspect. First of all, I mean,
it's great that we have this,

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but notice that the gender is
female and male. Now in the

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today's modern world, if you it
all woke you, you realize that

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it's not just a matter of female
and male, we actually have non

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binary and trans. Those are the
genders that we often will group

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people into. But taking this as
it is looking between 2016 and

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2020, you can see that managers
and leaders, we have made some

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improvement, we've doubled the
number of women over that five

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year time period. On the other
hand, we do have a 5050 mix in

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this country. University more
reflects that the laser lab does

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not at this point. As you look
down professional, admin,

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supervisory non supervise and
then faculty, you see different

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amounts of women participation
in our laboratory activities.

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And this is something that
clearly we need to work on. In

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addition, let's take a look at
what we call race and ethnicity.

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Clearly, the large amount of
turqoise shows us that we're

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predominantly a, a white and
white male based on the previous

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slide of workers at the leisure
laboratory. If you notice

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between 2016 2020 there have
been some changes, you can see

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that the amount of Asian
participation has increased in a

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00:22:24.420 --> 00:22:28.530
couple of categories. There's
been a mix between multiracial

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and URL, you are M stands for
underrepresented minority. And

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depending upon which classes
that people were talking about,

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sometimes we choose the word or
the pipe. bipoc acronym stands

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for black indigenous people of
color. That's not on this chart

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yet. That's another way in which
we need to improve this

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00:22:50.580 --> 00:22:55.350
dashboard as we look for
changes. So I can't do this

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right now. But if we look at
2021, we're going to see

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00:23:00.480 --> 00:23:07.140
changes, we have recently hired
a more multiracial staff. And

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that will be reflected. It's a
very narrow band on top. That's

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true, but that band is
expanding. And over the next few

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years. We Our goal is to expand
it even more. It's important to

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realize that, from the top
level, Mike Campbell, that le is

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committed to a diverse and
inclusive workforce. And in his

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in his own words, the phrase is
our future demands it. That is

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we got to keep in mind that our
belief is the diversity of

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thought leads to excellent
research in science and

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technology. So as a result, we
have come up with a number of D

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i related initiatives over the
last year, a year and a half.

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00:24:00.060 --> 00:24:02.280
And I want to describe them to
you so you can see that what

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we're up to and in what areas
you can participate if you're

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interested. So first, the only
Diversity Council it's a 10

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member group, including me, was
formed to ensure lab wide

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participation.

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The best, which is a broad
exposure to Science and

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Technology Research Program for
high school teachers and

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00:24:24.180 --> 00:24:27.750
students was supposed to run
last summer but because of COVID

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we were unable to and for this
summer because of COVID were

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unable to have students and
teachers at the laser lab to

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describe the solution to that
later in the talk. Third, le job

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00:24:40.620 --> 00:24:44.730
fairs. Well, they provide
exploration into science and

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00:24:44.730 --> 00:24:48.120
technology. And it relates to
the career planning for

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00:24:48.120 --> 00:24:52.320
communities of color. So we're
interested in first exposing

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them to what we do, and giving
them some opportunity to see

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what's possible. Why they may
want to study After graduation

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00:25:01.530 --> 00:25:04.830
from high school, why they might
want to consider working to your

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school afford your school or
beyond. But what are all the

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00:25:07.560 --> 00:25:10.440
possibilities because the laser
lab contains people at all those

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levels and we all work together
to do our great research. Next

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00:25:15.000 --> 00:25:19.560
the APS idea network. Again,
that's inclusion diversity

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equity Alliance from the APS
group. We have 14 you have our

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le members that participate in
working group. And the working

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group consists of large
laboratories, focusing on dei

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00:25:32.220 --> 00:25:37.590
issues. Then we have the Le hgdp
scholarship for graduate

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00:25:37.590 --> 00:25:41.250
students of color was created.
And we've chosen three students

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00:25:41.250 --> 00:25:47.850
to receive it for this year. The
APS college undergraduate woman

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and physics conference is
something that we're interested

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00:25:51.390 --> 00:25:56.730
in and we're going to put a
proposal in for a 2023

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00:25:56.730 --> 00:26:02.070
conference. And le pride group
is being formed now. And safe

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spaces are being investigated
for this laboratory, and then

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last, we're building an le
mentorship program, where

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00:26:10.680 --> 00:26:14.880
mentors and mentees are given
training and so far, a few pilot

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00:26:14.880 --> 00:26:15.750
opportunities.

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00:26:18.870 --> 00:26:23.580
Terry, let me let me Hello. Hi,
Terry mask a quick question.

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00:26:24.000 --> 00:26:26.790
Yes, please. on the previous
slide.

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You mentioned the HTTP
scholarship. Is that something

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00:26:31.410 --> 00:26:35.730
that advisors apply for or if
you've been jumpstarting it by

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00:26:35.760 --> 00:26:40.560
looking at the Okay, cohort or?
That's a good question. I'm glad

366
00:26:40.560 --> 00:26:45.360
you asked that. What we have at
this point are a couple of

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00:26:45.360 --> 00:26:49.380
coordinators Steve Stagg needle
from our side. And Beth

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00:26:49.380 --> 00:26:54.930
Oliveros. And, Nick, dummy back
is from the Institute of optics.

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00:26:55.500 --> 00:26:59.580
And we have a number of
department Chairman, who are

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00:26:59.580 --> 00:27:06.600
involved from Optics physics,
me, w e. And we're asking, we

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00:27:06.630 --> 00:27:12.090
had asked for people to suggest
our students of color, who could

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00:27:12.090 --> 00:27:16.530
be funded by this. And at this
point, Ricardo, Betty

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00:27:16.590 --> 00:27:23.610
recommended a student and
Schwann recommended a student.

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00:27:23.910 --> 00:27:28.080
And we also have another one
from the physics department. So

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00:27:28.290 --> 00:27:33.300
if you have an idea, or if you
want to try to encourage a

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00:27:33.300 --> 00:27:36.030
student to study at the
University in graduate school,

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00:27:36.180 --> 00:27:39.840
who's a person of color, we will
consider them next year. Now I

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00:27:39.840 --> 00:27:44.220
have to be honest, because we
now have three males being

379
00:27:44.220 --> 00:27:50.130
supported, we're going to look
very hard for women of color for

380
00:27:50.130 --> 00:27:52.890
our next scholarships. So if you
can help us out there, please do

381
00:27:52.890 --> 00:27:54.780
so. Thanks,

382
00:27:55.350 --> 00:28:00.330
Terry, I have a question. So
this hgdp scholarship only for

383
00:28:00.330 --> 00:28:04.020
new graduate students, or can
also be applied to existing

384
00:28:04.020 --> 00:28:05.550
graduate students and only

385
00:28:06.570 --> 00:28:11.130
both new students and existing.
Here's how we did this. Because

386
00:28:11.130 --> 00:28:13.530
we don't we don't want to give
out we have five scholarships,

387
00:28:13.530 --> 00:28:15.600
we don't want to give out five
scholarships the first year,

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00:28:15.600 --> 00:28:19.170
because then we will not be able
to bring anybody else in for

389
00:28:19.170 --> 00:28:21.090
four or five years because
they're each going to be

390
00:28:21.090 --> 00:28:24.840
supported. So what we did is we
chose students in their fifth

391
00:28:24.840 --> 00:28:28.290
year, the third year, the first
year, and only three of them so

392
00:28:28.290 --> 00:28:30.810
that in the next year, we can
still add someone and then the

393
00:28:30.810 --> 00:28:32.850
year after that, and the year
after that, so this, this

394
00:28:32.910 --> 00:28:38.370
scholarship doesn't die out for
a long period of time. We want

395
00:28:38.370 --> 00:28:40.740
to keep it current. Is that
help?

396
00:28:41.160 --> 00:28:45.810
Yeah, thank you. And I
mentioned, Terry, that I'm sure

397
00:28:45.810 --> 00:28:48.720
it was in coordination with you.
But Steve Craxton has made a

398
00:28:48.720 --> 00:28:53.670
real effort to reach out to
pretty wide, diverse, wide and

399
00:28:53.670 --> 00:28:58.950
diverse array of high schools
looking for participants in the

400
00:28:58.980 --> 00:29:01.950
summer program, which
unfortunately, is was canceled

401
00:29:01.950 --> 00:29:07.080
last summer, and it's remote the
summer. I love the array that

402
00:29:07.080 --> 00:29:08.820
you've got here of efforts.

403
00:29:09.960 --> 00:29:15.210
So Tim, Steve and I do talk
often about this. We're keeping

404
00:29:15.360 --> 00:29:20.340
his long 30 year program, very
separate from the best program

405
00:29:20.340 --> 00:29:25.650
because his program has students
which are clearly the very best

406
00:29:25.950 --> 00:29:29.250
from all of Rochester. Whereas
in my program, and I'm

407
00:29:29.250 --> 00:29:31.980
interested in students who
aren't necessarily going to get

408
00:29:31.980 --> 00:29:34.560
their PhDs, they may have to
work after high school, they may

409
00:29:34.560 --> 00:29:37.440
be on the fence of even whether
to be involved in science and

410
00:29:37.440 --> 00:29:40.680
technology. But they're very
responsible, interested

411
00:29:40.680 --> 00:29:43.560
students. It's those students
that I'm after, and it's

412
00:29:43.560 --> 00:29:47.640
particularly students of color
from the city schools. So even

413
00:29:47.640 --> 00:29:49.770
though our programs are very
different, they're going to

414
00:29:49.770 --> 00:29:52.320
share some commonality, they're
all going to go to the Friday

415
00:29:52.320 --> 00:29:55.410
lectures, and they're going to
listen to each other at time. So

416
00:29:56.040 --> 00:29:58.950
when we finally get back to a
non COVID, then they'll all be

417
00:29:58.950 --> 00:30:05.310
here at the laboratory.
together. Okay, so let me

418
00:30:05.310 --> 00:30:09.750
introduce you to the LA
Diversity Council members. I

419
00:30:09.750 --> 00:30:13.440
hope you recognize most of these
people if you don't introduce

420
00:30:13.440 --> 00:30:17.730
yourselves. First we have Amy
rigotti. We have Ken Marshall,

421
00:30:18.330 --> 00:30:25.230
Caitlin Bauer and Raka gauche.
Also Stephanie dent, Roger,

422
00:30:25.230 --> 00:30:30.570
Janice, ik, Karen, Sarah, and
William spelling. And then we

423
00:30:30.570 --> 00:30:35.790
have Kathleen Whiteman and Marco
Rome Gonzales, with two former

424
00:30:35.790 --> 00:30:38.790
members that were part of this
earlier, but we made a change

425
00:30:38.790 --> 00:30:42.630
over the year. Yeah, Raja
beaucoup dombey and Dave Winer.

426
00:30:44.400 --> 00:30:49.410
Again, if you don't know who
these people are, seek them out.

427
00:30:50.250 --> 00:30:53.970
I know their faces are not on
their office placards, maybe we

428
00:30:53.970 --> 00:30:56.760
will make that improvement put
our faces up so people can

429
00:30:56.760 --> 00:31:00.870
recognize each other better.
Okay, so one by one, let's take

430
00:31:00.870 --> 00:31:03.750
a look at some of the active
initiatives that we have in

431
00:31:03.750 --> 00:31:07.260
place. They're all just
starting, but there's many of

432
00:31:07.260 --> 00:31:10.770
them. So first, the best student
and teacher research program

433
00:31:11.010 --> 00:31:14.070
will be housed for this year in
the Rochester City School

434
00:31:14.070 --> 00:31:16.920
District's East High School,
which the university is already

435
00:31:16.920 --> 00:31:23.070
connected with. As you can see
the image on the right. Again,

436
00:31:23.070 --> 00:31:26.070
best stands for broad exposure
to science and technology. I'm a

437
00:31:26.070 --> 00:31:28.470
firm believer, you expose people
to things before they even have

438
00:31:28.470 --> 00:31:30.750
a chance of understanding them
and you expose them again, then

439
00:31:30.750 --> 00:31:33.300
you help them understand. And so
that develops questions in their

440
00:31:33.300 --> 00:31:36.060
minds. And it gives them an
opportunity to get it into their

441
00:31:36.060 --> 00:31:39.360
brain into their gut and really
see what's happening. primary

442
00:31:39.360 --> 00:31:43.500
goal to involve high school
teachers, and bipoc students in

443
00:31:43.500 --> 00:31:46.980
various aspects of science and
technology that supports our

444
00:31:47.010 --> 00:31:49.890
laser lab science and
applications research in some

445
00:31:49.890 --> 00:31:53.250
way. The program is going to
help guide students in their

446
00:31:53.250 --> 00:31:56.490
pursuit of STEM fields,
encourage them to explore the

447
00:31:56.490 --> 00:31:59.820
next generation of related jobs
and careers that boomers like me

448
00:31:59.820 --> 00:32:03.600
haven't thought of yet. The
importance of all engineering

449
00:32:04.650 --> 00:32:08.730
disciplines and lab support
groups will be emphasized to

450
00:32:08.730 --> 00:32:11.970
highlight the extensive teamwork
required in big science. I want

451
00:32:11.970 --> 00:32:15.600
the students to see the people
working in plasma physics and I

452
00:32:15.600 --> 00:32:18.930
want them to see the people
working in facilities. I want

453
00:32:18.930 --> 00:32:24.630
them to see the whole picture.
And then I want them acting as

454
00:32:24.630 --> 00:32:28.380
ambassadors for Olli. I want the
teachers and students to present

455
00:32:28.380 --> 00:32:32.130
talks to their science and
technology classes during the

456
00:32:32.130 --> 00:32:37.530
2021 fall semester. This year.
For the pilot program, I have

457
00:32:37.530 --> 00:32:42.360
one chemistry teacher and one
technology teacher it and

458
00:32:42.360 --> 00:32:45.990
they're going to work together
with for students to do a number

459
00:32:45.990 --> 00:32:49.380
of things in spectroscopy,
microscopy, interferometry and

460
00:32:49.380 --> 00:32:52.800
holography and maybe even a
little bit of nuclear if

461
00:32:52.800 --> 00:33:00.060
possible. So what happens next,
the Omar Ali participates, as I

462
00:33:00.060 --> 00:33:03.540
mentioned before, and the
American Physical Society, idea

463
00:33:03.540 --> 00:33:08.160
network, and we're group with
other large laboratories. Here's

464
00:33:08.160 --> 00:33:14.520
our grouping with Livermore, Los
Alamos, NASA gsfc, the Argonne

465
00:33:14.520 --> 00:33:18.900
lab, Lawrence Berkeley Lab and
the high mag field lab, been

466
00:33:18.900 --> 00:33:22.470
putting this together Ed Burch
singer, who serves as a

467
00:33:22.470 --> 00:33:26.190
facilitator, our group, he felt
that it was good for us to have

468
00:33:26.700 --> 00:33:32.160
a chance to compare notes and to
support each other as allies as

469
00:33:32.160 --> 00:33:36.300
we build our various programs
and diversity. Ed personally

470
00:33:36.300 --> 00:33:40.680
here is extremely capable
individual, a career in

471
00:33:40.680 --> 00:33:46.650
astrophysics and also a special,
more recent career in women's

472
00:33:46.650 --> 00:33:51.450
studies, and is an excellent
facilitator. He also holds the

473
00:33:51.480 --> 00:33:54.780
General Assembly meetings of
over 100 groups, we're talking

474
00:33:54.780 --> 00:33:57.750
about nearly 1000 people
involved in this APS has really

475
00:33:57.750 --> 00:34:02.100
stepped forward. Typically four
to five members of our 14 member

476
00:34:02.100 --> 00:34:05.760
group, participated each of the
meetings that we've had over

477
00:34:05.760 --> 00:34:06.630
this last year.

478
00:34:08.100 --> 00:34:12.630
That discussion topics have
included change theory, shared

479
00:34:12.630 --> 00:34:18.090
leadership, institutional norms,
storytelling, and recruitment

480
00:34:18.090 --> 00:34:22.770
pathways. There's a lot to learn
in each of these areas. And this

481
00:34:22.770 --> 00:34:26.700
one recruitment pathways is the
one we'll cover next week at our

482
00:34:26.700 --> 00:34:34.950
very last meeting for this year.
Okay. Historically Black

483
00:34:34.950 --> 00:34:39.900
Colleges and Universities HBCU
Connect is the nation's most

484
00:34:39.930 --> 00:34:44.220
significant resource for
historically black college

485
00:34:44.220 --> 00:34:47.880
universities, their students,
their graduate students and

486
00:34:47.880 --> 00:34:52.770
supporters like us. Kevin
Bedford put me in contact with

487
00:34:52.770 --> 00:34:58.710
William moss. He's the CEO for
the company and this group

488
00:35:00.720 --> 00:35:04.770
supports us. By making the
loudest contact with again

489
00:35:04.770 --> 00:35:08.490
students, graduates and people
who've been professionals for a

490
00:35:08.490 --> 00:35:12.030
while, you know, a lot of our
positions require 10 1520 years

491
00:35:12.030 --> 00:35:15.480
experience, you can't get that
from a recent graduate. So you

492
00:35:15.480 --> 00:35:18.720
need to have a pipeline and
access to people who've been

493
00:35:18.720 --> 00:35:22.320
around in the in the various
fields that we have. This allows

494
00:35:22.320 --> 00:35:25.320
us to do that. We got the
university involved. Recently,

495
00:35:25.380 --> 00:35:28.530
Kevin and I, and we got the
university to buy us a full

496
00:35:28.800 --> 00:35:35.430
contract with HBCU Connect.
We've posted over over 2000

497
00:35:35.430 --> 00:35:38.880
employment positions so far,
about 30 of them are from the

498
00:35:38.880 --> 00:35:43.890
laser lab. HBCU Connect will
also support future career

499
00:35:43.890 --> 00:35:46.500
fairs. they've they've been a
lot of no while I'm not sure we

500
00:35:46.500 --> 00:35:49.620
can afford all of that. But
there there is support

501
00:35:49.650 --> 00:35:53.100
regardless. What's interesting
about this is William wanted to

502
00:35:53.100 --> 00:35:57.300
keep in contact with his friends
with his colleagues, especially

503
00:35:57.300 --> 00:36:01.020
his black colleagues after
graduation, so he formed this

504
00:36:01.080 --> 00:36:05.880
organization, and he did it five
years before Facebook existed.

505
00:36:07.500 --> 00:36:12.120
This isn't the Facebook, this
group is a social benefit

506
00:36:12.120 --> 00:36:18.420
company. It's not just social
media. But it was around well

507
00:36:18.420 --> 00:36:23.730
before that the Facebook
phenomenon occurred. Okay,

508
00:36:24.150 --> 00:36:28.860
National Career Fair is planned
for the fall 2021 to include a

509
00:36:28.860 --> 00:36:32.550
variety of positions needed to
support laser physics research

510
00:36:32.610 --> 00:36:35.820
at Alli. Now Mike mentioned a
number of things last week, one

511
00:36:35.820 --> 00:36:41.340
of them was John's Google's NSF
proposal and project it's

512
00:36:41.340 --> 00:36:45.120
important for us to have this
career fair at a time which

513
00:36:45.120 --> 00:36:47.790
supports that particular
project, especially because of

514
00:36:47.790 --> 00:36:51.630
that number of people will be
will be hired as that proceeds

515
00:36:51.660 --> 00:36:55.770
from phase one to phase two. So
how do we look at this? What did

516
00:36:55.770 --> 00:36:59.430
we do we we had a Rochester
pilot career fair in December,

517
00:36:59.610 --> 00:37:03.930
and that was to get us all
experience to allow us to to

518
00:37:03.930 --> 00:37:07.620
show what we have and and
entertain questions. And so the

519
00:37:07.620 --> 00:37:10.650
way we looked at it was we have
all these positions on the left

520
00:37:11.280 --> 00:37:14.610
technicians, engineer scientist,
laser operators, trades people,

521
00:37:15.660 --> 00:37:18.480
faculty, students, illustrators,
custodian, secretaries,

522
00:37:18.510 --> 00:37:21.600
administrators, and of course, a
lot more. All the people here

523
00:37:21.600 --> 00:37:24.270
that work together in the same
team. But we also have a number

524
00:37:24.270 --> 00:37:29.010
of categories, different areas,
laser science, engineering, all

525
00:37:29.010 --> 00:37:31.890
the various engineering fields
and mechanical chemical optical,

526
00:37:31.920 --> 00:37:35.280
again, information technology,
plasma physics, theoretical

527
00:37:35.280 --> 00:37:39.240
modeling, supercomputing, I
emergency physics publications,

528
00:37:40.230 --> 00:37:43.680
building maintenance, there's a
connection between these two,

529
00:37:44.700 --> 00:37:47.250
you're never sure how they
connect to changes as we move

530
00:37:47.250 --> 00:37:50.880
along. We're pretty fast paced
organization. So this is a

531
00:37:50.880 --> 00:37:54.210
pretty complex transformation
between these two left and right

532
00:37:54.210 --> 00:37:59.640
groups here. But this is what we
want to show people that attend

533
00:37:59.700 --> 00:38:06.420
our National Career Fair. The
first pilot career fair we had,

534
00:38:08.190 --> 00:38:12.150
was instructional because we
give us an opportunity to again,

535
00:38:12.330 --> 00:38:15.210
to think about what are the
various things we can do to

536
00:38:15.210 --> 00:38:18.540
communicate what we do, how we
do it, how we work together,

537
00:38:18.540 --> 00:38:22.590
what our positions are, and how
to possibly apply for the

538
00:38:22.590 --> 00:38:25.830
positions. What background Do
you need, what do you need to do

539
00:38:25.830 --> 00:38:28.920
while you're in school and then
after school, and so the group

540
00:38:28.920 --> 00:38:30.480
that helped us out the group
that

541
00:38:31.980 --> 00:38:36.390
formed the breakout rooms during
the discussion are shown here.

542
00:38:36.690 --> 00:38:40.590
Cody Taylor, mechanical
engineering by pec electrical

543
00:38:40.590 --> 00:38:44.250
engineering can Marshal optical
materials and manufacturing with

544
00:38:44.250 --> 00:38:49.590
Deseret Morgan. Caitlin Bauer,
Dave canny, and Mark lab zetta

545
00:38:50.040 --> 00:38:52.770
talked about and instructed
people on the issues of

546
00:38:52.770 --> 00:38:58.740
operations and system science.
Also, we had david Vin way

547
00:38:58.740 --> 00:39:01.680
talking to the various people on
human resource le human

548
00:39:01.680 --> 00:39:06.090
resources, and Rhonda Smith, you
have our human resources. Tim

549
00:39:06.150 --> 00:39:10.020
and Sam, fielded questions about
theory, modeling and computing.

550
00:39:10.410 --> 00:39:15.030
And Jeremy Wyatt, Diana Cogan,
Berger and taking Lynch fielded

551
00:39:15.030 --> 00:39:21.600
questions on information
technology. The next thing to

552
00:39:21.600 --> 00:39:27.630
talk about mentorship. We've had
coaches from the University of

553
00:39:27.630 --> 00:39:30.750
Rochester Medical Center provide
us with a basic mentorship

554
00:39:30.750 --> 00:39:35.250
seminar. To start the process of
learning how to be an effective

555
00:39:35.250 --> 00:39:39.390
mentor. I got some pretty good
feedback, Vivian Lewis and

556
00:39:39.390 --> 00:39:44.640
Camille Martina with a two from
the UMC to help us through the

557
00:39:44.640 --> 00:39:47.880
group on the left here are the
are the people I have sorry if

558
00:39:47.880 --> 00:39:50.490
I've missed one of your names,
but this is the group that have

559
00:39:50.490 --> 00:39:54.000
expressed interest and
participated in mentorship. So

560
00:39:54.000 --> 00:39:58.020
far, we have four or five
mentees and we're in the process

561
00:39:58.020 --> 00:40:01.380
of making the connections
between mentors and mentees.

562
00:40:01.950 --> 00:40:06.390
Now, the idea here is that
mentorship, once it's

563
00:40:06.390 --> 00:40:11.130
established, is going to take us
a long ways to prepare for a

564
00:40:11.130 --> 00:40:17.730
more diverse workforce. I invite
more of you to join this group.

565
00:40:18.420 --> 00:40:21.840
Again, a word cloud really helps
in understanding what's

566
00:40:21.840 --> 00:40:25.680
involved. We're talking about
knowledge, communication,

567
00:40:25.680 --> 00:40:31.350
training, guidance, support,
experience, apprenticeship,

568
00:40:31.740 --> 00:40:35.880
coaching, these are all the
lexicon associated with

569
00:40:35.880 --> 00:40:39.930
mentorship. I've been advised
several times, actually by

570
00:40:39.930 --> 00:40:42.660
members of the university that I
shouldn't try to build a

571
00:40:42.660 --> 00:40:45.660
mentorship program, it's too
difficult. It's hard to do even

572
00:40:45.660 --> 00:40:51.210
hard for the Medical Center. But
by trying, we'll understand what

573
00:40:51.210 --> 00:40:53.670
the issues are. And that can
help support other programs as

574
00:40:53.670 --> 00:40:57.690
well. And we need to understand
some of the relationships that

575
00:40:57.690 --> 00:41:04.860
exist. In particular, you have
our ombuds program is being

576
00:41:04.860 --> 00:41:07.680
reorganized, I mentioned by
Lynette and Frederick to meet

577
00:41:07.680 --> 00:41:10.830
the needs of the faculty and
staff at schools, departments

578
00:41:10.830 --> 00:41:15.540
and centers. It's important to
know the difference between

579
00:41:15.750 --> 00:41:19.140
ombuds mentors and supervisors
now they provide different kinds

580
00:41:19.140 --> 00:41:24.060
of assistance and support to the
elderly employees with a varying

581
00:41:24.060 --> 00:41:26.160
amount of overlapping
responsibilities. I mean,

582
00:41:26.160 --> 00:41:32.130
supervisors can be mentors.
ombuds can be mentors. But if

583
00:41:32.130 --> 00:41:34.560
you look at the word cloud
associated with this, you get a

584
00:41:34.560 --> 00:41:37.320
better understanding the two
people that have been designated

585
00:41:37.350 --> 00:41:42.180
ombudsman ombuds people for the
laser lab by David Fenway and

586
00:41:42.180 --> 00:41:47.730
Barbara Cronkite, going back to
the word cloud, different than

587
00:41:47.760 --> 00:41:51.930
mentorship different than
diversity noticed. There's other

588
00:41:51.930 --> 00:41:57.540
kinds of words disrespect,
mistreatment, confidential, risk

589
00:41:57.540 --> 00:42:04.050
assessment grassman. You can
understand from this word cloud,

590
00:42:04.050 --> 00:42:07.560
that there's a component which
is more closely aligned with

591
00:42:07.770 --> 00:42:11.940
legality. So there's a
difference. People who are

592
00:42:11.940 --> 00:42:17.790
ombuds when they are presented
with something that is

593
00:42:18.180 --> 00:42:24.300
dangerous, or questionable, they
are required to report it. And

594
00:42:24.300 --> 00:42:28.620
so when a person speaks to an
ombuds, it's different than

595
00:42:28.620 --> 00:42:31.860
speaking to a mentor or a
supervisor or any other kind of

596
00:42:33.120 --> 00:42:37.680
companion. So when an issue
arises, a person should contact

597
00:42:37.680 --> 00:42:40.920
the ombuds, the mentor or
supervisor they're most

598
00:42:40.920 --> 00:42:44.400
comfortable speaking with, that
should be the first move, but

599
00:42:45.000 --> 00:42:47.790
who they then talk to later
depends on the nature of the

600
00:42:47.790 --> 00:42:51.090
problem, the nature of the
issue. That's important to know.

601
00:42:51.420 --> 00:42:55.890
David and Barbara both work for
Steve Stagg Nieto, and Steve is

602
00:42:55.890 --> 00:42:58.590
connected with university
lawyers to make sure that we do

603
00:42:58.590 --> 00:43:02.790
this right. The ombuds program
is still gunning in its initial

604
00:43:02.790 --> 00:43:06.210
phase, it probably will come out
more towards the end of the year

605
00:43:06.210 --> 00:43:11.940
in a stronger form. Next, the
American Physical Society once

606
00:43:11.940 --> 00:43:15.510
again APS it supports
conferences for undergraduate

607
00:43:15.510 --> 00:43:16.560
woman physics.

608
00:43:18.180 --> 00:43:21.570
The program, the conferences
include panel discussions,

609
00:43:21.660 --> 00:43:24.720
workshops about graduate school
and careers for women in

610
00:43:24.720 --> 00:43:28.320
physics, Student Research talks
and poster sessions and lab

611
00:43:28.320 --> 00:43:34.080
tours. And for the 2023, a
proposal will be prepared by

612
00:43:34.290 --> 00:43:40.170
Caitlin Bauer with assistance
from Karen and Raka. Conference

613
00:43:40.170 --> 00:43:43.440
planning, it includes
participation by local colleges

614
00:43:43.440 --> 00:43:45.870
and universities and
corporations, small companies,

615
00:43:46.320 --> 00:43:51.150
because we want the woman
interested in STEM to see the

616
00:43:51.150 --> 00:43:55.860
connection between all the
above. Now because of COVID, the

617
00:43:55.860 --> 00:43:59.640
conference is probably going to
be a hybrid that is on site and

618
00:43:59.640 --> 00:44:03.300
virtual attendance is going to
occur over this three day event.

619
00:44:03.660 --> 00:44:07.800
But this bike COVID we've all
learned that having a virtual

620
00:44:07.800 --> 00:44:11.640
component to a conference is
still valuable. So even if we're

621
00:44:11.640 --> 00:44:16.650
not in the throes of COVID by
2020, we will probably will have

622
00:44:16.650 --> 00:44:21.750
a hybrid conference. If you're
interested in participating,

623
00:44:21.750 --> 00:44:29.880
please see Kaitlyn or Karen.
Changing gears for a moment from

624
00:44:29.880 --> 00:44:33.570
that while Americans are
increasingly supportive of equal

625
00:44:33.570 --> 00:44:43.560
rights for LGBTQ plus a growing
percentage identify as such. I

626
00:44:43.560 --> 00:44:48.750
was sent an article just a week
ago and had to admit I did not

627
00:44:48.750 --> 00:44:54.060
know this had changed from the
traditionalists. The baby

628
00:44:54.060 --> 00:44:58.590
boomers, which I'm one of all
the way to Generation Z. The

629
00:44:58.590 --> 00:45:02.970
arguments I made it ignorantly
over the years was, hey, why

630
00:45:02.970 --> 00:45:07.050
should we be so concerned?
there's so few of them? Why

631
00:45:07.050 --> 00:45:15.180
should we be involved, there are
so few of them. And I'm wrong.

632
00:45:16.140 --> 00:45:19.440
What we see now is there's a
much larger percentage of people

633
00:45:19.440 --> 00:45:25.890
who identify as self identified
sexual orientation. Now, there

634
00:45:25.890 --> 00:45:30.660
is a bit of a problem here,
because bisexual, gay and

635
00:45:30.660 --> 00:45:34.860
lesbian are sexual orientations.
But transgender is really a

636
00:45:34.860 --> 00:45:38.340
gender identity mentioned
before, male, female, non

637
00:45:38.340 --> 00:45:41.700
binary, transgender. So there's
a little bit of a confusion

638
00:45:41.700 --> 00:45:44.940
here, maybe it's my confusion.
I've talked to others about

639
00:45:44.940 --> 00:45:49.470
this. But things are changing.
And it's important to get the

640
00:45:49.470 --> 00:45:53.490
vocabulary right. But despite
all that, the numbers are

641
00:45:53.490 --> 00:45:57.750
important here, the change from
when I was around as a young boy

642
00:45:57.750 --> 00:46:02.790
from point three, to 11.5, under
bisexual is an amazing change.

643
00:46:03.690 --> 00:46:08.280
And the statement that was made
to me by Kathleen is this, it is

644
00:46:08.310 --> 00:46:14.430
in our best interest at LD to
champion LGBTQ plus awareness

645
00:46:14.430 --> 00:46:18.750
and catch up to speed with the
ongoing efforts at U of R. And

646
00:46:18.750 --> 00:46:23.640
in our scientific communities.
And I I agree with Kathleen.

647
00:46:26.520 --> 00:46:30.420
Now, people with power and
privilege are encouraged to

648
00:46:30.420 --> 00:46:35.400
become allies with marginalized
and underrepresented people. And

649
00:46:35.400 --> 00:46:38.070
there's, there's a good reason
for that. This isn't something

650
00:46:38.070 --> 00:46:41.850
that I'm making up. I've been to
many various seminars and talks

651
00:46:41.850 --> 00:46:44.460
in the subject from talking to a
variety of people. And what I

652
00:46:44.460 --> 00:46:50.370
find prevailing, this argument
is this. It's challenging for

653
00:46:50.370 --> 00:46:53.490
marginalized peoples to handle
the burden of changing the

654
00:46:53.490 --> 00:46:58.410
culture while still doing their
job. A person that we hire in

655
00:46:58.440 --> 00:47:02.460
the laboratory needs to prove
themselves, they need to work

656
00:47:02.460 --> 00:47:05.160
hard, they need to make
progress. And it's very

657
00:47:05.160 --> 00:47:09.420
difficult for that person to
take on too much. Too much of

658
00:47:09.420 --> 00:47:14.190
the burden of changing culture.
In addition, burnout, or

659
00:47:14.190 --> 00:47:17.280
marginalized people and their
allies occurs when resistance to

660
00:47:17.280 --> 00:47:21.630
change is too high. Now, at this
point, at the top level of the

661
00:47:21.630 --> 00:47:25.920
laboratory, I don't see very
much resistance, but sprinkled

662
00:47:25.920 --> 00:47:29.100
through from the top levels for
the lower levels, there are

663
00:47:29.430 --> 00:47:36.150
resistors, less conductors, at
times and and we need to be

664
00:47:36.150 --> 00:47:39.270
aware of this and not allowed
burnout people who are trying to

665
00:47:39.270 --> 00:47:42.390
make a difference. And so the
statement that I hear most often

666
00:47:43.680 --> 00:47:49.170
and I resonate with it is that
white men need to step up and

667
00:47:49.170 --> 00:47:52.500
either lead dei efforts or
assist others that want to

668
00:47:52.500 --> 00:47:54.750
leave, you saw the dashboard.

669
00:47:56.130 --> 00:48:03.960
That's how this is relevant.
Now, diversity, equity inclusion

670
00:48:03.990 --> 00:48:08.010
that are happening now, at the
lens lab. Let's take, for

671
00:48:08.010 --> 00:48:11.400
example, john Colin is going to
provide a seminar entitled

672
00:48:11.520 --> 00:48:15.390
racism unconscious bias and
creating inclusive environments

673
00:48:15.420 --> 00:48:18.540
on June 2 at one to 2pm. And
then we're going to have an

674
00:48:18.540 --> 00:48:20.850
additional 30 minutes for
breakout rooms. So we can

675
00:48:20.850 --> 00:48:25.200
discuss between ourselves in a
confidential, safe way, and only

676
00:48:25.200 --> 00:48:27.240
have 30 minutes where we get
together in a large group

677
00:48:27.240 --> 00:48:32.280
discussion led by john again.
Again, June 2. I welcome

678
00:48:32.280 --> 00:48:37.890
everybody. Another issue is the
addition of pronouns, stickers,

679
00:48:38.070 --> 00:48:42.330
pronouns, stickers to our
badges, and our office door

680
00:48:42.330 --> 00:48:46.380
placards. It's now being
considered, or a few examples of

681
00:48:46.380 --> 00:48:50.640
us have done it already. If you
notice the title page of my talk

682
00:48:50.640 --> 00:48:58.320
today, I had pronouns. At first,
like many I asked, why, why

683
00:48:58.590 --> 00:49:06.510
should I do that? And the answer
is solidarity. Understanding.

684
00:49:08.880 --> 00:49:14.340
We're also considering seminars
on LGBTQ plus issues in the

685
00:49:14.340 --> 00:49:18.330
workplace. They're being planned
now in an le pride group is

686
00:49:18.330 --> 00:49:22.170
being formed. Please see
Catherine Whiteman, for details

687
00:49:22.170 --> 00:49:28.260
on this if you're interested, as
an LGBTQ plus individual or as

688
00:49:28.260 --> 00:49:33.660
an ally. And then last, it's
important to establish a safe

689
00:49:33.660 --> 00:49:37.980
space for mentorship
discussions, dei discussions,

690
00:49:38.010 --> 00:49:41.100
meetings, and other sensitive
discussions. And what I'm

691
00:49:41.100 --> 00:49:43.620
thinking of doing since I spend
so much time working at home is

692
00:49:43.830 --> 00:49:48.060
using my office. I'll revamp it.
It's got a desk I used 40 years

693
00:49:48.060 --> 00:49:50.460
ago in graduate school, but I'll
revamp it so people go on there

694
00:49:50.460 --> 00:49:53.970
and feel comfortable and discuss
things privately. So this is all

695
00:49:53.970 --> 00:50:02.400
going on the lab laser lab now.
There are other laboratories

696
00:50:02.430 --> 00:50:07.530
that are way ahead of us in some
ways. For example, Sam Morris

697
00:50:07.530 --> 00:50:10.530
brought to my attention after he
attended the S Cerf annual

698
00:50:10.530 --> 00:50:13.860
meeting. He brought to my
attention this talk by Lady he

699
00:50:13.860 --> 00:50:18.750
does from the Lawrence Berkeley
laboratory. It's a fantastic

700
00:50:18.750 --> 00:50:24.270
talk. Shown here on the left is
the description of the iceberg.

701
00:50:24.300 --> 00:50:27.030
You know, the tip of the iceberg
versus what's really the

702
00:50:27.030 --> 00:50:30.630
majority of it below the water.
And it talks about, you know,

703
00:50:30.630 --> 00:50:35.430
vision strategy, and eventually,
the stories and the feelings

704
00:50:35.670 --> 00:50:40.320
associated with cause what
causes us to do what we do. She

705
00:50:40.320 --> 00:50:46.920
speaks to us extremely well. I'm
a right side. In addition to

706
00:50:46.950 --> 00:50:51.870
Lady Ito's talk, Lawrence
Livermore has been working on

707
00:50:51.870 --> 00:50:55.260
the same issue, which is we talk
about laser safety and Chemical

708
00:50:55.260 --> 00:50:58.770
Safety and mechanical and
electrical safety. The latest

709
00:50:58.770 --> 00:51:07.050
one is psychological safety.
Team members feel safe to take

710
00:51:07.050 --> 00:51:12.060
risks and be vulnerable and to
share and prevent, ask difficult

711
00:51:12.060 --> 00:51:16.650
questions. When they have a
feeling of psychological safety,

712
00:51:16.860 --> 00:51:21.240
this is important for our
research community. And so I

713
00:51:21.240 --> 00:51:26.580
will invite lady dos to come
talk to us. They at the Lawrence

714
00:51:26.580 --> 00:51:32.430
Berkeley labs have over 100
people involved in this a lot, a

715
00:51:32.430 --> 00:51:37.650
lot of activity. So we look to
the larger groups Livermore in

716
00:51:38.220 --> 00:51:44.160
Los Alamos and in Berkeley and
others for ideas, but we're,

717
00:51:44.460 --> 00:51:54.150
we're advancing as quickly as we
can in the same area. So one of

718
00:51:54.150 --> 00:52:00.750
the examples of transparency and
development in the AI is what

719
00:52:00.750 --> 00:52:04.950
has occurred recently. That is,
Ellie is the first you have our

720
00:52:04.950 --> 00:52:08.520
department to add elements to
the self assessment and

721
00:52:08.520 --> 00:52:12.180
performance evaluation process.
You saw this, you needed to

722
00:52:12.180 --> 00:52:16.590
complete an activity report, and
group leaders and supervisors

723
00:52:16.590 --> 00:52:21.450
needed to evaluate the people
working for them. So the

724
00:52:21.450 --> 00:52:23.700
activity report includes now
question describe the

725
00:52:23.700 --> 00:52:27.420
involvement in diversity, equity
inclusion, including training

726
00:52:27.420 --> 00:52:30.330
and participation in activities
that promote a collaborative

727
00:52:30.330 --> 00:52:34.380
work environment, you attending
this talk right now is an

728
00:52:34.380 --> 00:52:40.350
example. being open to different
concepts and to cultural change.

729
00:52:40.530 --> 00:52:45.270
This is something you can put
down next year. In the

730
00:52:45.270 --> 00:52:48.660
evaluation process, under
personal accountability, we have

731
00:52:48.660 --> 00:52:54.360
the bias and discrimination
consciousness. Now, do we

732
00:52:54.360 --> 00:52:59.010
complete the required University
training and participate? When

733
00:52:59.010 --> 00:53:02.400
we do training? Do we simply
advance the slides and drink our

734
00:53:02.400 --> 00:53:06.720
coffee? Or do we dig in and take
some of the deeper dives? Are we

735
00:53:06.720 --> 00:53:09.210
participated in inclusion,
diversity, equity and

736
00:53:09.210 --> 00:53:14.520
accountability? by filling these
in this activity report out in

737
00:53:14.520 --> 00:53:18.900
professional lism? working with
others, there's issues do we

738
00:53:18.900 --> 00:53:21.690
respect the diversity and
appreciate differences including

739
00:53:21.690 --> 00:53:25.230
race, ethnicity, nationality,
gender, faith, and sexual

740
00:53:25.230 --> 00:53:28.950
orientation? These are things
that you may not know about the

741
00:53:28.950 --> 00:53:32.400
people working with you. But
getting to know them, puts us in

742
00:53:32.400 --> 00:53:36.480
a better place as a laboratory.
So it's included now. service

743
00:53:36.480 --> 00:53:41.190
excellence, diversity, equity,
inclusion, support, leadership,

744
00:53:41.400 --> 00:53:43.380
advancement of inclusion,
diversity, equity,

745
00:53:43.380 --> 00:53:47.790
accountability, you know, do we
encourage our colleagues to

746
00:53:47.790 --> 00:53:50.760
learn about the stuff to
practice the idea in the

747
00:53:50.760 --> 00:53:55.050
workplace to promote cultural
change, to allow our laboratory

748
00:53:55.050 --> 00:53:59.670
to benefit from the diverse
thoughts of many more than we're

749
00:53:59.760 --> 00:54:04.830
now benefiting from? So this is
something that we've done. It's

750
00:54:04.830 --> 00:54:09.330
the first of its kind at the
university. And I thank Mike

751
00:54:09.330 --> 00:54:16.320
Campbell and Steve steak needle
for for doing this. So the

752
00:54:16.320 --> 00:54:21.210
results of a diversity and
inclusion experiment, it only is

753
00:54:21.210 --> 00:54:26.880
encouraging. But continued
cultural change is imperative as

754
00:54:26.880 --> 00:54:31.380
well. We can create a diverse
and inclusive environment, and

755
00:54:31.380 --> 00:54:35.940
less than a decade. Now, I
talked about diversity and

756
00:54:35.940 --> 00:54:40.290
inclusion, but also there's
equity and equity is what's

757
00:54:40.290 --> 00:54:45.630
needed to retain people. You can
get them in here. You can make

758
00:54:45.630 --> 00:54:47.640
it more diverse for a period of
time, you can try to be

759
00:54:47.640 --> 00:54:50.400
inclusive, but if you're not, if
you don't have equity in mind,

760
00:54:51.840 --> 00:54:55.740
it's hard to retain so that will
be the next thing that we focus

761
00:54:55.740 --> 00:54:59.970
on as we bring people in this
diversity equity inclusion torch

762
00:55:00.360 --> 00:55:02.970
Got to be amplified. And it's
got to be carried through the

763
00:55:02.970 --> 00:55:07.530
generations. I'm a baby boomer,
the next person that takes this

764
00:55:07.530 --> 00:55:12.840
position should be maybe a Gen
Z. So please reach out with your

765
00:55:12.840 --> 00:55:17.010
ideas, questions, concerns,
participation, reach out to me

766
00:55:17.010 --> 00:55:22.350
if you want to. And I thank you
for attending this talk today.

767
00:55:24.840 --> 00:55:27.720
Okay, thank you, Terry. Great
talk. We do have time for a

768
00:55:27.720 --> 00:55:31.080
couple of questions. Terry, if I
might start with with one that

769
00:55:31.080 --> 00:55:34.920
occurred to me, in the middle of
your talk, maybe slide 13 or 14,

770
00:55:34.920 --> 00:55:39.960
you broke down some statistics
for us about diversity here at

771
00:55:39.960 --> 00:55:43.350
the lab have in the last five
years? What What does the the

772
00:55:43.350 --> 00:55:46.500
actual available workforce
diversity look like? Are we kind

773
00:55:46.500 --> 00:55:49.980
of on par with that? Are we
behind? What what? What are the

774
00:55:49.980 --> 00:55:50.700
numbers there?

775
00:55:52.410 --> 00:55:58.950
So the workforce diversity? If
you ask people on campus, you

776
00:55:58.950 --> 00:56:03.030
know, how are we doing? they'll
they'll talk about pipelines.

777
00:56:03.330 --> 00:56:05.820
They'll talk about well, you
know, things aren't doing so

778
00:56:05.820 --> 00:56:12.000
well. We need to get our
undergraduates and graduates to

779
00:56:12.000 --> 00:56:16.890
be of wider diversity. And then
when they don't apply to go to

780
00:56:16.890 --> 00:56:19.590
school, we say, Okay, let's,
let's let's work on the high

781
00:56:19.590 --> 00:56:21.420
schools, because we really need
to get them involved in high

782
00:56:21.420 --> 00:56:23.970
schools. And then when the high
schools don't seem to have

783
00:56:23.970 --> 00:56:25.980
enough students to go into
college in those areas, we say

784
00:56:25.980 --> 00:56:30.360
I'll maybe maybe junior high. So
this whole evolution, trying to

785
00:56:30.360 --> 00:56:32.520
go back further and further and
further to get people

786
00:56:32.520 --> 00:56:37.170
interested, is part of the
process. And we don't have an

787
00:56:37.170 --> 00:56:41.220
answer to the question. But
through HBCU Connect, I'm now

788
00:56:41.220 --> 00:56:46.200
getting an idea of how many
people are out there. Clearly,

789
00:56:46.200 --> 00:56:50.130
we don't have a lot of people of
color in the area of plasma

790
00:56:50.130 --> 00:56:54.990
physics and ultrafast science.
They're not in the graduate

791
00:56:54.990 --> 00:57:00.060
programs. So we need to work on
that. And that's why we have

792
00:57:00.060 --> 00:57:02.940
this HTTP scholarship. That's
why I'm working with Bethel

793
00:57:02.940 --> 00:57:07.530
Olivares and various others.
Because pipeline development is

794
00:57:07.530 --> 00:57:10.500
key, what we don't spend on the
scholarship. This year, we're

795
00:57:10.500 --> 00:57:13.980
going to spend on pipeline
development. Now in all the

796
00:57:13.980 --> 00:57:17.580
other positions, engineering
positions, technicians support

797
00:57:17.580 --> 00:57:22.860
positions. It's, it's a mix,
give you an example. If I if I

798
00:57:22.860 --> 00:57:30.240
talk to up people outside in the
universe of the interaction stir

799
00:57:30.240 --> 00:57:34.830
area and I say, Okay, I want to
I want to get a new furnace,

800
00:57:35.280 --> 00:57:40.740
tell me what black owned hv AC
company can sell me a furnace

801
00:57:40.740 --> 00:57:44.070
for install it for me. Look, I
look and I look and I realize,

802
00:57:44.070 --> 00:57:47.190
gee, there aren't any people
aren't trained in that field, or

803
00:57:47.190 --> 00:57:49.200
they're not interested, or
they're not given the

804
00:57:49.200 --> 00:57:52.380
opportunity. We don't have
answers to that question. Even

805
00:57:52.380 --> 00:57:55.590
in the, you know, General
Rochester area in areas outside

806
00:57:55.590 --> 00:58:00.240
of academics. And in academics.
We can't answer the question of

807
00:58:01.020 --> 00:58:04.440
let's compare statistics to how
we are doing and how others are

808
00:58:04.440 --> 00:58:07.440
doing. What I can say is that
the national laboratories are

809
00:58:07.440 --> 00:58:12.000
doing much better than we are.
That is true. And so I think

810
00:58:12.000 --> 00:58:15.000
that should be one of our goals
for now, as we try to figure out

811
00:58:16.470 --> 00:58:21.030
whether, when given the
opportunity, diverse people want

812
00:58:21.030 --> 00:58:23.670
to and I see no reason why they
wouldn't want to we have well

813
00:58:23.670 --> 00:58:26.730
paying jobs. But that is to be
worked on.

814
00:58:29.820 --> 00:58:34.440
Thank you. Do we have other
questions? Terry, this is rather

815
00:58:34.440 --> 00:58:41.010
here. You mentioned stories,
right? Yes, I'd like to point

816
00:58:41.010 --> 00:58:45.540
out the value of stories. Now we
all use techniques here. And we

817
00:58:45.540 --> 00:58:49.710
believe in now we look at the
number we look at math, and we

818
00:58:49.710 --> 00:58:52.770
look at trends and so on. And
that's what we really understand

819
00:58:52.770 --> 00:58:56.370
well, but that is only part of
the whole picture, right?

820
00:58:56.370 --> 00:59:01.260
Because that's a metric for how
we're doing. But there are

821
00:59:01.260 --> 00:59:04.230
details about if you look at the
numbers in what sorts of

822
00:59:04.230 --> 00:59:06.840
positions are these people in?
Are they in lower level

823
00:59:06.840 --> 00:59:09.420
positions? Are they in more
senior level positions. So

824
00:59:09.420 --> 00:59:13.560
numbers require more detail,
more granularity than what is

825
00:59:13.560 --> 00:59:18.510
typically collected. So stories
become extremely important. And

826
00:59:18.510 --> 00:59:22.410
as you know, we've edited this
APS idea thing, where stories

827
00:59:22.410 --> 00:59:27.720
are exchanged about what
circumstances people face, or

828
00:59:27.720 --> 00:59:31.890
conversations people have, and
so on. But again, you know, we

829
00:59:31.890 --> 00:59:35.400
like to see patterns in data,
right. So I'd like to point out

830
00:59:35.400 --> 00:59:38.970
that the Princeton Plasma
Physics Lab, the women in plasma

831
00:59:38.970 --> 00:59:42.600
physics group of the Princeton
Plasma Physics Lab, came up with

832
00:59:42.600 --> 00:59:47.160
an initiative where they
collected these stories, and

833
00:59:47.340 --> 00:59:51.780
they requested stories from
really all over the US. And at

834
00:59:51.780 --> 00:59:54.570
the APS. The women in plasma
physics had a reading of the

835
00:59:54.570 --> 00:59:59.430
subset of the stories. So the
wiser group tried to look at how

836
00:59:59.430 --> 01:00:02.790
we could bring That's sort of an
initiative to the lab to sort of

837
01:00:02.790 --> 01:00:06.120
raise awareness of the
situations that are faced by

838
01:00:06.120 --> 01:00:10.230
people where, you know, an
instant, instinctive response is

839
01:00:10.230 --> 01:00:15.060
required to highlight whatever
the situation is. And that's

840
01:00:15.060 --> 01:00:18.300
always hard to do. But the
challenge we face as a lab is

841
01:00:18.300 --> 01:00:22.170
that we are a very small lab.
And so the stories that we

842
01:00:22.170 --> 01:00:27.090
generate, can be very easily
traced back to the individuals

843
01:00:27.090 --> 01:00:30.900
that may have generated the
stories. And so this is a

844
01:00:30.900 --> 01:00:34.350
challenge that we face. So the
wiser group reached out to the

845
01:00:34.350 --> 01:00:37.980
Princeton plasma physics lab and
the APS are women in plasma

846
01:00:37.980 --> 01:00:41.820
physics to see if we could use
some of those stories. And as a

847
01:00:41.820 --> 01:00:45.750
result of which the APS women in
plasma physics is now going to

848
01:00:45.750 --> 01:00:49.230
commission these stories,
because the original stories

849
01:00:49.230 --> 01:00:51.960
belong to the principles of
physics, and they're not willing

850
01:00:51.960 --> 01:00:55.590
to share it for various reasons.
And so the APS is now going to

851
01:00:55.590 --> 01:00:58.530
come up with these stories,
which will be available for any

852
01:00:58.530 --> 01:01:03.240
institution. And so potentially,
this is over a one year

853
01:01:03.240 --> 01:01:07.110
timeframe. So we have the
ability in the going forward in

854
01:01:07.110 --> 01:01:12.150
the future, to use some of these
stories to highlight situations

855
01:01:12.150 --> 01:01:16.680
faced by the minority groups,
whether it's gender, or race,

856
01:01:16.980 --> 01:01:22.680
and so on so forth, to identify
to make people more aware of

857
01:01:22.710 --> 01:01:27.780
language, how meetings are
conducted, how people are spoken

858
01:01:27.780 --> 01:01:32.340
over. In Ben, somebody else is
talking things like that. So

859
01:01:32.340 --> 01:01:35.790
basically communications
interpersonal relationships,

860
01:01:35.940 --> 01:01:40.110
professionalism. So we will be
hopefully bringing such stories

861
01:01:40.110 --> 01:01:44.220
over the next year to LA pointed
out that

862
01:01:44.250 --> 01:01:48.210
well, rather, thank you for
sharing that. You're getting me

863
01:01:48.210 --> 01:01:53.340
thinking, maybe, Caitlin Bauer
should also have a section of

864
01:01:53.340 --> 01:01:59.460
the APS college. God conference
for undergraduate women contain

865
01:01:59.820 --> 01:02:05.760
a storytelling section as well.
Yeah, it APS

866
01:02:06.120 --> 01:02:08.850
is of course, a non linearity
because a lot of people do not

867
01:02:08.850 --> 01:02:12.510
hesitate to come forward. Now. I
mean, that the same story goes

868
01:02:12.510 --> 01:02:14.970
holds true for ombudsperson,
I've been asking for an ombuds

869
01:02:14.970 --> 01:02:17.700
person for about four and a half
years in this lab. But it's

870
01:02:17.700 --> 01:02:21.570
always changing because again,
we are a small lab, and how do

871
01:02:21.570 --> 01:02:25.680
we, you know, ensure anonymity
and confidentiality, while

872
01:02:25.680 --> 01:02:31.860
addressing issues is always a
challenge. And so, you know, so

873
01:02:31.980 --> 01:02:34.590
that's an issue that labs like
ours, which are relatively small

874
01:02:34.590 --> 01:02:37.290
phase, and so reaching out to
these bigger institutions for

875
01:02:37.290 --> 01:02:39.990
help in those types of contexts
is actually very valuable.

876
01:02:40.830 --> 01:02:48.150
Yes, good idea. Terry, I have a
quick question for you. Shawn,

877
01:02:48.150 --> 01:02:54.480
you showed us the Hi, Terry, you
Philadelphia Lee dei

878
01:02:54.480 --> 01:02:58.500
initiatives, which seemed very
impressive. But how do they

879
01:02:58.500 --> 01:03:03.450
compare to busy initiatives to
similar initiatives at for

880
01:03:03.450 --> 01:03:06.690
instance, Lawrence Livermore
National Laboratory, where you

881
01:03:06.690 --> 01:03:10.410
mentioned that they are doing a
better job of, you know,

882
01:03:10.440 --> 01:03:13.710
achieving a diverse workforce
than we are like, what specific

883
01:03:13.710 --> 01:03:16.770
things are different? Or can you
can you put your finger on

884
01:03:16.770 --> 01:03:20.670
what's the difference? Because,
you know, we're, we're, we have

885
01:03:20.670 --> 01:03:24.660
the, you know, same type of
workforce demands, you know, or

886
01:03:24.660 --> 01:03:28.230
needs. And what so what's
different about what Moore's

887
01:03:28.230 --> 01:03:29.160
doing what we're doing?

888
01:03:30.270 --> 01:03:38.280
The laser lab before, before a
year ago, held the position

889
01:03:38.520 --> 01:03:44.370
effectively, that, for example,
people of color, they're not

890
01:03:44.370 --> 01:03:46.890
applying for the jobs, they're
not out there, they don't exist.

891
01:03:47.910 --> 01:03:50.910
We're Livermore said no, we
understand the concept of

892
01:03:50.910 --> 01:03:57.240
pipeline development. And went
out and searched and made

893
01:03:57.240 --> 01:04:02.760
contact and had major major
programs with M sip minority

894
01:04:02.760 --> 01:04:08.070
serving institutions with the
Doa and NSA, they're part of M

895
01:04:08.070 --> 01:04:10.470
sip, they're allowed to be
because they're a national lab.

896
01:04:10.650 --> 01:04:15.570
The laser lab can't do that.
I've been trying to convince and

897
01:04:15.570 --> 01:04:19.890
let us be a center or you know,
department have a different

898
01:04:19.890 --> 01:04:22.560
category than that we're not a
national lab, so we'd be part of

899
01:04:22.560 --> 01:04:26.970
M sip. So we can get out there
and advertise ourselves. Most

900
01:04:26.970 --> 01:04:29.790
people know the Lawrence
Livermore National Labs. They

901
01:04:29.790 --> 01:04:33.000
don't know the laser lab. When I
had my Rochester career fair.

902
01:04:33.030 --> 01:04:37.020
Most of those people never heard
of us. We're not we're not well

903
01:04:37.020 --> 01:04:42.210
known in Rochester. So there's a
big difference right there. And

904
01:04:42.210 --> 01:04:45.420
we didn't do anything about that
because we didn't have a goal of

905
01:04:45.420 --> 01:04:53.730
changing the diversity. And now
that we do, we can adopt and we

906
01:04:53.730 --> 01:04:58.710
are adopting first pipeline
development and getting people

907
01:04:58.710 --> 01:05:00.780
to be aware getting the high
High school students

908
01:05:00.780 --> 01:05:04.770
undergraduates to know what we
do, how we do it, how we're

909
01:05:04.770 --> 01:05:08.520
connected to the national labs,
and give them a chance to dream

910
01:05:08.940 --> 01:05:12.930
and to show them how to get
there. So that's the nature of

911
01:05:12.930 --> 01:05:16.020
our responsibility so that we
can have a much greater

912
01:05:16.020 --> 01:05:19.140
diversity like Livermore has,
like Lawrence Berkeley has

913
01:05:22.230 --> 01:05:27.690
yet to follow up with terrorist
points about lynch mob, be not

914
01:05:27.690 --> 01:05:34.560
doing much better job on the,
the AI because the AI is

915
01:05:34.560 --> 01:05:39.090
actually part of the assessment
attentional labs. Matter of

916
01:05:39.090 --> 01:05:42.630
fact, you know, do you eat
produce, you know, based on the

917
01:05:42.630 --> 01:05:47.340
study, and the data collected,
you know, from national labs, do

918
01:05:47.340 --> 01:05:51.210
you eat produce a report? You
know, particularly on that

919
01:05:51.210 --> 01:05:51.840
topic?

920
01:05:56.520 --> 01:06:01.830
Thanks, mingshan. Okay, I think
most of the questions there,

921
01:06:01.830 --> 01:06:04.470
we're out of time. Terry, thank
you very much for the talk

922
01:06:04.470 --> 01:06:08.880
today. It was great to have you
next week for attending. Thank

923
01:06:08.880 --> 01:06:09.450
you everyone.

924
01:06:10.560 --> 01:06:13.770
Next week, join us for it a
nonlinear optics talk Eldar

925
01:06:13.770 --> 01:06:16.830
beggar chef, we'll be discussing
high efficiency, large aperture,

926
01:06:16.830 --> 01:06:20.100
fifth harmonic generation using
a couple different nonlinear

927
01:06:20.100 --> 01:06:22.170
crystals. We'll see you next
Friday at 930