Mary Rowe

Mary Potter Rowe attended Swarthmore College, receiving a BA in history and international relations. Rowe earned her PhD in economics at Columbia University.[15][16]

In 1973, Rowe became a Special Assistant to the President and Chancellor of Massachusetts Institute of Technology (MIT). Her title, initially "Special Assistant for Women and Work" became "Special Assistant to the President and Ombudsperson" when the MIT Ombuds Office was established in 1980.[17][5] She continued in the position until 2014,[3] serving under five MIT presidents.[15] She worked closely with Clarence G. Williams, Special Assistant for Minority Affairs.[5] Her work contributed to the formation of MIT's first harassment policy.[10]

In her work at MIT, Rowe became a model for the position of ombud. She was initially empowered by then-president Jerome B. Wiesner and then-Chancellor Paul E. Gray[3] to be an independent neutral party[6] who would respond to anyone who came to her with concerns, in an impartial and confidential manner. Wiesner encouraged her not just to help individual people, but to look for flaws in the way the university worked as a system. He charged her: “Don’t let any problem happen twice.”[3]

Rowe coined the term “zero-barrier office” to describe the desired position of an ombuds within an institution.[6] She worked with individual "visitors" to her office to develop options of their own choice for dealing with difficult situations. Upon request and with permission, she would help to bring issues to the attention of other decision-makers or the institution.[6] This can involve "generic options" that protect the privacy of the specific person or persons who are surfacing the concern, while still enabling the organization to take action. For example, a compliance officer could be prompted to do a routine, unannounced “spot check”, or a senior manager could discuss policies relating to an issue generally at a routine staff meeting [18][19]

One of Rowe's techniques, "Drafting a Letter", involves writing a private letter to be shared with the offender or a supervisor, factually describing what had happened, their emotions relating to the incident, and a proposed remedy. Writing such a letter helped visitors to clarify their own feelings and goals. Rowe reported that in cases where the letter was shared, this technique was highly effective in stopping specific problems.[3] Having been shared, it could also provide evidence that the writer had requested that the behavior be stopped.[20]

Rowe also coined the terms “micro-inequities” and "micro-affirmations” in 1973 to describe a type of interaction that was often reported to her office. She encourages the use of micro-affirmations as a way to improve institutional culture.[12][6][10] (See section below.)

Rowe was a founding member of the Corporate Ombudsman Association (COA), which first met in 1982 at MIT. It was formally organized in 1984, with Rowe as its first President.[4] [5] In 1992, to better reflect its membership, the Corporate Ombudsman Association (COA) was renamed The Ombudsman Association (TOA). In July 2005, TOA joined with the university and College Ombudsman Association (UCOA, established 1985) to become the International Ombudsman Association (IOA). In 2021, it changed its name to the International Ombuds Association.[21][3]

Rowe started the first listserv for ombuds, enabling individuals at different institutions to share advice and develop new conflict management and intervention techniques. For example, Rowe helped to develop techniques for dealing with reports of sexual harassment[9] well before the federal government established the Equal Employment Opportunity Commission guidelines in 1980.[3] Rowe has helped to document the wide range of situations that can be faced by ombuds, some of which can be extremely serious.[22]

As of 1985, Rowe additionally became an adjunct professor of Negotiation and Conflict Management at the MIT Sloan School of Management.[5] She worked with Robert McKersie to develop some of the first courses in negotiation and conflict management.[3]

Rowe's papers are part of the Women@MIT archival collection.[6] Many of her papers have been made freely readable under open access by the Negotiation Journal.[15][23] As of 2023, a special issue of the Journal of the International Ombuds Association (JIOA) is planned to focus on Rowe's contributions to the field.[7][24]

Rowe coined the terms micro-inequities and micro-affirmations in 1973 while studying inclusion in the workplace at MIT. Rowe defined micro-inequities as "apparently small events which are often ephemeral and hard-to-prove, events which are covert, often unintentional, frequently unrecognized by the perpetrator, which occur wherever people are perceived to be different."[25][26] She initially used the analogy of a "Saturn's rings phenomenon" to describe them; because the planet Saturn is surrounded by rings made of tiny bits of ice and sand that can act as a barrier to the planet.[27]

Expanded discussions appeared in 1990 as "Barriers to Equality: The Power of Subtle Discrimination" and in 2008 as "Micro-affirmations and Micro-inequities". Rowe built on original research by Chester M. Pierce about microaggression, which originally focused on racism and behaviors that could easily be seen as hostile.[28][29] She also credits earlier work in the same genre by Jean-Paul Sartre who wrote about small acts of anti-Semitism.[29] Rowe's original research studied the impact micro-messages have on the academic community and society in general. She documented instances of micro-inequities wherever people are perceived to be "different."[18][30]

A micro-affirmation, in Rowe's writing, is the reverse phenomenon. Micro-affirmations are subtle or "apparently small acts, which are often ephemeral and hard-to-see, events that are public and private, often unconscious but very effective, which occur wherever people wish to help others to succeed."[31] They acknowledge a person's value and accomplishments. They may take the shape of public recognition of the person, "opening a door," referring positively to the work of a person, commending someone on the spot, or making a happy introduction.[32] Apparently, "small" affirmations form the basis of successful mentoring, effective networks, successful colleague-ships and of most caring relationships. They may lead to greater self-esteem and improved performance. Rowe and others recommend the intentional practice of using micro-affirmations as a way to communicate that people are "welcome, visible, and capable" to improve academic culture for everyone involved.[11][33][34]

Rowe also studies bystander intervention.[14] She encourages bystander training in how to better deal with microaggressions.[35] Among her recent research is an examination of the importance of bystander intervention and protective workplace systems for occupational well-being. The study involved 1,500 physicians at Stanford University School of Medicine in fall 2020. The perception that a bystander would intervene was highly important to physicians who experienced incidents of being "mistreated, harassed, or intimidated" by patients and visitors during the COVID-19 pandemic.[13]

• Rowe, Mary (1977). "The Saturn's Rings Phenomenon". In Proceedings of the National Science Foundation’s conference on women’s leadership and authority. Santa Cruz, CA: University of California.
• Rowe, Mary P. (1 June 1990). "Barriers to equality: The power of subtle discrimination to maintain unequal opportunity". Employee Responsibilities and Rights Journal. 3 (2): 153–163. doi:10.1007/BF01388340. ISSN 1573-3378.
• Rowe, Mary (March 2008). "Micro-affirmations and Micro-inequities" (PDF). Journal of the International Ombudsman Association. 1 (1): 45–48.
• Scully, Maureen A.; Rowe, Mary P. (2009). "Bystander Training within Organizations" (PDF). Journal of the International Ombudsman Association. 2 (1): 1–9.
• Rowe, Mary (February 22, 2015). "Unconscious Bias: May Micro-Affirmations Provide one Answer?". MIT Institute for Work and Employment Research.
• Rowe, M.; Gadlin, H. (2016). "The organizational ombudsman". In Roche, W. K.; Teague, P.; Colvin, A. J. S. (eds.). The Oxford handbook of conflict management in organizations. Oxford University Press. pp. 210–232.
• Rowe, Susannah G.; Stewart, Miriam T.; Van Horne, Sam; Pierre, Cassandra; Wang, Hanhan; Manukyan, Makaila; Bair-Merritt, Megan; Lee-Parritz, Aviva; Rowe, Mary P.; Shanafelt, Tait; Trockel, Mickey (6 May 2022). "Mistreatment Experiences, Protective Workplace Systems, and Occupational Distress in Physicians". JAMA Network Open. 5 (5): e2210768. doi:10.1001/jamanetworkopen.2022.10768. PMC 9077480.
• Rowe, Mary (May 2023). "Becoming an ombuds at MIT". Conflict Resolution Quarterly. 40 (4): 497–504. doi:10.1002/crq.21384. ISSN 1536-5581.
• Rowe, Mary. "For the Hesitant Bystander Who Learns of Unacceptable Behavior and Wants to be Helpful: A Checklist with Examples and Ideas to Consider".