Hi you guys my name is Brittany and welcome back to my YouTube channel. You guys in today's video I am going to be talking about my homeschooling goals and my homeschool vision for the 2021 2022 school year. So if you guys are interested in hearing about my goals and my vision for this upcoming school year then go ahead and stay tuned for today's video. So if any of you guys are new here again to my channel I have a nine three and a one year old and here on my channel I typically do make motherhood and lifestyle content however I decided to add in some homeschooling content into my channel because homeschooling has become a bigger part of my life and I do want to share it and add that content to my channel. So if any of you guys are returning or new subscribers I hope you are enjoying this content that I'm adding on to my YouTube channel. So you guys honestly I really have to just chat with you and just start off from the beginning and how our homeschooling journey began and I know our homeschooling journey and how it began is not unique and it's not unusual especially because of the circumstances of last year. A lot of you guys and I know me of course was thrust into this homeschooling journey and honestly I just went into this blindly. I really didn't know what to expect and what what come of it or come from it. I just knew that homeschooling was my only option last year when it came to schooling my daughter. So last year two weeks before Brielle was about to start virtual learning I decided to pull the plug and sign the declaration of intent to pull Brielle out of the public school system.  I really didn't know where to start. I really didn't know where to begin but you guys I went ahead and did it. I did it with my hands shaking. I was so nervous but honestly I knew in my heart that I was making the best decision for me and for my family. So you guys I started off our upcoming or our last year homeschooling with a little bit of curriculum and I just went I just went on the ground. I just started running. I really didn't have a vision or a plan for our school year. I feel like I was literally taking it week by week month by month and I was just praying and hoping that I wasn't going to ruin my daughter's education. I was just praying that we would just stay apart. I was just praying that I can get us through to the next year and then honestly my goal at that point was just to put Brielle back into public school and I was like okay we survived and just closed that chapter in my life. I did not realize that once I opened up that book to homeschooling that I was going to love it and that it was really going to bring about a peace and a joy in my home and it really was going to change not only my life but my whole family's life. So I am so happy to be continuing with this homeschooling journey. However this year you guys I did want to go ahead and set out some intentional goals and a vision for our upcoming school year. Now last year I did write down a few goals and I'm going to go ahead and share them with you guys because I feel like I can't move on to the next level unless I look back and see where I started. So in 2020 I went ahead and I wrote a few goals into my phone and the first goal that I wrote was to focus and learn more about the Bible and God. I wrote that I wanted Brielle to excel in our areas of academics. I wanted us to focus on having fun and I also wanted to learn Brielle's learning style. So you guys I really set out some simple homeschooling goals just because again that season of my life I was just in survival mode. So I wanted to keep things a lot simple and a lot easy for you know me and for our household. I really didn't want to add to the chaos that was already there. So honestly when I look back at my phone and I look back at these goals that I wrote I really do feel like we have met we met all of these goals. However this year I want to elevate it and I want to take us to another level in our homeschooling journey. So this homeschooling year I picked out three words that I want to focus on as my homeschooling vision for throughout the home homeschooling year and my daughter Brielle I asked her to pick two words and she picked out two words that she wants our homeschooling vision to be and I feel like all together these five words really blend well together and I really hope that I can bring about this vision alive. So my three words that I wrote was inspiring, engaging, and present and Brielle's two words was interactive and fun. So I really think we have a good vision going so we want it we want our homeschooling year to be inspiring, engaging. I want to be more present as a homeschooling mom because I feel like last year in the midst of us doing our homeschool I was always stopping to research to look up things. I really feel like I wasn't present in the moment and this upcoming school year I want to put aside all distractions. I'm actually going to leave my phone upstairs because I don't want to get distracted by any phone calls or anything when we are having our homeschooling session. I just want to be able to focus on what we are focusing on especially during those times that I block out for us to do school. Another thing is I do want to focus on us having more fun and going outside more. I feel like again last year I was in survival mode and it was a really tough season for me and honestly we really didn't get a chance to get out as much as I wanted to to go out just on simple walks and things like that I was really working around a breastfeeding and a nursing schedule with Alana and also I was working around her nap schedule. So a lot of things that we were doing was really catered to Alana's schedule but now Alana is she's one years old and she is up and she's a part of the whole family and I really feel like in the mornings we can go ahead and carve out that extra time for us to be able to go outside and just really explore in nature. You know I really feel like because of the pandemic I really have taken it literally and in some points because my kids they were really in the house a lot and honestly that is a big thing I do want to change. Another thing that I do want to change this upcoming school year and which is a big goal of mine is really like I said before to have fun and to really be intentional and to slow down. I feel like I was just following the curriculum like if I didn't follow this guide something was going to go wrong you know this train was not going to keep on moving and I really took the curriculum too hard. I really was a slave to my curriculum and I think this is not the first time that I said it before but this upcoming year I really want to simplify things and I don't want to be a slave to my curriculum. I want to feel the confidence and knowing that when Brielle has mastered concept or she has gotten it that we can just continue to move on and I really want to be able to follow that gut instincts to be able to slow down when we need to slow down and when my daughter is ready to learn the next concept just to kind of like go along with the flow. Now something else and another goal that I do have for this upcoming school year is that I definitely want to go ahead and continue some of the things that I did do that did work out for us and something that really worked out for me and a goal that we had was just to only do one subject at a time so when it came to our regular schedule which was our math and our language arts and our reading and writing we did those things every day but when it came to science and history I blocked those off so I would spend only one quarter doing just science the next quarter doing history and it really just allowed me that freedom and flexibility to know that hey this is all the things that I set for us to do and when I was able to check those things off of the list I felt less overwhelmed so my goal like I said before is just to take it day by day and really to keep things a lot simple. So another goal that I had was I want us to do more arts and crafts. We really didn't get a chance to do a lot of arts and crafts last year until we took our break for Christmas and that was when we really had a lot of fun. I mean by the end of Thanksgiving Brielle she finished her whole semester's work of math and language arts and she really was ahead so I really felt like that was a good time for us to stop and pause and I did not know by putting down the curriculum all of the other things that we were going to get into. Brielle started baking and we started cooking together and we started doing more arts and crafts and things like that so when we did that through the month of December it really just made me want to be more intentional and adding in that art into our regular homeschool flow and our regular homeschool life. Another thing too is that Brielle is really into cooking and I want to continue to allow Brielle to go into kitchen and help us cook. My goal for Brielle for this upcoming school year is for her to be able to go in the kitchen and really start to cook and be confident in serving us as our family especially simple things like eggs and she already knows how like bake the muffins like the packaged muffin mix. She knows how to do things like that and I really want to continue to flourish that I guess her cooking and things like that because she definitely has an interest in being in the kitchen. And another thing I do want to do more is I want to read more in our home this year as you guys know I am going to be taking more of a literature based learning when it comes to our history and honestly I really hope that by me doing this is going to allow us to be able to get through a lot of subjects just by simply reading again I feel like I am not like over this hurdle of this toddler and baby the life. I mean I'm still going to have a one and a three year old in the mix of our homeschool and I really feel like being able to just read through our subjects and doing a literature based learning is really going to be able to help me tackle a lot of these things.  I feel like I didn't start enjoying our homeschooling year last year until it was almost over when I was able to look back at all the things Brielle did and I was looking back at all of her work and when I was following everything away was really when I started to say oh my gosh we did have fun I can't believe we did this oh that was a fun documentary we watched on sea turtles it was just so crazy how I didn't really start to enjoy it until the end of that second semester and this year I just want to kick back and I just want to enjoy it I want to enjoy each season each little hurdle that we have done and I really want to just celebrate each little milestone that we have made. Now my daughter Brielle she actually is a goal maker too and she wrote some goals down and I have them in my phone and I don't want to forget and I'm going to go ahead and share some of the goals that she has for herself which is she wants to do more type in. Brielle also says she wants to find more ways to do creative writing. Now creative writing was definitely a big part of our homeschooling year last year I mean honestly I gave Brielle a plain composition book at the beginning of the year it was really just something for her to do to write down her thoughts and I really didn't know just what I was giving my daughter just by giving her a pen to paper. You guys she created so many stories and she just created so many beautiful pictures in her journal and she really found a love for creative writing and this year she definitely wants to continue on with it and hopefully I am able to continue to feed that curiosity especially when it comes to Brielle's creative writing. Another thing Brielle says she wants to do more of is field trips I definitely want to do more field trips I'm going to try my best I know for the most part we're probably going to have to do most of our field trips on the weekend because honestly I'm not that confident in taking all three of my kids out really really far places. I live in the outskirts of Atlanta and most of the things and the fun things to do is in the city so I don't feel comfortable just going out with three all three of my kids by myself just yet when I get a little bit older I definitely know I will have the confidence but as of now our field trips we will schedule them on the weekend so my husband or my mom or my sister can come along with us so that's definitely something we are going to do more of. Brielle also said she wanted to do more hands-on learning now we didn't do as much hands-on learning last year we started doing a lot more towards the end of our semester and she definitely enjoyed it and I think she wants to continue that and I think that's something I definitely can do. Another thing that Brielle asked and I was really surprised was she asked to do nature study I mean I never even told her about nature studies but she asked me specifically she wants to go outside she wants to do more things in nature she wants to learn about more things in nature and I really think what sparked that interest honestly was when we started our body unit from the good and the beautiful she actually enjoyed learning about plants and that just really sparked that interest and she said like I said she wants to do a nature study and hopefully I will be able to help her do that I know nature studies can be really really complicated and it can be really really simple and I think by keeping a nature or our nature study really simple I think that's probably going to be able to allow me to be successful in that area so yeah. So you guys I really hope you enjoyed hearing about my homeschooling vision and my homeschooling goals I really hope you guys enjoyed today's video and I hope you guys set time aside for you to go ahead and plan out your homeschool vision and your homeschooling goals you guys I know a lot of you are nervous just like me about this upcoming homeschool year but we can do it we're all going to have good homeschooling years this doesn't mean that we're not going to have bad days or rainy days but I'm really hoping that everybody will have a great upcoming school year that everyone will be inspired and it will be a awesome engaging interactive fun school year so as always you guys please don't forget to comment like and subscribe and I hope to see everyone in my next video bye


It's Sunday morning. I forgot to close the vlog probably because it didn't go the way Saturday didn't exactly go the way I thought it was going to. I thought that we were gonna get all of Bob's cabinets and then unpack them and then first thing this morning get started on the installation. It didn't turn out that way. In the meantime I'm also working on a bunch of business rebranding stuff and yeah holy cow. So I started off the morning really good because I was able to figure out how to edit available product on Teespring. Yesterday I spent a lot of time eliminating other websites that have my artwork and merch available. It's only now available either through my Etsy shop or Teespring. So but I spent most of the day yesterday deleting stuff and then I couldn't figure out Teespring. I think I just didn't have enough brain power for it but anyway I did finally figure it out. You will probably see me in some videos and vlogs wearing a few different face masks with my artwork on them. I do have a few that are thin knit masks that are I think from Redbubble which aren't available with my artwork on them anymore but you can get them with other people's artwork. They're just a flat mask. I think they're probably good for like if you're outside and you're you know hiking and exercising and you need to breathe really well and you need sort of minimal protection. They don't cover super well. It's one of the reasons that I'm not going to be selling them. That being said Teespring has a much better mask that's actually very similar to the ones that I make and I just now ordered my samples. So hopefully they'll be in in a week or two and I'll let you know when they come in. I'll show them to you. We're meeting up with the kids later. I just I'm getting it. I'm supposed to bring salad. I need to get rid of a carload full of donations. I'm going to go try to do it today and get the salad while I'm out. Bob is downstairs unpacking the garage cabinets that did come as y'all know if you watched the last vlog we're missing a key piece as of right now because they delivered everything except the corner cabinet which isn't coming until tomorrow. We were supposed to be doing the install today which we had to reschedule because isn't that fun. Yeah so anyway I crossed off a couple more things on my business rebranding to-do list. I didn't add anything new to the list which is kind of shocking. I've got my list ready for the week and I'm just looking at it. Yeah I need to edit the vlog and stuff which I might do today but I have plenty of time tomorrow and I need to write up some class notes for a zombie making class yes. So yeah I think that's it for the minute. I'm going to go see about loading the car with donations and getting them out of Bob's way in the garage because that's where they're at and yeah I think that's it for the moment. It's actually a very nice day out it's like in the mid 70s it's not too hot a little bit of a breeze it's really good and I just found out my coffee order came a day early so yay it's a good Sunday all the way around how about you all right I'll be back. So we may not have got all the cabinet parts i.e. we're missing a key corner piece but we did unpack what we do have and look how pretty that looks isn't that nice. Now we are missing also besides the corner piece we're missing some of the feet down here for one of the big cabinets which is behind me. Thankfully this cabinet is going up against a wall and we will be able to just do that ourselves but Bob is going to call them tomorrow hope maybe they can overnight some feet it's actually not going in this corner that cabinet it's going in another part of the garage so but yeah it doesn't it look nice and then there's going to be cabinets overhead and slat wall in between and it's going to be pretty. My car is full of cardboard and styrofoam so I guess I'm making a run to the disposal company tomorrow but yeah it's all right anyway that's it for the moment. Hey guys good morning it is Monday morning August 24th 8 56 a.m. I am headed out to um pride disposal um to unload that whoops that you can't see the styrofoam but there's um equal amount of styrofoam in the back of my car to cardboard um anyway I need to get that out of my car today so it's my first thing this morning then we need to edit next week's vlog um I need to work on a video project for October that I'm sort of collaborating with my deacon on and get that done so that we can sort of get things released at the same time along with some Etsy store listings and other other it's a big project so anyway I'm working on that today also editing YouTube video descriptions I'm going to try the bulk editor and I think I figured out a way to use the bulk editor to my advantage and edit all the video descriptions in a way that I want maybe we'll try it anyway I'm going to do all that after I get rid of all this stuff we had a someone digging in our trash last night well early this morning 3 10 a.m caught on security camera I'm assuming they were looking while I'm not assuming they were looking for recyclables to get money back on obviously because I looked in my recycle can and all the plastic bottles and cans and things that were in there are all gone um they didn't take the glass which is interesting but I guess you don't get money as much money back for that so I don't have necessarily problem with that I I love to watch dumpster divers on YouTube my some of my favorite channels um although I don't know that I would ever do it because I have a germaphobe the issue but um it's fascinating um plus I know people need money and as long as they're not like trying to break into my car or something or leaving a mess behind them um I'm not going to bother to say anything although I don't think it's strictly legal in Oregon it could be wrong but I don't think so anyway that's it for the minute I'm going to go get my stuff dropped off and I'll be right back okay that's all done I'd pay a five dollar fee to dispose of the giant blocks of styrofoam um which is fine so that's all done um I can head home now I kind of want a third cup of coffee today it's becoming a bad corona habit it is still Monday we're out for a walk I have a mask if I need it I've mentioned a couple of times that we are finally working on the rebranding and simplifying of the art business to hopefully make it more productive and more profitable that's the end goal anyway so over the next few days and weeks you will see changes some things will go away some I'm trying to step in mudclods um some things will go away some things will change hopefully for the better it worked all day today on video description edits again to the point where my hand's kind of hurt um and towards the end I got it done it's not the prettiest thing on the planet some of the on some of the descriptions it's a little bit there's some gaps in the way the text is but 1600 videos I do not have I did it once and sat and went through every single video I'm not doing it again so I did the best that I could um and we're working on some new logos and new artwork business artwork so yeah now we're gonna go get some fresh air it's a beautiful evening out it's in the low 80s there's a beautiful breeze nice fresh air actually 74 oh 74 see there you go so wow it's a lot a lot cooler than it's been so we're gonna go get our walking in and when it gets people you'll put this on and it's all good I'll be back look I missed him there's a he went off that way I guess it's a good thing they're not friendlier because it'd probably be mean it's just about 10 minutes to 10 a.m on Tuesday August 25th don't get excited I'm in front of the computer because I'm setting up for where we there we go live broadcast this morning we're gonna work on some more slow stitching and um have some chatting oh I've got my iPad crap I've got to go downstairs I really have had all my coffee not that you'd know that but anyway I'll see you on the live broadcast I'll be back guys it's another beautiful evening it's a little warmer today it's about 79 degrees according to my weather app but we are headed out for another walk I'm just happy it's not like 90 like it was uh I spent the day working on stuff for 2021 I got one whole project completed for the whole year next year so that is done I'm not saying any more about it except that it's for the Facebook group of life of art and self-expression that's all I'll tell you but it's all done it's being currently reviewed by the current admins and hopefully they're looking for any issues problems typos you know because it's me um but now my hands are sore again because I spent the whole day on the computer again we made a little hedgehog pin cushion today on the live broadcast I'll put a picture here and he's real cute and now we're gonna go for a walk because Bob promised me if I go walking that I get to have gelato so you know I'm all about the gelato all right I'll be back yes I have my mask in case it gets people-y there's no people around right now all right I'll be back follow me on social media probably wonder about the cat it's just a neighborhood cat and there's usually actually two of them they're just not bothered by dogs or people or anybody they're cute they're real pretty cats it is Wednesday 12 18 p.m I almost said December August 20 something seventh I literally just looked this up like two minutes ago hold on 26th um anyway I see more stuff in my desk it needs to go away anyway um I have not vlogged until today until just now um I have no excuse I haven't really been super busy I've just been having a chill morning where I really haven't gotten anything done uh I think we all need one of those now then I did do the dishes but you know I wrapped up an edgy order tried to figure out something on the computer that with google documents that I just it's beyond me I can't figure it out and I'm gonna have to do it a different way the admins and I'll have to do it a different way um which is fine we'll have to go old school I'm okay with that right now there we go I have that pile on my desk for a video project which I can't speak about yet but I need to start filming it today um and it's going to coincide with an etsy order an etsy order an etsy store new listing release so I need to get the video filmed and get everything scheduled and and yeah stuff so I spent the afternoon getting a new project done and ready and edited and the multiple things for that set and ready to go I'm gonna go for a walk now get some steps in get some walking in clear the energy out um I can't lose my lose it app up I was like 20 days behind just like currently that's not gonna help me get healthier on the midst of all that I got a call from my doctor about sending an appointment to go see her something about a six months checkup uh never done that before don't know why she wants to do that so I'm not scheduling it until I hear a call back because the hell's up with that anyway I'll keep you posted I'm gonna listen to some music and go get some steps and I'll be back hey guys it's 12 0 5 p.m. just after lunch Thursday the 27th uh the cleaning lady is here and working and I am just up here in the office fiddling around um catching up on my lose it health app and at least catching up on taking my blood pressure which I found out I can log and lose it I found that out this morning yay I'm also going to be putting my steps in there trying to keep a better record I've lost eight pounds since january I'm not sure how I did that with like covid stressy you know but yay for me um anyway there's lots of probably projects I should be doing but none I have to be doing so you know I'm gonna have some lunch and um finish laundry and go for a walk later and that sort of thing what are those days where I'm just not getting enough done it's not just me right anyway so yeah that's a thing I don't know I'm just having a black day I think I'm gonna sit and read a book I'm just gonna go with the flow I didn't do today once the cleaning lady and gardener and everybody left was I took some of my succulents out of the window and replaced them with some of the herbs that were on the kitchen counter and the green onions which weren't doing very well all of a sudden I'm guessing maybe they weren't getting enough sunlight so I took some of the succulents out of the pots that were up here and put the herbs there I don't know if they'll come back or not we are headed to the market so I may just pick up some new ones this was sage but it's like looks just about dead I don't know if it's going to come back rosemary the basil is doing just fine I clipped but clipped it that's the only reason it looks like that I don't know I might give them a couple of days and see what happens and I put the succulents that were in the window over here so I don't know we'll see move the plants around it's all right morning it's 906 a.m on Friday August 28th I'm pretty sure I am just getting started I'm in kind of a late start this morning the flaws are definitely starting to set in probably due to the worldwide situation but also things like being worried about the kids road tripping it down to California to visit family and do things that have to be done down there being worried about my mother-in-law she's kind of freaking out about the whole thing unexpected doctor visit wanting to see me or talk to me like for a six month checkup regarding my medication which is weird I've never had to do before just a lot of things it's just kind of you know it builds and builds and builds and builds and then you just kind of yeah so anyway my car is absolutely filthy covered in tree sap and god knows what else just a thing right anyway we're going to the kid's house for dinner tonight we don't we're not having it at our house which is great but I still need to go out and pick up a few groceries and check the PO box so that would be why I'm in the car and we're going to go get that done I'm not going to get too much because I think we're going to go bargain grocery shopping this weekend which means like going to like the grocery outlet and winco but there are a few things they don't ever have that we like so I'm going to go get those things at Fred Meyer and then if we have time to do the bargain grocery shopping tomorrow then we will do that otherwise I'll put that off a little bit but we don't need too much it's just the two of us so anyway I think we're finally installing Bob's cabinets this weekend and screwed them to the wall the last part that was missing is supposed to be in today so cross your fingers people all right that's it for the minute I'll be back so that's all done there wasn't anything in the PO box I don't get tons of happy mail or anything so that didn't surprise me I don't solicit happy mail that being said if you want to send me some my address is in the video description anyway I got all the grocery shopping done also and of course there's a few things that we would like but don't absolutely have to have some things that we like that are from the discount grocery stores like winco so we may go there like I said this weekend I don't know if we don't get there this weekend I'll go early next week and nothing that we're not going to start have I said yet that I've been having computer problems I think I have anyway what started out as a couple of computer glitches and then later I was trying to clean up the time machine backup files and it went south from there it went south yeah it went south from there I'm sure it's operator error I don't know what I did or how I did it but the short story is we were restoring the computer and putting the new operating uh new copy of the operating system on because everything was completely eft up so that's a thing so the last two days if I haven't really kind of been with it I said yesterday it's just been blah computer issues just really rub me the wrong way anyway we are headed out because we are meeting the kids for dinner and we need to go to the store first and pick up dessert because we were asked at the last minute to bring dessert so yeah that's a thing along with appetizers along with appetizers so we're gonna go do that neighbors are getting their house painted that looks nice yeah so um anyway we're gonna go do that and I will check in with you probably tomorrow I'll be there Saturday morning August 29th it is 10 50 a.m. I am slowly making progress on fixing my computer we've got the system restored now we're repairing the external hard drive which may be the problem for not being able to delete the files I was trying to delete that caused the problem at first place and blah blah blah blah blah the short story is once we get this fixed I'm probably upgrading to Mojave because like this is ridiculous and the Apple technical support people are fairly certain it's an operating system issue so no guarantee upgrading will solve the problem of me having all these little tiny bugs but it should so yeah in the meantime it's just a very slow process and you have to just let things run and do what they may so we're letting the computer do its first step in the process right now and it's gonna take probably as much as an hour and we're gonna go out and run some errands and then I'll try to have it do with the next step and then go do something else and yeah so it's a thing anyway we're gonna go on a drive and we will pick up a few things that we still need and we need to um well we're on a hunt for Pepsi sugar because that's a thing but I already told you all that so yeah we're gonna go do the all those things and be safe while we're doing it of course and we'll be back I mentioned yet that my computer issues are not completely resolved yeah so the short story is I upgraded the operating system on my computer and I went from El Capitan straight to Catalina which is the current operating system um I have spoken to two different Apple tech support people today and someone is going to call me back at 530 to see if this worked or not it's just yeah I don't know it's a thing so anyway oh joy I'll be back other things I wanted to do with my Saturday instead of this but I you know they're not getting done I'm not even sure what I'm going to be able to edit this vlog at this rate I need a computer um yeah so that's a thing we did go to a new Fred Meyer um that we hadn't been to before in Wilsonville I think I don't think we've been to that one before um we had a lot of rewards points from Fred Meyer from buying groceries there we were we got a whole dollar off on our gas a whole dollar we paid a dollar forty seven nine for gasoline so basically a dollar forty eight a gallon it filled up my Subaru it was almost on empty and it only cost I think just under twenty one dollars I can't remember the last time I only spent that much on a full tank of gas so it hasn't been a horrible day I just switched my computer was like working anyway Bob's downstairs getting um his garage parts ready for tomorrow because tomorrow is the install of that um and let's hope that goes better than this all right I'll be back hey guys good evening it's Saturday evening what time is it nine thirty nine I am waiting for the computer to finish emptying the trash it does look cross your fingers at this moment that upgrading the operating system was um what was needed that there was evidently a bug in my system somewhere um I did do um the deletes in a couple of different batches and that seems to have worked I was able to do that I was able to manipulate it a bit so I wasn't able to do that before um while I was waiting I updated a couple of the apps so I'm not going to do too much of that um because I'm going to let it do the deleting first I am hoping it does the deleting before I want to go to bed and then it's done because I would love to turn the computer off and just leave it off maybe all day tomorrow and just revisit the computer on Monday and edit this vlog on Monday and all of that stuff I did make sure iMovie the iMovie app was updated and the Logitech webcam app was updated because I'm going to need those pretty quickly so um unless there's any bugs we should still be live on Tuesday but watch my YouTube channel and my Facebook art groups for a notification on that one way or the other and yeah so far so good crush your fingers anyway um I hope you've had a good week it's you know getting weirder and weirder by the minute but I mean it's a pandemic what are you gonna do I know I'm just you know it is what it is right so we're just trying to make it work and we're trying to keep making art and keep being creative and you know just to try to approach everything with calmness and kindness as much as we can because there's enough anger and frustration going around for you know a couple of different planet earths we don't need to add to the mix in my opinion no matter what your opinion about the situation is anyway if you'd like to support the free content here on YouTube or over in the Facebook art groups there are lots of different ways to do that check out the video description if you click on the link tree list of links down in the video description this is link tree slash and my name um you're gonna find every place that I am on the internet you're gonna find my Etsy shop there um my patreon um YouTube you can join YouTube membership there is a support the free content link um my um Facebook art groups are there my instagram is all that stuff so check it out check out the video description it always has relevant stuff down there um don't forget to um you know right now something I've done a few times in the last few days see thank you the apple tech support people I'm gonna give them a little plug right here I am I'm a mac person I have all mac products apple technical support has been great this week trying to help me figure out what was going on walking me through the steps of fixing it or trying to fix it even sometimes when it didn't work they were fabulous all at no charge they've been great so we need to remember to say thank you I say I've said thank you a few times this week to them I thanked the staff at Walmart when I was there recently because they have been great through the pandemic with keeping things clean and sterile and six feet and that at least mine so say thank you to people I don't think people right now especially you know tech support people and essential workers and frontline workers and they're not hearing that enough I think they need to hear that more anyway it's my little lecture for the day so support where you can not just my content but other creatives content I know they would appreciate it they usually all have a way check out their video description if you can't figure it out ask and don't forget to stay safe stay healthy stay creative and go out and have a great day do something nice for yourself because you deserve it just remember to say thank you all right that's it we'll see you next week bye guys


In the last class, we were discussing about the characteristic future of atmosphere and its related weather and climate. In this class today, we like to discuss some of the important weather elements because these are born from the atmosphere. Let us discuss something on our rainfall. Why I say our rainfall? Without water there is no life. So rainfall is very very important. You know already what is hydrological cycle. Water gets operated from the ocean surface, all water bodies. It also gets transferred through plant system, goes as a evapotranspiration and stays in the atmosphere as water vapour. Normally, they live in the atmosphere up to 10 days for a single water vapour molecule. They stay for 10 days, then gets condensed and falls as precipitation. So one among the precipitation is your rainfall. So one among the precipitation is your rainfall. Other than that you have drizzle, you have snow, you have sleet and you have hail also. These are all some forms of precipitation. In temperate countries you get snow. In tropical situation you get rainfall because of the lapse rate that is being operated at the lower part of the atmosphere. Without rainfall there is no life in the earth. That is already understood. Normally rainfall is being reported for the past 24 hours. For example, today in the rainfall is being recorded by 8.30 am. It is said to be 20mm means in the past 24 hours there was rainfall up to this quantity. This is very very important. Next we move to some theories. I say rainfall. You must understand some basic aspects of rainfall. Rainfall is from both warm clouds as well as your cold clouds. Accordingly it is being defined by two authors. One is rainfall from cold clouds. This theory is proposed by Bergeron. He is from Norway. He has proposed Bergeron ice crystal theory for cold clouds. And another one is collision theory proposed by Brown from Australia. This is for warm clouds. Let me say a symbol about your Bergeron ice crystal theory. There is a cloud. The temperature goes below 0 degree centigrade. All water gets freeze into ice crystals except certain portion. We call it as super cooled water. It stays as super cooled water not as ice crystals. If you examine the saturation vapor pressure between these two ice crystal and this super cooled water. The pressure is more with super cooled water as compared to your ice crystals. What happens? There is a sublimation process, physical process. Sudden change from keeping one stage. The vapor goes as a ice crystal and falls over the existing ice crystals. And because of the weight and the gravitational force it comes as your rainfall. This is for cold clouds. In respect of the warm clouds the process is coelance and collision proposed by Brown of Australia. Where in the temperature does not go below 7 degree centigrade. That is some warmness is there. Here small cloud droplets gets collided and becoming a biggest particle of the cloud. Because of the thickness of the clouds and the presence of abundant moisture in the clouds. There is always vertical agitation. The bottom goes to the top. The top comes to both. It is like a machinery process. By that the rain cloud droplets becomes very bigger and falls as rainfall. At a later stage with your gravitational force as well as your weight. These are all some theories proposed you must understand. Now I am coming to the process. Theory is something different from the process. What are those process? For every season the rain occurs through different process. For example during summer there is convective process. Because of the solar radiation the land gets heated. The air above the land also gets heated. It loses the density and it gets ascent goes to the atmosphere. And through air diabetic cooling process you get rainfall. Another process is orographic rainfall process. This occurs during monsoon season especially during south-east of monsoon season of India. Wherein the trade winds they travels over ocean take enough moisture. And these warm and moist water air they hits on mountain. As a result the air goes up and through air diabetic cooling you get rainfall. There is a warm frontal rainfall also. This occurs during cold weather period. Therein already there is cold air mass exist. Warm air mass comes from somewhere and sits over the cold air mass. And grows like that over addition by addition and you get rainfall. In the case of the cold frontal rainfall what happens is. Already the warm air sits over the cold air mass. Because of natural phenomenon the cold air mass shifts away. Leaving the warm air mass in the agitation mode. In addition the cold air mass pushes the warm air upper side. And through air diabetic cooling you get rainfall. And another one is rain with cycloning. This is very very common during north-east monsoon season of India. There is a dense extensive air mass in the atmosphere. Which has converging effect energy converging. This moves up towards the atmosphere. And through air diabetic cooling again you get rainfall. Cyclone process something different. You get suddenly depression in the your atmospheric pressure. Suppose there is 980 millibar of a portion here. Suddenly there is a drop in the atmospheric pressure 978, 975. Then you get this process of rainfall. This is very very important. So these are all process and it varies with season. Somebody says that is there any rule that same rainfall process occurs throughout the year. It is not so. It gets varied with season. Then coming to the annual rainfall of important countries. This is very very important to understand the spatial and temporal dimension of the rainfall. This is very important. I can say because of the geographical position of a particular area that I say latitude and longitude. The climate or weather also gets changed. Now you see in the case of your Turkey, Asia and the minimum rainfall 360 millimetre. And the maximum could be seen in the South America or the bottom most layer. It is around 3000 millimetre. Where is 360, where is 3000 millimetre. Similarly if you take our India as a case in Jaisalmer. The annual rainfall is 100 millimetre only. Annual rainfall is 100 millimetre only. So how to express? So rainfall gets varied. The process also gets varied. The theories also get varied. The spatial and temporal dimension also gets varied. Now some facts I want to say about rainfall. What would be the size of the rainfall? The droplet size must be more than 0.5 millimetre. People must understand how to call a day as a rainy day or a dry day. If the rainfall is more than 2.5 millimetre then we call it as rainfall day. Otherwise the rainfall is lesser than 2.5 millimetre means it gets evaporated as a evaporation. Because daily a minimum of 3 millimetre is being goes as a evaporation. So lesser than rainfall 2.5 millimetre does not make a day as a rainfall day. Then coming to the intensity of the rainfall this is also very very important. Here you can see light rain. There are two sub types. Very light rain and one moderate and three heavy rather heavy heavy and very heavy. This is again based on what is the scale. Is it per hour or per day? I can say that you can call it as per day or per day. When rain starts and completes by one hour in a particular day then it can say it is a one hour scale. Or in a day it goes on drizzling drizzling drizzling then it calls a per day. So the rainfall is more than 12.5 centimetre that is 125 millimetre then we call it as a very heavy rainfall. Heavy means the classification is here 6.5 to 12.5 centimetre rather heavy. Then moderate this is always moderation is very very important moderate rainfall. Here I like to say one thing. In the case of European countries the rainfall is 2 mm per day. If you come to country like India the rainfall is 20 mm per day. This is due to some variations. In the temperate conditions the rainfall process is mainly due to cold frontal rain or warm frontal rain. But in respect of our Indian condition you have cyclonic storm, you have orographic rain. That is why the rainfall quantity gets varied. Then why rainfall is very important to crops, not only to crops but also to all human cattle and everything, every life. We call in agriculture crop protection effective rainfall. This is nothing but the amount of moisture or the amount of rainfall that gets infiltrated into the soil profile and stored as soil moisture. This soil moisture is going to used by the crop as a upper transpiration for its growth and multiplication and also giving yield. So effective rainfall is very very important. We say that 60% of the rainfall received to be the effective rainfall in the case of not considering the anti-sildant soil moisture. Suppose today's rainfall is 100 mm the effective rainfall is 60 mm. In the case of the dry land agriculture the entire crop protection depends upon your rainfall. If you take for example India 44% of total annual protection comes from the dry land agriculture. Thus indicating the importance of rainfall for dry land agriculture whether it may be in India or Australia or any other country. The other important aspect of rainfall is irrigated agriculture. Whenever rain falls on a land the water goes inside the soil profile as infiltration and it reaches a deeper layer and getting stored as ground water. That ground water is being used for your irrigated agriculture. So irrigated agriculture is very very important because the risk reduction is very very important as compared to the dry land agriculture. Then crop water requirement, this is very very important. You have your food requirement per day. Colour is 2200, 2500, colour is per day your requirement like that. Plant also, crop also requires water for its growth. That is being discussed in the next slide. Now you can see you have taken the rice crop, its evapotranspiration. The water loss from the soil goes as 1200 to 1400 mm either as evaporation or like your transpiration through the plant process. So we have given different example for this crop, temerate crop is given, tropical crops are given. You kindly see all those things. So here one interesting point is whenever the evapotranspiration is more the yield also would be more. For example you see rice, the evapotranspiration goes up to 1400 mm and the yield is 5 tonnes per hectare. If you come to pulses on the right side its ET is 250 to 300 mm the yield also 200 to 300 kg per hectare. So in the absence of the ET the yield also will be getting reduced indicating that rainfall is mostly required for crop production if you want to sustain or increase the your grain yield from the crops. Now let me say what are the instruments let us use to measure the rainfall. Internationally the rain is to be measured by 3 GMT for India plus 5.30 hours it becomes 8.30 am in the morning. So for having an international comparison we have to record rainfall by 3 GMT in all the countries. There is one honorary rain gauge, it is has to be managed by the manually and one is self recording rain gauge. It is being operated by through a battery or your like a clock then dipping bucket this is automatic systems or equipments being fitted with your automatic weather station. So these are the some things that I like to discuss on the rainfall for today's class. Thank you very much.


In person, we are excited to have you and to host Dr. Cortina today, I'll just remind you that we are in our 41st year of the ethics lecture series, and this year's series is on gender equity, and we're really excited to have a number of amazing speakers, including Dr. Cortina. We will have three speakers in December. This week obviously is live and also on zoom. Next week also will be live here in P 117 with Dr. Julie Silver from Harvard and then the last one in December the Wednesday after that on December 14 will be Dr. Dr. Melissa Gilliam, who was a former University of Chicago faculty and OB Guiney and is now at Ohio State so be looking forward to hearing from her. But let me go ahead and introduce. And I should just say that we will be monitoring the chat for questions and I will be asking those questions of Dr. Cortina live at the end. If you have anything on zoom please ask it in the chat and then of course in the room, you can ask in person. But let me introduce Dr. Cortina so Dr. Cortina is the University of diversity and social transformation professor of psychology, women and gender studies and management organizations at the University of Michigan. She is an organizational psychologist and investigates workplace experiences of harassment and in civility to date Dr. Cortina has published over 100 scientific works on these topics. This research has won awards but its impact stretches beyond the walls of the Academy. For instance, Cortina is regularly called to serve as an expert witness, translating findings from social science to inform policy and legal decision processes. She recently joined colleagues and co authoring a landmark report on sexual harassment for the National Academy of Sciences, engineering and medicine, and I know she'll be sharing from from that today. So welcome Dr. Cortina. Thanks so much for that nice introduction. It's a pleasure to be with you here today and share some of my work on sexual harassment and organizations. I've been studying this topic for 25 years. More specifically so that we can advance our understanding of as sexual harassment and figure out how to remove it as a barrier to gender equity in organizations. So what I'm going to do with my talk today is basically share some key findings from that body of science as summarized in this 2018 report released by the published by the National Academies. As, as Julie mentioned, just briefly to give you an idea of what to expect. I will talk about some of the key findings from that report. It started with some very basic questions.  How are people harmed by this behavior and what should we do about it. And then I'll spend a bit of time talking about some new developments that have come out of that big report, including new legislation and a big multi institutional collaboration, which you Chicago is part of. And then there should be plenty of time at the end for Q&A. All right. Let me start by stating the obvious. Sexual harassment is not a new problem. It's not a new area of study for scientific inquiry. Psychologists and sociologists have been studying sexual harassment since the early 1980s. But that research has largely escaped the notice of folks in science, technology, engineering, medical fields. But the National Academies came in and they changed that. So, in case you're not familiar, the National Academies of Sciences, Engineering and Medicine is a private nonprofit organization. That's a mouthful of a name. So people often call it the National Academies or NASM. And NASM is not part of the federal government, but it was founded by the federal government in 1863, I believe, to advise the nation on matters having to do with science, technology, engineering, medicine. And the National Academies releases various kinds of products. A big one being their consensus study reports. And these are reports written by committees of experts that reflect the consensus on the state of knowledge about a particular topic. And they've released reports on a whole host of different topics. This is just a small sampling. And in 2016, they commissioned a report, a consensus study report on the sexual harassment of women. So I served on the consensus study panel that that wrote this report. And our charge was specifically to review the research record on the sexual harassment of women, specifically in science, engineering and medical careers, and also identify best practices for the prevention of sexual harassment. And let me note that the research that we covered in this report actually cuts across a lot of different fields and departments and industries. It's actually not limited to STEM or academic medicine or even higher education. Since the research record is broader than those fields. It's a 300 page report so I can't really do it justice today. I will just give you a glimpse into the kind of things that it covers.  How common is this conduct in our organizations today. So, we used Jennifer Bedal's definition she's a social psychologist at UBC and defined sexual harassment as conduct that derogates, demeans or humiliates people based on their sex or gender. And that's a big umbrella definition. The field recognizes several different sub types of sexual harassment. Some of those sub types involve sexual come ons if you will.  Can I admit this person. No, someone else is doing it. Okay, cool. Thanks.  Right. It's often the first thing that comes to people's minds when they hear the term sexual harassment, but it's actually the rarest form that this behavior takes a little bit more common is unwanted sexual attention, which is exactly what it is.  So these are behaviors that fall into the come on category. There's another whole set of behaviors that are more like put downs.  Instead, it's more about pushing people away, or even pushing them out of the institution. So sometimes gender harassment is purely sexist, you know, saying women can't cut it in surgery, or men don't belong in nursing. Other times gender harassment is more crude and lewd. For example, here in comments that, you know, women are dumb sluts taking jobs away from better qualified men. If you hear if you hear remarks like, like that, like that in the workplace, you know, in the setting, it can be pretty shocking. You know, imagine how shocking it would be to hear that coming from one of your coworkers from a supervisor from a student. So gender harassment is not about sex. It's not about sexual conquest. Instead, it's about contempt. But the all of these different behaviors are all forms of sexual harassment. In other words, sex based harassment and organizations, and they're all deeply problematic. So just to give you an idea of how common these different behaviors are, I pulled a few findings from just a couple of organizations that I've studied. We see very similar patterns across different types of organizations of the sub types of sexual harassment gender for gender harassment is always the most common form that we see across industries across institutions. Again, just to illustrate these are data from a large public university in the Midwest, not the University of Michigan, but it's a place a lot like Michigan. And this graph shows you the percent of female and females faculty and staff who have encountered some kind of sexually harassing conduct in the past two years on the job. And a few things to notice about this. So 37% of the women said they had not seen any kind of harassment in the last two years. And these are answering questions not questions like have you been sexually harassed, or have you been gender harassed. It's asking, have you encountered specific behaviors. You know how often has someone touched you in a way that made you feel uncomfortable would be unwanted sexual attention. So 37 says a long list of behaviors, 37% said no, haven't seen any of that. Okay, that's the big slice of the pie the big white slice in the left. But that means that 63% of the women had been sexually harassed in some way. Okay, that's more than six out of every 10 female faculty and staff at this large university. So 37% of the time gender harassment was involved in some way. So every slice of the pie in some shade of blue includes gender harassment. Again, these are data from a single institution, but every institution I've ever studied has had similar kinds of trends.  Alright, so the National Academy's commissioned an interview study during the development of our report where they conducted interviews with women faculty and science engineering and medicine to better understand experiences of sexual harassment in those spaces. And this quote illustrates examples of gender harassment.   It's more at the intellectual level. They try to mentally play those mind games so that you won't be able to perform. Okay, so most of what she's talking about here is a put down, not a come on. Okay, so these are experiences of higher ed from the perspective of faculty and staff. What about the perspective of students here are findings from another large public university system this one in the Southwest. And it's based on surveys of students. And in this study, again, you see that gender harassment is the most common form that sexual harassment takes, especially students in medicine. Okay, let me again I'll walk you through what to what to notice here. So for this analysis. That's okay. Are you able to meet them. So for this analysis we broke down findings, depending on the students field of study. So you have data for students pursuing degrees in the sciences, engineering, medicine, and then fields outside of stem several things notice here. So there are differences across fields and experiences of unwanted sexual attention. Those are the small sort of greenish turquoise bars I don't know if you could see the colors that well in this room, but it ranges from 3% 4% 2% to 2% to 4% of women students have encountered some kind of unwanted sexual coercion. And this is specifically asking about behavior from faculty or staff. Okay faculty or staff perpetrated behaviors. 1% and it's no difference across fields.  Okay 1% across fields no differences. Now let me be clear, two to 4% is a rate that is two to 4% too high. 1% is a rate that is 1% too high. Okay, no students have to put up with any of this kind of abuse in return for the right to receive an education. Another thing that is striking here are the very high rates of gender harassment, particularly sexist gender harassment which is in the navy blue bar. And particularly in medicine. So medical students report significantly more gender harassment than students in other fields. So what is that about. This is always a question that people ask I would love to hear perspectives from people in the room or people on the zoom about how to make sense of this. Returning to the findings from the interview study medical training settings like residencies were described as breeding grounds for abuse. Medical students came to expect hostile brewing conditions and training. And again the interviews were with people who had knowledge having been harassed in some way. So it might have been a glimpse into the more harassing kind of medical training settings, but the survey was just a survey of students broadly across that institution the Southwest. So the students in med school came to see sort of sexual harassment as just part of this continuum of awfulness that they'd have to put up with at that point in their career. So a few quotes from the interviews. One wrote or one reported the thing about residency training is everyone is having human rights violations so it's just like tolerable sexual harassment. And then this woman said I reported to my program director the chief resident, and then the site director, who told me that maybe if I stopped whining so much, I would have more friends. And we blew off the report. So this last example is an example of a department or a site a training site that didn't take sexual harassment seriously, didn't take the reports of harassment seriously, and that kind of non response and minimization of sexual harassment reports are shown, according to research that that really kind of contributes to the ongoing nature of sexual harassment that there are these systems built to not only prevent it but also respond and put an end to it when it begins and when those systems don't respond appropriately, then it continues. All right, so again these are probably some of the most hostile medical training such as settings in the country, not every setting is like this. But these are some examples of places where things have gone awry. All right, let's see. Why isn't it advancing. There we go. All right, so another thing that's clear from the research record is that sexual harassment is a complex phenomenon. It intersects with racism, homophobia, transphobia and other discriminatory mindsets. What that means is that lesbian and bisexual women, women of color and trans women end up getting harassed at significantly higher rates than their straight white cisgender counterparts. So the harms are even more concentrated on women from marginalized groups. So one question that often comes up is when we're talking about the report is what about men. So the National Academy's report the charge was to focus on the experiences of women. So it didn't take up this particular question but there is research literature that speaks to it. When men be sexually harassed. Yes they can but it doesn't fit what most people are, many people are often picturing. More often than not, the harasser is another man, engaging in what we refer to as not man enough harassment. So it's one man belittling or or berating a male colleague or male subordinate. And engaging in what's seen as sort of stereotypically feminine activity, helping out around the house of taking time off of work to look after a child, expressing vulnerability or so called weak emotions, being too sensitive, too small, too gay, or in some other way, not living up to the ideals of traditional heterosexual masculinity. So yes men do get sexually harassed, but it doesn't fit what what a common stereotype is about that.   So these are the behaviors that break through to public view that make it into the news that are widely recognized as impermissible sexual harassment. So these are the behaviors that tend to make it into our trainings policies procedures so forth in higher education and in the private sector for that matter. But the research record is clear, more often than not sexual harassment is a put down, not a come on. So the bulk of the iceberg reflects examples of gender harassment. So behaviors that demean that derogate that humiliate people that put them down based on their sex or gender and gender harassment is submerged in the image because many people don't realize that gender harassment is a form of sexual harassment in the sense of being sex based harassment. And it definitely is. Alright, so what do we make of these behaviors. A lot of what we're talking about are put downs a lot of what we're talking about are verbal insults, sometimes visual gestures that sort of thing. So our people are really harmed by these behaviors. So a lot of research has looked at this question from different perspectives and found that sexual harassment does take a toll on work and well being. Sexual harassment goes up in a particular setting. We generally find that people working or trying to learn in that setting are less satisfied with it less committed to it. They experience more conflict and less cohesion within their teams if they're sexual harassment in the team. So there's stress and burnout and symptoms of anxiety and depression, substance abuse, and then if the sexual harassment continues day in day out, then you start to see physical symptoms of chronic stress. And these kinds of outcomes emerge even when the harassment solely consists of gender harassment. So, when the sexual harassment entails nothing but sexist insult, even without any kind of unwanted sexual pursuit, it takes a toll on the people who are targeted with it. So a meta analysis came out a few years ago that really drives this point home very compellingly. So this was an analysis that combined data from 88 studies based on surveys of over 70,000 women. And the big conclusion of this analysis is that gender harassment has a similar impact if not a greater impact on outcomes compared to unwanted sexual attention and sexual coercion. So this is a graph of a few of the effect sizes from the paper, and it kind of illustrates the differences in the relationships across the subtypes of harassment. Just to walk you through a few things to notice here. So the light blue bars show you the magnitude of the correlations between sexual coercion and these different outcomes related to self reported physical health and satisfaction with different aspects of the job.  Effects for gender harassment are in yellow, and they're significantly larger. Okay, so for example, look at job satisfactions. That's the outcome at the very bottom. The effect size for gender harassment is nearly twice the effect size for sexual coercion. So that's a finding that surprises a lot of people. It flies in the face of popular wisdom. So how do we make sense of findings like that. So the authors do a nice job in their paper explaining this, and they write that sexual coercion and unwanted sexual attention are traumatic for the people involved and more likely to result in court cases and public reporting. However, in many work settings, these intense experiences are low frequency events. Okay, they don't happen that often. The more frequent, less intense and often unchallenged gender harassment appears at least as detrimental for women's well being should not be considered a lesser form of sexism. And another thing to point out here is that one need not be directly targeted with sexual harassment to feel its negative effects. So one metaphor that sometimes used as the idea of secondhand smoke, you know that it's a it's something that that anyone else sharing the same environment can experience harms from being in that environment. So the harms of sexual harassment spreads to spread to witnesses, work groups, teams, entire departments, even, and people leave because of it. Okay, so when women are sexually harassed, they leave their co workers leave, even the men leave. They don't want to stick around and watch their valued colleague be demeaned and disparaged, and they don't want to become the next target themselves. So all faculty, staff and students, female and otherwise suffer from spending time and environments that are degrading or humiliating or misogynistic. So, given all the horrible findings. The big question is always, what do we do about this problem. What do we do about sexual harassment and what could be do be doing better and how can we prevent it. So the National Academy's report goes into this question in great detail. What works, what doesn't, and what should we be doing differently, specifically in science, engineering and academic medicine, but more broadly in higher ed.  My answer to that question is always an emphatic no the mentoring, including one on one mentoring one on one training happens in these kinds of one on one meetings in a lot of fields. And it's important to advancement in those fields. It's, it's absolutely vital in some industries so in some organizations and industries you do not get ahead without that kind of individualized attention. So the private meetings are actually important meetings in a lot of ways, and a lot of context. So this question is sort of, you know, behind it is, is a myth. It's the idea that, you know, you better not meet alone you better keep the door open because she might accuse you of something you didn't do. Whether people are saying it this is kind of this lingering idea that's out there.  Yeah, there's no basis for this myth there's no the research has looked into different that's in different ways and there's really no basis for it. What we do find is that formal accusations of any kind of sexual victimization are are rare and false accusations are even rarer. Men are more likely to be sexually harassed by other men than they are to be falsely accused by a woman.  That's fine. That's his prerogative. But in that case he can't meet privately with men students, he can't mentor men students, he can't admit men to his lab. Okay, otherwise he'd be breaking the law. So it's a blatant violation of sex discrimination law to offer training and opportunities to members of one sex and not the other. We don't generally recommend that we address one form of sex discrimination like sexual harassment with another form. So my answer to this is always know. So what about reporting systems, should we build bigger and better reporting systems, should we improve the training so that everyone knows how to use them and everyone knows where to go to make a report, and then sit back and wait for victims to file in with their complaints. So this is what institutions have been trying for decades. And this is what hasn't really worked. Okay. We have seen especially in the last 20 years, a lot of organizations really beef up their their reporting mechanisms. We haven't seen this massive influx or this this big reduction I should say in harassment. So, just to illustrate again here are two findings from finding two different studies and two different contexts and time periods. So on the left you see data from 1996. These are data from employees who've been sexually harassed at a large public university. And among those is your only the harass people, and among them only 4% filed a formal complaint about it. So relatively low rate of reporting. In the last 20 years, the date on the right are 2016. These are graduate employees of a large organization, and among those who've been sexually harassed, a little over 6% filed a formal complaint about it. Okay, so reporting is extremely rare and that's true in general of different kinds of wrongdoing and grievances and crimes, people generally don't necessarily want to engage with formal reporting mechanisms. A lot of people, a lot of reasons people don't want to report sexual harassment, particularly when it's a colleague, a co worker, a boss. They're, they're worried about retaliation, not being believed in action, shame, blame, damage to their career or their future income prospects. Fortunately, the research shows that these fears are real are well founded. So reporting mechanisms are absolutely necessary, they do do important things for our institutions.  We need to do a lot more than put in place formal reporting. If you look at the research record actually you find you don't see a lot of evidence that the interventions that are now common throughout higher ed have had much impact in terms of actually reducing sexually harassing conduct. So, one of the big points that the National Academies report makes is that we need to think outside the box if we want to move the needle on this. So we need to think about policies and trainings and interventions that look like that that move beyond formal reporting as as the end all be all solution, and that look beyond only looking only focusing on sexually aggressive acts of abuse. So many intervention systems and response systems are really focusing on the most sexually aggressive acts of harassment and abuse. Those acts simply don't happen without a firm foundation of disrespect. So we need to overhaul the institutional cultures that allow that disrespect to thrive and think about how to how to cultivate a culture of respect. And then the big question is how exactly do you do that how do you cultivate this climate of respect. So there's another whole research literature on workplace and civility workplace bullying workplace undermining different terms for different kinds of hostile behaviors that don't have to do with sex or gender. Literature has a lot of ideas for how to improve respect and civility in the workplace which also applies for educational settings, just to give you a just a few examples of the kinds of recommendations that come out of that literature. We should be making respect a part of hiring criteria, performance evaluation criteria, promotion and tenure criteria, and really taking respectful or inclusive behavior seriously for the, the, the, you know, hiring evaluation promotion of people at all levels of our institutions. We can also scrutinize everyday practices. So is is our department a place where people routinely yell at staff or students. Is it common for women to be interrupted in meetings, or does the department have a star culture where some people are above the rules because they're just so brilliant, or so famous, or they bring in so many grant dollars. So it might be time to rethink some of those norms. We can also take around, take a look at the built environment of the institution. So who's celebrated in photographs in statues and portraits, and who is missing. So universities and academic medical centers are covered with walls of white men and I didn't know I'd be in this room to give this talk but here's an example right here. This is very, very common I've never visited an academic medical center that doesn't have walls like this. This image in the slide is my own department of psychology University of Michigan and that's our dude wall. So, some folks think the walls don't really matter, but I would argue that they send a powerful message about who belongs, who's valued, and who is not. So the walls might be a good place to start if we want to start making our departments and our settings or classrooms so on, more respectful and more inclusive. Alright, so this is a 300 page report that I just distilled down to a short sweet 35 minutes. There's a lot more in the report. I, if you're interested in more detail, you can download the whole report for free from the website you can order a hard copy. So what we read in module and chapters are written as a standalone modules. So if you really only interested in the legal framework surround sexual harassment you can read that chapter if you really want to know more about intervention ideas read chapter six, so on and so forth it's very accessible. So, to date the reports estimated to have reached about 30 million people on social media. So, a million people through news reports. It's changed the conversation around sexual harassment. So people are now understanding sexual harassment as not just a women's issue or just a gender issue, but rather as a science issue, a medicine issue, a training issue. A problem that really derails work and education in these fields and drives people out of the fields. So the reports also prompted sweeping change and changes in policies and practices throughout higher education, and it's made its way into five proposed pieces of legislation, one of which was recently signed into law. So how many of you have heard of the chips act. Certainly some people have chips act is all of the news about two months ago. The full name is the chips and science act of 2022. And it's mostly known for its superconductor investments. Right so if you read that news you would, you would, you would be seeing news about it. But the science piece includes a section on sexual harassment in science, or rather prevention and response to sexual harassment in the broader scientific workforce. So that section of the bill started out as the combating sexual harassment in science act, which was introduced in the house by Eddie Bernice Johnson and introduced in the Senate by then Senator Kamala Harris. That was folded into the chips act, which Joe Biden signed into law two months ago. So the new law sites the National Academy's report extensively and implements various recommendations from the report. For example, it directs the NSF to fund sexual harassment research. If anyone's interested in doing work on these topics. I think different federal agencies will be offering more funding to for new studies and new interventions. The act also directs the NSF and the NAS to create new standards of conduct. There's research dollars away from known harassers. So principal investigators found to have committed committed egregious sexual harassment were never at risk of losing their federal funding, until the chips act, and the act to allocates 32.5 million dollars to fund this new work. And that's in some respects kind of small potatoes, the larger act authorizes some 174 billion dollars. But this funding is drawing more attention to sexual harassment. It's making it more likely that people are going to take it seriously. It's enabling more research and action, including action in fields. Like I said at the outset of my talk that we're formally not really paying much attention to sexual harassment.  So an action collaborative is simply a coalition of the willing. It's people who come together to work on a system wide problem and develop innovative solutions. So this action collaborative was formed and it's supported by the National Academies. And today it includes 55 institutions, including University of Chicago. And each institution makes a commitment of time and money and effort to develop new approaches to addressing sexual harassment, implement and test new programs, policies and practices every year, and share information publicly about these efforts. And then so they share with the National Academies and then the National Academies shares it with the world. So the resources are shared through several different mechanisms. One are there's a meeting, a summit that happens every fall, every fall convened by the National Academies where it's different member institutions presenting about what they're trying and what's working on their campus. Videos and materials are then made available to the public after the meeting. So there's an annual report that summarizes the accomplishments of that particular year, and it highlights work that's been shared by the member institutions. There is a rubric, which basically lists topic areas aligned with the 2018 report, and it's basically a tool that organizations can use to track kind of where they're doing work or where they might want to start doing work. And one thing that I love is an online repository of work. So this is descriptions from the member institutions of actions that are especially novel and significant and innovative that they're taking on, and there's lots of examples of descriptions of practices in this repository. So this is a publicly available archive. You don't need to subscribe. You don't need to be a member of the action collaborative. Anyone can go to the website and access it. It describes significant policies, procedures, programs, so on and so forth. And the descriptions are categorized into 25 ish areas. There's just a few of them right here. So you can search on whatever topic that you are trying to develop programming and no civility or respect. For example, or leadership education, and then it pulls up all the descriptions from member institutions that fall into that bucket. And just to give you a few examples I'm not going to read through all these, but these are the kinds of work that are described in this digital online repository. So descriptions from different institutions that are doing new things in terms of reference checks to identify people who have been found to have committed harassment at their former institution, and are trying to move institutions, historically personnel policies and records and whatnot are private in the institution that we're applying to can't access them. So these are novel policies that make it legally possible to do this kind of sharing of records across institutions. These are toolkits for leaders, different programs around anonymous reporting programs and that are setting up ombuds offices to give people avenues to confidential advice, non mandatory sort of reporting resources. So different institutions dressing addressing gender harassing behavior, reducing power differentials increasing transparency, so on and so forth, using climate surveys, a lot of campuses are putting in place or conducting some kind of survey to gauge what's going on and figure out how to do it. And these are different institutions talking about the nuts and bolts of how they're doing that. I'm happy to share the slide, the slides afterwards all of these links are live you can click on them and go see what's in the repository, but you can just go to the National Academy's website and you'll find the action collaborative repository pretty easily. If you're interested. The collaborative work is divided into these, these working groups these topic areas that the that the National Academy staff supports organized around prevention response evaluation and remediation. And they work on gathering and summarizing the relevant research, identifying promising practices and so forth. So I've read out some papers in the last few years, which again, these are available to anybody who's interested in downloading them. The first paper again all about climate surveys and how to construct the best climate surveys using the latest greatest science of survey methods to assess sexual harassment prevalence. I've read out some papers on these reference to checking policies that I was mentioning, you know, accessing personal personnel records to stop passing the harasser. A paper on sexual harassment policies and processes through a procedural justice lens and you so using that kind of framework to make them. To make their experiences more fair from the people from the stakeholders in that space, and then a paper on sanctions and early interventions for faculty sexual harassment. Again, these papers are all available for download the action collaborative is all about sharing out resources to to create change in the larger higher education space, including not just universities but also national labs for example, including national centers. Alright, one final set of questions that I want to leave you all with and then I'm happy to take your questions.  But that's literally only taking aim at the tip of the iceberg. The focus that is absolutely necessary, but not sufficient. So what are we doing here. Remember that more often than not sexual harassment is a put down, not a come on. So what are we doing to address the slides and indignities that combine to relegate women to the margins of organizational life. To form our institutional cultures to be more respectful, more inclusive to treat all people with dignity, no matter their sex, race, gender, sexuality, or other social identity. So if we can begin to answer questions like those, then we might need that we might start really moving the needle in the end reducing sexual harassment. Alright, with that, I will take a pause and I'll be happy to take your questions. Question and then happy to take questions from the room. Also, you can type it in the chat and I can read them out. I was really struck by that one of the earlier graphs where, like a third of people said they were had gender harassment but a third of people said they had no harassment. And I, my experience as a leader is that I used to answer no I've never been harass when I took a climate survey or culture survey. And the more I've learned about sexual harassment with lectures like these are like oh actually in my training in, you know, early years, I probably did experience harassment but I always answered. Because I was not sexually coerced at any time. And I wonder, I just wonder if you could just comment on that how, what's the understanding of the perception of how many people actually answer no but maybe have experienced it but don't understand exactly what they're being asked. Yeah, that's a great question. So I'll say a little bit more about how we how we measure it in studies like that. So it's mandatory like I said it's a long list of behaviors, and none of them use the term sexual harassment. So it'll have questions like how often in the past two years or the past year.  Someone made obscene remark about women, or you saw a vulgar gesture. Some of the items I think, you know, they cover so much territory that I just think how could you not have encountered all of that or not all that some of that at one point. And the terms and that instrument include like sexist comments. And I think not everyone considers, but I might consider sexist someone else might not. So more recent iterations that measure we've removed language like that that might be less clear. So that's, that's one thought but another thought is that. So we ask all these, these questions and typically the answer is like yes I've experienced this once or twice, sometimes, you know, it's usually not every day, but you know, occasionally. And then at the very end, there's just one broad question have you been sexually harassed. It was originally like a criterion item, and people will say yes, yes, yes. Oh no I've never been sexually harassed. And it looks to your point that a lot of people experienced these and they're, they're so normalized in some settings that they don't even experience it as a problem. So research that's looked at, you know, whether you label the behavior so have calling it sexual harassment, we think of that as a labeling kind of item. It's a difference of, you know, personal professional satisfaction well being and so forth. And does that differ between people who are harassed and they label it harassment, or they're harassing they don't attach the label. And there's actually no difference. So, regardless of how we think about our experiences they seem to have certain impact. Um, so when is Dr. Wooster in nephrology is this an example of the 80 2080 rule, where a small number of people are responsible for the majority of all harassment episodes, and did the same people harass men and women. That's an interesting question so a lot of studies. We have not gotten there there's been less perpetrator research I should say first of all, so studies of sexual harassment from the perspective of perpetrators than the perspective of targets. And when the targets are reporting on the behaviors or sometimes we'll ask them, you know, who done it, so to speak, you know, a person and what was their gender what was their position what was their power level, for example. And we don't know whether they're all talking about the same bad apple, or the same few bad apples, or whether there's a bunch of bad actors. That said, there was a study that the New York Times commissioned a few years back, where they use some of the standard instruments from social sciences, and it's usually a study of, you know, have you been, you know, been targeted with these behaviors and they flipped it around and they actually engaged in these behaviors. And especially gender harassment, there were shockingly high rates of gender harassment. And it wasn't. These are not framed as like here's a study of sexual harassment, because if you frame it in that way, people will say no I've never done any of these things because I wouldn't be a But if you frame it as, have you told an off color joke in the workplace, said lewd or crude things or whatnot. It was surprising how many men in an anonymous survey so on and so forth said yes did they done that. Before I answer the zoom question. Yeah. Thank you very much really enjoyed hearing about it, although it's not happy to hear that. In this context of the war of men, and so I'm wondering whether you have any sense of the idea with respect to different areas of medicine. And so certainly some areas surgery, for example, isn't much more male dominant than others, some subspecies are much more so than others. And so, so is it that they're, you know, is this a greater problem than those that have where this thing is from men, or is it a problem is related to the extent to which it is hierarchical or not hierarchical structure. Oh, that's a really interesting question. So if I'm hearing what you're saying the specialties within medicine, there's sort of a, there's a confound of male dominated in terms of you know who's who's who's there, but also the hierarchy is it a tall hierarchy is hierarchy is a strong one versus some are flatter. Yeah, that's so interesting. We did do a study of this a survey with Reshma Jagsee, I think was here a few weeks ago, and surveyed faculty and students pursuing medical degrees at the University of Michigan. And we looked at we couldn't do individual specialties because we were worried that people wouldn't want to divulge exactly you know they're very small, like they wouldn't want to be identifiable. And collections of specialties like work with women and children kind of I think was one of the big buckets. And I don't remember exactly what our findings are. We've published it. I'm happy to share the paper or pull the paper up. But I do remember that it did not fit any of the stereotypes. It wasn't that surgery is by far the worst and pediatrics is the best. It might have been, I want to say there was a finding that anesthesiology had less patient perpetrated harassment, which kind of made sense. If the patients are asleep. Yeah. It was a study that also separated out harassment from patients and patients families versus coworkers supervisors and so forth. And I think the hope of our medical school was well a lot of this behavior must be coming from the public. It's the patients, the families and whatnot. And sure they were doing some of it, but a lot of it was coming from within the institution. Okay, Dr Aurora is joining us on zoom. Thank you so much for being with us I was curious if you could break if you could discuss how to break through the inertia and silence when such things occur. That's a great question. So Aurora by the way who is on the leadership board of the action collaborative so she's very involved in this work. How to break through the silence. So one of the projects I'm working on right now is actually to address that exact question. And we have thought about silence around sexual harassment as being kind of more multi layered and more complicated than what's often thought about. And this is in terms of not just a victim doesn't want to come forward, but also victims do come forward, often, you know, formally and informally and then they get silenced. Or they actually are discouraged from filing report or when they do their report falls and deaf ears. So they, they do speak up and nobody hears them. And some of the biggest cases that have hit the news have involved people, it took multiple women coming forward multiple times over the course of years for action to actually happen. So one thing that we're doing in this project is trying to figure out what are the antecedents for those those kinds of networks of silence to build. So how do we intervene in those in those antecedents so that it's less likely to lead to the silences, and this project still in the very early stages, it's it's more theoretical at this point. So we don't have the answers yet. But I think it's a really important question to ask. And I do think we've made progress in the sense of, you know, people are talking about sexual harassment.  So there's more attention to it.  So I think there's progress. But let me to her point, there's a lot of a lot of work that we still need to do there. This part with this last question from Dr. Landon. Thanks so much for wonderful talk this is so important for all of us in my experience there's not a good way to provide feedback regarding bad meeting behavior, like talking over a woman interrupting women's idea ceiling, etc. I find such feedback often gets framed as overreaction, or as blown off what are best practices for preventing these behaviors in the first place and or successfully addressing and changing them. And I will say, in my role as leaders, people come to me, like, can you give feedback to this person. And it's a funny, it's a funny like whose role is it to like give that feedback. Yeah, that's a great question. So whose job is it to set the climate to cultivate the climate of respect. And I agree people often look to the leader, the department chair, the department head. And suggest that you know it's their job to fix the climate of the of the unit. I try to emphasize that it's everyone's job. And it's not because the person that you know running the unit can't necessarily intervene in the day to day interactions. So, the, the most effective program I've seen to actually change norms of disrespect to respect or in civility to civility is a program that is an acronym cruise civility, respect and engagement in the workplace and things that stands for, and it was a respectful workplace program basically in hospital settings where the the intervention involved some kind of trainers or facilitators coming in, you know, the institution had to want to do this. The groups, the work groups or teams that were part of the study. Received some kind of a toolkit and they met with facilitator and the teams met every two weeks, I think for six months and talked about, you know, here are our standards here are the behavioral ideals that we want to meet here's with respectful disrespectful. And so it's very grassroots, not like the dean telling them here's with respectful whatnot. And then they meet again every two weeks later and you know reassess how are we doing. So in this example, if one of the things that's considered disrespectful is interrupting and meetings, then that would be discussed and then the group would talk about well what do we do when this happens. Well, so and so should say something or everyone should stop whatever the intervention is that so they decide what makes sense for their particular unit their particular team. But they would meet every two weeks reassess reflect back on what's going on. And this crew intervention has been tested through some kind of randomized trials I don't remember the details, but they did see changes that after six months of these sorts of pretty intensive. I don't even want to call it training because it's a series of meetings. They did see a change in terms of the people's perceptions of respect levels of burnout intentions to stay with that institution so on and so forth. So I don't think there's one answer to this question about what it's what to do about problematic meeting behavior. There are some ideas and interventions like that about how kind of it can be ground up and and and grassroots and involves involves everybody like not just the person at the top. Thank you so much. One last round of applause for a great talk and and hearing with our hybrid meeting so thank you so much. We'll go ahead and stop the recording and then I think we're going to have a discussion with the ethics fellows. Thank you so much.


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