Warwick Chemistry Diversity Book Club Facilitator Training

Introduction to the Warwick Chemistry Diversity Book Club Facilitator Training

Code of Conduct Behave in a way that respects the rights and dignity of others. Treat others fairly. Display courtesy and good manners in every interaction appreciating that individuals have different styles and expectations. Value differences in others and the contribution they make. Work and study within the University on a co-operative basis. Demonstrate a commitment to upholding the University's policies on Equality, Diversity & Inclusion. Details of how to report an issue can be found in the Participant Guide

Why we started the Diversity Book Club To improve diversity in the chemical sciences we must first educate ourselves and be aware of the diversity issues that prevail within our community. The Diversity Book Club provides an opportunity to work together to connect, communicate and reflect on these topics. This work is funded by the Royal Society of Chemistry. STEM & Diversity Group

Code of Conduct During the Warwick Chemistry Diversity Book Club series, we will be discussing a range of different diversity and inclusion themes. The topics that will be discussed include, but may not be limited to: Race, Gender, Sexual Orientation and Unconscious Bias. It is important to us that you are in a safe, supportive environment to discuss these issues. As a facilitator it is part of your role to ensure this for others in the Book Club too. By agreeing to be part of the Warwick Chemistry Diversity Book Club you agree to operate under the Dignity at Warwick policy at all times.

Your role How to facilitate Not to be a teacher Discussion generator Discussion moderator Understand the difference between healthy discussion/debate and conflict seek clarification to avoid misunderstanding. All group members should be active in sharing ideas and opinions not just the leader. Get members to offer opinions before offering yours. Facilitate discussion by using open questions but don t let it stray too far off topic. Prep using the Question Booklet. Encourage Everyone to contribute (and don t be afraid of silence) Enable communication between group members, not just with you Ensure people are respectful and adhere to the Code of Conduct

Responsibilities Prepare properly Prepare properly Make sure you have read the book yourself. Anticipate possible questions, issues and misunderstandings. Facilitate and moderate discussions Facilitate and moderate discussions Remind everyone at the start about the Code of Conduct. Keep to agreed timings (people have places to be!) Ensure everyone is comfortable and relaxed. Ensure everyone knows everyone s name names are powerful.

What you have been provided with Group assignment Group assignment This is the group you will be responsible for throughout. Book to read Book to read Provided free of charge, to be returned after Book Club concludes. Participant Guide Participant Guide Containing Code of Conduct, FAQs and contact information. Discussion Booklet Discussion Booklet Questions to get you thinking for the first book. Discussion Booklet crib sheet Discussion Booklet crib sheet Possible answers and thinking points for the Question Booklet. Facilitator guide Facilitator guide Guidelines to help you facilitate the sessions. Facilitator Script Facilitator Script A written script, to help you open up the first session as a guide only.

How it will work Based on your preferred day of the week/time you have been assigned a group. An email from the Diversity Book Club will remind all attendees of the dates of the Book Club. You must organise date/time for your group and send a Teams link to all members. organise the monthly meeting on the allocated

Personality types of group members Dominator Non-participant Intellectualiser Harmoniser Blocker Fighter Helper Initiator Negative in outlook, often discusses irrelevant personal experiences Supports you by opening up communication and supporting others Tries to raise the discussion to an intellectual level Hostile to the group seeks to cause conflict and undermine others Interrupts and makes long speeches in attempt to assert themselves Tries to minimise conflict and disagreements Suggests ideas and solutions normally the first to offer ideas Withdrawn and passive Find ways to ease them into discussions, like asking simple questions or for their opinions Differences of opinion are normal and can lead to deeper discussions Can seem demeaning to others. May not consider how the discussion impacts them May cause offence. Confront them after the session (in private) Listen don t be negative. Model a positive attitude. Can jump ahead to next question and cut off discussions Might not know where you want to take the discussion next Invite contributions from others In reality people may be a mix of these you will learn as you go about your group. Remember: people have chosen to be here.

Dealing with conflict There are seven key steps to meeting anger and emotion: Don't meet anger with anger. Remember you are not under threat (but an angry person might feel like they are). Distance yourself emotionally. Speak slowly and calmly. Recognise the other person's position. Show concern. Try to steer towards a resolution.

Facilitative Intervention strategies Gentle Intervention This includes the most passive response of doing nothing and letting the group sort itself out. Persuasive Intervention This usually takes the form of gently guiding questions, such as are we ready to move on? or where do we want to go from here? . Directive Intervention This level of intervention should be avoided unless absolutely necessary. This can be tempting, particularly if you are nervous, but you should be willing to escalate if necessary. In the case of an argument, it might include directing someone to leave the group for a time and cool off, or directly imposing that the topic must no This is the stage where you might want to share your own view or suggest possible courses of action for the group to choose from. Encourage Everyone to contribute (and don t be afraid of silence) You might also want to show support for some of the things being said or clarifying your understanding of the issue. Enable communication between group members, not just with you dictating a course of action yourself, you can help to form cohesion within the group. Ensure longer be discussed. It can also include using silence to allow for reflection and to restore calm. people are respectful and adhere to the Code of Conduct immediately. Consider directly asking to move on to the next question In doing this, rather than

Facilitative Language Saying what we mean: Saying what we mean: Think carefully about what you want to say and use clear and concise language. If you feel you have said something wrong, admit it immediately and try again. Clarifying understanding: Clarifying understanding: Reword what others say and ask if you have understood, and state clearly what someone else s contribution means to you. Ask others to do this as well if conflict arises. Avoid power language: Avoid power language: Try to avoid language that comes across as a command or gives no room to manoeuvre. Suggestions are much more useful to healthy debate than commands. Questions vs statements: Questions vs statements: changing a statement to a question of vice versa can be very enlightening. i.e. look at the difference between does anyone feel cold? and I feel cold . Avoid depersonalised language: Avoid depersonalised language: Use I wherever you can, e.g. I don t understand instead of this is difficult to understand or you haven t explained this well . Avoid limiting language: Avoid limiting language: Often we say can t or need when we mean things like won t or want . Try to be honest and encourage honesty in others.

What to do if inappropriate behaviour arises In cases of minor breach of code of conduct, use the resources in the Facilitator Guide to deal with the situation yourself, if you feel equipped to do so. If the case is more serious, or you do not feel confident dealing with the situation yourself, please report the incident to the Book Club facilitators Zo Ayres (z.ayres.1@warwick.ac.uk) or Bo Kelestyn (bo.kelestyn@warwick.ac.uk) If you deem it inappropriate to contact Zo or Bo for any reason, please report the incident via the Warwick Report and Support webpage

Managing your first session Check the master email for your group date and time. Send the meeting invite out to your group (don t forget to send a Microsoft Teams invite). It may feel awkward at first you will get used to the group over the Book Club. Introduce the Book Club (see your Facilitator Script). There is an Icebreaker in the Question Booklet, and Q2 asks everyone to introduce themselves. Work through the questions (remember you don t have to get through them all). You may get things wrong we are all learning. This is okay!

Q&A