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Evergreen Summer 2016 07-05-16.Pub E V E R G R E E N 1996 CLASS NEWSLETTER VOLUME 19, NUMBER 1 | SUMMER 2016 CLASS OFFICERS President: Jusn Heather SUPER-SIZED Vice President: Holly Parker Secretary: POST-REUNION Garre Gil de Rubio Treasurer: Shervyn von Hoerl ISSUE Head Agent: Kim Sanderson‐Huilz Alumni Council Rep: Mary (Tatman) Dengler Letter from the Editors Evergreen Editor‐in‐Chief Neesha Ramchandani Apparently we needed an enre year to recover from our 20th Reunion! (It Evergreen Graphic Designer was a lot of fun, wasn’t it??) But we’re back and this is the biggest issue yet! Anne (Tamaroff) Byers Look inside for college news from the past six months, what we’ve heard Evergreen Contributor Holly Parker from our classmates and pages upon pages of Reunion photos!! Also, test your campus knowledge by idenfying the buildings that were there when eNewsleer Editors: Nate Kra, Anne (Tamaroff) Byers we were undergrads and those that are there today. Happy reminiscing! Webmaster: Ilana Davidi Reeves Mini‐Reunion Chairs: Betsy Miller (D.C.), Rose Lee (NYC), Jusn Heather (Chicago) Kim (Koontz) Haring (Florida), Lanea (Eschemeyer) Tripp (Boston) Execuve Commiee: Sharon (Spatz) Alexander, Beth Mangly, Jay Bruce, Ben Brainard,Jeneen (diBenedeo) Graham COLLEGE RESOURCES Dartmouth Now The D PAGE 2 E V E R G R E E N SUMMER 2016 College News June 2016 May 2016 Dartmouth Is First Naonal Research University to Dartmouth Releases ‘Acon Plan for Inclusive Graduate More Women Engineering Majors Than Excellence’ Men The College has issued a far‐reaching plan to increase diversity and inclusion in the Dart‐ Dartmouth just became the first naonal research mouth community. university to graduate more women than men in the engineering department. The plan, the product of four months of work in the Inclusive Excellence (IE) iniave (hp:// More women have been going into engineering in www.dartmouth.edu/diversity/), is called the the last several years, according to the American “Acon Plan for Inclusive Excellence,” and was Society for Engineering Educaon (AASE), and sent today to all faculty, students, staff, and women made up 37 percent of the class in Dart‐ alumni by the execuve commiee that draed mouth’s engineering school in 2015. But women the document. The commiee members are pped the scales this year at a whopping 54 per‐ President Phil Hanlon ’77, Provost Carolyn cent at Dartmouth—34 percent higher than the Dever, Execuve Vice President Rick Mills, and naonal average. Vice President for Instuonal Diversity and Eq‐ uity Evelynn Ellis. Dartmouth’s culture encourages students to take technology and applied science courses, but “Dartmouth needs no more reports, task forces, dean of engineering Joseph Helble aributes the or iniaves that occur in isolaon. Rather, dramac rise not only to providing students across Dartmouth needs acon, alignment, accounta‐ disciplines with entry‐level engineering courses but bility, and transparency. Today we stand togeth‐ also to “building a diverse populaon of role mod‐ er and commit our instuon to cultural els” within the school. The move helped female change,” commiee members write in a leer students relate to successful mentors in the de‐ that accompanies the plan. partment and encouraged them to consider a ca‐ reer in engineering. “Dartmouth’s capacity to advance its dual mis‐ sion of educaon and research depends upon “We’ve been able to aract more students, and the full diversity and inclusivity of this communi‐ especially women, by leng them use engineering ty. We have work to do,” they write. to solve real‐world challenges,” Helble said. “They The plan contains more than three dozen new quickly learn how their creavity and engineering iniaves and enhancements of exisng pro‐ skills can make a real difference.” grams to be put into place in the coming months. A thread that runs through all of the Women in Dartmouth’s engineering program also work is the promise to be accountable and open tackled many unique projects, including improving about progress made on the work. medical devices, smartphone technology and new ways to reduce concussions from playing football. “We recognize that this effort is a marathon and not a sprint, and we commit ourselves to con‐ stant vigilance and clarity regarding our efforts and their results,” the leer says. PAGE 3 E V E R G R E E N SUMMER 2016 mouth Forward (MDF) effort and expands the For the next decade, the College will dedicate focus on diversity and inclusivity. As with MDF, the resources necessary to recruit and hire the IE plan will create an external review com‐ about 50 faculty members from underrepre‐ miee to evaluate and report on progress. sented groups who will join the college’s four facules. The posions will include both new “The acons we outline here mark that commit‐ and exisng faculty lines. In addion, the plan ment with a period of focused acon, supported lays out efforts to retain talented underrepre‐ by clear, accessible communicaon about our sented faculty and staff, and implement training progress,” says the leer. programs and outreach to combat bias in the workplace and among students. The full plan is available on the IE website: hp://www.dartmouth.edu/diversity/ “We must increase diversity, parcularly among resources/2016‐05‐acon‐plan.pdf. our faculty and staff,” the leer says. Iniaves in the plan include: Two years ago, Dever pledged to increase mi‐ nority representaon on the faculty from 16 Implemenng programs at all levels to ad‐ percent of the total, which it was in 2014, to 25 dress implicit bias—judgments or atudes percent by 2020. The IE plan reports progress in that affect decisions in an unconscious man‐ the first two years of this iniave, with advanc‐ ner. es in each of Dartmouth’s facules. Conducng exit interviews with faculty and senior staff to understand why they leave The IE plan builds on last year’s Moving Dart‐ the instuon and interviewing those who PAGE 4 E V E R G R E E N SUMMER 2016 stay at Dartmouth as well, to understand what and women, when evaluang work by facul‐ keeps them at the College. ty and staff. Expanding fellowships programs for un‐ Creang opportunies in the new under‐ derrepresented minories and adding an Asian graduate housing system for discussion of American studies fellowship and four postdoc‐ diversity and inclusion. toral fellowships in areas that support diversity. Training on bias and diversity for the College Sponsoring an annual debate—on a topic of trustees, who have commied to increase polical or social importance—by experts who the aenon paid to maers of diversity and represent diverse perspecves. inclusion. Developing co‐curricular offerings for students Increasing connecons between alumni and on cross‐cultural communicaon. students of color and LGBTQIA students. Working with faculty governance processes to Commissioning work to understand and support development of a required undergrad‐ learn from Dartmouth’s historical treatment uate course on human difference. of minories, and marginalized and excluded Reviewing tenure and promoon processes in groups. The work will be part of the Col‐ all of Dartmouth’s schools. lege’s 250th anniversary celebraon in 2019. Accounng for the heavier obligaon to men‐ Creang a website to report on progress tor students that falls to employees of color made on all of the IE iniaves. Top 10 Pitch‐Perfect Schools for Male A Cappel‐ la (‘College Magazine’) Dartmouth is No. 1 on College Magazine’s list of the top 10 colleges and universies with excel‐ lent male a cappella groups. “The Dartmouth Aires truly embody a cappella with their many CARA (Contemporary A Cappel‐ la Recording Awards) and Varsity Vocals awards,” writes College Magazine. “The group was runner‐up to world‐famous Pentatonix on NBC’s The Sing‐Off in 2011. “While we take our music seriously, we don’t take ourselves seriously,” the group’s business manager, David Clossey ’16, told the magazine. “Somemes we wear zany jackets and clothes that have been passed down from older mem‐ bers to younger ones. Some of our jackets go all the way back to Ort Hicks, who founded the group in 1946,” Clossey tells College Magazine. PAGE 5 E V E R G R E E N SUMMER 2016 April 2016 “While my understanding of what we need to Dartmouth’s Women in Science Project Cele‐ do to effect change has grown considerably brates 25th Anniversary more nuanced, I think we sll prey much got it right all those years ago,” Muller says. In 1990, the Hubble Space Telescope was launched, the first web page was created, and Remarkable Results the Women in Science Project was founded at In its quarter century, WISP has placed 1,707 Dartmouth. Science and engineering have come student research interns with 331 faculty re‐ a long way since then. search mentors, and 4,400 students have parc‐ ipated in the peer mentor programs. On April 15 and 16, WISP alumnae celebrated the program’s 25th anniversary, which seeks to The program’s benefits are clear – while in 1990 reach women in their first year at Dartmouth only 45 women majored in the sciences, by 2015 and give them the support and resources they that number increased to 114 women. Nearly need to succeed in science, engineering, and half of Dartmouth engineering majors are now mathemacs. Parcipants are placed in intern‐ female, compared to an average of 19 percent ships with faculty and given access to peer men‐ naonally. Today more women than men major tors and unique research opportunies. in biology at Dartmouth. An Innovave Approach January 2016 Carol Muller ’77, former associate dean for ad‐ Trustees Establish School of Graduate and Ad‐ ministraon at Thayer School of Engineering and vanced Studies co‐founder of WISP realized something needed to change to grow the ranks of women in sci‐ The Board of Trustees voted Wednesday, Jan.
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