Northwestern University
IN-2: Innovation 2

Change Makers allows professional staff and faculty members to engage in a personal journey to create a more inclusive environment at Northwestern University. The program begins with a two-day intensive self-reflection and dialoguing workshop led by experts in the research based Intergroup Relations (IGR) model from the University of Michigan. The initial training and overall program content is led and guided by IGR experts, Dr. Kristie Ford of Skidmore College and Dr. Charles Behling of the University of Michigan. This is followed by structured time and activity to work on creating change through applying change management principles combined with best practices in diversity and inclusion efforts in higher education. Change Makers is designed to supplement and allow information sharing around the diversity of work that is being done around Northwestern regarding inclusion. It differs from other advisory boards, committees or task forces in that Change Makers are Change focused on bringing inclusion to the center and understanding how it is a substantive part of each of our jobs to create a more inclusive environment. It is our belief that it is the multitude of small actions that can shift an environment. "We all have biases and stereotypes about other people. By educating ourselves and committing to change from within, we can then implement change University-wide." - 2014-2015 Change Maker Mission Change Makers is a growing Northwestern community of committed individuals dedicated to building a more inclusive campus environment. Using the University of Michigan’s evidence-based Intergroup Dialogue Model, Change Makers explore social identities and apply that understanding and cultural competency to create more inclusive classrooms, departments, and centers. Goals -To heighten and deepen understanding around social identities and privilege. -To build a cohort of individuals who share a commitment to establishing an inclusive campus across identities. -To develop a set of skills and techniques to address individual and structural power and privilege challenges at Northwestern. -To empower a cohort of people to act and make change at Northwestern and beyond.

Positive Results Evaluation and outcomes from 2014-2015 cohorts: -100% of respondents felt confident or very confident about their ability to avoid using language that reinforces negative stereotypes. -100% of respondents felt confident or very confident about their ability to educate themselves about how diversity issues impact people in the workplace. -96% of respondents felt confident or very confident about their ability to challenge the biases that affect their own thinking. -96% of respondents agreed with the statement, “I am more hopeful about my ability to help Northwestern become more inclusive.” -87% of surveyed participants have noticed their heightened sensitivity to issues of privilege or inclusion on a daily or weekly basis. -91% are engaging in new or different conversations about privilege and inclusion on a daily, weekly or monthly basis. -82% of surveyed participants believe that they have acted differently around issues of privilege or inclusion on a daily, weekly or monthly basis. When asked at the end of the year what skills they had gained, Change Makers were passionate and enthusiastic about their new dialogue skills. Some skills included: “Greater comfort presenting about microaggressions” “Articulating/ forming responses to difficult questions and situations around race/class/gender, etc.” “How to reflect on my own biases, assumptions, etc. constantly and imaginatively” “How to help students see/hear/suspect that I might be understanding, open, etc.” “My proudest moment so far has been changing how I deal with minority students facing academic challenges in a more positive and encouraging manner.” - 2014-2015 Change Maker “I am a different person because of my Change Makers (CM) experience. I thought I understood social justice issues and I certainly believed I was no racist. Through Change Makers I came to understand, deeply, how another human being's experience of the world can be impacted by their social identity/ties. Before CM, I was a nice white lady who tried not to stir the pot. Now, I am determined to be an agent for change. I speak up. I engage in difficult conversations that I would have previously avoided. I look for ways to create equity. A few years ago, my husband and I went to hear Ta-Nehisi Coates speak at Loyola University. It was shortly after he wrote his piece, 'The Case for Reparations.' He said something at the time that really has stuck with me and with my husband. He said that his eyes are open, and because they are open, he can no longer live in the lie. I no longer live in the lie that this is a country with equality and justice for all. I didn't know how uncomfortable I was living in that lie until I was free of it. Now, I am free to work for change.” - 2016-2017 Change Maker

Article written about Change Makers and published in the Daily Northwestern: http://dailynorthwestern.com/2016/02/09/campus/nu-change-makers-receives-positive-feedback-in-improving-inclusion-diversity-efforts/