Education and Development

Join us for an introduction that delves into the integration of inclusive excellence in teaching, learning, and research at Tufts University. This introductory presentation is designed to be both aspirational and actionable, and inclusive of advancing diversity, equity, inclusion, justice, and access (DEIJA) work. We will explore the interconnectedness of institutional excellence and inclusive excellence, emphasizing the importance of creating a diverse and equitable environment for all members of our community. Through discussions and activities, we will explore how we can advance DEIJA efforts at Tufts.

It is critical to understand the complex nature of bias, which can be understood as the subconscious preferences or prejudices that influence our perceptions and actions toward individuals or groups. Bias can manifest in various forms, including implicit bias—which operates below our conscious awareness—and explicit bias, which is consciously held and expressed. Other types of bias, such as confirmation bias (the tendency to favor information that confirms existing beliefs) and affinity bias (the inclination to favor those who are like us), contribute to the ways we engage with colleagues and students in our diverse work environments. By recognizing and discussing these different types of bias, participants will gain a clearer understanding of their own perspectives and the often-unintentional ways these biases can shape interpersonal dynamics. In this session, we will also explore the intricate relationship between bias, stress, and the brain, particularly through the lens of dual-process theory. This theory describes how we process information using two systems: the fast, intuitive, and emotional system (System 1) and the slower, more deliberate, and rational system (System 2). Understanding this duality is crucial for recognizing how stress can exacerbate biased thinking and decision-making, often leading to snap judgments that can impact workplace culture. At Tufts University, where collaboration and inclusivity are paramount, addressing bias is essential to fostering a supportive and equitable environment. By examining how biases influence organizational culture, we aim to empower participants to cultivate a more inclusive atmosphere that values inclusive excellence and promotes mutual respect among all members of the community.

This session is designed to empower staff and faculty to recognize and address microaggressions within their professional environments. Participants will engage in reflective discussions to explore how subtle forms of bias manifest in their specific fields fostering a deeper understanding of the impacts these microaggressions can have on individuals and communities. Through an introduction to the history, research, frameworks, and tools to counter microaggressions. Participants will lay the groundwork for meaningful dialogue. Participants will also take an implicit bias test to raise self-awareness, encouraging honest reflection and discussion about personal biases and their effects in the workplace. Building on this foundational knowledge, the session will guide participants in identifying effective strategies, tools for navigating and responding to microaggressions. Case scenarios will be explored, allowing participants to share and develop practical approaches for addressing these incidents when they arise. Insights from the facilitator and guest speaker(s) will provide concrete examples of best practices, enriching the learning experience. To culminate the session, participants will reflect on how the insights gained connect back to their work and will create personal action plans aimed at advancing a culture of inclusion within Tufts. This session aims to equip participants with the tools and knowledge necessary to foster a more inclusive environment at Tufts University.

In this session, staff and faculty will learn about various skills, definitions, and frameworks associated with generous listening and dialogue. This training is interactive and will include a dialogue at the end of the session. Participants will leave with tools and strategies for engaging in dialogic practices wherever they are and will know where to engage in dialogic practices at Tufts. This training is part of a larger institutional strategy to create pathways for understanding and connection between community members. These trainings will be held completely person.