Workshop Session Topics

Improving workplace climate: empowering individuals to become active bystanders

Time Requirement
Minimum: 2 hours
Preferred: 3-4 hours (with discussion on fieldwork safety)

This interactive session describes academic practices and institutional structures that allow for sexual harassment, bullying, and other hostile behaviors to persist, discusses initiatives to address harassment as research misconduct, and provides training in personal intervention strategies to protect and support targets of harassment. As a result of this session, participants will be empowered to: (1) identify different ways in which sexual and other types of harassment can manifest in research environments; (2) intervene safely as bystanders, and (3) utilize resources for cultural change in academic institutions and professional societies.

Tackling implicit bias and microaggressions in the workplace

Time Requirement
Minimum: 2 hours
Preferred: 3 hours

This training will inform the learner of how unconscious bias and microaggressions impact the workplace, interactions with our colleagues, and productivity. Learners will work through scenarios in order to explore the ways in which unconscious bias can appear in our work and everyday decisions. The training will also provide resources and strategies to empower participants to recognize unconscious bias and microaggressions and become an active bystander in promoting a positive workplace climate.

Improving work climate: developing effective codes of conduct

Time Requirement
Minimum: 1 hour
Preferred: 4 hours

The foundation of a positive work climate is professionalism. Professionalism refers to the attitudes and behaviors that affect interpersonal relations of all types in the workplace. These relations include concepts of power, trust, respect, responsibility, justice, and fairness. Social structures that have hierarchical and asymmetric power relations have the potential for colleagues in positions of power to use this power to enable and enrich or abuse and diminish individuals. This can endanger professional and personal well-being, contribute to hostile work climates, and reduce productivity, research, and education outcomes. Ultimately, issues related to hostile work climates can affect program success. This workshop will provide resources to develop a workplace code of conduct that is proactive, preventative and promotes cultural change in office, laboratory, and field settings. A longer workshop would provide time to create a framework and an action plan for personalized codes of conduct.