I mentioned another mentoring volunteering organization I joined in September. I thought it would be more organized than OMD, but it turned out the other way. 🙂 I believe the core of the problem was the same – all of a sudden, the program expanded dramatically, and it became more difficult to keep up with mentor/mentee matching and overall organization. I was not matched for a long time, then I was matched with the wrong scholar (a person who wanted to be in a different program), and then, I was matched last moment with somebody who was absolutely not into STEM (I am not sure why she signed up on the first place). I think she will end up dropping.

However, while I am/was still on the roll, I joined a workshop with Dr. Valerie Lewis, and I am so impressed with her! She’s everything: incredibly smart, and her research is her primary focus; however, she does not live in an ivory tower. She navigated the complicated path of being a woman of color in STEM, not ignoring the obstacles. Another workshop participant said: “I am just doing my work and ignoring everything else.” That’s not Dr. Lewis’s position. She faces challenges, discrimination, and assumptions. She is tired of them, but she has the courage and boldness to address them openly. At the same time, she is not making this fight the first and primary goal of her life, nor does she become bitter. She still has a shiny positive personality. Let me say it again. She does not ignore problems; she stands up for herself, but she does not allow the problems to own her life. I wish I could be friends with her!

On another, however, related topic. At work, we just had a mandatory workplace harassment prevention training. It was a new course, and it was very well done – I learned something new about the techniques of identifying harassement and microagressions. One of my coworkers has being relating to me for a while that they were treated poorly by their manager. To be precise, they didn’t complain to me, but since we are in the office, I overheard multiple conversations, and after there most severe ones, I could not help but asking them privately how they felt. I’ve encouraged my co-worker to complaint about the situation, and not look for excuses for their manager (the manager had an ongoing difficult family situation). After that training, my coworker finally decided to act. Firstm they complained to the manager’s manager that there were no regular one-on-ones, and then, when one-on-one was scheduled, my coworker related to their manager how they felt about certain situations. I saw the change in their manager’s behavior immediately, so I knew that the conversation happened (which was later confirmed). Obviously, only time will tell whether the change is permanent, but I was incredibly proud of my coworker for finding enough courage to speak and relate all their grievances. I know that it was pushing the envelope, and that it was difficult! They thought that nothing will change, but things changed right away (for good or temporarily – we’ll have to see!