DEI Digest
September 2023
From the Desk of Noel Blackburn, Chief Diversity Officer
Noel Blackburn
Here’s a question I hear often: What’s the difference between DEI and DEIA, which seem to be used interchangeably? From our perspective here at Brookhaven National Lab, DEI is the office and DEIA refers to the effort. The ”A” stands for accessibility; the goal of the DEIA effort is to realize the vision for the Lab, where the culture here is inclusive of everyone and thereby maintains the relevance of the Lab for the future. We must leverage DEIA so that individuals can be their authentic selves, in a psychologically safe environment, that's respectful of all and understands the value that the individual brings to the table. Respect is what cuts across all boundaries, all demographics, all dimensions, and it's the central tenet to a successful DEIA effort.
And the DEI Office has made some significant progress on the DEIA effort thus far. Since 2022, we signed MOUs (Memoranda of Understanding) with eight Minority Serving Institutions (MSIs). A key aspect of these MOUs is they identify a champion at the home institution and at Brookhaven, so it’s a living document—not something that just sits on someone's desk. See the “MOU Success Spotlight” below, which shows the significant impact that champions working together can make.
Another accomplishment? The Quarterly Theme experiences are underway, helping all of us learn how we can individually change or enhance our behavior, with the goal of creating a more inclusive culture at the Lab.
The experience of three Texas Southern University students in residence with us for a summer internship showcases what an inclusive culture can do: These students, who attend an HBCU (Historically Black College or University) were treated as young collaborators on the Brookhaven team. That made a real impression on them—they felt welcomed and felt they belonged, and they were able to contribute to an important research initiative. This is the kind of culture shift that, over time, will create a reputation for Brookhaven not only as a place where innovative science happens, but as one that values diversity of thought and experience.
Thank you for your continued commitment to the DEIA effort. It is a pleasure for me to be on this journey with you.
Raise Your Voice!
Our efforts are a work in progress, evolving over time as we move the needle to change the culture at the Lab. We welcome feedback—positive or negative. If you feel comfortable, email us. If you want to remain anonymous, that’s okay too—send us mail at Mail Stop 400B.
Diverse Perspectives
Diverse Perspectives - Deborah Bauer
July 21, 2023
"Diverse Perspectives" is a video series sponsored by Brookhaven Lab's Diversity, Equity, and Inclusion Office in which staff share stories about themselves and their diversity, equity, inclusion, and accessibility experiences at work and in their lives.
MOU Success Spotlight: Texas Southern University
In October 2021 Brookhaven meteorologist Mike Jensen served as the scientific lead for a large-scale study known as TRACER (TRacking Aerosol Convection interactions ExpeRiment) to determine how the copious storm clouds in the region interacted with urban emissions and those of cleaner rural areas. Houston was the ideal coastal region to conduct the study, given that the climate there is subtropical, humid, and stormy. Jensen’s team included researchers from several Houston-area universities, including Texas Southern, one of Brookhaven’s eight MOU schools. The yearlong field campaign racked up more than 38 terabytes of data and this past summer, three TSU students, along with two faculty, visited Brookhaven. “I was able to expand my team with faculty and students bringing in different expertise who could help look at the volumes of data that we collected,” says Jensen, who is also the Brookhaven “champion” on the TSU MOU.
Workshop attendees pose for a photo outside the TSU gates. Photo by Andrew McCray.
Not only did TSU students actively participate in TRACER, but TSU served as this year’s host of the meeting of the Aerosol, Cloud, Precipitation, and Climate (ACPC) Initiative, an international working group where the ideas for TRACER were first spawned. The meeting was held from May 17-19 and invited researchers from institutions all over the world. Of note is that this ACPC meeting was preceded by a TRACER workshop on May 16th at TSU as well. “It was really important for the international community to see what Texas Southern University has to offer. Also, it was very important for TSU faculty and students interact with highly acclaimed scientists in atmospheric science from all over the world,” says Professor Mark Harvey, TSU “champion” and one of the faculty who visited Brookhaven this summer.
Because of the excitement around TRACER, TSU is working with Brookhaven scientists to develop a new curriculum in atmospheric science to be offered at the university next year.
It’s the perfect example of how MOU champions, meeting regularly to discuss issues and to brainstorm, are able to yield meaningful results in short order. “Once we realized through our meetings that scientists at TSU could contribute to what's going on there at Brookhaven in atmospheric science, a new research emphasis just opened up, as it were,” says Harvey. Adds Jensen, “It's a pretty good feeling to be helping to overcome some of the barriers for students of diverse backgrounds to get into our field of science.” A win-win that has certainly served to expand the circle of peers for all involved.
Work in Progress: DEIA Quarterly Theme Experiences
Brookhaven’s “DEI Quarterly Themes,” designed in partnership by the DEI Office and Human Resources Learning and Development, serve to help Lab employees develop and practice DEIA values and behaviors to ensure a respectful and inclusive work environment. Leveraging the learning opportunities made available with each theme can help employees achieve the DEI Goal they’ve included in their annual performance assessment.
Emotional Intelligence
When the first theme Emotional Intelligence (also known as Emotional Quotient, or “EQ”) launched in April, each ALD chose from a set of videos curated by the HR Learning and Development team. “We were originally going to have every leader kick off with the same video, but the feedback was that one size does not fit all,” explains Leadership Training Specialist Phyllis Cannella. “So instead, we provided a selection of videos where each leader could choose the one they believed would resonate most with their team.” After teams watched the selected video, there was a a leader-led conversation around the theme. Employees then continued the process on their own, choosing another opportunity for learning—a class, another video, additional reading, etc.
Inclusive Workplace
The second DEI Quarterly Theme, Cultivating an Inclusive Workplace, is now underway, through the end of September. Cannella says a new experience added this quarter is peer learning circles, an opportunity for people to come together after completing some of their training. “These peer circles will bring people together so they have another chance to have conversations around the theme. This way they can further deep dive into the topic while applying the skills they’ve learned on the job and discuss what they might have started to change, modify, or enhance about their own behaviors,” Cannella says.
If you didn’t get the chance to complete your EQ experience or start your Inclusive Workplace experience, not to worry! Access the learning resources on the DEI Quarterly Themes web site.
Brookhaven Science Associates
Brookhaven Science Associates manages and operates Brookhaven National Laboratory on behalf of the U.S. Department of Energy's Office of Science. BSA is a partnership between Battelle and The Research Foundation for the State University of New York on behalf of Stony Brook University. | More
