JEDI Leadership in Geosciences is focused on "making the invisible visible" so that together we can create a more just, equitable, diverse, and inclusive geosciences. With funding from the National Science Foundation, we help individuals and organizations:
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Identify the exclusionary practices and dynamics in their organization
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Develop strategies related to leading JEDI- related change efforts
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Develop and strengthen leadership skills through practice and coaching in a safe, interactive and feedback-rich learning environment
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​Expand their network of geoscience leaders committed to equitable change
The traditional forms of "diversity training” commonly found in universities and corporate America have been unsuccessful at changing behaviors and sometimes they make things worse. Developed through a series of NSF-funded projects, we
have evidence that our unique approach drives positive outcomes for participants.
Here is why it works:
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Innovative Virtual Reality (VR) Simulations
Allow participants to practice navigating crucial conversations and implementing best practices in scenarios based on real-life examples, narrated by actors trained in Theatre of the Oppressed techniques.
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Theatre of the Oppressed provides opportunities to practice real life scenarios, and to rehearse interventions, solutions, and strategies for change. It provides a non-judgemental space where learners are focused on exploring a variety of responses and possible outcomes. Created by Brazilian theatre artist, political activist, and Nobel Peace Prize nominee Augusto Boal (March 1931-May 2009), Theatre of the Oppressed (TO) is practiced all over the world. Theatre of the Oppressed–theatre for social change and a “rehearsal for the revolution” (Boal, 1979)--can help learners explore, humanize, and re-imagine difficult situations.
Social Network Analysis & Data Analytics
Using data to map out an organization’s social networks to
visualize where and how exclusion happens. Once a map is
created, we can design specific strategies to address the issues
Practice-Oriented Curriculum
Evidence-based best practices for advancing justice, equity, diversity & inclusion
Coaching & Feedback
From leading diversity, equity and inclusion scholars and
professionals
New Approaches, Improved Outcomes.
Understanding the power of social network analysis
A compelling idea such as creating a virtual reality simulation sounds great and all, but is there any empirical evidence that
it even works?
Our Findings:
Chen, et. al (2020). Mixed-Reality Simulations to Build Capacity for Advocating for Diversity, Equity, and Inclusion in the Geosciences published in the Journal of Diversity in Higher Education
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A description of the team’s specific empirical findings that have emerged from our project, thereby demonstrating its effectiveness.
Chen, J. A., Carboni, I., & Tutwiler, M. S. (2023). EDI skill-building tools: Preparing learners to effectively intervene in bias incidents. Scholarship of Teaching and Learning in Psychology.
A review of the tools that are available in university settings that specifically teach people the behaviors that are required to create a just, equitable, and inclusive work environment. We then share empirical results for another study we conducted that occurred within a business school context, confirming the effectiveness of our approach.
Who Should Participate
Our program develops the capacity of leaders in geoscience professional societies, educational organizations, and university geoscience departments to lead justice, equity, diversity, and inclusion (JEDI) change in their organizations. Each participating organization assembles a team of three to five individuals to participate in the program and drive change on behalf of their organization. Our first cohort will be comprised of organizations in and around Washington, D.C., Virginia, and Maryland.
