<div dir="ltr">Andy,<div><br></div><div>I'm sorry for missing the 11am due time. I'd like to share my overall impressions - I hope it's not too late to consider. </div><div>I'm also sharing the same points with the ECSA, just to let you know. </div><div> </div><div>Michael: </div><div><span style="background-color:transparent;color:rgb(0,0,0);font-family:Arial;font-size:11pt;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">By the end of his interview, my impression of him was that he's part of the group of people who's part of the problem and is currently in a very comfortable position to know that the DEI challenges are far more complex than hiring a diverse staff. He gave the standard answers I often hear from folks who have never attended a DEI training and perceive the DEI problem as hiring women and scoring a 50/50 ratio of men and women staff. NCAR has not been doing much for inclusion and that's in part why it's hard to retain diverse staff. Look at the ODEI Women's listening session report, for example, biases have remained the same since the 2017 workplace cultural survey. We have a good overall ratio of men/women staff but if we don't address pervasive issues, we'll be wasting resources in the hiring process. In his examples during the ECSA interview, not only he was limited to mentioning women (*suggesting* that he *may* have a narrow idea of the breadth of diverse identities) but also didn't seem versed on the *real* issues that prevent women from getting to higher positions, e.g., women have statistically significant lower citation numbers than men (pls refer to Stephanie Johnson BreakingBias seminar for more examples). Women and underrepresented minorities do not need to receive an encouragement phone call to know how much we're capable of achieving. We need respect on a daily basis, we need equal credibility on the quality of work we can deliver. We need an inclusive work environment with supportive peers being supportive on a daily basis not only when it's convenient to increase workplace DEI metrics. These issues cannot be solved by the deadline of a job application. By then, we're already so worn out by the biases we go through every day that most of us don't even want to be in a position where all these issues might become even worse. Women often do not apply to higher rank positions because many also want to have a family and unfortunately, we're still living in an era that it is not fully respected and appreciated. Women and minorities often do not apply to higher rank positions because we start our careers having to work twice as hard and at some point, we question how much more energy we can put on to get to a leadership position.</span><span style="background-color:transparent;color:rgb(0,0,0);font-family:Arial;font-size:11pt;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap"> My impression was that he didn't put any time to think and consider his answers to DEI questions prior to his round of interviews. The general question to "how did/would you contribute to improving DEI" should be an expected question in any job interview and the fact that all he had were cliche examples only tell me that he either doesn't care about DEI or thinks that hiring women is all there is. </span></div><div><br></div><div>Lika: </div><div><span id="m_-8229919751839037800gmail-docs-internal-guid-cf02a778-7fff-8e11-5dd3-373a5b8ebf64"><span style="font-size:11pt;font-family:Arial;color:rgb(0,0,0);background-color:transparent;font-variant-numeric:normal;font-variant-east-asian:normal;vertical-align:baseline;white-space:pre-wrap">My impression was that she was by far more attentive to DEI conversations than the other candidate. Increasing diversity is a major DEI challenge in any organization and we are yet to see a robust strategy leading to success to use as a reference at NCAR. During a recent town hall with Everette and RAL, he answered very clearly that they do not yet know how to tackle the DEI challenges in our strategic plan. I'd be suspicious of any objective answer on how to approach it. The one common denominator among the DEI leaders at the U.S. organizations is that it's impossible to retain a diverse staff without tackling inclusion. It was clear to me that she has done her homework on this subject. Not only did she emphasize inclusion, but also stressed the importance of communication and accountability, which are fundamental for improving inclusion. She was also right on spot to identify one of the major challenges at NCAR specifically: the local homogeneous community in Boulder. For a problem that nobody yet knows how to approach (let alone solve), she delivered the best possible answer to this question: I'm listening, I'm available and interested in discussing ideas - if we work together we can figure it out (not her exact words, that's my takeaway from her answers during the ECSA interview). </span></span><br></div><div><br clear="all"><div><div dir="ltr" data-smartmail="gmail_signature"><div dir="ltr"><div dir="ltr" style="color:rgb(80,0,80)"><font size="2" style="font-family:georgia,serif;color:rgb(0,0,0)">Maria E. B. Frediani, Ph. D.</font><br></div><div dir="ltr" style="color:rgb(80,0,80)"><div dir="ltr"><font color="#666666"><font face="georgia, serif">-------------------------------------------------</font></font></div></div><div style="color:rgb(80,0,80)"><font color="#666666"><font face="georgia, serif" size="2">Research Applications Laboratory</font></font></div><div style="color:rgb(80,0,80)"><span style="color:rgb(102,102,102);font-family:georgia,serif">National Center for Atmospheric Research</span><font color="#666666"><font face="georgia, serif" size="2"><br></font></font></div><div style="color:rgb(80,0,80)"><span style="color:rgb(102,102,102);font-family:georgia,serif">FL2-3022</span></div><div style="color:rgb(80,0,80)"><font color="#666666"><font face="georgia, serif" size="2">P.O. Box 3000</font></font></div><div style="color:rgb(80,0,80)"><font color="#666666"><font face="georgia, serif" size="2">Boulder, CO </font></font><span style="color:rgb(102,102,102);font-family:georgia,serif">80307-3000</span></div><div style="color:rgb(80,0,80)"><div dir="ltr"><font color="#666666"><font face="georgia, serif">-------------------------------------------------</font><br></font></div><div dir="ltr"><font face="georgia, serif" size="1"><span style="color:rgb(51,51,51);font-style:italic">"We are continually faced with great opportunities </span></font></div><div dir="ltr"><font face="georgia, serif" size="1"><span style="color:rgb(51,51,51);font-style:italic">which are brilliantly disguised as unsolvable problems." </span></font></div><div dir="ltr"><font face="georgia, serif" size="1"><span style="color:rgb(51,51,51);font-style:italic">M</span><font color="#333333"><i>argaret Mead</i></font></font></div></div></div></div></div><br></div></div><br><div class="gmail_quote"><div dir="ltr" class="gmail_attr">On Thu, Jul 16, 2020 at 7:28 AM Andrew Newman via Nsa <<a href="mailto:nsa@mailman.ucar.edu" target="_blank">nsa@mailman.ucar.edu</a>> wrote:<br></div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div dir="ltr"><div dir="ltr">Hi everyone,<br><div><br></div><div>A reminder that if you have feedback regarding the NCAR science and strategic planning deputy director search, please email any of us on the <a href="https://internal-ncar.ucar.edu/nsa/nsa-executive-committee" target="_blank">NSA-EC</a> today (Thursday 16 July) by 11 am MT. We are collating and anonymizing NSA feedback to send to Everette for his consideration. </div><div><br></div><div>Sincerely,</div><div>The NSA-EC</div><div><br></div></div></div><div dir="ltr">Eric Apel (ACOM), <a href="mailto:apel@ucar.edu" target="_blank">apel@ucar.edu</a></div><div dir="ltr">Jimy Dudhia (MMM), <a href="mailto:dudhia@ucar.edu" target="_blank">dudhia@ucar.edu</a><br>Peter Lawrence (CGD), <a href="mailto:lawrence@ucar.edu" target="_blank">lawrence@ucar.edu</a><br>Gunter Leguy (CGD), ECSA Co-Chair, <a href="mailto:gunterl@ucar.edu" target="_blank">gunterl@ucar.edu</a><br>Matthew Long (CGD), Co-Chair, <a href="mailto:mclong@ucar.edu" target="_blank">mclong@ucar.edu</a><br>Anna Malanushenko (HAO), <a href="mailto:anny@ucar.edu" target="_blank">anny@ucar.edu</a><br>Rachel McCrary (CISL), <a href="mailto:rmccrary@ucar.edu" target="_blank">rmccrary@ucar.edu</a><br>Andrew Newman (RAL), Co-Chair, <a href="mailto:anewman@ucar.edu" target="_blank">anewman@ucar.edu</a><br>Peter Sullivan (MMM), <a href="mailto:pps@ucar.edu" target="_blank">pps@ucar.edu</a><br>Tammy Weckwerth (EOL), <a href="mailto:tammy@ucar.edu" target="_blank">tammy@ucar.edu</a><br>May Wong (MMM), ECSA Co-Chair, <a href="mailto:mwong@ucar.edu" target="_blank">mwong@ucar.edu</a><br>Helen Worden (ACOM), <a href="mailto:hmw@ucar.edu" target="_blank">hmw@ucar.edu</a><br>Britt Stephens (EOL), <a href="mailto:stephens@ucar.edu" target="_blank">stephens@ucar.edu</a></div><div dir="ltr"><br><div class="gmail_quote"><div dir="ltr" class="gmail_attr">On Tue, Jul 14, 2020 at 3:14 PM Andrew Newman <<a href="mailto:anewman@ucar.edu" target="_blank">anewman@ucar.edu</a>> wrote:<br></div><blockquote class="gmail_quote" style="margin:0px 0px 0px 0.8ex;border-left:1px solid rgb(204,204,204);padding-left:1ex"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr"><div dir="ltr">Hi everyone,<div><br></div><div>We were given permission to share our interview notes from the two NCAR Deputy Director candidates with the full NSA. You can find the notes from Michael Hesse's interview <a href="https://docs.google.com/document/d/16XHHE5rwZkf5PjH-OzhrJKHVZzdcYofq69zS89wFaZs/edit?usp=sharing" target="_blank">here</a> and Lika Guhathakurta's interview <a href="https://docs.google.com/document/d/1P8I5Mr3MwRVLKBsSAqw-pSO3_cvPFzjE07OvCNM3l8I/edit?usp=sharing" target="_blank">here</a>. The questions are in bold black and our notes on the candidate responses are in blue. We remind everyone that the interview process is confidential. NSA members agree and commit to maintaining confidentiality of the information received, exchanged and/or reviewed during and following the selection process.</div><div><br></div><div>If you have any feedback or questions feel free to contact any of the <a href="https://internal-ncar.ucar.edu/nsa/nsa-executive-committee" target="_blank">NSA-EC representatives</a>.</div><div><br></div>Stay well,<br>The NSA-EC</div><div dir="ltr"><br>Eric Apel (ACOM), <a href="mailto:apel@ucar.edu" target="_blank">apel@ucar.edu</a><br>Jimy Dudhia (MMM), <a href="mailto:dudhia@ucar.edu" target="_blank">dudhia@ucar.edu</a><br>Peter Lawrence (CGD), <a href="mailto:lawrence@ucar.edu" target="_blank">lawrence@ucar.edu</a><br>Gunter Leguy (CGD), ECSA Co-Chair, <a href="mailto:gunterl@ucar.edu" target="_blank">gunterl@ucar.edu</a><br>Matthew Long (CGD), Co-Chair, <a href="mailto:mclong@ucar.edu" target="_blank">mclong@ucar.edu</a><br>Anna Malanushenko (HAO), <a href="mailto:anny@ucar.edu" target="_blank">anny@ucar.edu</a><br>Rachel McCrary (CISL), <a href="mailto:rmccrary@ucar.edu" target="_blank">rmccrary@ucar.edu</a><br>Andrew Newman (RAL), Co-Chair, <a href="mailto:anewman@ucar.edu" target="_blank">anewman@ucar.edu</a><br>Peter Sullivan (MMM), <a href="mailto:pps@ucar.edu" target="_blank">pps@ucar.edu</a><br>Tammy Weckwerth (EOL), <a href="mailto:tammy@ucar.edu" target="_blank">tammy@ucar.edu</a><br>May Wong (MMM), ECSA Co-Chair, <a href="mailto:mwong@ucar.edu" target="_blank">mwong@ucar.edu</a><br>Helen Worden (ACOM), <a href="mailto:hmw@ucar.edu" target="_blank">hmw@ucar.edu</a><br>Britt Stephens (EOL), <a href="mailto:stephens@ucar.edu" target="_blank">stephens@ucar.edu</a><div><span style="color:rgb(0,0,0);font-family:-webkit-standard;font-size:medium"><br></span></div><div><div dir="ltr"><div dir="ltr"><div><div dir="ltr"><div><div dir="ltr"><div><div dir="ltr"><div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div></div>
</blockquote></div><br clear="all"><div><br></div>-- <br><div dir="ltr"><div dir="ltr"><div><div dir="ltr"><div><div dir="ltr"><div><div dir="ltr">Andrew Newman, Ph.D.<div>National Center for Atmospheric Research</div><div>Research Applications Laboratory/Hydrometeorology Applications Program</div><div>P.O. Box 3000, Boulder, CO 80307-3000<br></div><div><a href="http://staff.ucar.edu/users/anewman" target="_blank">http://staff.ucar.edu/users/anewman</a><br></div><div><a href="https://scholar.google.com/citations?hl=en&user=NIauackAAAAJ&view_op=list_works&gmla=AJsN-F6mUExXALoxUjaycWY6UbpD41blQpZqOxJCF-II5FyLCzp6Oydl6GhTCPYtiEMtl0GwjM2UkediCC0Mg3_c40BVEl2sqw" target="_blank">Google Scholar Profile</a><br></div><div>ph: 303-497-8456, email: <a href="mailto:anewman@ucar.edu" target="_blank">anewman@ucar.edu</a></div></div></div></div></div></div></div></div></div></div></div>
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