Developing an Inclusive K-12 Outreach Model

This paper outlines the longitudinal development of a K-12 outreachmodel, to promote Computer Science in Ireland. Over a three-yearperiod, it has been piloted to just under 9700 K-12 students fromalmost every county in Ireland. The model consists of a two-hourcamp that introduces students to a range of Computer Sciencetopics: addressing computing perceptions, introduction to codingand exploration of computational thinking. The model incorporateson-site school delivery and is available at no cost to any interestedschool across Ireland. The pilot study so far collected over 3400surveys (pre- and post-outreach delivery).Schools from all over Ireland self-selected to participate, includ-ing male only, female only and mixed schools. The no-cost natureof the model meant schools deemed disadvantaged , to privatefee-paying schools participated. Initial findings are very positive,including the balance of male and female participants, where in the2017-18 academic year it was 56:44 and in 2019-20 (to date), it is35:65 respectively. Once the model is validated and tweaked (basedon survey data), the model will be published (open access) for otherinstitutions to implement the model locally. In addition, the authorsintend to link schools (that the team have worked with over thethree years) with local institutions, thus developing a sustainableecosystem for the program to continue. This paper describes themodel structure and outlines early finding

Principles And Practices Fostering Inclusive Excellence: Lessons From The Howard Hughes Medical Institute’s Capstone Institutions

Best-practices pedagogy in science, technology, engineering, and mathematics (STEM) aims for inclusive excellence that fosters student persistence. This paper describes principles of inclusivity across 11 primarily undergraduate institutions designated as Capstone Awardees in Howard Hughes Medical Institute’s (HHMI) 2012 competition. The Capstones represent a range of institutional missions, student profiles, and geographical locations. Each successfully directed activities toward persistence of STEM students, especially those from traditionally underrepresented groups, through a set of common elements: mentoring programs to build community; research experiences to strengthen scientific skill/identity; attention to quantitative skills; and outreach/bridge programs to broaden the student pool. This paper grounds these program elements in learning theory, emphasizing their essential principles with examples of how they were implemented within institutional contexts. We also describe common assessment approaches that in many cases informed programming and created traction for stakeholder buy-in. The lessons learned from our shared experiences in pursuit of inclusive excellence, including the resources housed on our companion website, can inform others’ efforts to increase access to and persistence in STEM in higher education

SPEC Kit 356 Diversity and Inclusion

Today, diversity is defined beyond racial and ethnic groups and includes gender, sexual orientation, ability, language, religious belief, national origin, age, and ideas. The increase of published literature about cultural competencies, microaggressions, and assessment of diversity issues, as well as the inclusion of social justice movements in libraries, suggests diversity-related activities have increased and evolved over the last seven years. Over this time span, several libraries have obtained funding to support strategies to increase the number of minority librarians on their staff and support their advancement within the organization. There also appears to be an increase in the number of diversity or multicultural groups at the local, state, and national levels. However, these changes have not been consistently documented. Therefore, it is important to re-examine this topic to evaluate the impact of evolving endeavors, to see if more ARL libraries are involved, to see how diversity plans have changed over the years, and to document the current practices of research libraries. The main purpose of this survey was to identify diversity trends and changes in managing diversity issues in ARL libraries through exploring the components of diversity plans and initiatives since 2010, acknowledge library efforts since the 1990s, provide evidence of best practices and future trends, and identify current strategies that increase the number of minority librarians in research libraries and the types of programs that foster a diverse workplace and climate. The survey was conducted between May 1 and June 5, 2017. Sixty-eight of the 124 ARL member institutions responded to the survey for a 55% response rate. Interestingly, only 22 of the respondents to the 2010 SPEC survey participated in this survey, but this provides an opportunity to explore the diversity and inclusion efforts of a new set of institutions in addition to seeing what changes those 22 institutions have made since 2010. The SPEC Survey on Diversity and Inclusion was designed by Toni Anaya, Instruction Coordinator, and Charlene Maxey-Harris, Research and Instructional Services Chair, at the University of Nebraska-Lincoln. These results are based on responses from 68 of the 124 ARL member libraries (55%) by the deadline of June 12, 2017. The survey’s introductory text and questions are reproduced below, followed by the response data and selected comments from the respondents. The purpose of this survey is to explore the components of diversity plans created since 2010, identify current recruitment and retention strategies that aim to increase the number of minority librarians in research libraries, identify staff development programs that foster an inclusive workplace and climate, identify how diversity programs have changed, and gather information on how libraries assess these efforts

Reframing social exclusion from science communication: Moving away from 'barriers' towards a more complex perspective

Science communication is an increasingly important field of activity,research and policy. It should not be assumed however, that science communication practices provide equitable and empowering opportunities for everyone. Social exclusion, inclusion and equity are key challenges for practitioners, researchers, policy makers and funders involved with science communication. In this com-mentary I reflect on the limitations of the ‘barriers approach to understandingsocial inclusion and exclusion from science communication and argue instead that a more complex perspective is needed. I conclude that placing equity at theheart of science communication is crucial for developing more inclusive sciencecommunication practice

Corporate governance – Performance relationship in microfinance institutions (MFIs)

The relationship between governance and the performance of microfinance institutions (MFIs) is discussed in this paper. MFI performance encompasses both financial performance and outreach. Good governance in terms of strengthening stewardship, achievement of MFIs’ primary objectives and promoting further development of the industry have been asserted as key elements in the literature pertaining to MFI performance. Similarly, several cases concerning poor governance have been analysed. Good corporate governance has become more important due to the demand for transparency and accountability of funds utilised in microfinance activities. Further, MFIs need to have a solid governance framework to minimise the possibilities of management failures which may jeopardise the efficacious application of received funds from governments and donors. In prior studies, the nature of corporate governance practised by MFIs is less understood and no substantive work using multiple MFI outcomes over a number of years has been undertaken. The concerns raised in reviews of individual MFIs and normative discussions of what should constitute best practice do point to the need for better understanding of the nature of corporate governance practised by the MFIs and also, to understand the nature of the relationship that exists between institutional success and corporate governance especially for developing countries. This study therefore identifies and provides a framework for undertaking corporate governance research relating to MFIs

Responding to Hate: How National and Local Incidents Sparked Action at the UNLV University Libraries

Purpose: The purpose of this paper is to describe how an academic library at one of the most diverse universities in the country responded to the 2016 election through the newly formed Inclusion and Equity Committee and through student outreach. Design/methodology/approach: This paper details the context of the 2016 election and the role of social justice in librarianship. It offers ideas for how library diversity committees can address professional development, recruitment and retention efforts and cultural humility. It highlights student outreach efforts to support marginalized students, educate communities and promote student activism. Finally, it offers considerations and suggestions for librarians who want to engage in this work. Findings: This paper shows that incorporating social justice, diversity, equity and inclusion requires individuals taking action. If institutions want to focus on any of these issues, they need to formally include them in their mission, vision and values as well as in department goals and individual job descriptions. The University of Nevada, Las Vegas University Libraries fully supports this work, but most of the labor is done by a small number of people. Unsustainable practices can cause employee burnout and turnover resulting in less internal and external efforts to support diversity. Originality/value: Most of the previous literature focuses either on internal activities, such as professional development and committees, or on student-focused activities, such as outreach events, displays and instruction. This paper is one comprehensive review of both kinds of activities

Enriching Veterans' Lives: Through An Evidence Based Approach

This paper marks the launch of a new IVMF series focused on the critical topics of program evaluation, performance measurement, and evidence-based practice (EBP). The purpose of the series is to inform the broader community of veteran and military family serving organizations by highlighting examples of veteran and military serving organizations employing various methods of EBP, program evaluation, and assessment. By highlighting leading practices across the U.S., this series aims to promote learning and greater impact in service delivery across our nation's evolving and maturing community of veteran and military organizations.This case illustration highlights the evaluation efforts of the rising veteran and military serving organization Team, Red, White & Blue (Team RWB). Team RWB is a 501(c)(3) nonprofit organization founded in 2010 with the mission of enriching the lives of America's veterans by connecting them to their communities through physical and social activity. Despite its relative youth, in 2014, the George W. Bush Institute's (GWBI) Military Service Initiative and the IVMF both identified Team RWB as a leading organization in building a robust measurement and evaluation program. The paper highlights how Team RWB integrates theory and research to drive its programming as an evidence-based wellness intervention and, in turn, produce data to inform its own organizational practice.Key HighlightsTeam RWB is an organization that values, at all levels, trust and transparency with its partners, funders, and community. This culture -- embodied by the 'Eagle Ethos' of positivity, passion, people, community, camaraderie, and commitment -- exists throughout the organization from the senior executive down to the community level.Research and evaluation of RWB's programs is and will remain vital to communicating its impact and improving how it targets resources to improve and grow its programs. The Team RWB "Eagle Research Center" is building an evidence base by quantitatively measuring its outcomes and using data to improve its program delivery.More than 1,800 veterans surveyed in 2014 and 2,500 surveyed in 2015 self-reported increases in creating authentic relationships with others, increasing their sense of purpose, and improving their health, by participating in Team RWB. Veterans also noted that participating in Team RWB had indirect benefits in their family relationships and work. Improvements on these dimensions contribute to an enriched life, with more program engagement leading to more enrichment.Team RWB achieves these results through local, consistent, and inclusive programs. The chapter and Community programs provide opportunities for physical, social, and service activities. The Leadership Development Program is comprised of national athletic and leadership camps, and a newly launched tiered leader development program

Faith-Based Institutions and High-Risk Youth

Many of the highest-risk youth in poor communities are not reached by traditional youth programs, but are served by churches and other faith-based institutions that are both well-established and seriously concerned about the welfare of these vulnerable youth and their families. This report, the first in a series from P/PV's National Faith-Based Initiative for High-Risk Youth, provides an initial overview of strategies employed by faith-based institutions in 11 cities, including lessons learned about the distinct contributions of faith-based institutions to the work of civil society, and the challenges of building partnerships between faith-based groups and other institutions -- law enforcement and juvenile justice agencies, foundations and philanthropy, local government and community organizations