Thanksgiving Week Reflection

This Thanksgiving week I want to share some content from a newsletter that I subscribe to from the GlobalMinded organization.

Wishing you all a wonderful break!

Native American Community Colleges: Empowering Indigenous Communities

Join us as we celebrate the resilience, creativity, and enduring spirit of Native American and Alaska Native peoples. Together, let's work towards a future where Indigenous voices are heard, honored, and amplified.

Native American Community Colleges (NACCs) play a crucial role in preserving Indigenous cultures, providing higher education opportunities, and empowering Native American communities. These institutions offer a unique blend of academic programs and cultural experiences, fostering a sense of belonging and identity among their students.

NACCs serve as vital hubs for Native American communities, offering a range of educational programs, including:

• Associate degrees: In fields like business, education, health sciences, and more.
• Certificate programs: In technical and vocational skills.
• Transfer programs: To prepare students for further education at four-year institutions.

Beyond academics, NACCs often offer cultural programs and activities that strengthen students' connection to their heritage. These may include language classes, traditional arts and crafts workshops, and cultural celebrations.

NACCs Have a Profound Impact on Native American Communities

• Economic Development: By providing education and training, NACCs help to develop a skilled workforce and stimulate economic growth in Indigenous communities.
• Cultural Preservation: NACCs promote the preservation of Indigenous languages, traditions, and cultural practices.
• Social and Emotional Well-being: NACCs offer a supportive environment that fosters personal and academic growth.
• Community Building: NACCs serve as gathering places for Indigenous people, strengthening social connections and promoting community resilience.

Challenges Faced by NACCs

• Funding: Securing adequate funding is often a challenge, as NACCs rely on a combination of federal, state, and tribal funding sources.
• Infrastructure: Some NACCs may lack adequate facilities and resources, particularly in remote areas.
• Student Retention: Retaining students can be difficult, especially for those who face personal challenges or cultural barriers.

Despite these challenges, NACCs continue to adapt and innovate to meet the needs of their students and communities. By addressing these challenges and seizing opportunities, NACCs can continue to empower Native American students and contribute to the revitalization of Indigenous cultures.

Notable Native American Community Colleges

Here is a list of notable Native American community colleges across the United States, which serve the educational needs of Native American students and often focus on preserving cultural heritage:

Diné College

Location: Tsaile, Arizona

Established in 1968, Diné College is the first tribally controlled community college in the U.S. It serves the Navajo Nation and offers various degree programs.

Northwest Indian College (NWIC)

Location: Bellingham, Washington

NWIC is a tribal college that serves the Coast Salish people and offers associate and bachelor's degrees, emphasizing indigenous knowledge and tribal culture.

Oglala Lakota College

Location: Kyle, South Dakota

Located on the Pine Ridge Reservation, Oglala Lakota College provides education and community services while incorporating Lakota culture and language into its programs.

Sinclair Community College

Location: Dayton, Ohio

Although not exclusively a Native American college, Sinclair has programs tailored for Native American students and collaborates with local tribes.

A Dialogue on AI, Equity, and SUNY's Workforce

Hello all,

This week's wisdom focuses on AI and the tech workforce, prompted by a recent article from Forbes titled 71% Of AI Workforce Is Men, Just 29% Are Women — Here’s How To Fix This

The article draws on research from a new report titled Understanding Talent Scarcity: AI and Equity, from global recruiting and talent company Randstad.

"It’s widely known that men have dominated the tech sector job arena by about a 2-to-1 margin for years. Unfortunately, within the AI workforce, the digital divide between the genders has widened, as 71% of the AI-skilled workers are men and 29% women, representing a 42 percentage point spread in the gender gap."

Other experts in this area are cited in the article, including Julia McCoy, CEO & Chief AI Integrator of First Movers who "wrote in a text message exchange that this digital gender divide is not just serious — it’s critical. I’ve seen firsthand how AI is fundamentally reshaping every industry. When women represent only 15-34% of AI talent across experience levels, we're not just looking at a gender gap — we're looking at systematically excluding half our workforce from the future of work itself... For institutions, we need to stop treating AI as a ‘tech thing’ and start treating it as a ‘future of work thing.’ This means integrating AI training across all disciplines, not just computer science,” she wrote."

The article lists these four recommendations for specific initiative types:

• Workplace Initiatives: Companies must actively provide equal access to AI skilling programs for women. This includes mentorship programs, sponsorships and creating inclusive environments where women feel empowered to pursue advanced technical roles.
• Early Education: Schools need to encourage girls to engage with STEM subjects early on. Offering coding workshops, AI boot camps and exposure to female role models in tech can help spark interest.
• Policy Interventions: Governments should incentivize companies that promote gender diversity in tech roles through grants or tax breaks. In addition, they could fund public programs aimed at training women in AI skills.
• Cultural Shifts: Society needs to challenge stereotypes about tech being a male-dominated field. Media representation of women in STEM can play a huge role in reshaping perceptions.

So, as we think about the new SUNY investments in AI research, academic programs, and innovation, and as SUNY Fact2 delivers reports on AI in teaching and learning, how can we make sure that investment in the SUNY workforce is also a part of the effort? And how can we make sure that we are paying close attention to inclusion and gender equity in whatever workforce upskilling efforts SUNY will make?

I'd love to have you share your thoughts on this list, with your supervisors, and with your campus leaders!

All the best,
Holly

Don't Let Gaslighting Dim Your Spark

Hello all,

This week we have another WIT Community Guest Post from Dariann Zielinski (Department Support, Academic Computing) at SUNY New Paltz.

You might recognize their name from this spring when they managed our Women's History Month trivia contest.

The topic is gaslighting, and Dariann provides a great introduction to the term with specific scenarios that fit into the information technology workplace. If you think you are experiencing gaslighting and questioning your own abilities and perceptions, use your collegial networks to check into what might be really happening. We have to entertain the possibility that our own perceptions are in error, but we don't need to simply accept someone else's opinion about that! Take the time to assess where you actually need to upskill or make workplace improvements, or whether you need to instead get real with a colleague and get workplace leadership to take corrective actions on your behalf.

And if you have an idea for a community guest post...send me an email!

All the best,
Holly

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Recognizing Gaslighting in Tech: Beyond Personal Relationships

While many of us associate gaslighting with personal relationships, its presence in professional settings, particularly in tech, often goes unrecognized. As a woman in IT for over two decades, research has shown how this subtle form of workplace bullying can show up differently from more obvious toxic behaviors.

Consider these scenarios:

• A colleague tells you "you misunderstood" clearly stated technical requirements
• A manager implies "you're the only ones who complain" about documented issues
• A coworker rewrites the history of project decisions or takes credit for your solutions
• Team members dismiss your technical expertise despite years of experience

What makes workplace gaslighting particularly insidious in tech environments is its subtlety. While obvious bullying (like door slamming or yelling) is easy to spot, gaslighting can often disguise itself as professional interaction. In a male-dominated field like IT, where women are often socialized to be less assertive and more accommodating, this behavior can be particularly damaging.

Recent studies indicate that 58% of professionals have experienced workplace gaslighting. In tech, where power dynamics and gender imbalances are already significant, this behavior can undermine career growth and professional confidence.

Recognizing these patterns is crucial. Document interactions, trust your expertise, and remember: questioning your experience is often about power dynamics, not your capabilities. By naming these experiences and sharing them, we can take steps to foster a healthier, more inclusive work environment.

HubSpot Blog on Gaslighting at Work
KornFerry.com
American Sociological Association

Beyond the Ballot: Tips for a Healthy Post-Election Environment

Hello all,

This week has been a month long already! Between the time change and the national election, I'm running close to empty, and it's possible that some of you are as well.

That's why I was happy to see this article from the Harvard Business Review pop up in my email yesterday: How to Talk to Your Team the Day After the Election. Written by Rebecca Knight, it's a short read filled with good advice that works equally well for supervisors and colleagues.

From the article:

"The day and week (and weeks) following the U.S. election are going to be trying for all of us. While some of your colleagues may feel relieved or happy about the results, others might be feeling angry or anxious. What do you say, if anything, to your team about it? You might wish to avoid the topic, but recognizing the emotional atmosphere within your team and the broader mood of the country is important. In this article, three experts offer advice for what to actually say to your team after Election Day — even if the results are unknown."

Another great article The Day After: How to Survive the Post-Election Workplace comes from the website of Psychology Today and offers tips for all of us organized around these key points:

• "Not everyone is interested in the election. That’s OK.
• A lot of people are going to wake up disappointed on November 6. It might show at work.
• If you choose to come to work, connect with others on your shared beliefs, not your differences."

Of course, in SUNY we also have a responsibility to look out for any students we interact with, and keeping our own mental health balanced allows us to better support our students.

Wishing you all the best,
Holly