 Is there a voice? Okay, because we have had some problems in another room. It's okay. We didn't say anything, which we shouldn't say. So we'll start. Hi, I'm Teremini. I've got Chris here and Billy is coming. Is he coming in? Yeah. Hey. Yeah, I was expecting you. You said you were going to come. Yeah. So I'll start all over again because you just say. So just two seconds. So I'm Teremini, Rich, Carl, Chris, Lian, and Billy. So today, welcome to the oil to SIG. I know it's not a popular thing. That's why we expect this. DI is difficult. It can be something very difficult. Hi, Eileen. So I'm just going to cover a bit around the SIG. So you know what the SIG does? The SIG, obviously, is under the alt umbrella. And then I'll talk a bit about antiracism. And we can have a discussion about what each people think antiracism is about or not. And then obviously, I'll have to sell you, right? The idea of joining the SIG. You've been buying stuff outside. I've been buying ideas. I'm going to sell ideas. So we have a team. So Chris is also a member. So I'm the chair. Chris is the office officer. We've got people who are actually attending online. You'll see the picture very shortly. And so the SIG was actually, before it was a SIG, it was a group. Before November 2021, it was a group not under alt. It became a SIG in November 2021. And we've got Remit, which is the typical thing in text, you know, very heavy text about the group of rates and as a community of practice and power and what the group is about. It's basically antiracism and learning technology. The slides are available, by the way. And very important thing here is live experiences, safe space, antiracism, teaching practice, and community awareness, which is a big thing that we need to do now. Okay. Sorry. It's actually a PDF. I didn't get the... So you've got myself and then Rachel is a new officer. So she's our external engagement officer. You'll be getting emails from her mostly in the future. And I'm in also a new external engagement officer. I'm the type of leadership that I do is I like to put the team forward. So we actually go into doing a blog around each officer very soon so that they have visibility and people know who they are. And Olatunde is a vice chair. And then we've got Tanya, who's our internal engagement officer. We've got Chris, who's our events officer. And some of our activities. So we've been... We have three types of activities. Discussion forum, which is a better off a safe space. It's not recorded. It's all organized by ALT. So they do the logistics, registering and everything. And then we discussed about the uncomfortable topic, right? And it's not recorded. So people can say whatever they want. And obviously, it's got to be respectful. It's not like we're going to attack each other suddenly now, virtual attack. And it's within the system as well, like around ALT, not like sidetracking. It's about an hour. And we have one thing that I've started to do from last academic year is a follow up blog to kind of take the reflection and those who could attend because a lot of people have work because the meetings are during work hours, working hours. So they can attend. Sometimes they register and they cannot join. And then we have open forums. Chris mostly deals with us or getting speakers to talk for our events. One thing that we're doing at the moment, they are coming for free, which to me, I am not a big fan of DI work that's not for free. I think I've been saying it a few times. And because DI work is very, very difficult. One of the things that I often tell people, like if you do DI work on a day to day basis, you need space to actually get out from just from hearing the issues that people have, you need to take that space. And some people even have their own mentors have counselors as well. So that's why it's important to value that, okay, it's not just, okay, you need to do that. But then people, you know, they are not paid, they are not getting the things that they need even for training for, because the people who are talking about antiracism as well, they need money to do other things. So I'm not a huge fan of it, but hopefully alt has like some amount of money that we're going to kind of maybe start to give financial recognition to speakers. And we also have started this speaker set of git. And I think it's the first time because I remember Kerry designed that like, oh, okay. So I think it's the first time now we're going to do that. So we've issued for who? Maria. Maria Vakalo. So we had someone from University of Columbia. Yeah. And then we have reading groups which are closed, that one is like 90 minutes. So you get some reading. I very much focus on open resource materials. Because one thing around equity is not everyone has, marginalized group don't have ready to go money that they can just go and buy a book, for example, or have the time because to go even to the public library to get books sometimes because they have caring duties, they have all the additional things that basically squeeze them say, please give me something quick that I can read and I can contribute. So that's few of the things that we have. Now I've got a QR code if you want, everything is pretty much I've made sure that everything is on the alt website as well. So we've got a web space on our page, we've got a blog space, we've got a YouTube channel, I think so far with two events that have been recorded. Because before the other events, before November 21, well, they were part of, it was not yet a safe soul. We don't have recordings for that on alt page. And then we have resource materials. And in the resource materials, we have suggestions also from people if they've found a course useful or campaign useful, it's all in there. And these are some of our activities that we actually did. Allatunde is actually a Siedine who works around AI. So he actually talked about some of the, there's a YouTube recording as well available. So he actually spoke about achieving inclusive education using AI in June. And then in March, we had Maria Miguelis Valcarlos who came from U.S. It was a paper, so she wrote a paper around antio oppressive pedagogies and online learning, which I had been sharing from, I think, the last one, one and a half years. So people were like, oh, I found this paper useful. I was like, okay, we're going to get her to maybe come and talk. So she's actually done a literature review on all, on a lot of papers and other researchers. So that paper is, it's quite bulky, but very useful for if you want to learn about what oppression in technology use of, you know, in online learning is. And then we had, there was one session that I did, which was around creating disability for POC colleagues, people of color who work in junior role. That was actually from requests from the community. Actually, it wasn't even Lori. I think there was a session that Lori was saying, oh, he'd been to an old session where there was someone who came along and the person said, there was no one else that looked like him in the conference. So we're like, okay, how do we create that? How do we change that? So you would probably see we currently recruiting for offices as well. And we welcome junior people as well without experience, who want to join committees, because I think I have the capacity. I definitely have the capacity and patience to kind of give the mentoring that's needed and provide the visibility. So I'm happy to do that. And then November last year, we did something around, we had a speaker, Lisa Lane, who actually she's also part of a group that they did, they definitely designed a course on future learn. So the blog is there, the YouTube link is there, lots of material, lots of comments. And usually when I write the blogs, I provide additional materials as well on top of what's written, what was said. So lots of reading actually in these blogs. And then we also did something around Black History Month, what it means for learning technologies and things like that. So there are quite a few material online already. Now, what we plan to do is, as I was saying to you, this is voluntary work. It's important for me to put the team out in the limelight, put them to shine, because DI work is not easy. And if I don't do that, well, I'm the chair, I've got to do that. I have no other choice. So there's a series of blog, Chris already already wrote his blog. So it's going to, I think, go in the end of September or some point in time. And that's one thing that we're going to do. Let people also start to know who are these volunteers. It's free work, right? But we need to create that space for visibility, promotion, recognition, and then more DI work. And we have an assembly presentation. So Alt Assembly will be happening 19th of October, where we're presenting. And we are looking, we have compiled the list, sadly to say, I was actually looking for the list of all the Alt groups and SIGs and find their contact. Not many of them were publicly available, even as a group, not even individual people, I'm saying, but even as a group. So me and Rachel, we went and we went on every page, look at, you know, what the hashtag was, because this was already available. So if Alt wants to use what we've put together, I'll probably send it as well. So everyone has it. We would like to have more collaboration. Now, the thing around DI, the challenge that I'm facing there is, I cannot go and approach someone and say, would you like to collaborate on DI? That's not impact. That's why I had on the earlier slide, a space for real impact and change. That's not, there's not going to be an impact there. It's more like forced. In a few assemblies now, I've been saying, people are welcome to collaborate, come, we will do it. So I'm kind of waiting for that. So that real change really happens. And we are also looking at other Alt stakeholders like Jess, Ceda, and if universities want to also get involved or invite for in-person, there's not much money, but if we get invited, we will go and probably do workshops. There have been lots of requests for workshops, but I don't know without venue, how do we do it in person? Not yet. So that's the better. Now, there's one thing that I put a lot of focus is the activities are community-driven. It's not driven by me, it's driven by Chris, it's not driven by just us offices. What you say you want us to do is what we'll do. So we've put out a survey, which is how you'll say, where people can say, okay, I want more workshops, I want more close group discussion, which are not being recorded, or I want more discussion on X topic, Y topic, more on how to change things, how to make real impact. We've had people who said they want more activism as well, or they want less of something. So what people will tell us, it's not just people who are members of the SIG, because other people also are members. So we basically just listen and try to implement that. We've done that last year, we've done that the year before as well, even right before we were SIG. And it's something that I continue to do because I think that's how change happens. Now, why anti-racism and not something else? Anti-racism basically is a topic which gets very confused. And may I ask here with a short hand, how much do you know around the topic? So this is low, this is medium, this is high, two hands is very high. Rich, you have to stop the email. Okay, yourself, Eileen. Okay, it's especially in the UK, it's very, very difficult to understand what anti-racism really means, because there are so many things. And sometimes when we talk around, I mean, I do other work around disability as well, obviously, diversity and inclusion is kind of my focus and tech equity. But sometimes when we talk around anti-racism, there will be the dilution of anti-racism. Oh, let's talk about something else. Let's talk of it about equity in general. That's something that we often find, especially if there are white people, because, well, there are white people, for example, who are disabled, right? There are white people who are categorized as LGBTQ and everything. So when they don't really understand anti-racism, they kind of take that topic and try to put it under inclusion. I'm not saying that anti-racism and inclusion is different. It is not, it is actually subsection. But when anti-racism is being talked, we should not dilute it out there. So I'll give you a very, very, very concrete example, real example. So that actually happened only in earlier this year, but I don't know which month. So there was somebody who posted a video about racism in, I forgot which country, but it was a video without captioning. Now captioning is a big thing in the UK because we've got a law about it as well. Now in other countries, there's no such rule. Someone posted a video about a racist issue and then you had, there was a white male who, oh, pretty pictures. And people were like, that's the only thing you could say, pretty pictures, or you don't comment, right? And then he started to say, well, if you would have visited my profile, you would have seen that I can't hear, I'm hearing impaired, all these things. One, why would people go and visit the profile of everyone who comments? And why would you make a comment only about the prettiness? Because if someone really wanted to have a discussion about that, I mean, it was pretty clear what was happening. Can someone please translate or tell me what's happening there? What ended up happening in that real story thing? Two black women ended up apologizing to that white male. And that guy, by the way, is a DEI lawyer. He's a lawyer. He does around DEI, but he only deals around disability. That's the problem. He's got very, very little understanding of what anti-racism is and where he should speak and not speak. So what ended up happening is an anti-racism issue ended up being two black women apologizing to the white male who has a disability. That's often something which is very uncomfortable actually in the UK, because people get confused around inclusion and anti-racism. They are like, oh, we'll talk about everything else. And there's also intersectionality that comes on top of it. People also get confused around intersectionality. And there's a lot of terms that have been created also to kind of dilute the actual problem. So you'll, for example, have people. We do use term which is people of color rather than vain in the SIG. But if you ask me, I would prefer if someone categorized me as African Asian, which, by the way, does not even exist in the list of ethnicity. I'm always putting other everywhere. I'm always putting other because it doesn't exist. That's how I categorize myself. People have loads of discussion. We can be talking about global majority, about this, about that. It's basically just, again, what we're talking here is inclusion, but changing that actual discussion from anti-racism to, okay, we'll include everyone. We'll not talk of the actual problem. So, yeah, the last bit, which is about meaningful representation. One thing that I was actually, when we were told, I'm also part of the committee, conference committee. So when we were told that we were going to have students, I was like, Laurie, please make sure that the students are representative or representative. And no, it's not, it just doesn't mean that because someone is representing a certain ethnicity, that they are the right representative. We don't need to go far to know what's happening with the government. Okay. And if you look at data that tells you how many, I don't have recent data, but I know a few years back, UK was one of the European countries that had the most ethnicity in there, in MPs and people in the government. But we know what the actual problem is, right? So representation have to be meaningful. Representation we need. If we don't have it, we need to. This is the first thing needed, but it have got to be meaningful. And it have got to be representative that are confident enough to put the voice there. Because if you put someone who's, who won't actually defend what they need to defend. So it's not going to happen. I was going to tell you a repeat after me, you can if you want. So basically race impacts nearly every aspect of racially marginalized people's lives, from access to education to quality of education received, if there is even access to it, including to access to identified work, reward promotion, again, if ever there is access to it. So when we're talking of anti racism in the sector, we need to know so the work that I was showing you earlier, Lisa Lane, the course on future learn. They talk a lot about representative of representation of people in development of software, it was around AI use of AI and things like this. So representation of people in various levels of the developmental stage of software, including users, testers, everyone. So I just wanted to ask, do you have any question? I mean, I don't mind taking question before we proceed. Billy is clear. Do you have a question? Confused? Okay, I'll let you learn that. So this, okay, because I'm using a PDF, sorry. So this is not my own graphics. I've taken it from somewhere else. Actually, here we have three zones of becoming, well, three main zones of becoming an anti racist. So what we've got here is the typical, well, the first one, the pale blue one, is the group that it's easy to recognize, okay, it's easy to recognize when someone is a racist, okay, they deny there is a problem, okay, they avoid the hard questions. And they talk to, sorry, I can't see on this. I actually need to look if you don't mind. So I'll look here. So yeah, so I talked to others who look and think like me. So that's actually not exactly anti racist, okay. And then you've got the other set which is I recognize racism, okay, I understand that. So this actually would be the type of example that I was saying earlier, like, for example, dilution of anti racism under inclusion. So you talk about it, but okay, nothing is going to explode. The one thing, oh, by the way, we have someone who knows how to locate bombs in the room. That was part of the meeting grid this morning, finding interesting thing about people. So we're safe. So this is basically those, so people with these characteristics would fall under that. So I understand my own privilege in ignoring racism. Okay, I educate myself about race and structural racism. Now what you'll see here is it's a lot about me, me, me. So it's also when people are trying to learn. And also people who they are learning and making mistakes kind of also fit in that category, but they are not quite there being an anti racist that they can, you know, campaign and activate for it. And then you've got, so they could still, by the way, contribute to some conversation, but not in depth. So that's, I mean, you'll recognize yourself where you are, right, which stage, if you're learning where you are, which growth. And then you've got the last one, which is the more darker blue or rather blue, the others were pale blue, which is okay, I identify how I may unknowingly benefit from racism. I promote and advocate for policies and leaders that are anti racist. I sit with my discomfort. Now this is something very, very important, sitting with one single foot. You remember yesterday we were doing, right? So you were not in the few workshop yesterday, too bad. He was, he knows. We had some, we had some come out, which was difficult, actually, to be honest, and find the actual problem. So, and then I educate my peers how racism harms our profession. I speak out when I see racism in action. I don't let mistakes deter me from being better. I yield positions of power to others, otherwise marginalized. I surround myself with others who think and look differently than me. Now these are, you'll often find these with people who collaborate externally as well outside of England, outside of UK, you will not necessarily okay, but some of them may have these characteristics because they are exposed. So they surround themselves with people who think and look differently than them. That's why, you know, representation is important for that. If you don't surround yourself with people who don't look like you, you're not going to hear different perspectives. You're only going to, basically, you only echo what you know, what you've been taught, and you continue to carry this unconscious bias with you in all your decisions. We are humans. We'll make mistakes. What we need to do though is recognize those mistakes. And it's this recognition, but then once you've recognized it, how do I change it? Even if I have privilege, how do I change it for others? Am I hearing what they are saying? Am I implementing, you know, we are learning tech here. We had students earlier saying that do people even hear us, you know, like they will be saying, I need this, I need this, but what we are doing is we're giving them something else. So are we, when we look at antiracism, are we doing the thing that the people are saying, I need this, need you to do this, not that, but this. So this is this discomfort. Okay, I have my bias, but I should not be doing this right now. I should be doing that, which that person is asking for. That's the need of the person. That's how I can support the person. So there's loads. Actually, it's a long, long discussion. It doesn't end 30 minutes. I'm afraid. But it kind of, with the resources that you've got on this slide, I think it provides a start of a conversation. So I've got like, I told you, I'm going to sell you things, which is to join us for impact and change. And we have, I have links on this, which is, and I've got a QR code, which is not quite coming up. So if you want to join as an auditor member, we've got a just mailing list. We are looking for a secretary and events officer to join Chris. Chris is a bit alone at the moment, and I, and it's not good to leave him alone. It's somebody else to help. Actually, we're looking for two more offices, events offices, because we want to really expand, and we recognize that people do this voluntary right on top of other things. So we need as much. And then there are links. So there's also a blog and a form that has gone out to join us as speakers. And we are going to look into how we can do some contribution with a pot of money from all to kind of pay and recognize the speakers, because what I really I would like us to see, like you have seen earlier from this slide. So I've had all that today is based here. He's from Nigeria, but he's based here in the UK. Lisa Lane is also based here. We've got Maria Valcaros, who's based in the US. What we're good to see is to hear of anti racism perspective from other countries and other regions of the world, because it's good to be exposed to these cultural differences and perspectives, obviously, not necessarily being negatively influenced because each one will have their own bias. But obviously, you know, we are seeking speakers who can contribute and from what they can contribute, what positives do we take from that and make change. So that's I actually did Rachel was working on some graphics. So this is actually some text that Olatunde said was well, he's basically an academic in business, right? Yeah, business. Yeah, that's what he does. So we've he has got an interest in the role of technology in achieving anti racist learning experience. And obviously he that's his message for you to join us. And then I've got Amin, who is also our who is our external officer. So he says, well, come and join us whoever wants to come and join us. And we're looking to make an impact. Whether it's small or big, the impact needs to be done because we need to start to see change. We can say very often we say change takes time. But we've got to see something start to come. And this is actually a message from Rachel. Okay, okay, where does it go? So she says it's a valuable valuable asset to come to combat underlying racism for cooperation and collaboration, no matter where you sit in your profession. So she's kind of a junior role at the moment. She's new to the UK as well as well as Amy. So they've been here for like about a year. And then we've got some bits and pieces from our speakers as well that we've taken. So that's it for me. We do have time for I'm between you and our reception. So question. I'm just like, thank you very much. I'm putting you in the line. Okay. There are two of them that we've done. So the one with Lisa Lane, the blog as well. It's got loads of materials around AI. And, you know, like how nickel when they had it, you know, like people from China couldn't use a camera because the camera kept saying, you're blinking, you're blinking. But they were not blinking. It's simple things like this because and I think the product was developed in the US or something like that. So it's just getting the right people at the table. And maybe other thing I could put your question because I think I'm, did you do your ask me thing already? No, that's tomorrow. Yeah. Anyway, I'll ask you anyway now. I think it's the right crowd to be around is maybe alt as a, I mean, if you look at the volunteer that was something me myself I've noticed, which is what I would like to see is like, as far as I know, well, I don't have ethnicity data. So I can because there's no ethnicity data captured so far is what I would like to see is well, there's only me and there's somebody called Manish, I think, who are chairs and of our color. I have never met that guy. I don't even like, I would like to meet and I would like to see more, more diversity in terms of chairs, co-chairs, offices, and not even that. But you know, like all the volunteers in terms of trustees, even in terms of staff. So, well, I guess the question that that comes sorry, putting you on here. So what was the plan for them for the next six months, one year and five years for us to see change and impact, not just change, okay, because change can be we just put people of color there. I want to see that. So my response, I'll try to be as short as I can, because I have to run, but that's not an excuse. So within six months, I would say that we've already made a huge amount of progress in this area, like said, we don't capture or didn't capture any ethnicity data on members. And we conducted or conducted an EDI review of all which came with a number of suggestions and recommendations for what we can do. Some of those are much longer term strategic objectives that we need to look at, but some of them are very much short, short term and big wins. And I see it as a huge priority in terms of amplifying voices, like you say that we have within the community, perhaps often overmoved or perhaps don't have the platform that other people have been given. So there's certainly things that we can do. And in terms of incorporating that data, I think once really in the years time, we will then start to be able to look at group dynamics and into how members are feeling supported and perhaps start to create those connections because we might see a name, but we don't know where that name comes from. So my name's Billy Smith, you might think, oh, that's an English name, perhaps it is, but my mum is Indian or half Indian, names of American Indians. So there is some background, sometimes we don't see what's behind the curtain if you like, as to people's backgrounds. I think everybody's got a story that they can tell, sometimes how equity, diversity and inclusion has affected them, why do people, people of all colors, and different backgrounds. I like what you mentioned in terms of different countries, because we have to learn and understand what is happening in a different context, particularly in higher education, we have so many international students that do all sporting and enlargement that are probably English into second language and automatically accepted into this branch. So I think there's a great deal we can do, and I think the work of this group is going to underpin and enhance that strategic element of what's next in terms of the EDI review. And I think one of the changes we'll make imminently is that we're already recording it with DDI, so it's not... By which way? That narrative of EDI and people just going, oh, it's another EDI thing, because I think sometimes we do get a whole barrage of information coming our way, and there has to be purpose behind it. So I like how you've set out the reasoning. I think your graphic... Not mine, yeah. But that's a good visual that we should be sharing with our community and perhaps recognize where they are. Yeah, what I can do after that, because I wrote a blog, I don't know why it was, which was about pseudo anti-racism, which is basically around that circle or thing you saw, which was like, how do you identify and how do you categorize? And given some example, obviously I've not given every single example, but it's good to know what's important is for people to recognize mistakes. That's the most important. We did that yesterday about change, what's the first step to change, and you were talking about your background. That's one of the reasons why we're doing these introductory blogs, actually, about offices. So people also know from where offices are coming from, as in from what background and what they are bringing and what they are doing, because I think giving this visibility is important. So we can recognize, okay, from what angle. So I'm celebrating the diversity of our language, and the different perspectives that they can bring into the work that we're doing. So I think there's a lot of connectivity between what you're doing and what we as an organization need to do, and there's a lot of showing up that we need to do. We're not cheap to pay to move at the first. From a membership perspective, there's lots of information to take on board, and what you're doing, and aside, there's this thing. Exactly. I mean, one thing we would like to do more as well that we have discussed, I think, for quite some time is also, that's why I was saying, I'm not going forward to keep telling people to other SIG and other groups to come towards me, because we know it's there, okay, as a fact that there are groups that have mainly been almost always been white members, white officers in the group, would like to see more diversity, but it's difficult for them to understand, probably, action on how to do it, would like to give a hand in some way and say, this is how you could do it in the language, in how you are recruiting officers, it's volunteer role, but still, you know, you need to kind of have diversity in some way. Is it sort of raising that safe space? Yes, that's very, very important. Yeah, because you could have diversity, but then, you know, like, the person, the person of color is not feeling safe in that environment, so that's one thing we would like also to do with all to be involved in the processes and feed, because we've got the pool of people who can provide this input and suggestions and feedback, right? So make use of that and kind of feed. One thing I can already tell you, this conference is a big hit among people of color. One, I don't know, I think, I think probably that's the first time we've had people of color as a chair, if I'm not mistaken, and even diverse the other theme, I actually wrote a blog because I interviewed Santanu, I went and look at all the previous conferences and the theme. That's the first time, usually, even when I presented Tech Equity and All Before, I've had to put it under wildcard, but now we have had, this is the first experience with diversity and, you know, it's actually a theme, a main theme, and it's made an impact. So there will be some funding for this, but also, you know, I think there's opportunities to see it now at the external sponsorship. Yeah, yeah, hopefully. Yeah, I mean, this is why a lot of D-Line work doesn't get done, and I'm going to put my whole inclusion hat right now. Even disability, you don't see a lot of disability support being done in an institution because they tell you money. It's an issue because if you want to change. So you have a question now, okay. It's not a question really, it's a comment, and I'm really pleased to see you're putting a little bit of money aside for it, but to be honest, you know, let's just take it back to the start in terms of where this group came from. I don't think it was any coincidence that it sort of organically spun up really during the time of the sort of Black Lives Matter. Black Lives Matter. You know, people really just wanted to do something, and I felt along those lines as well, you know, I've been working in education and technology for a very long time, and it's that sense, and no racism is wrong, I want to do something about it. And actually, this provided a forum, you know, you could go in, you could get some really good practical ideas of what you could do in the workplace, and what you could do with teaching and learning, what you could do with the systems, the AI systems and stuff like that. So the events we have that sort of practical representation of what you can do, it can be just really small things, but it can be really impactful and really big ones as well. So I know the money's important, but if you think about it, all the people who are doing these things, they're doing it because they're committed to challenging racism. I know we're running out of time. With the point that we are acutely aware that perhaps we need to ensure other human racist communities as well, because we are only a very voice, we can only do so much, so I'm really excited to work with you, and on that note, I'm going to have to do that. Yeah, hurry on. So thank you, thank you everyone who's been from low, middle, high, going to be here today.