Resources for Education

Slavery’s Legal Legacy and its Meaning for Law Librarians and Legal Research Professors

The Mid-America Association of Law Libraries is inviting you to an online forum to discuss Slavery’s Legal Legacy and its Meaning for Law Librarians and Legal Research Professors. Law was critical to the establishment and growth of American slavery. Judges authored thousands of appellate opinions on the subject, yet the influence of these cases remains underappreciated. This program will explain how the law of slavery was constructed, why modern American judges continue to rely on slave cases and principles derived from them, and how legal research tools and methods have led to this reliance on the law of slavery.

Speaker: Justin Simard - An Assistant Professor of Law at the Michigan State University College of Law. At MSU he teaches Professional Responsibility, Commercial Law, and legal history and directs the Citing Slavery Project and the Kelley Institute for Ethics and the Legal Profession. His research traces the transactional work of lawyers in the nineteenth century and the legacy of the law of slavery. Professor Simard received his bachelor’s degree in history from Rice University and completed his Juris Doctor and Ph.D. programs at the University of Pennsylvania. His work has been published in journals including the Law and History Review, Law and Social Inquiry, the Stanford Law Review, and the Journal of Southern History.

When: Wednesday, June 26, 2024

Time: 1:00 p.m. (Central Time)/2:00 p.m. (Eastern Time)

Where: Via Zoom

Please Register Here

Great Place to Work CEO: ‘It’s time to acknowledge why diversity makes us uncomfortable’

“The word “diversity” is being hijacked and weaponized. For some, at best, diversity means discrimination. At worst, it means darker or “different” people will get the job or promotion because of their skin color or difference. If you can describe what diversity means to you in an unwavering way, go for it.

If the word diversity is uncomfortable for you to use because you know it provides comfort to some and fear within others, I would acknowledge to your people why it makes you uncomfortable. Then state what you believe in, including how different beliefs, experiences, skills, and personalities are needed to drive innovation. Ask your DEIB leader for help on the message that will move your company forward from a business performance point of view.”

Read the full article here.


Implicit Bias, Course Evaluations and Staff Performance Evaluations

Implicit or unconscious bias refers to the information, attitudes, and stereotypes that affect how we process information subconsciously. Implicit biases surface when situations trigger mental reactions that influence our behavior. Implicit biases are not related to our conscious intentions, yet they can affect the way we evaluate an individual’s performance, form judgments, and evaluate the quality of our experiences and interactions.

Click here to view the Implicit Bias and Course Evaluations Guide which is intended to support students interested in intentionally disrupting implicit bias when completing course evaluations.

Click here to view the Implicit Bias and Performance Evaluations Guide which is intended to support faculty and staff interested in intentionally disrupting implicit bias when completing staff performance evaluations.

Check this page frequently for information regarding lectures, presentations, webinars and articles which facilitate learning and skill-building relative to diversity, equity and inclusion.


University of Pittsburgh's Anti-Racism Resource Toolkit

Pitt's Division of Student Affairs stands in soldiarity with our Black-identifying students and students of color and against systemic racism, police brutality, and injustice in any form. As part of our commitment to creating a safe and welcoming environment for all students, we are educating ourselves on the history of race in the United States of America, learning best practices in how to hold conversations about racism, and taking immediate, actionable steps toward change. 

The above toolkit is designed to meet you where you are. Some content is specifically aimed toward our Student Affairs staff, and some content is offered for our students. Some content addresses the concerns and trauma of Black-identifying students and staff, and some content addresses the concerns of White students and staff. Some of us are deep into the conversation about social justice, and some of us are just learning about these concepts. Wherever you are--start where you are today.