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Learning Breaks

Each semester, the college will host a series of discussions to create a forum for college graduate students, post-doctoral fellows, staff, and faculty to learn about one another’s scholarship, and to network with peers. The discussions will provide an opportunity for participants to informally share scholarship ideas, present scholarship outcomes/results, and work through relevant scholarship problems.

  1. Enhance understanding of scholarship agendas within the college
  2. Share and introduce established or emerging methodologies
  3. Discuss and problem-solve common scholarship challenges and obstacles
  4. Strengthen scholarship capacity within the college

Learning Breaks will include a 40-minute discussion led by a faculty member, followed by a 20-minute question and answer period. Some sessions may feature other formats, such as a panel discussion. Participants are expected to think critically and speak respectively.

Spring 2022: Engaged Research

During spring 2022, the theme of the Learning Breaks will be engaged scholarship. Four (4) sessions will take place throughout the semester. All sessions are scheduled from 1 p.m. to 2 p.m.

Overview of Engaged Research

Friday, February 4 | Zoom

Presenter: Javiette Samuel

Identifying Community Partners and Developing Relationships

Friday, March 4 | TBA

Faculty Panel

Overcoming Obstacles to Engaged Research Implementation

Friday, April | TBA

Faculty Panel

Translating Engaged Service to Engaged Research

Friday, May 6 | TBA

Faculty Panel

Participation Guidance

We are committed to creating an environment free from harmful behavior toward people based on their identity which includes race, gender identity and expression, sexuality, disability, physical appearance, body size, age, religion, class, national origin, political and social affiliations. Harmful behaviors may include:

  • Harassment
  • Coercion
  • Intimidation
  • Manipulation
  • Discrimination
  • Physical, verbal, or emotional abuse
  • Intuition suppressing (racial gaslighting)
  • Microaggressions
  • Use of offensive language

Respect: Treat others with dignity and humanize all people in the room. Remember, we don’t know what we don’t know, and we start where we start.

Positioning Ourselves as Learners: We are all learners here. By being here, you consent to learn in public.

Listening: Be active, engaged, and compassionate while listening, and practice taking space and sharing space.

Curiosity: Seek to understand, not persuade or convince. Be open to new insights, and be inspired to push and challenge. Leave room for complexity: every time you think you “get it,” there will be another layer. Ask meaningful questions if something is new to you.

Bravery: Expect honest conversation and sharing to be uncomfortable at times. Be patient, open, and understanding. Practice sitting with discomfort and building your capacity to tolerate discomfort.

“I” Statements and Advice-Giving: Avoid unnecessary advice-giving. If you’re about to type “you should,” pause and ask yourself if advice was asked for. Stick with “I” statements when you respond to others. Speak from your experience and your empathy and let others speak for themselves; trust this other person has a totally unique experience you know little about. Some “I” or “me” statements could be:

  • I am wondering…
  • I am noticing…
  • I am feeling…
  • I want to name…
  • That makes me think about…

  • First take a deep breath and collect your thoughts.
  • Say “ouch” when a harmful comment is made. Say “oops” followed by a genuine apology when you make a harmful comment. If you are given feedback, please say thank you.
  • If you don’t realize in the moment that harm was done, you can bring it up later.
  • Without making assumptions, state, “I feel…” uncomfortable because of what was said or done and have an open discussion
  • “Could you explain what you mean by…?”
  • “What you said made me uncomfortable and I want to make sure I understand where you’re coming from. What do you mean when you say…?”
  • “I would like to push back on what you said/did because I feel/see it differently”
  • If you need support, reach out to a trusted colleague.

Collective learning and dialogue on topics relevant to cultural competency and cultural humility may cause feelings of discomfort. Such feelings of discomfort could be signaling the recognition that something within yourself and your experiences may be coming into conflict or to the surface of what is being discussed. Building capacity of sitting with and tolerating discomfort allows us to remain in active conversation about racism and anti-racism. Here are some resources than could be helpful in building capacity for sitting with discomfort: