Respect in Striving for Excellence (RISE)
The RISE Committee offers resources, programming, and community-building opportunities that focus on building respect and inclusion in academic workplace climates.
What is RISE?
Climate Case Studies
The U-M ADVANCE Program’s RISE Committee offers a series of resources, the Climate Case Studies, to support university leaders as they work to create more respectful, inclusive climates in their units. Each case study is centered around a common climate issue, with a list of ideas for how to approach the issue and concrete examples of what each approach might look like–all organized around RISE’s Eight Levers to Foster Respect and Inclusion.
**Note: We recognize that the approaches shared in the Climate Case Studies will not work for everyone or in every context. Many factors, including the power dynamics of the unit, the social identities of the individuals involved, and external circumstances, affect the way a challenging climate issue might be addressed. We acknowledge that several of the approaches assume a particular leadership role and a certain amount of agency/power within the unit that do not reflect everyone’s experience.**
A Climate Supportive of Disability
Climate Case Study #8
Distribution of Labor
Climate Case Study #7
Diversity and Excellence
Climate Case Study #6
Climate Case Study #5
Interrupting a Bad Actor
Climate Case Study #4
Proactive New Leader
Climate Case Study #3
Unit-wide Email Blow-up
Climate Case Study #2
Resistance to Mentoring Responsibilities
Climate Case Study #1
Raising Respect: A Workshop for Campus Leaders: A cross-disciplinary, highly interactive workshop for campus leaders (broadly defined) interested in developing a unit climate where all people feel respected, supported, and valued. This workshop is evidence-based and action-oriented, presenting both data and concrete strategies. The first segment presents a framework for climate and then reviews research, conducted at U-M and beyond, to make a case for caring about respectful workplace climates. The remainder of the workshop is an interactive discussion addressing how leaders can actively cultivate more respectful and inclusive climates in their units. This workshop has been thoroughly redesigned for virtual delivery in AY20-21. Participants interact using chat-based activities, polls, and breakout rooms. In real time, we work through climate challenge scenarios that are particularly relevant for campus leaders right now. Participants also leave the event with access to the “Raising Respect” video series and other digital climate resources to take back to their units.
Climate Coffee: Sharing Climate Issues: An event series of informal conversations for participants to engage with each other on ways to improve the climate for respect and inclusion in their units. Climate Coffees are an opportunity to brainstorm more focused applications of the climate-shifting frameworks from the “Raising Respect” workshop. Attendees gather in small groups for guided discussion and problem-solving around a specific issue they are facing in their unit. Sessions are 60 minutes, and registration is limited to allow for individualized attention.
What can you do to improve the climate in your unit? This handout from RISE’s “Raising Respect” workshop outlines eight focus areas for acting to improve climate.
An evolving list of climate-related resources for U-M faculty that includes both individual and unit-level offerings. Learn what programs and services are available for faculty who are grappling with campus climate issues and/or working to improve the climate of their unit(s). [Updated September 2020]
A list of works on climate issues, written by experts from the fields of Psychology, Business, Women’s Studies, Education, and more.
The University of Michigan ADVANCE Program has compiled this information as a resource for those wishing to develop an anti-harassment program within their own scholarly or scientific society, meeting, or other professional setting.
Frequently Asked Questions: Retention of Science and Engineering Faculty Who are Women and/or Members of Racial/Ethnic Minorities
FAQ designed to give guidance re: climate and its effect on the retention of faculty that are women and/or members of racial/ethnic minorities.
Handbook created to show how policies, resources, and cultures that are work-life friendly are key to the University of Michigan for the recruitment, promotion, and retention of top scholars.
The U-M ADVANCE Program aims to improve our campus environment for faculty in four general areas: recruitment, retention, leadership, and climate. The ADVANCE Program assesses the campus climate through a series of campus-wide faculty surveys as well as individualized assessments of schools and departments.
RISE Together Messages
In an effort to facilitate a virtual community for campus leaders grappling with issues of climate, we shared resources, tips, and words of encouragement. RISE Together messages provided quick, actionable recommendations, helpful resources, and positive directions related to climate–all based on a theme from the Eight Levers to Shift Climate for Respect and Inclusion.
- Modeling Self-Care Matters, July 27, 2020
- Unsettling the Language of Excellence, July 15, 2020
- Respect and Inclusion in Virtual Environments, June 30, 2020
- The Initial Message Must Not be the Only Message, June 10, 2020
- Can We Make Work Expectations Fit At-Home Demands?, May 26, 2020
- Can We Improve Interactions at a Distance?, May 18, 2020
What are People Saying about RISE?
RISE Committee members are senior faculty and staff drawn from across campus.
Director, CRLT Theatre Program
Sara Armstrong earned her Ph.D. from the Interdisciplinary Theatre and Drama program at Northwestern University in 2013. She holds an M.A. in Theatre Studies from the University of Kansas, a B.A. in Theatre from the University of Oklahoma, and was a postgraduate fellow in Dramaturgy/Playwriting at the University of Birmingham, England. Her dissertation focused on the role operating theories of embodiment play in privileging and marginalizing particular student bodies in performance learning spaces. She has over twenty years of experience as an actor, director, dramaturg, arts administrator, and educator across professional, university, and community contexts. She has led the CRLT theatre program since 2012 establishing strategic priorities for the company that align with the needs of a range of higher education communities and the Players commitments to advancing social justice and equity in academic spaces.
Eric Bell is a Professor of Astronomy. He received a B.Sc. in Physics and Astronomy from the University of Glasgow in 1996 and a PhD in Physics from the University of Durham in 2000. He was a postdoctoral research assistant at the University of Arizona and then a staff scientist at the Max Planck Institute for Astronomy in Germany. He joined the faculty at the University of Michigan in 2009. His research focuses on understanding how galaxies grow and develop throughout cosmic history and how we can use observations to learn about the dark matter-driven growth of galaxies. At UM he has served on a number of committees, many focusing on equity and inclusion, often in teaching contexts. He serves as the Graduate Program Director and Associate Chair for the Department of Astronomy. Prof. Bell is a recipient of a John Dewey Award for teaching excellence and an Arthur F. Thurnau Professorship, the University of Michigan’s highest honor for teaching excellence.
Psychology, Women's and Gender Studies
Lilia Cortina is Professor of Psychology, Women’s and Gender Studies, and Management. She received her B.A. in Psychology from Pomona College and A.M. and PhD. in Psychology (with a graduate minor in Quantitative Methods) from the University of Illinois at Urbana-Champaign. Dr. Cortina has been a faculty member at UM since 2000. She is a Fellow of the American Psychological Association and the Society for Industrial/Organizational Psychology. Using survey and experimental methods, she researches sexual harassment and incivility in the workplace. In addition, Dr. Cortina occasionally serves as an expert witness in forensic venues, translating findings from the scientific literature to inform law and policy.
Vincent Hutchings is the Hanes Walton Jr. Collegiate Professor of Political Science at the University of Michigan and a Research Professor at the Institute for Social Research. In 2020, he was also appointed as a University Diversity and Social Transformation Professor. He received his Ph.D. in 1997 from the University of California, Los Angeles. Professor Hutchings teaches courses in Black politics, public opinion & voting behavior, and racial attitudes. In 2003, he published a book entitled Public Opinion and Democratic Accountability, from Princeton University Press. Currently, his research examines the ways in which political campaigns and the media frame information about racial issues in order to activate and make politically relevant the voters’ sympathies and/or antipathies for particular racial groups. Professor Hutchings has received multiple grants from the National Science Foundation. In 2012, Professor Hutchings was elected as a Fellow to the American Academy of Arts and Sciences (AAAS).
Nuclear Engineering and Radiological Sciences, Climate and Space Sciences and Engineering
Professor Kuranz is an experimental plasma physicist with research interests in high-energy-density plasmas, hydrodynamic instabilities, radiation hydrodynamics, and magnetized plasmas. She performs her research on high-power laser facilities around the world, including the National Ignition Facility and the Omega Laser Facility. Professor Kuranz received her PhD in Applied Physics from the University of Michigan in 2009 and her Bachelors in Physics from Bryn Mawr College in 2002. Recently she was named a Fellow of the American Physical Society and has been awarded the Ted Kennedy Family Faculty Team Excellence Award and the American Astronomical Society Laboratory Astrophysics Division Early Career Award. Professor Kuranz also serves as Director for the Center for Laboratory Astrophysics, a National Nuclear Security Administration Center of Excellence, and has a joint appointment in the U-M Climate and Space Sciences Engineering Department.
Business Administration, Information
Yeşim Orhun is an Associate Professor of Marketing and Michael R. and Mary Kay Hallman Fellow at the Ross School of Business, and an Associate Professor of Information (by courtesy) at the School of Information, University of Michigan. She is also a faculty associate at the Center for Positive Organizations and a faculty champion at the Sanger Leadership Center. Her research is in the domains of behavioral economics and industrial organization, with an emphasis on underprivileged populations. In recent work, she examines the role of gendered beliefs in the academic performance gap between women and men studying Business Administration. Her current research stream is examining the role of motivated beliefs in high-stakes decisions. Professor Orhun serves as an Associate Editor at two leading journals in Marketing. She has an M.A. in Economics and a Ph.D. Business Administration from the University of California at Berkeley. She lives in Ann Arbor, Michigan with her husband and two young children.
Linguistics, English Language and Literatures, Germanic Languages and Literatures
Robin Queen is Arthur F. Thurnau Professor and Professor of Linguistics, English Language and Literatures and Germanic Languages and Literatures. Her teaching and research center on sociolinguistic questions related to language contact, language ideology, sociolinguistic perception, and language change. She has also considered questions concerning the ties between language and social identities, particularly queer identities. Her work draws on data from a wide variety of sources, including Turkish-German bilinguals, American lesbians, daytime television dramas, American films dubbed into German, experimental data concerning sociolinguistic perception, and shepherds interacting with stockdogs. Her book, Vox Popular: The Surprising Life of Language in the Mass Media (Wiley, 2015) explores how language variation functions within the fictional mass media.
ADVANCE Director, Psychology, LSA
Denise began her role as Director of the U-M ADVANCE Program in Fall 2023, after having previously served on the STRIDE Committee and as the Associate Director for Research in ADVANCE. She is University Diversity and Social Transformation Professor of Psychology. Her research program in experimental social psychology focuses on intergroup stereotyping, implicit bias, and the experiences of women and underrepresented minorities in science and engineering. She received the Harold R. Johnson Diversity Service Award (2015), and the Sarah Goddard Power Award (2012) from the University of Michigan for her work on diversity-related issues.
Chris Torres is an Associate Professor of Educational Policy and Leadership in the University of Michigan’s Marsal Family School of Education. He is a qualitative researcher interested in how leadership and policy can stabilize and strengthen school improvement efforts and teaching as a profession. Prior to joining the University of Michigan Chris was a professor of Educational Leadership at Michigan State University and Montclair State University, and he worked in New York City as a K-2 teacher, grade chair, teacher mentor, mentor teacher trainer, teacher educator, school board chair, and in the central office designing teacher hiring and leadership development systems.
ADVANCE Staff Member
Former RISE Committee Members
- Todd Austin, Electrical Engineering and Computer Science
- Tom Braun, Biostatistics
- Cynthia Hudgins, ADVANCE Associate Director of Administration
- Isis Settles, Associate Dean for Diversity, Equity and Inclusion
- Gretchen Spreitzer, Management and Organizations, Business Administration
- Ruby Tapia, English and Women’s and Gender Studies