Drawing on insights from environmental systems and cross-disciplinary knowledge about ecology, this multimodal video essay narrates the collaborative process of three writing center practitioners as they created a curriculum for a professional development series on writing center ecologies—a curriculum rooted in ecological principles of scale, relationality, care and wellbeing, belonging, sustainability, and justice. Utilizing the power of image, sound, and audio, the trio brings each principle to life, sharing their personal and professional stories to highlight the importance of understanding place, culture, and power in shaping writing center dynamics. They advocate for care, sustainability, and justice in writing center practices by considering the long-term and large-scale impact of daily practices and relationships on broader systemic issues. Through this process, they not only exemplify what an ecological approach to writing center work looks like in our ecosystems, but also imagine the possibilities of how it can enhance writing center values, practices, and policies.

The Northeast Ohio Medical (NEOMED) University Writing Center was founded in the winter of 2022 to support its medical, pharmacy, and graduate students. Through trial, error, and creativity, the Writing Center Specialists developed a successful writing center offering collaborative synchronous and asynchronous sessions. Often, graduate education needs a different type of support than undergraduate students do: in-house editing combined with traditional theory. This initiative highlights the importance of writing and editing support in medical education, addressing diverse needs across NEOMED’s colleges and promoting effective writing practices. On February 21, 2022, in a small meeting space between two offices, Brian sat at a large, wooden, boardroom table staring out the large window into the Aneal Mohan Kohli Academic & Information Technology Center, the official name of the Northeast Ohio Medical University (NEOMED) Library, waiting for the first students to appear for in-person writing tutoring. One week prior, Brian had signed a part-time (20 hours a week) contract to lead a writing center pilot project that ended on June 30, 2024. Brian was the Writing Center Specialist and was tasked with creating a writing center to support the more than 1,000 medical, pharmacy, and graduate students at NEOMED and had less than 30-months to do it. NEOMED is a stand-alone medical university in the rural community of Rootstown in Northeast, Ohio. It is not connected via physical space to any hospital system. NEOMED does not confer any undergraduate degrees but does offer several master’s and PhD programs for its students within its College of Graduate Studies. There are over 600 medical students, 300 pharmacy students, and more than 100 graduate students attending NEOMED. The school is within 50 miles of several teaching hospitals that partner with the NEOMED students in Cleveland, Akron, Canton, and Youngstown areas. The closest clinical location is a 20-mile drive from NEOMED’s campus. Brian’s background was in English Composition and Rhetoric, having taught at several universities since 2010. He worked in a Writing Center as a graduate student and followed writing center theory closely. Now, he was creating a writing center, carte blanche. He was given a common room and two offices. He had a small budget for paper products, a laptop, a bulletin board, and access to various means of communication. He met with the leaders of the three different colleges and asked the same questions: how can a writing center help your students? The answers were all different and began to mold the theoretical approach. NEOMED was founded in 1973 to meet Northeast Ohio’s critical need for primary care physicians. Much of the writing support for the College of Medicine (COM) was provided by the Assistant Director of Student Affairs and the Assistant Dean of Student Affairs. In the College of Pharmacy (COP), the Assistant Dean of Student Success worked with students as they navigated writing assignments. In the College of Graduate Studies (COGS), individual professors were tasked with this writing support. While the individual colleges attempted to support their students in their writing, typically, only the high-stakes professional writing—resumes, curriculum vitae (CVs), personal statements, and letters of intent—were given priority. As an example, the Assistant Director of Student Affairs for the COM reviewed 150-160 CVs and personal statements between May and July each year. The group of third-year medical students submitted their applications for residency programs through the Electronic Residency Application Service (ERAS), the system used by medical graduates to apply for specialized training positions in hospitals. COGS, in which Brian had been an adjunct professor since 2018, needed academic writing support for its students. Many of the nine graduate programs had writing assignments throughout the semester. Some of the program’s students wrote master’s theses and others wrote doctoral dissertations. Many of these students utilized the Writing Center for support. Professors in COGS also asked Brian to create several writing specific videos which covered topics on grammar, punctuation, research writing, and formatting. COP had one goal in mind for the Writing Center, and that was supporting their second language learning (SLL) students. The SLL students struggled with plagiarism, understanding prompts, taking notes, research writing, and reaching out for help. In August 2023, 18 months after Brian was hired, funding was allocated to hire an SLL specialist, and Brook was hired to support the SLL students, specifically those in pharmacy. COM had a detailed list of needs for the Writing Center, much of which was high stakes writing. The number one need of the COM was to support the 600+ medical students as they create their professional CVs. Then, the Writing Center was asked to collaborate with the students as they create personal statements for residency applications and research opportunities. Medical students also created oral and poster presentations, journal articles, and many other writing projects. The University provided its students with 20 hours of writing support. Yet, after a week of being open, students did not come for the support they needed. Brian sent emails to cohorts. Announcements were made. It was clear that sitting at a table facing the window to the library and waiting for students to start coming in for in-person tutoring sessions was not happening. The typical, in-person consultation consisted of reading the paper out loud in the undergraduate writing center world that Brian was accustomed to. Undergraduate writing theory was not what the NEOMED students needed. Instead, it took trial and error, a lot of support, a little bit of money, and some creativity to establish the NEOMED Writing Center as a fully funded center of the University. Ultimately, the NEOMED Writing Center pilot program is a story that all graduate schools can use to create their own writing center. By promoting asynchronous sessions, screenshares, and collaboration, a graduate school writing center became successful.

This paper explores the implications of Artificial Intelligence (AI) on writing center instructions and presents a professional development workshop designed for writing center tutors to help them discover the affordances and the constraints of using AI in tutoring. Since AI became increasingly integrated in the academic environment, writing center tutors face new challenges and opportunities in supporting the students’ writing. The paper highlights key strategies for tutors to integrate AI awareness into their teaching practices, ensuring they remain effective in guiding students through the writing process while fostering academic integrity. Through a combination of theoretical insights and practical exercises, this professional development initiative promotes a balanced approach, emphasizing both the potential and limitations of AI in the writing center context. The goal is to prepare tutors for the evolving landscape of academic writing and enhance their ability to support students in a technology-driven educational environment. Keywords : AI policy, writing center practices, workshop, AI assisted writing, tutor training In the fall of 2022, a writer visited the Kathleen Jones Writing Center at Indiana University of Pennsylvania (IUP) to schedule a writing tutorial. Their main objective for the session was to ensure that their piece sounded more humane. During the session, the writer disclosed that their paper had been generated by ChatGPT and sought assistance to avoid detection by their professors. Although there was no existing policy on AI at the time, the tutor politely informed the writer that the center only worked with human-authored pieces. Following this incident, the director of the IUP Writing Center established an AI task force, with its first mission being the creation of an official AI policy for the center. As PhD candidates in Composition and Applied Linguistics, the task force members knew their AI policy should not violate the objectives of first-year Composition classes. As a result, the policy recognizes AI as “not reflective of a student’s own understanding and effort and, thus, is not acceptable, unless authorized specifically by the instructor/administrator.” The Kathleen Jones White Writing Center at IUP supports student success and engages in creating AI policies for the departments to implement in their classrooms. While concerns about AI’s potential to reduce students’ engagement with writing are valid, writing center tutors as well as students have also explored its potential benefits. For instance, ChatGPT could serve as a writing coach or a source of inspiration (Kleiman, 2022), or it might “support bottom-up writing skills, freeing up time, space, and energy for more advanced aspects of composition” (Daniel et al., 2023, p. 37). Mollick and Mollick (2023) provide a list of ways students can engage with AI as a partner in their work. For instance, AI can assist students in writing by offering real-time feedback, suggesting improvements in grammar and style, and providing creative prompts, allowing them to refine their work while enhancing their writing skills. Moreover, AI has the potential not only to enhance writing processes, but to transform or even redefine them—much like Google Docs redefined collaborative writing by enabling real-time, location-independent co-authoring (Puentedura, 2013). As a result of this growing body of literature that emphasizes the potential benefits of AI, the writing center held a tutor training about AI to help tutors direct their writers who use AI in the writing session. One of the ways to make writing center tutors aware of students’ challenges and concerns and help them overcome those challenges is to conduct a professional development workshop, which we did at Kathleen Jones White Writing Center. This workshop was designed and led in February 2024 and aimed to highlight the importance of creating a united AI policy to help tutors work with students who use AI tools to write their papers. It also aimed to help tutors discuss possible challenging situations around AI that they might expect in the writing center. One more goal of that workshop was to compare the feedback given by writing center tutors with AI feedback provided by ChatGPT to learn specific features of AI writing and to recognize its rhetorical moves. This workshop was titled Overview of AI Technology and its Relevance to Writing Center Support and consisted of four main parts: (a) discussion of different challenging issues concerning AI technology; (b) lecture and discussion, which focused on the introduction of AI and open discussion about its use; (c) an activity part that focused on proving different types of feedback and comparing human and AI feedback; (d) and creating a brief draft of a united AI policy that would help tutors work with students who use AI to write their papers.

This article offers a narrative account of how we, graduate assistants at a private, Vincentian university writing center, confronted and addressed sexual harassment within our space. Beginning in the spring semester of 2022, we saw an increasing number of sexual harassment incidents in our writing center. Desperately searching for more effective practices to protect our consultants and clients alike from these experiences, we drew inspiration from Kovalik et al.’s (2021) concept of a community contract, developing a contract tailored to the specific needs and dynamics of our writing center environment. By recounting our experiences, this article highlights the challenges faced by the consultants we mentor when dealing with harassment in their workplace, as well as how we balance policy and agency when looking for a solution. There is little literature currently on sexual harassment in writing center scholarship, so it is our hope that our experiences will inspire future research as well as fill some existing gaps in the academic landscape. We conclude this essay by reflecting on the outcomes of our initiatives and the lessons learned in the process. We hope that this framework will prove valuable to other writing centers currently dealing with similar problems, and that by implementing a community contract, writing centers may preemptively avoid such situations. Keywords : student misconduct, sexual harassment, community contract, writing center policy We quickly learn as writing center consultants that one unanticipated comment can throw off an entire session with a student, no matter how well the session had been going before. This becomes even truer when it comes to unwarranted sexual advances, observations about one’s identity, or illicit, uncomfortable conversation topics. This was true for Maya, [1] a senior writing consultant at our center. The session began as most do, exchanging pleasantries, ensuring that the student-client is comfortable, and determining how the next 45 minutes will be best spent. It was not until a few minutes into the session that her client, a white, male peer, derailed the focus of the session with one comment: “Hey, you’re pretty for a brown girl.” In this moment Maya, taken aback, must take stock of her positionality, the student-client’s positionality, what is at risk, and her own emotions, and then determine how to move forward. Does she address the inappropriate nature of this comment? Does she smile and brush off the affirmation of colorism, moving the session forward? Does she find a graduate assistant or another leader in the writing center and escalate the matter higher? In mere seconds, Maya must navigate an unfair and unjust situation with the means available to her. Though there may be resources available and support surrounding her, at this moment it is very easy for her to feel alone, targeted, unsafe, and unsure. Unfortunately, situations like these are not uncommon. The Association of American Universities (2019) found that on college campuses, 59.2% of women experience some degree of sexual harassment during their time at the university (p. viii). While there is not enough definitive research to confidently assert that these staggering statistics are reflected in writing center spaces, it is clear to those working in these spaces that some level of harassment is making its way through the writing center’s doors from the campus at large. We have found this true in our own writing center especially, a writing center at a private Vincentian university, with the rates of student misconduct growing exponentially in the two semesters following the height of the Covid-19 pandemic (namely Spring 2022 and Fall 2022). From racialized comments like the one Maya endured to inappropriate gestures during consultations, from clients derailing writing conversations in order to ask for consultants’ phone numbers to severe incidents of stalking, our writing center has been the background for an array of concerning incidents. As we saw the number of weekly incidents rising, we questioned how to move forward and what the best practices were to keep our consultants safe while maintaining the “homey” and welcoming feel we, and many other writing center administrators, desire our writing center to emanate, for better or for worse (McKinney 2013). The way forward was a journey for us, a journey on which we hope many more writing centers will join, as the work is nowhere near its endpoint. With this goal in mind, in this paper, we will discuss our lived experiences in our writing center as graduate assistants through a narrative format and the way we handled the threat of sexual harassment in our space. We share our collaborative process of creating a community contract for our writing center and offer the final version as a foundation for others to build upon. We create a framework that balances student agency and autonomy with necessary, protective policy that can easily be adapted by other writing centers negotiating their way through the muddy waters of student misconduct in their space. We believe that our work bridges gaps in existing research by demanding an intellectual consideration of sexual harassment in writing centers as a focal issue within student misconduct, something that desperately needs recognition within this field. We both work at our writing center as graduate assistants, so we are invested in the day-to-day operations of our center as leaders. [2] We toggle between our identities as administrators, mentors, and students, and this gives us a complex and unique perspective from which we conduct our leadership. [3] We see what is going on from a higher level– we know what needs to happen from an administrative point of view, what kind of training needs to happen, and how to keep the center running smoothly. But we also see how the job affects our undergraduate consultants in a very real way as we are “in the weeds” with them. Our campus is diverse in race, religion, gender identity, sexuality, economic backgrounds, and more. With this diversity at the forefront, we want our center to be a place that celebrates it, that champions students’ voices, and that feels like a safe space. When we started to notice that some sessions were impacting the space in a negative manner – for both consultants and for clients – we responded as both peers and student-leaders. Because of our unique position as graduate assistants, in many cases, we either saw or heard the incidents that occurred in our space, or were notified shortly after. Additionally, because we share close relationships with both the writing center’s director and assistant director, we felt empowered to act on behalf of our staff while knowing we were fully supported from above. While there were an alarming number of incidents, we have chosen to highlight the three that, along with Maya’s story, exemplify the crux of the issue at hand: blatant entitlement. In the spring semester of 2022, our campus was slowly transitioning back to its pre-Covid status quo. Masks were no longer required, distancing was loosened, and students were opting, once again, for in-person classes. This also meant that the writing center experienced higher traffic than it had in over a year, bringing in new students every day. One of these students was Arthur, a nontraditional student who frequented the center daily. At first, consultants found him a bit creepy but had difficulty articulating why. He had a certain suspicious demeanor about him, and many interactions with him seemed off-putting. He would lurk about the center, even if he did not have appointments, and began to make certain consultants uncomfortable with his presence. He had the tendency to “sneak up” on consultants and startle them when he wanted to ask a question and had little to no awareness of personal space. He acted as if the writing center was his alone, to the point that many consultants acknowledged that they felt that they no longer had access to their own workspace. As his behavior began to worsen, consultants took note. Many refused to be in spaces near him, and others requested to not work with him. When he would make appointments, he refused to make them himself online (as is our center’s policy) but would wait by our front desk until a female staff member was working there and then insist that that staff member make an appointment for him. Similarly, he would consistently book sessions only with our women consultants and come unprepared with no clear goals, thereby putting extra work on our consultants to direct a session that had no inherent direction. Often, he would also demand that these consultants do tasks outside their responsibility, such as plugging in his laptop for him. In one specific instance, one of our strongest and boldest consultants attempted to terminate the session after he presented no assignment to work on; this resulted in his refusal to leave and an attempt to cause an angry scene, demanding to speak to our director (also a woman). After this incident, we asked Arthur to leave our space and deactivated his account on our scheduling platform. He attempted to return in the fall of 2022 and, once again, put up quite the fight with our director, but we were able to stand our ground to ensure the safety and comfort of our consultants. We hoped that this was a one-off incident, but we were sadly mistaken. Our situation with Arthur only seemed to begin an influx of these types of events, heightening our awareness as leaders. In the fall semester of 2022, incidents began to increase both in intensity and number. Lauren, a senior consultant, came to us to report unwelcoming and hostile incidents with a client who happened to be a co-worker in her other campus job as a resident assistant. This co-worker had crossed boundaries multiple times outside of the space, including an instance where he refused to leave her dorm room. This particular client began making appointments with Lauren and usually did not convey clear goals or a specific assignment to work on. Other times, he would neglect bringing in any kind of writing assignment at all; he made appointments simply to chat with Lauren as his consultant. The advances he made during these types of sessions were unwanted and unencouraged, and altogether made Lauren feel unsafe. To address these incidents, we began by simply moving his appointments to other consultants. The student became apoplectic at the thought of his appointments being moved and complained to both the director and assistant director of the writing center, both of whom kindly explained the policy behind their decision. He responded that working with Lauren was a “clear right” as he pays tuition money that funds the center, and by that logic, funds his access to Lauren’s person. The disturbing nature of his presumptuous ownership over Lauren, a black woman, was made further alarming by their racial identities: as a white man, this client’s rhetoric embodied the financial entitlement that has historically commodified black women’s bodies and their labor. His response to our administrators demonstrated the full extent of his assumed privilege to consultant access, time, and intimacy of the consultation space in the center, a notion that we found to be increasingly shared by a vast number of the student population that utilized writing center services. At the same time, the student began to show up in Lauren’s place of residence, unexpected and unannounced. Because of the nature of these advances, the matter had to be reported institutionally with the Title IX office. This student had access to both of Lauren’s places of work, one of which was also her home as an RA. The harassment cornered her in almost every aspect of her daily life, causing distress and questioning/jeopardizing her safety. We wondered if working with a specific consultant truly was a “right,” and if any codes of conduct existed that would suggest otherwise, but our search into this matter institutionally came up empty, prompting us to fill the gaps. During the evening hours at our writing center, a student came in with a creative short story he wanted to get an opinion on. Once again, Lauren was the consultant for this particular session, and by this time, had unfortunately become accustomed to working through difficult sessions. The session began normally, and the story seemed innocent at first. It followed a budding college romance in the residence halls, but the story took a dark turn when the plot morphed from romance to murder. The story specifically explained in detail how the main character kills his love interest, proceeds to rape her inside their residence hall, and later eats her. Reaching this point in the story, Lauren became increasingly uncomfortable and excused herself to alert one of us and asked how she should move forward. At our writing center, we, of course, encourage writings of all types and typically instruct our consultants to help clients even if they disagree with the viewpoints being articulated as it can be a good chance for education and for changing the rhetoric surrounding oppression (Suhr-Systma & Brown, 2011). It is also the responsibility of both the reader and writer to authentically respond (Elbow & Belanoff, 1999). However, with the explicit nature of this story and Lauren’s clear uneasiness, we made the decision to shut down the session. When we explained this to the client, he stated that “he had the right to bring in whatever he wanted ” and work with whomever he likes. We wondered how far is too far with writing, what consultants actually consent to as they enter a session, and how much we can actually protect our consultants from uncomfortable situations. We share these stories to paint a realistic picture of our writing center and to express the urgency we felt to “deal” with the problem. Stories have a unique way of drawing storyteller and listener together into a relationship, even if temporarily; the hardships faced by one will by proxy be felt by the other (Dixon 2017). With this in mind, we invite you into the weeds of our writing center and share with you our collaborative process for overcoming the sexual harassment we saw. With our consultants’ safety risk increasing simply by existing in our space and doing their job, we knew we had to find a new way forward as leaders. To begin, we borrowed Dixon’s (2017) framework of accepting the messy, everyday parts of writing center work as integral to what we do. Rather than looking at these incidents as something to overcome, move past, and forget for the sake of trying to create an idealistic – yet unattainable – space, we addressed the discomfort these incidents left behind. In her research on queering the everyday of writing centers, Dixon (2017) suggests that negotiating sexual harassment and other incidents comes from working through unsettling events and asking how they “complicate our understanding of what it means to make meaning in the center.” In our case, what do these new levels of harassment mean? Do they affect how consultants interact with each other and/or with clients? What kind of environment do we want to build, and how do we get there? Next, we collected whatever resources we could find on sexual harassment and similar occurrences in writing centers. While the scholarship on the subject was relatively limited, a handful of studies aided us in our journey. Harry Denny’s foundational work, Facing the Center, situates sex and gender dynamics in the writing center as a pivotal point of study. He writes that “our sex, our gender, and the politics attendant to them are ubiquitous in writing centers and to the people that circulate through them” (p. 87). To ignore the different power dynamics, privileges, and potentials for harm that accompany sex, gender, and its intersections across multiple identities is to ignore a key component of the work being done in a writing center space. Denny reminds us that though we cannot fight every battle, we must find strategic moments to fight the gender and sex oppressions we see in our centers (p. 111). This sentiment reinforces the importance of the work we are attempting to accomplish. Dixon and Robinson (2019), and Nadler (2019) pushed us to question the space of a writing center itself – we want our spaces to be welcoming, but what does that mean? And at what cost? Nader (2019) discusses online writing center spaces and what kinds of behaviors and attitudes are welcome there. Specifically, he addresses tutor consent– by entering online space what exactly are tutors consenting to? Is this consent clearly defined (typically, the answer is “no”)? Similarly, Dixon and Robinson (2019) tackle what “welcome” means inside an in-person writing center, especially when institutional positionality is considered. The university places rules and regulations on a writing center that directly impact what shape “welcome” takes and who exactly is welcome. They call us to redefine comfort, space, ideology, and practice in order to consider what “welcome” means in practice. This is a call we took seriously as we strived to address the incidents in our writing center because we did not want our space to welcome harm. As Dixon and Robinson (2019) express, writing centers are situated in the midst of institutions that, more often that not, have conflicting agendas concerning the handling of sexual harassment. This is an area that writing centers need to tread carefully, balancing institutional responsibility with the well-being of the students who inhabit the space. Prebel (2015) writes of the implicit harm in mandatory reporting. She argues that mandatory reporting in centers, and across the institution, in reality victimize those who have experienced sexual harassment. Meadows (2021) builds on this work, highlighting key ideas that she believes will spark conversations in writing centers and move us toward finding a solution to sexual harassment that does not leave victims isolated and defeated. She asserts that we must start these conversations with each other and push for some sort of institutional reform – two things we look to accomplish through our work here. Using Prebel (2015) and Meadows (2021) as a springboard, it seemed clear that we needed to tackle the problem of institutional policies versus internal, departmental policies. We had no internal policy in place to deal with sexual harassment or other forms of student misconduct at the time these incidents began to occur. In our center, we try to have as few hard-lined policies as possible because we believe that policies, no matter how good-intentioned, typically tend to fail to serve the entire population which they are intended to regulate and can easily become tools of oppression. Our greatest desire is for both our consultants and our student-clients to have agency in the sessions, and we find that the best way to ensure that is to lessen the authoritarian policies in place. We adopted this mentality from the work of Natarajan, Cardona, and Yang (2022), who write about the policies on writing center landing pages from an anti-racist lens. They argue that policies even as simple as “no proofreading” or appointment allotments can send subtle yet clear signals as to who is welcome or not welcome in a space. Sometimes, policies are created with implicitly biased rationales. While many policies seem neutral when taken for face-value, underneath they expose roots in racism and ableism, disproportionately affecting already marginalized student writers and tutors. To combat this potential marginalization, Natarajan et. al (2022) suggest focusing on the students themselves and how policies affect them, rather than focusing on the nitty gritty of the actual policy. They delineate the distinction by focusing on the who rather than the what : We wanted to adopt their ideology of people-focused versus policy-focused procedures in our space. While policies do help standardized practices so that every student at the writing center, both writer and tutor, has the same foundation, these policies can also affect the students in different ways. This is something that writing center administrators must be aware of while working with students and when creating the policies meant to protect them. We took this thinking to heart in our writing center, wanting to respect the diversity of our space by keeping rigid procedures to a minimum. We intended our space to allow allow creative expression and autonomy for both writers and tutors to set the boundaries of their consultations. Yet, in doing so, we found that when things get dicey in a session for a consultant, especially concerning sexual harassment, the lack of clear, available policy works toward our disadvantage. Until these incidents, we had almost been scared of power and authority as concepts; it was now our chance to remedy this stance and find a healthy balance between power and autonomy. In writing centers and related scholarship, there is more often than not an acute need to move away from any sort of hierarchy to ensure that work can be done. We know and live by the mantra “produce better writers, not better papers,” focusing on equipping writers with transferable writing skills rather than making sure they have an A+ paper ready to go by the end of a session (North 1984, 438). Similarly, we strive for our centers to be welcoming homes and not stuffy classrooms or remedial-only spaces. Carino (2003) reminds us that peership is elevated in writing center scholarship as the ultimate form of tutoring, a practice we actively promote in our own center. It represents “writing centers as the nonhierarchical and nonthreatening collaborative environments most aspire to be” (Carino, 2003, p. 96). We see consultants and their clients as two equals, two students, two friends . But should friendship truly be the goal of writing consultations? Of course, considering friendship is helpful for many consultations, especially when the clients come into their sessions eager and ready to dive into their writing. But more often than not, it can create an awkward dynamic between tutor and writer. Students do not always come into our writing center with the intention to learn and do so happily; many times, students come into our space with the intention of getting extra credit, having someone to write their papers for them, or, in extreme cases, crossing boundaries. If I only see my tutor as a friend, what is keeping me from crossing boundaries and making inappropriate advances? Friendship is a familiar relationship, one that suggests intimacy. Yes, there is inherent intimacy built into the work of consultation as sharing writing is extremely personal and often feels like sharing oneself. Yet, at the end of the day, writing consultation is a job with specific goals. We want clients to feel welcome, safe, and productive while doing their work with a tutor, yet this desire should never come at the cost of our student tutoring staff’s well-being, all for the sake of “friendship.” There must be some sort of balance between the two extremes of hard-lined policies and idealistic friendship. Tutors need to have agency in their sessions to direct their clients as needed and to add whatever personalization feels right to them, but clear boundaries also need to be established between tutor and client for a safe working relationship to exist. We cannot turn a blind-eye to the power dynamics at play in tutor-client relations for the sake of friendship; this becomes especially important when sessions become difficult. Acknowledging that there is some sort of power dynamic occurring in sessions can help consultants embrace their desired autonomy, not only when shutting down unwanted advances but also in the more predictable difficult sessions, such as when clients are on their phones or clearly have faulty expectations of what writing center consultants can do. Carino (2003) reminds us: While we do not want to cross the line into an authoritarian regime where administrators dictate exactly what can occur in a session and create rules for every little thing, some level of actual authority given to our consultants and policies in place to help guide sessions truly can be a healthy thing. In order to create policies that brought us closer to this healthy foundation, however, we had to navigate institutional systems and authority, which many times proves to be a much trickier task. When it comes to institutional responsibility for a sexual harassment or student misconduct case, the path to accountability and due process can often come with difficulty to alleviate a threatening situation. Institutions are responsible by Title IX to ensure that there is equal access to all University spaces and that such access is not hindered, for example, by another student’s threatening presence. However, institutional responsibility also includes ensuring compliance to reporting, evidence, and investigation standards, some of which have come under scrutiny for taking agency– and consent– away from the victim/survivor. When writing centers welcome individuals into sessions, they do so with the other person’s consent and right to self-determination, but this culture comes to a halt when mandatory reporting practices bind writing centers to situate the victim/survivor outside of their own autonomy. Holland et al. (2021) write that “lack of consent lies at the heart of both sexual assault and universal mandatory reporting” (p. 3).  Regaining this lost sense of autonomy and control is “essential to recovery and healing after individuals experience sexual trauma” (p. 2). However, when an individual– client or consultant– reports to their graduate assistant or directors at the writing center, they may then be subjected to a series of interrogation from one department to another. This may require them to reiterate their stories and endure trauma for the sake of attaining justice, as well as have their consent to privacy be undertaken by university surveillance, the police, attorneys, private investigators, and the perpetrator– all of which came from one nonconsensual report (Know Your Title IX 2021). The ramifications of mandatory reporting become even more pronounced when consultants occupy marginalized racial identities. In these instances, the consequences extend to issues of racialization, mistrust of authority, and the perpetuation of harmful stereotypes. As with the consultants in our story, the victim/survivor’s racial identity increases their susceptibility to harm from surveillance measures. As Holland (2021) reminds us, mandatory reporting can reinforce the mistrust persons of color already carry as a result of previous racialization, over policing, and personal experiences of police brutality. The fact that “providing safety and support has become synonymous with increasing police presence [and] surveillance” shows what little consideration mandatory reporting policies give to this mistrust (Méndez, 2020, p. 98). In this way, white supremacy becomes enmeshed in mandatory reporting and decreases a student of color’s likelihood of reporting. For Black, Indigenous, and women of color (BIWOC), specific gendered and racialized stereotypes can further inhibit them from reporting out of self preservation. Black women who report face being stereotyped as the “angry black woman” to minimize justified anger over sexual harassment (Morrison 2021). Furthermore, race-specific stereotypes that label Black and Brown women as overly promiscuous can lead institutional authority figures to orient their investigation towards the victim/survivor’s credibility (Buchanan 2002). Surveillance as a result of mandatory reporting then turns into a measure of scrutiny rather than safety for BIWOC victims/survivors. For writing centers, this dilemma of institutional responsibility and ethics of care is crucial to our commitment to social justice. In her work on mandatory reporting in writing centers, Bethany Meadows (2021) asks, “if we believe students have the right to their own language and voice, then why do we remove survivor agency with mandatory reporting?” If we acclaim students’ self-determination in consultations, then how can we implicate ourselves in processes that remove autonomy, forcibly re-traumatize, and subject survivors/victims to surveillance from institutions that systematically oppress the racial and gendered identities of those who come forward? For writing centers, these dilemmas of institutional responsibility and ethics of care are crucial to our commitment to social justice. Mandatory reporting removes students from a place where they “can experience some distance from institutional authority” to a space where “the center– and consultant– is more in consensus with the institution than in collaboration with the student” (Prebel 2015). In our cases of consultants facing harassment from clients, the balance between institutional cooperation and the culture of collaboration and care we shared for each other became complicated. As Méndez (2021) asks, “to what extent is having Title IX as the only option available to address sexual misconduct one of the preconditions for silencing a diverse range of survivors?” To be able to actualize the work of reducing institutional harm, writing centers must build “viable responses and healing options for the range of survivors who have been deemed systemically disposable” (Méndez 2021). At our writing center, we created our own code of conduct to give our consultants the option to resolve peer harassment without creating unwarranted surveillance or pressure on a student. Doing so, we hoped to enact an ethics of care for our consultants alongside the ethics of care we pursue for student-clients. Throughout the commentary on the newest revisions to Title IX regulations, there is much debate over the requirement that indirect disclosures, such as through an assignment, must be reported. Under these guidelines, “nearly all employees will be required to report when: they have information about conduct that could reasonably be understood to constitute sexual harassment and assault because they… learned about it ‘by any other means,’ including indirectly learning of conduct via flyers, posts on social media or online platforms, assignments, and class-based discussions” (Holland, n.d., p. 186). According to Prebel (2015), “disclosures of sexual assault made in student essays and reflective pieces like personal statements are considered reportable” and under these circumstances, “the mandate to report can thus be interpreted as a form of textual interventionism, a limit on how individual writers might ‘own’ their texts or develop agency through their writing” (p. 4-5). While Prebel references a client’s disclosure about being a victim/survivor, you will remember from Lauren’s story that our writing center was faced with a client’s fictional first-person narrative, whereas the narrator perpetrated sexual violence and murder, including rape, necrophilia, and cannibalism in a dorm setting. The client’s consultant, feeling physical and mental discomfort, removed herself from the session and a graduate assistant explained to the client that he would not be allowed to bring in writing that was harmful to the consultant’s psychological being. The student-writer lodged a counter complaint that they were denied their right to write about and seek consultancy on any subject matter. This is not a debate distant from writing center scholarship as many have reported the complications arising from “questions about whose it is to adopt or accommodate to whom and to what effect” when it comes to working with a client whose writing threatens respect and dignity for the existence of one or many fundamental identities of the consultant (Denny 2010). However, the social injustices that emerge from a passive or indifferent response to these works create a culture that de-prioritizes the consent and inclusivity of consultants and even other clients. The crux of the issue lies in how a writing center approaches inclusivity. As Dixon and Robinson (2019) write, “inclusivity becomes complicated when writing centers have clients who visit the center with racist, sexist, homophobic, ableist, or otherwise oppressive papers.” Arguments to maximize inclusivity of these clients and their ideas often root in taking a writing-based approach that perhaps challenges sources and evidence, but not ethics. While this more objective angle does enhance the comfortability of the client, it does not serve social justice and through performance, indicates an indifference to the personhood of consultants or clients who share the identities being oppressed. Critical to this proposition is the radical social justice praxis set forth by Greenfield (2019) who addresses the issue of allowing writing consultants to help authors “be more effective in communicating their racism or misogyny” (p. 4). Considering the writing center’s positionality within the larger institution, “our privileging of writers over righteousness risks in both small and large ways our field’s complicity in enabling or even promoting systems of injustice many of us personally reject” (Greenfield, 2019, p. 5). When “the work of writing centers is implicated in these various systems of oppression,” then “we have an ethical responsibility to intervene purposefully” (Greenfield, 2019, p. 6). Others may argue that textual or even verbal intervention in violent writing contradicts the core writing center value of championing a client’s language and voice, but then one must also ask, whose voice and what message is upheld in that apathy? Moreover, where is the consultant’s consent to hear and handle writing directly opposing their existence? While consultations often defer control to student-clients in order to practice student-centered approaches, it does not mean that consultants also drop their subjectivity. The process of recognition and response is alive on both ends, and both clients and consultants work to balance the inherent power dynamics in their relationship.  However, when a client presumes entitlement to a consultant’s right to self-determine their boundaries in a session, including a consultant’s right to remove themselves from a space where their existence or autonomy no longer felt welcome, power is wielded to enact control and oppression. An ethics of care for clients grounds much of our considerations on what “comfortable” and “welcome” mean for a given space.  However, it is time that an ethics of care for consultants is also closely considered. It is in that deeper examination that we found the larger implications of student misconduct on our space. Primarily, student misconduct reveals gendered assumptions of consultant work and a client’s rights to the consultant’s mobility, time, intellectual resources, and emotional faculty. Writing center staff is typically female-dominated, perpetuating the stereotype of women as helpers. The notion that women should exist in remedial spaces and provide help to the men that need it and/or desire it, though the men (more often than not) are reluctant to accept such help, is a persistent problem. Denny (2010) writes of this issue: Thus, how we interact with gender in a healthy manner is of utmost importance for the safety of all students that inhabit our spaces, consultants and clients alike. Denny (2010) writes that “our gender and sex are among those political and historical variables that cut through the scene of tutoring. For some, the point of entrée into this conversation vis-à-àvis writing centers revolves around gendered notions of writing—that there are uniquely male, female, feminine or masculine ways of doing and learning it” (p. 89). Gendering in writing centers cannot be escaped– gender is such an outward-facing expression of our innate identities that it is difficult to hide or ignore, even if we wanted to. Similarly, as Morrison (2021) points out, consultants do not leave their race at the door of writing centers, and “racism itself is not dropped at the door of the writing center by anyone” either (p. 120). In and out of the writing center, “experiences of women of color are frequently the product of intersecting patterns of racism and sexism” (Crenshaw, 1991, p. 1243). At these intersections, the dual axis of marginality imposes extra layers of emotional taxation in addition to being stereotyped as nurturing “helpers.” For women of color, their racial identity presents an additional axis that increases the emotional labor placed on them. BIWOC consultants are placed “in a position of constant negotiation” of identity politics, having to perform what Morrison (2021) calls a “balancing act” of filtering responses to racialized hostility to maintain a hospitable work environment, especially if it’s lacking a conscious commitment to anti-racism practices (p. 124). The lack of a conscious commitment to anti-racism practices amplifies the challenges that women consultants of color face, perpetuating an environment where racialized sexual harassment can thrive. For example, while some instances of racialized sexual harassment may be more overt, such as “hey, you’re pretty for a brown girl,” other instances may be more covert, making it harder to validate feelings of racial targeting within sexual harassment. Such experiences “can be incredibly direct and personal for those who live them, while those who perpetrate the acts may deny them or fail to notice them and their exclusionary effect” (Morrison, 2021, p. 128). In the case of Lauren’s client, implying that access to Lauren was “paid for” by his tuition may have been just one final attempt to pre-approve his harassment; but for Lauren, these comments may invoke a scary reminder of the present manifestations of racial capitalism. The sexual harassment here was apparent. However, the racism Lauren felt may go unacknowledged for multiple factors: its covert presentation, the consultant’s need for self-preservation from gaslighting, and the racial consciousness of the writing center at hand. To cultivate an ethics of care for all consultants, it is essential for writing center culture to commit to addressing overt and subtle expressions of systemic racism and the emotional labor they require to overcome. Because writing center spaces offer a welcoming environment that encourages empathy and collaboration, they can often be misinterpreted as informal environments where anything goes. Regardless of gender, consultants have to engage in various forms of emotional labor as part of their daily work. It follows, then, that women consultants are already doing a great degree of this type of labor before adding in the gender bias that disproportionately affects them. Navigating gender bias itself takes a great degree of emotional labor, a labor that could easily weigh on a consultant long after the session concludes. This begs the question of what kind of emotional labor is required of students in writing centers, especially of consultants. Mannon (2021) asserts that emotional labor is typically something we simply expect of writing center consultants without training. It is something we believe is central to working in a writing center, yet we treat emotional labor as if it is something consultants should inherently understand and know how to navigate. It is not something trained or taught; rather, it is simply expected. However, when we ignore this type of work as a very real and very valid part of the writing center experience, we create a space “where the work of managing writers’ emotions is invisible, devalued, and disheartening” (Mannon, 2021, p. 145). Complicating further the consultant’s emotional burden is the neoliberal idea that students at a university are consumers whose needs must be met at any cost. As displayed in the three stories we shared, there is an overarching theme of entitlement– entitlement to the consultant herself, her time, to the writing center space, to have any sort of behavior accepted, etc. Universities do everything in their power to attract high performing (and high-paying) students, promising an array of services in return, ranging from state-of-the-art gyms to trendy residence halls and to, of course, writing center and tutoring services (Mintz, 2021, p. 88). In this kind of framework, the “customer is always right,” which leads consultants in writing centers to consistently navigate what the client expects of them– another emotional juggle that is not taught, and further, should not have to be. This becomes extremely problematic in writing centers where the front-facing consulting service is primarily conducted by women. The underlying notion of client-as-consumer tips the scale of the power dynamics between client and female consultant before the session even begins. When dealing with the emotional labor and trauma that accompany sexual harassment in sessions, the conjunction of neoliberal ideals and gendered expectations exacerbates the problems faced by our women consultants. By failing to create a space where emotional labor is validated as hard work as well as having limited policies in place that empower consultants in this emotional labor, both consultants and clients suffer. Nadler (2019) affirms this when writing about student consent for both student-consultants and student-clients. What do we consent to? What do we not consent to? How is this communicated? How does this change depending on the space we find ourselves in? He asks, “when consultants lose agency because of undesirable circumstances they have no choice in entering, how is that not the ultimate form of harassment?” (Nadler, 2019, pt. IV). We centered this question when attempting to find a way forward in our own sexual harassment situation and determined that lacking space for the acknowledgement of emotional labor and the protection of agency in our own center was becoming increasingly problematic. Protecting the consultant’s agency and giving them a clear route to achieve this became our top priority. Searching for a way forward proved difficult as we wanted to strike an appropriate balance between policy and agency. Denny (2010) raises the question of gender and sexuality in the writing center, asking, “whose burden it is to adapt or accommodate to whom and to what effect. Like the dynamics around sexuality, these moments of gender conflict are fraught with policy and political complications” (p. 93). How do we protect consultants? How do we have clear policies while steering clear of total authoritarian attitudes? We found a solid foundation in the work of Kovalik et al. (2021). Their work in community contracts for online spaces gave us a foundation for our own solution and ushered in a new way to handle policy in writing center spaces. Given the problem of emotional labor Mannon (2021) makes clear, the weight of responsibility writing tutors have when sessions go awry is clearly problematic, especially considering power structures, different identities, and different uses of language. The issue of harassment and misconduct in a writing center muddies the waters for tutors and can cause harm in a space that is supposed to be open and safe (Kovalic et al., 2021). Additionally, because students are typically not trained to handle misconduct (and we must ask – should they be? Is this their responsibility? In their pay grade?), the responsibility falls solely on the tutor experiencing the problem, isolating them and asking them to negotiate in the moment far more than a session agenda. Many tutors shrug “off their uncomfortable interactions, thinking they would never come into contact with the student again– so why bother?” (Kovalik et al., 2021, p. 2). Their idea to combat these inequitable dynamics was to create a community contract, specifically for their online sessions, to take the full responsibility off of their tutors and to share the responsibility equally across the tutor-client relationship. The contract stated what a session is, what its purpose is, what will happen in the session, and what is not to happen in a session. Everyone must sign the contract, ensuring that everyone understands what is expected. This study by Kovalik et al. (2021) became the bedrock of our own– it revealed to us an equitable way forward and promised a bright solution to the problem that had been darkening our center. In brainstorming sessions with upper administration, there were questions about what this contract posed theoretically for the power dynamics within writing center culture. Contracts, in a broad sense, are prescriptive agreements between two parties, a set of rules and regulations to abide by that are designed to protect individuals by limiting interpretation and scope. Given that writing center practice prioritizes anti-hierarchical and student-centered approaches to collaboration, contracts in the space can seem too authoritative on the consultant’s end, considering the power they inherently bring to the session. However, according to the collaborative theory of contracts (Markovits 2004), a shared sense of intention and obligations actually sustains cooperation and collaboration better than otherwise. Framed as a legal theory in this context, Markovits’ theory the sustainability of collaboration and community through contracts or promises holds profound implications for how writing centers can reassess the importance of establishing healthy, clear, and secure boundaries. This reconsideration can enhance the comfort of both clients and consultants, fostering a collaborative environment where they can work towards a common end-goal without apprehension of inappropriate motives. Having a community-contract certainly changes the relations among the clients and consultants who engage in them, but these changes can enhance opportunities for collaboration despite their formality. Markovits (2004) writes that promises “increas[e] the reliability of social coordination and promot[es] the efficient allocation of resources” (p. 1419).  This is because promises “establish a relation of recognition and respect– and indeed a kind of community– among those who participate in them” (Markovits 2004, p. 1420). Recognition and respect are the feedback loop which defines the bond between a consultant and a client. As Trachsel (1995) writes, “the intersubjective dynamic of recognition and response, the relational self in close connection with another self, is crucial to the successful enactment of a learning process centered around the student” (p. 38). Even more so, staying honest to a promise or contract “enable[s] persons to cease to be strangers by sharing in the ends of the promises” and fulfillment of their joint intentions (Markovits 2004, p.1447). When clients and consultants can each hold up their end on the promise to conduct themselves with respect for the other’s boundaries and self-determination, they “cease to be strangers and come to treat each other, affirmatively, as ends in themselves, by entering into what I call a collaborative community” (Markovits 2004, p. 1451). Within the nuances of this theory and its application on our own writing center community contract, one can see how what seemed authoritarian actually comes to be integral in sustaining a respectful community. With the spirit of collaboration and an ethics of care, our methodology for designing a contract included an all-staff meeting as well as an accessible brain-dump document where all consultants could anonymously pose suggestions for what boundaries would allow them to ensure safety and self-determination in a session. It was easy for us to invite the consultants into these conversations as non-hierarchical collaboration is modeled to us through our own position as graduate assistants, and because their voices are incredibly important to a document that directly affects their experience in their workplace. Consultants were eager to be a part, and were active participants throughout the process. Our writing center staff is committed to one another, as friends and as colleagues, so everyone took the drafting seriously in the hope it would strengthen the already existing bonds in our space. As we can see here, many of our consultants posed their concerns side-by-side in what textually feels like solidarity to protect each other and themselves. The root of many of these issues– such as phone distractions, expecting a consultant to “fix” papers, crossing personal boundaries– rested in the harmful assumption that a consultant’s time and intellectual resources could be disregarded and disrespected. In this document, the staff brought together what they believed defined the contractual obligations or promises of the relationship between consultants and clients from their personal experiences. Most of all, they emphasize a need for shared intention to be present and active with writing to work on in a session. Shared intentions, as per Markovits’ (2004) analysis, is the foundation to coordination. For example, one of our consultant’s suggestions, “must have intention to work on their own writing” better allows for both client and consultant to move forward with the session. When one party does not share this intention, then the consultation moves backwards in progress. These statements relate to our mission, to the expectations of a client so that a consultation can be collaborative, and to the non-negotiable behavior in a workplace. We wrote this first draft of the contract towards the end of the semester, when student misconduct and sexual harassment reports had lessened, but we still felt its impact across the space. Examining the language here, such as posing every statement with “I agree” and requiring initials, one can interpret how we feared losing the safety of the writing center space, alerting us of a need to be stricter with policy writing and interpretation. To the process of initialing and signing, we also added that these were “non-negotiable” rules for a client to “abide by.” While the language here emerges from the anxiety and need to protect interpretation so that another client could not bend our policies to justify their inappropriate behavior, it nonetheless exacerbated power dynamics in client-consultant relationships. It was focused on giving the power to dictate rules and control interpretation to the hands of writing center staff, rather than welcoming collaboration from our community– something we would later revisit and revise. Writing this draft, there was much concern about how certain terms would be interpreted and how we could best enforce a culture of accountability that served social justice. One critical method we implemented here was writing what would be considered a breach of this contract. As Markovits (2004) theorizes, “contracts enable persons who are not intimates nevertheless to cease to be strangers; and breaches do not just reinstate the persons’ prior status as strangers but instead leave them actively estranged” (p. 1463).  This means that a contractual relationship allows for community building (rather than remaining strangers post-consultation) when recognition and respect of intentions, goals, and obligations are met. However, when they are breached, the contract itself contains the codified authority that allows for a clear discontinuation of that relationship. Because we did not have a clear policy on student misconduct and what breached appropriate behavior in our writing center, clients often felt not only entitled to returning to the writing center but also entitled to working with the same consultant that they had harassed. By having a written document that clearly defined what constituted a breach of appropriate behavior and the consequences for such, consultants and clients could easily point to their right to remove themselves from a consultation and disengage in any unwanted future relationship. After we had returned from break, graduate assistants and upper administration sat down with our previous draft of the contract. Significant changes were made as we had returned to the community contract with our mission to practice care, collaboration, and non-hierarchical praxis in mind. We removed the initials and replaced “I agree” statements with language to indicate these terms as expectations rather than rules. Removing initials and signatures came from our desire to emphasize that this is a shared community document and to maintain a horizontal relationship with our clients and each other, rather than the traditional vertical hierarchy of promisee and promisor often found in more traditional contracts. By doing so, we also hoped to reiterate these guidelines as part and parcel of community-building in the writing center. We removed the term “non-negotiable” from the title as we began to realize that “writing centers become arenas where the support they provide and the cultural assumptions that go along with them present unfamiliar points of contact between people who might not otherwise be thrown together” (Denny 2010, p.100). As Denny questions in his article, we too considered how we might ensure the safety of our staff while still maintaining spaces that “embrace a diversity of bodies, identities, and practices?” To this point, we altered the language of this contract to match our embrace of restorative rather than punitive approaches toward clients who commit misconduct while still upholding the consultant’s autonomy and feelings as valid and deserving of a righteous response. Our final community contract and its terms represent a culmination of emotions, thought, scholarship, and advocacy we all experienced in the previous year. Outside of structuring the contract in a more welcoming and supportive tone, we also hoped that our specific terms would assist us in facing interpersonal as well as larger institutional issues we encountered. Our first item establishes our intentions and goals as consultants by pointing clients towards our mission statement. Items two and three as well as term five continue on the mission of creating available and clearly stated expectations to be shared between consultants and clients for greater cooperation. Item four is designed to lower instances where a consultant feels overburdened in the emotional labor they provide to a session. As Mannon (2021) writes, “affective engagements are central to writing center practice” (p.144). By asking clients to come to a consultation when they are ready to be actively engaged and indicating exactly what that labor of engagement involves, clients can hopefully better imagine this often-invisible emotional laboring on the client and consultant’s part. For consultants, “emotional labor might take less of a toll in environments that define it, value it, and establish conditions where it resonates positively” (Mannon 2021, p.161). Mindful of this, term seven also seeks to validate a consultant’s autonomy by authorizing their feelings as sufficient enough reason to end a consultation. Items six, seven, and eight are designed to protect consultants and clients psychologically and physically. Specifically, in term eight, we sought to clearly answer what Dixon (2019) asks writing centers to contemplate: “We perpetuate the idea of comfort to foster a setting for vulnerability, yet how do we know what is comfortable, what welcome means, for everyone who comes into our space? Who do we prioritize welcome for and how?” In term eight, we assert consultations as spaces with professional boundaries despite being peer-to-peer relationships. In both of these terms, we also hoped to “intervene purposefully” (Greenfield 2019) in the institutional taking of survivor/victim consent through mandatory reporting. By asserting the right of clients and consultants to end a session without having to report to others, we hope this contract can provide one template by which writing centers can “expand anonymous and voluntary reporting options that survivors can control” (Holland 2021, p.3). Following our student-centered model, this contract as a whole provided our writing center the status of a community with a heightened sense of empowerment and choice. Rather than enforcing the hierarchical practice of signing the contract, which demands a client’s acknowledgment toward the higher power of the staff’s voice against theirs, we decided to place the contract at the bottom of our homepage for clients to view and know before entering a session (see figure 4). While the client still retains the responsibility of knowing the terms of the contract, we do not necessarily present the contract in a way that might fashion hostility before the consultation even begins. At its end result, this contract shows how collaboration works best when boundaries are clearly drawn, rather than ambiguously assumed. This becomes increasingly important as the writing center at our university is a female-majority space where consultants’ identities are publicly visible via our scheduling platform. With high rates of sexual harassment on campuses, a female-majority space requires distinct protections necessary for collaboration to flourish. While there is a concern that boundary setting will enforce too much formality, thereby prohibiting consultants and/or clients from feeling comfortable in their sessions, it is important to note that these boundaries in actuality enhance the comfortability of both clients and consultants to work without fear of losing their agency or of tolerating inappropriate behavior (Carino 2003). With the contract in place, consultants and clients enter sessions with clear expectations of what comprises successful sessions, and they have a written and agreed upon exit strategy should a session go awry for any reason. It is our deepest desire that the steps that we took at our writing center will bring a tangible lasting change. As both of us are moving on from that university, our involvement in the day-to-day interactions with consultants will be at a minimum, so we lose a little of our ability to monitor the contract’s success. However, we left ways for the future graduate assistants in the space, as well as other administrators and consultants themselves, to keep track of the safety of our consultants. We employed, like Kovalik et al. (2021), a behavior log to keep track of student misconduct and the circumstances surrounding it. This will help our writing center keep track of incidents and potentially be able to predict them before they occur if we see patterns form. We will do this through the center’s scheduling platform, WCOnline. Typically, consultants create client report forms to send to the client as a recap of the session, but they can also be internal reports for the center itself. If there is any problem, discomfort, or misconduct in a session, we can make a report that stays in our system. This will be useful for any future research that will be done in the space and will be helpful for us as we monitor the appropriateness of sessions. Additionally, we suggest that the future graduate assistants do regular well-being checks with the staff at staff meetings, to see how things are going from their perspective, as well as work to educate new staff on the contract. Because we are a staff completely composed of students, there is much turnover, a problem any academic knows too well. While the student staff that helped create the contract knows the contract well and understands its importance, it is imperative to continually educate future hires of the contract as well, so that it does not lose its credibility or its place in our center. In the same vein, it is our hope that this contract will be a living document, constantly evolving to suit the needs of the writing center population. As new staff comes in and learns of the importance of these policies, we invite new conversations to be had and new iterations of the contract to be created. This is not a project to be sealed shut and packed away– active contributions will keep it alive and ensure that the spirit of the project remains. We share this process in the hopes that other writing centers across universities will be able to adopt and transform this framework in ways that accommodate their unique spaces and students. We also share the process with the keen desire that we see more scholarship addressing these issues as our work is in no way comprehensive. There is an array of different writing center environments and factors that could change the scope of this work and must be considered. We pose a few lingering questions for future researchers: what happens when misconduct occurs in a center that has evening hours when no administrators are around? What happens when the sexual harassment or misconduct occurs between members of the staff, rather than between a staff member and a client? Even more severe, how do we come alongside students that may feel harassed by their own administrators, beyond whatever institutional measures are already in place? And, lastly, while this work accounts for the sexual harassment of women, especially BIPOC women, how might we consider the other communities that may be at risk of this type of harassment, namely the LGBTQIA+ community? We also want to encourage the administrators who deal with student misconduct in their centers to remember that they are not alone. Because of our deep level of care for our center and for the students we interact with everyday, we experienced extreme fatigue while working towards a solution. We often speak of protecting the emotional labor of the writing consultants, but confronting and mitigating these incidents requires emotional labor on the part of the administrators as well. Unfortunately, as administrators, there is sometimes no higher authority who can offer the validation of having your needs and labor recognized. This further adds to the emotional labor taken upon by administrators. We experienced this in real-time, and we want to acknowledge how painful it is to juggle institutional expectations and personal commitments. It can sometimes feel fruitless, especially when the atmosphere of your space has changed, and you work desperately to get it back. It is hard but meaningful work. If you are feeling these things, give yourself some grace. Know that the work is worthwhile. All in all, we believe that the community contract is a helpful tool to writing centers to make concrete policy that protects student workers and student clients alike, all the while maintaining the collaborative, non-hierarchical feel that most centers desire to achieve. We are incredibly grateful to have been able to work with each other and with the undergraduate staff at the writing center to develop this community contract. After seeing the toll that these numerous accounts of student misconduct had on our undergraduate consultants, it feels good to know that we have something in place that will hopefully be able to help. Sexual harassment is an ongoing and under-researched problem in writing centers, something we would like to see change in the near future. We hope that these narratives along with our solution provide inspiration to other centers to begin to tackle the problems of sexual harassment head-on. The work is not over, and it will take all of us, writing center staff and students alike, to change the writing center landscape for the better. [1] Throughout this paper, all names will be changed, and stories anonymized to protect the identities of our student population [2] We would like to take a moment here to acknowledge and thank the third graduate assistant in our WC, Chris Ingram, who worked closely with us as a student-leader as these incidents were occurring. He was instrumental in helping us mitigate these issues in real-time, as well as helping us consider alternate strategies of addressing the misconduct, some of which can be found in Appendix B. [3] Our position is relatively undefined. We exist in a liminal space between the WC’s administrators, the director and assistant director, and the undergraduate staff. We work closely with the center’s assistant director and help him with any administrative tasks (such as scheduling and leading staff meetings) that need to be done. Our primary role, however, is still one of consulting and working with students one-on-one. Approximately 30% of our work is administrative. This makes our position as graduate assistants very fluid; no one day is the same. We often find ourselves liaisons between the administrators and the staff, simply because we are part of both “worlds.” Buchanan, N. T. P. D., & Ormerod, A. J. P. D. (2002). Racialized Sexual Harassment in the Lives of African American women. Women & Therapy , 25(3-4), 107–124. https://doi.org/10.1300/J015v25n03_08 Carino, P. (2003). Power and Authority in Peer Tutoring. In M. A. Pemberton & J. Kinkead (Eds.), The Center Will Hold: Critical Perspectives on Writing Center Scholarship (pp. 96–113). University Press of Colorado. Crenshaw, K. (1991). Mapping the margins: Intersectionality, identity politics, and violence against women of color. Stanford Law Review , 43 (6), 1241–1299. https://doi.org/10.2307/1229039 Denny, H. C. (2010). Facing Sex and Gender in the Writing Center. In Facing the Center (pp. 87–112). University Press of Colorado. Dixon, E. (2017). Uncomfortably queer: Everyday moments in the writing center. The Peer Review , 1(2). https://thepeerreview-iwca.org/issues/braver-spaces/uncomfortably-queer-everyday-moments-in-the-writing-center/ Dixon, E., & Robinson, R (2019). Welcome for Whom: Introduction to the Special Issue. The Peer Review , 3(1). https://thepeerreview-iwca.org/issues/redefining-welcome/welcome-for-whom-introduction-to-the-special-issue/ Elbow, P. & Belanoff, P. (1999). Sharing and Responding (3rd ed.). McGraw-Hill Humanities. Meadows, B., T. (2021). Cracks in the system: Ethics and tensions of mandatory reporting for writing center professionals. The Dangling Modifier. https://sites.psu.edu/thedanglingmodifier/cracks-in-the-system-ethics-and-tensions-of-mandatory-reporting-for-writing-center-professionals/ Greenfield, L. (2019). Introduction: Justice and Peace are Everyone’s Interest: Or, the Case for a New Paradigm. In Radical Writing Center Praxis: A Paradigm for Ethical Political Engagement (pp. 3–28). University Press of Colorado. http://www.jstor.org/stable/j.ctvg5bszx.4 Holland, K., Hutchison, E., Ahrens, C., Goodman-Williams, R., Howard, R., & Cipriano, A. (n.d.). Academic Alliance for Survivor Choice in Reporting Policies (ASC) Letter on Proposed Title IX Regulations. https://psychology.unl.edu/sashlab/ASC%20Response%20Letter%20to%20Proposed%20Title%20IX%20Mandatory%20Reporting%20Regs.pdf Holland, K. J., Hutchison, E. Q., Ahrens, C. E., & Torres, M. G. (2021) Reporting is not supporting: Why the principle of mandatory supporting, not mandatory reporting, must guide sexual misconduct policies in higher education. 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Through a collage of storied vignettes written by Morgan– a pansexual Lumbee tutor– and Elise – a white, bisexual writing center director– we discuss the implications of enacting linguistic justice through code meshing in the writing center. Specifically, this article discusses the racial, political and cultural complexities of enacting linguistic justice in the writing center and the lived experience of a Lumbee tutor code meshing and “value meshing” her way through writing center sessions. Using the term “value meshing,” we describe the emotional labor of contending with complex histories of race, culture, discrimination, institutional and internalized racism when code meshing as writing center professionals. From both the perspectives of administrator and tutor, we argue the term “value meshing” can serve as shorthand for the complex emotional burden of consistently negotiating our language, our identities, and our sometimes conflicting cultural values, especially in collaborative settings like the writing center. We call for writing center professionals to carefully attend to the emotional burden of tutors of color as they enact linguistic justice through code- and value-meshing. Keywords : Linguistic justice, Lumbee English, antiracism, code-meshing, value-meshing, linguistic diversity, wellness, White Mainstream English At the University of North Carolina at Pembroke (UNCP) Writing Center, Morgan’s laugh can be heard all the way down the hall. It echoes into the writing center director, Elise’s (Dr. Dixon’s) office. Some days, upwards of seven tutors will squeeze into Elise’s tiny office to chat, and our collective laughter cascades down the hallways of the building. These things didn’t start until Morgan became a tutor. While she was still in Elise’s writing center tutor training course and even after she began as a writing center tutor, Morgan would pop into Elise’s office for consulting advice, then to share stories about life. Elise noticed that this composed and quiet student’s language was changing in the process: her voice was deeper, her laugh louder and more at ease. She called most of the tutors “baby” and sent the g’s at the ends of her -ing words runnin’. Like all the tutors, Morgan had been trained by Elise that the writing center valued all languages and dialects, and that home languages are welcomed and delighted in at the writing center. Morgan’s comfort in sharing her home dialect was linguistic justice at work. Along with her fellow tutors, she had been trained by Elise to reorient her relationship to White Mainstream English (WME), to see language and dialects as morally neutral while recognizing that certain dialects had been devalued because of their connections to specific regions, cultures, races, and classes, and therefore to the prejudices to which they had been attached. In class, Elise had taught Morgan about code meshing and code switching (Delpit, 1995; Smitherman, 1986; Young, 2010), linguistic justice (Baker-Bell, 2020; Kynard, 2013), students rights to their own language (CCCC Language Statement Committee, 1974), as well as the implications for identity’s connection to language in the writing center (Condon, 2012; Denny, 2010; Dixon, 2017; Faison & Condon, 2022;  Faison & Trevino, 2017; Green, 2016). Most importantly, Morgan had come to understand that her language–however she chose to share it–was valued and valuable to her writing and her work as a tutor, so she spoke and wrote in ways that felt most authentic to her, free of the fear of judgment. A couple years into her career as a tutor for the center, and as Elise and Morgan’s friendship had deepened, Elise told Morgan, “I can tell when you’re comfortable in a situation because you start speaking Lumbee English more.” Morgan laughed, and then immediately spoke in White Mainstream English (WME): “I guess I do speak differently depending on my comfort level.” Elise noticed that her comment had shifted Morgan’s entire demeanor. Her shift into WME signified her discomfort at a white woman’s recognition of her language, culture, and identity. Despite our closeness, our identities and their histories weighed heavily on the observation. This story is one of many we aim to tell about the complexity of enacting linguistic justice in a writing center. More specifically, at the University of the North Carolina at Pembroke–a minority-serving institution (MSI), and historically American Indian university in the American South–language is rooted in very specific and complex histories of racism and white supremacy. UNCP was founded by Lumbee tribal members with the intention to train Native American public school teachers (UNCP, 2023). Many Lumbees speak Lumbee English, a dialect spoken by their descendents for generations. While Lumbee English can be heard in the halls and classrooms of UNCP, the widely accepted view amongst Lumbees (one also reinforced by most UNCP faculty) is that Lumbee English should not be used in academic writing. Despite being a dominant dialect at UNCP, the case for why Lumbee English remains subjugated lies between the realms of the Lumbee community, already socially and culturally nuanced, and the institution of UNCP as a model of Native excellence, perseverance, and resilience yet also a perpetrator of whiteness through institutional modeling and a majority white faculty. Despite being situated in the heart of Lumbee country (Pembroke, NC), where Lumbees live as the majority race, UNCP itself hosts a diverse faculty, staff, and student body that displaces Lumbees to a minority racial group (in their own college). Lumbee people, then, traverse complex terrain in which the foundational pride of community, identity, and language are present but are still often required to warp themselves into more approachable, digestible pillars of intelligence and validity by showcasing a written capability to conform and perform in WME. Navigating these linguistic complications is not unlike the connections Green (2016) draws between Dubois’ “double consciousness,” Smitherman’s “linguistic push-and-pull” and Green’s own conception of a triple consciousness, or, later, like a linguistic graft versus host disease wherein her home language is suppressed and transplanted with other languages that all fight to persist within her (pp. 75-76). Culture, language, race, and power consistently intermingle to create precarious and sometimes impossible circumstances in which minoritized people are forced to deny parts of themselves in order to foreground others, and vice versa. Thus, in this article, we discuss the racial, political and cultural assumptions existing between the lines of linguistic justice in the writing center and the lived experience of a Lumbee tutor code meshing and “value meshing” her way through writing center sessions. In Linguistic Justice, Baker-Bell (2020) calls for frameworks that interrogate and examine the specific linguistic oppressions experienced by linguistically marginalized communities of color and account for the critical distinctions between their linguistic histories, heritages, experiences, circumstances, and relationships to white supremacy. (p. 18) Drawing from Morgan’s personal stories about her experiences as a Lumbee tutor in the writing center, we aim to provide a framework for considering the emotional complexity felt by linguistically marginalized tutors of color in the writing center. Using the term “value meshing,” we describe the emotional labor of contending with our relationships to complex histories of race, culture, discrimination, and institutional and internalized racism when code meshing as writing center professionals. We cannot code mesh without value meshing, and making visible the emotional labor of value meshing importantly highlights just how difficult and emotionally fraught linguistic justice work in the writing center can be. We present the concept and term “value meshing” as a tool with which to use as a shorthand for the complex emotional burden of consistently negotiating our language, our identities, and our sometimes conflicting cultural values, especially in collaborative settings like the writing center. As a term, value meshing serves to make more visible the entanglement of language, race, class, and culture when we code mesh, and more broadly, when we engage in and advocate for linguistic justice, especially in a writing center setting. Value meshing, then, helps us read “between the lines” of what occurs when tutors of color enact linguistic justice through code meshing.

This study reviews the current underlying theories relevant to writing centers as well as the research methods being used in the early 21st century. The first section covers the theories used in writing center scholarship from the 1980s onward based on influential articles and texts. The second section covers published research both in the Writing Center Journal (WCJ) and other publications from 2010 onward and discusses the current state of research methods. Readers may not be aware of some of the fine divisions of theory; for example, the distinction between collaborative learning and social constructivism. Researchers may benefit from the overview of methods, which covers the most popular and current methods (survey and textual analysis) and promising but little-published research methods, such as ethnography. Keywords : collaborative learning, social constructivism, writing as a social process, Zone of Proximal Development, scaffolding, cognitivism, feminism, transfer of learning, threshold concepts, tutoring encounter, social and environmental justice, survey, mixed methods, textual analysis, descriptive studies, theoretical research, archival research, quasi-experiment, quantitative methods, narrative inquiry, grounded theory, case study, usability, ethnography

Writing center pedagogy requires that consultants use directive, nondirective, collaborative, and emotionally-aware methods to provide personalized writing assistance. Consultants are expected to be highly skilled in rapport and relationship building. Interestingly, few studies investigate how consultants’ personalities—including introverted and extroverted traits—may influence their experiences with consulting. Drawing from a diverse group of scholars, I use research from the field of psychology and studies on personality theory to interpret what characteristics define extroversion and introversion. From there, writing center scholarship is evaluated to examine whether the scholarship is biased towards introverted or extroverted traits. Although most research presented does not overlap to show how personality and pedagogy intersect, using personality theory to understand extroverts’ social inclination and introverts’ observational skills enables researchers and directors to explore what constitutes effective consultation strategies. Reevaluating these strategies may result in the abandonment of certain practices and, more than likely, specialized training may need to be added for consultants to comprehend and apply the pedagogy in a way that suits their skillsets. Keywords : introversion, extroversion, personality, directive, nondirective, empathy, consultant training, tutors, writing center

Whenever students enter our Writing Center, they are overwhelmed by more than the writing process. Our student population includes individuals who experience a myriad of life circumstances, such as poverty, poor mental health, and transience, that impact their ability to perform within and without the classroom. Writing Center staff are considered campus liaisons because they provide support and connect students to resources in other departments. Throughout a writing tutor’s career, they may walk with clients across campus to the Military Student Center, The Office of Disability Services, Full Spectrum Learning Center, and Counseling Services. These clients often recognize problems, yet fear receiving assistance because of stigmas. By demonstrating that students are not alone and taking time to journey with them, tutors reinforce a collaborative mindset that reaches beyond the Writing Center’s walls. Our tutors are particularly adept at addressing students’ needs because we have experienced similar circumstances and can ultimately relate to our clients. Keywords : emotional labor; culture of care; collaboration; narrative inquiry

This article explores and describes the benefits for introverted individuals of entering writing centers as either tutors or tutees. It reinvestigates the writing center’s commonplaces, environment, and tutoring methods through the lens of distributive power structures, arguing that power-sharing can combat or mitigate anxieties experienced by introverts, such as those related to social engagement and communication. “Through the Eyes of an Introvert” positions the writing center as a space hospitable to introverts and as a community for those who don’t always feel comfortable or normal in social settings where extroverts thrive. Keywords : Introvert, writing center, commonplace, reinvestigation, power, collective “we” mentality, community of practice, thirdspaces, communication, collaboration, benefits

This article raises awareness of how “we” language in writing centers can be both helpful and oppressive. Specifically, I consider ways that “we” language has the potential to perpetuate oppression by excluding individuals from writing center “we” statements.Using Suhr-Sytsma and Brown’s 2011 “Two-List Heuristic” as a theoretical framework for understanding and responding to oppressive language, I analyze research on the inclusive and exclusive linguistic characteristics of plural pronouns, including “we,” “our,” and “ourselves,” as they relate to writing center work. I then propose ways in which writing center members may construct responses to “we” language that challenges their values, beliefs, and experiences. This article intends to interrogate a common linguistic feature of writing center culture that can prevent its members from “talking back” to the center. Three semesters ago, I began my position as the Associate Director of a writing center in a mid-sized, religiously-affiliated university in the Midwestern region of the United States. Like many spaces in the Midwest, my university is characterized by politeness, whiteness, and football fanaticism—qualities that have been familiar to me since childhood. Although I am 500 miles from my hometown, I am comfortable in this environment where I easily blend in with the crowd: I am a white heterosexual cis-woman of European descent in my late thirties with a Ph.D. I share this information because my background, context, and positionality have certainly shaped the following analysis. On a cold and gloomy afternoon in mid-November of 2021, I held one-on-one meetings in my office with our new writing center tutors to discuss their research paper topics. Naya (pseudonym), a historically underserved undergraduate student tutor, sat across the table from me and began to share the framework of her research interests. She had prepared a proposal to improve our writing center’s tutor training module for working with multilingual students. As a multilingual student herself, Naya’s proposal was exciting and bold: she was interested in studying multilingual tutoring theories in order to create new pedagogical practices for our writing center. I understood Naya’s concern to stem from the myopic generalization of international students by writing center staff that she witnessed during her training. Yet when I asked her about the direction in which she wanted to take her research, her sentiments surprised me. She remarked, “I just don’t know who I am; am I the international student or the tutor? It’s really confusing.” As she went on to explain, her confusion was rooted in the “we” language used by experienced tutors during the tutor training module. When experienced tutors stood at the front of the classroom describing the ways “we work with international students,” Naya felt like she had to choose an identity. As a new tutor, she was supposed to identify with the tutoring “we”: those who work with international students. Yet, she was also the international student “we”: a group external to the tutors who were, at times, problematic for the tutoring “we.” After talking to Naya, I felt certain that although the language of “we” is supposed to create a sense of community and belonging in the writing center, this plural pronoun also has the power to exclude, confuse, and silence voices. As I began to reflect on this conversation, I realized that the language of “we,” “us,” and “our” is everywhere in writing center rhetoric. Our writing center’s mission statement, appointment confirmation notices, and first-time tutor meetings invariably include descriptions of how “we” do things in the writing center. Furthermore, the word “we” is ubiquitous in writing center discourse throughout the United States; language in daily emails on the [wcenter] listserv and publications in writing center journals demonstrate the prevalence of writing center “we” language. Yet this prevalence does not indicate a corresponding predominance of exclusionary plural pronoun use. Likewise, I am not suggesting the impossible or undesirable task of avoiding plural pronoun use. Rather, I want to argue that writing center “we” language is not always comfortable, inclusive, and welcoming. Naya’s confusion over writing center “we” language suggests that the plural pronoun “we” can function as a privileging and excluding language structure in the writing center environment. Thus, practitioners in the field need to be vigilant about examining and adjusting plural pronoun use, and this article will offer ways forward for becoming more vigilant. After Naya and I conversed, she began to pursue research on multilingual tutoring theories, and I began to listen closely for “we” language in our writing center’s discourse. My listening turned into writing when the call for this special issue was announced. The Peer Review editors of this special issue asked: “as writing centers embrace liberatory political stances, and as their users become more diverse and more aware of identity…do consultants, writers, and administrators with minoritized identities have opportunities to talk candidly back to the center?” (Natarajan et al., 2022, para. 5). Naya had taken the step of “talk[ing] candidly back to the center” in proposing improvements to the pedagogy of our writing center’s training course, and she did so as an international student of color at a predominantly white institution (PWI). While talking back to the center requires time, support, a dialogue partner, and disciplinary knowledge, it also fundamentally requires language. It is this linguistic dimension that may provide an obstacle for historically underserved tutors, writers, and administrators to talk back to the center. If individuals with minoritized identities want to identify as the “we” of the writing center and also as the “we” that has been othered, what language is available to the author without making the problem sound self-focused? This analysis of “we” language may provide a window into why some writing center members feel prohibited from talking back to the center. This is not the first time “we” and “them” language has been problematized in writing center scholarship. Denny (2010) describes the pervasive tendency for writing center discussions to use “we” language to subtly dehumanize groups of people by sorting individuals into subjects and objects. He writes that writing center “talks, presentations, and keynotes index Others as objects for whom practical and instrumental learning applies, not figures for whom learning is necessarily transactional and collaborative (“we” can learn from “them,” “they” from “us”)” (p. 5). When “we” language is used to describe the subjective experience of writing center members in contrast with an objective “them,” the “them” group implicitly seems lesser than the “we” group because they are not afforded the same subjectivity of the “we.” For example, if tutors present a training module on working with international students and the tutors say, “we work with them,” this language implies a power dynamic where knowledge is held by tutors and less knowledge is held by international students. However, if the tutors say, “we work together,” the power dynamic shifts to one of equal knowledge or benefit. The “we” language in the latter example does not imply a lesser-than dynamic because the subjectivity of the “we” is afforded to both tutors and international students. Yet the tendency to use “we” and “them” language is more common than shared “we” language, both in speech and in writing. Suhr-Sytsma and Brown (2011) reflect on this phenomenon in the instructional context, where students use exclusive pronouns in papers and class discussions. Suhr-Sytsma and Brown note that students often assume “readers will be from ‘their culture’ when they use pronouns like ‘we,’ ‘us,’ and ‘our’” (p. 26). Such assumptions occur in writing because they are part of thought and speech patterns conditioned by social and cultural interactions. Suhr-Sytsma and Brown remark that breaking these problematic plural pronoun habits is difficult. One of the ways to make it less difficult is to understand the difference between problematic and helpful pronoun use. The use of plural pronoun language in the writing center context is not surprising given the widely discussed adaptation of “we” language to corporate and business settings over the past few decades. This phenomenon has been reviewed and discussed in articles by Forbes, Harvard Business Review, and Fast Company. Because many writing centers share characteristics in common with the business world, analyses of plural pronoun language from business management and leadership resources have value in the writing center context. For example, scholars such as Kacewicz et al. (2014) have argued that using “we” language in a collaborative working environment demonstrates an outward focus and concern for others. This research suggests that individuals whose language reflects a group-oriented rather than self-focused tendency are more likely to attain leadership roles in the group and direct their group toward successful outcomes. Further, according to a study by Anchimbe (2016), a leader who has established rapport with other members of the group can use “we” language to “encourage or reprimand … [to help] members reassert their identity, solidarity, and prowess, restate their mission and determination to achieve it, and also bemoan and caution against [an] unfortunate predicament” (p. 516). Thus, “we” language can create group uplift and positive momentum towards pre-established goals and values. In the writing center, an example of “we” language as a leadership tool would be when a tutor suggests to their peers before the start of a shift: “let’s keep our earbuds out. That way, we can make sure to welcome tutees when they walk in.” Such “we” language directs tutors toward shared values of attention and hospitality. The tutor using the “we” language demonstrates an outward-focused attitude, showing concern for the values of their writing center and for the well-being of tutees who walk in the door. Hence, “we” language can act as a communication tool for group perspective-taking in the writing center. Yet corporate and business literature also warns against the potentially coercive nature of “we” language. For example, in his critique of the Harvard Business Review’s push for “we” language, Walpole (2018) argues that “we” language is used to “manipulate reality” (Improving Communication and Community section, para. 2). Its most offensive manipulation, according to Walpole, is that “we” language creates a false sense of team. Suggesting that “we” landed a deal or “we” gave a fantastic presentation when only one person acted sets up a disingenuous sense of team where no interpersonal bonding is expected. Likewise, “we” language allows a group to take credit when the credit is really due to an individual. Such behavior hearkens back to harrowed days of group work in high school when one person completed the brunt of the work on behalf of the rest of the group. Walpole argues, “did *you* really have much to do with landing the deal? If not, trying to share in the credit isn’t so noble” (Saying “We” is a Poor Substitute section, para. 6). In the business setting, this misuse of “we” language can be used to inflate a leader’s accomplishments while diminishing the success of those under the leader’s purview. When a leader shares collective credit for the success of an individual’s work under the guise of “we” language, the leader becomes a gatekeeper for the growth and promotion of their direct reports. Similarly, in the writing center, an administrative team needs to be discerning about its use of “we” language in creating a sense of team and in acknowledging individual accomplishments. I have briefly shared the surface-level arguments about the benefits and drawbacks of “we” language in the writing center. In the rest of the article, I consider ways that “we” language has the potential to perpetuate oppression by excluding individuals from writing center “we” statements. At stake in this article’s examination of “we” language is an understanding of the potential impact of plural pronoun use on tutoring pedagogy in two sets of relationships: administrators → tutors, and tutors → tutees. The theoretical framework I use for analyzing plural pronoun language in the writing center is guided by four principles from Suhr-Sytsma and Brown’s (2011) “Two-List Heuristic for Addressing Everyday Language of Oppression” (p. 22). While “we” language is not necessarily always oppressive, Suhr-Sytsma and Brown contend that “an individual’s uses of oppressive language are often both unintentional and inseparable from broader discourses that reinforce oppression” (p. 14). As I discovered in conversation with Naya, the “we” language used during our writing center’s training module was unintentionally oppressive and nearly invisible because it was so ingrained in the regular discourse of the writing center. In light of this focus on commonplace discourse, I find four of the eighteen items in Suhr-Sytsma and Brown’s two-list heuristic particularly relevant for analyzing “we” language. To assist in clarity during analysis, I have added (a) and (b) notations after the original numbers in the two lists so that when the heuristic numbers are indicated later in this article, it will be easier to remember from which list the item came. Thus, this article will examine “we” language in relation to the following elements of the heuristic:

This article explores an incident of microaggression experienced by an Asian American female professional writing tutor working in a predominantly white institution (PWI). Using the genre of counterstory, the author hopes to show a racial Other’s processing of emotional trauma and its larger implications for anti-racist pedagogies in writing center work. Keywords : Counterstory, Imposter Syndrome, racial Other, anti-racist pedagogies I felt validated when the Rocky Mountain Writing Centers Association (RMWCA) chose to read Counterstories from the Writing Center edited by Wonderful Faison and Frankie Condon for its Summer 2022 Book Club. I had voted for it in RMWCA’s online survey because I believed it would serve as a timely reflection of where the field of writing center is heading in the future. As a feminist of color and a professional writing tutor working in higher education, I am especially interested in exploring the genre of counterstory and its rhetorical purposes in combating institutional racism on all levels. Aja Y. Martinez incorporates this concept and method of counterstory from critical race theory (CRT) to center the “lived and embodied experiences of people of color” (p. 33). Although people of color must confront interlocking systems of oppression on a daily basis, the stories of our struggles are hardly ever heard in a white supremacist society that tends to dismiss such lived experiences, leading to “the everyday erasures, exclusions and repression of narratives…that trouble, challenge, [disrupt] and destabilize ‘meaning in the service of power,’ its frames, its style, or rhetoric” (Faison & Condon, 2022, p.7).  Therefore, Faison and Condon claim that telling counterstories is enacting anti-racist praxis for the following reason: Counterstory insists on the legibility and intelligibility of that which has been treated as illegible and unintelligible under the aegis of white supremacist discourse: the racial Other, her lived experience, her resistance, refusal, survival, her brilliance–and the languages, discourses, genres in which she speaks her being. (p.7) After I re-read this statement word for word, over and over again, it seemed like Faison and Condon were calling out to me to tell my very own counterstory.  In her article “Asians Are at the Writing Center,” Jasmine K. Tang (2022) invites “fellow Asians and Asian Americans at the writing center… [to join] in a conversation we can have together about the multiplicity of our experiences at writing centers” (p. 11).  Although I cannot claim to work in a place called “a writing center,” I hope to use my personal experience to contribute to this critical dialogue, thus continuing Tang’s work. Similar to Martinez’s counterstory that explores Alejandra’s fit in the academy (Martinez, 2014), I explore how well I, as an Asian American woman, fit in my role as a professional writing tutor at a small, private predominantly white institution (PWI).  The conclusion I have reached through exploring my experience of microaggression is that certain historically marginalized bodies do not fit well in the academy, at least not in prescribed roles of authority. Thus, their uncommon presence is manifested through imposter syndrome. What follows is my account of how this incident of microaggression has profoundly transformed me. In Spring 2022, the coordinator at my college’s academic support and tutoring center distributed copies of the manual How Tutoring Works: Six Steps to Grow Motivation & Accelerate Student Learning, for tutors and teachers (Frey et al., 2022) to all the professional math and writing tutors. We were supposed to read the manual in our down time, when we were not working with students, to enhance our tutoring skills. Later in the semester, we would have a staff development meeting to discuss the manual. However, for whatever reason(s), that meeting was never scheduled. Moreover, during the Summer 2022 break, the coordinator informed the tutors through email of his abrupt departure from the center because he had decided to accept another (better) position within the college. As a result, I was left “hanging,” having read the manual but not having had the opportunity to discuss my criticisms of it with the coordinator and my fellow tutors, with whom I had hardly any (in-person) contact since the disruption caused by the COVID 19 pandemic. Although I found that the manual did offer some useful, objective strategies for tutoring in general, I observed that the master narrative embedded in the manual did not address critical factors such as how tutors’ and tutees’ embodied subjectivities could dynamically affect the outcome of a tutoring session. For example, in Chapter One “Effective Tutoring Begins with Relationships and Credibility,” the authors claim that the teacher/tutor’s credibility greatly affects student learning outcomes, and that it is consequently imperative to establish mutual trust between the tutor and tutee.  The authors define teacher/tutor credibility as “a measure of the student’s belief that you are trustworthy, competent, dynamic and approachable” (Frey et al., 2022, p. 20). Furthermore, they elaborate that students are the ones who determine a teacher/tutor’s credibility: “We don’t get to decide if we’re credible. It is perceptual, on the part of the learner. They decide if we are credible” (emphasis in original, p. 20). Finally, the authors offer some cogent suggestions to teachers/tutors to show them how they can effectively try to boost their credibility in their students’ eyes. However, what happens when a student walks into the center with preconceived notions of who is trustworthy and competent based on his own implicit (unexamined) biases? In such a challenging scenario, what can the tutor really do to effectively and efficiently gain the student’s trust when the student is suspicious of the tutor’s competency from the start of the session? As an Asian American woman working as a professional writing tutor at a small, predominantly white liberal arts college, I found myself in such a thorny situation with a young white, male student several years ago. I recall that after I had briefly introduced myself as the writing tutor he would be working with for that hour, the student immediately asked me, “Do you even know what you are doing?” Within the cultural context of the Chinese immigrant community I was raised in, it would be considered extremely rude and inappropriate for a student to question the teacher’s authority.  Therefore, I was very surprised when I was confronted with the doubtful tone in his awkward question.  I was particularly disturbed by the connotation of the adverb “even,” which according to the Merriam-Webster online dictionary may be “used as an intensive to stress an extreme or highly unlikely condition or instance,” which implied in that case he did not believe I was even knowledgeable enough to assist him with his written assignment. However, I confidently reassured him of the fine quality of the services offered by the center. (The center has a very strict policy of only hiring professional writing tutors with advanced degrees, although this policy does not extend to math and other subject area tutoring, where there are both professional and peer tutors.) Despite my elaborate explanation, the student still did not seem too convinced of my expertise because he kept repeating the same nagging question throughout our session: “Do you even know what you are doing?” Since the writing consultation was supposed to be a collaborative process, I had to figure out how I should navigate the rest of the session with a student who was stubbornly unwilling to work with me in the first place. After that session was finally over, I had to craft a meticulous note in my client report form on WC Online stating that the writer seemed very reluctant to work with me, harboring serious reservations even after I had explained to him that I was indeed an experienced professional writing tutor with expertise in composition. The client report form would serve as my best and only real defense in case the student ever did file a formal complaint against me, claiming that I was incompetent, or that I failed to address his needs during the session. Since the center, as a designated student support service, is supposed to be student-centered, its most important policy is that the tutor must always strive to reasonably accommodate all the student/client’s needs first and foremost. Simply put, we, the tutors, exist to serve the students who visit the center. At the beginning of every academic year when we complete our hiring paperwork, all tutors must sign the tutor’s responsibilities agreement to acknowledge that we would comply with all of the center’s policies as a condition of employment. As a result, that client report form might be used as written evidence, a record of accountability that would document what occurred during the session, which I could use to support my claims in case of any disputes.

Multilingual learners whose dominant language is not English are often disadvantaged when their writing proficiency is judged against the Eurocentric standard English norm. Such deficiency models and deficit thinking devalue racially minoritized learners’ languages, leading to linguistic racism. A liberatory anti-racist, anti-oppressive, culturally responsive writing pedagogy was implemented at the Center for Teaching and Learning at a major university in Ontario, Canada. Eleven learners were analyzed in this one-month study. A mixed-method approach was used to analyze the impact of the implemented pedagogy based on several data sources, including learners’ reflective journal entries, transactional posts, and instructor feedback. The study shows the benefits of the writing pedagogy in helping learners improve their writing skills, agency, autonomy, voice, and critical thinking skills, as well as empowering them for emancipation and transformation. The study also reinforces the importance of practitioners’ shift from the provision of prescriptive and remedial feedback to personalized, learner-centered support by regarding learners’ languages and cultures as resources. Furthermore, de-emphasizing grammar while prioritizing critical thinking contributes toward dismantling the dominant monolith norm of standard English. Internationalization, immigration, and massification have increased cultural, linguistic, and socioeconomic diversity of learners in higher education. Learners are disadvantaged if their dominant languages are not English and if they are culturally unfamiliar with the knowledge system valued in higher education that privileges Eurocentric, White, middle-class habitus (Sinclair, 2018). These learners are oppressed by a system that values standard English; their low proficiency in English positions them at a cognitive, affective, and sociocultural distance that is far from the White racial habitus. The prevalent thinking about learners from diverse backgrounds views their challenges to be the result of endogenous deficits in the learners because of who they are when the learners enter higher education. The burden of supporting these learners has been borne by writing centers. This paper advocates that educators start to recognize that supporting our diverse learner body necessitates a collective awareness of how the pervasiveness of deficit thinking about learners from diverse backgrounds is intertwined with racism. This racism is “so deeply and invisibly enmeshed into thinking, interactions, systems, practices, and institutions, that disparities between Whites and people of colour are assumed part of a natural and inevitable order” (Anya, 2021, p. 1056). Acknowledging the seeming invisibility of the enmeshed racism in higher education, it is important to establish a risk-free, friendly, collaborative, cooperative, and inclusive space for racially minoritized learners to experience equal learning opportunities in higher education. This article advocates increasing writing center’s support with a proactive liberatory pedagogy that enables learners to expand their English linguistic repertoire. This latter support enables learners to develop competence and confidence in communicating ideas in the ways that allow them to be their authentic selves.  Hence, they are in better positions cognitively, affectively, and socioculturally to work on their assignments. This article presents how adding culturally responsive pedagogy as a nuanced overlay on the liberatory learner-driven and instructor-facilitated pedagogy supported learners with extremely low English language proficiency in developing their writing skills during a one-month timeframe.

Tutoring represents a necessary service for students enrolled in open-admission institutions such as our regional campus which serves a diverse group of students, many of them in developmental writing courses. As the COVID-19 pandemic caused many universities to transition to fully remote instruction in March 2020, academic services were also asked to find innovative ways to assist these students remotely. For two English tutors, this meant improving the existing OWL, while also implementing a remote synchronous option to help students with their writing. The article reports on the two tutors’ efforts as they prepared for fall 2020 and on the multiple challenges they faced throughout the fall 2020 and spring 2021 semesters. As their end-of-semester reflections show, the campus took a while to respond to the new remote Learning Center offerings, and some offerings were more popular than others. The two tutors attempted to establish a new remote normal while also trying to balance their personal and professional lives. Working from home, however, left them feeling drained as technology limited them during synchronous sessions, and their Learning Center duties began to take precedence over their education and personal lives, impacting their mental well-being. The only positive aspect of the experience came from their collaboration, as the bond they had built from sharing the Learning Center space for years provided them with the strength needed to fulfill their duties. As the campus contemplates the move back to in-person instruction, the two tutors must now consider what their duties will be in fall 2021. Keywords : COVID-19 pandemic, remote synchronous tutoring, work-life balance, burnout

In this multimodal video dialogue, three writing center directors at small, regional, public colleges and universities discuss their experiences with remote tutoring amidst the COVID-19 crisis. Each speaker came into new writing center administrative positions during the pandemic. Speakers each discuss their recent experiences with the technological shifts they, their tutors, and their institutions have developed, and how those changes impact perceptions of collaboration and equity. In so doing, they hope to highlight the ways in which writing center administrators are thinking about technology’s influence on tutoring, instruction, and students’ daily lives, as well as highlight the challenges and opportunities this pandemic has provided them. Keywords : writing centers, peer tutoring, technology, online learning, critical pedagogy, higher education administration Click here for link to the audio/video recording for this transcript . Russell Mayo : Hello! We are three new writing center directors working at regional and local colleges and universities across the US, and we’re having a conversation together about navigating and adapting writing centers through a pandemic and justifying our work in new contexts. We’re going to introduce ourselves and talk a little bit and have a brief conversation around this work and the experiences we’ve had this semester. My name is Russell Mayo. I am an Assistant Professor of English at Purdue University Northwest (PNW) in Hammond, Indiana. I’m also the Writing Center Director there. This is my first year at PNW. My teaching and research focus is on writing, pedagogy, and environmental humanities. Currently I’m teaching First Year Writing (FYW) courses, but I will also be teaching English Education and Writing/Rhetorical Studies courses in the coming semesters. Eric Camarillo : Hi everyone. My name is Eric Camarillo. I am Director of the Learning Commons at Harrisburg Area Community College (HACC). It’s a role I started in August 2020. I oversee testing, tutoring, the library, and user support services—and of course the Writing Center is contained within the Tutoring Center there. My research focuses really on asynchronous tutoring at the moment, but in the past I’ve discussed things like anti-racism in writing centers, as well as “neutrality” in writing centers and trying to break some “best practices” there. Elise Dixon : Hi, I’m Elise Dixon. I am the Writing Center Director and an Assistant Professor of English at University of North Carolina at Pembroke (UNCP). I started that position in August. Currently I’m teaching FYW, Writing Center training courses, and currently I’m slated to teach a graduate course on activist rhetorics in the summer. My research focus is generally on queer and cultural rhetorics, and those intersections with activists making, and of course writing center studies. Russell Mayo : We are all former TPR contributors. We were all featured in the 2018 Special Issue 2.1 on Cultural Rhetorics (Choffel, Garcia, & Goodman, 2018). Eric and Elise, you have contributed to other issues as well, right? Elise Dixon : Yes. Russell Mayo : And so part of this conversation again is just to talk about our experiences in this unique semester, and especially being new administrators. So I’m going to start by talking a little bit about what I’ve been struck with in my work with FYW students and writing tutors this semester, which is this sudden shift to technologically-mediated education, and the pandemic has thrust this upon us whether we wanted it or not. And in thinking about this shift, I am reminded of the 1998 talk by cultural critic Neil Postman (2014) entitled “Five Things We Need to Know About Technological Change.” I read this first with some of my students in a FYW class a few years ago where we focused on the social impacts of technology. I think it’s really great, and I think you should check it out. It might be really useful for yourself or for your tutors as well thinking about these questions. Postman (2014) asserts the five critical points on technology and change. While it’s quite old, I still think it speaks to our current lives in schools today. I’d like to quickly summarize Postman’s (2014) five main points, and then I’ll talk through a couple of them and how they relate to tutoring at the moment. These are the five Postman (2014) says: I want to talk about the first three. So the first one, “all technological change is a trade-off.” For this, Neil Postman (2014) is pushing us to think dialectically about how moving to something like remote learning has offered many benefits but also drawbacks for writers and tutors. So I have a lot of experiences and anecdotes to share for this; I’m sure you all do. I’m thinking about how, in a positive way, how nimbley and quickly so much of our peer tutoring work was able to shift online—especially in comparison to the struggles of K-12 education, FYW classes, or many other university functions. Rhetorically speaking, that’s because writing centers operate around a logic of one-to-one dialogue, an ethos of peer-to-peer learning, and we also harness the kairotic moments of learning (Bruffee, 1984; Kail, 1984; Harris, 1992; Wood, 2017). This is all instead of the top-down curriculum, pedagogy, and assessment, happening at pre-set times and determined places that are common to other schooling arrangements. Part of what peer tutoring offers, I think, can remain in an online format, and we’ve seen that this semester, successfully (Yergeau, et al., 2008; Bell, 2006). But I think a lot is lost in the move online as well, as we want to make sure not to forget about those. I think in particular for the tutors, there’s a sense of a loss of mutuality and a shared sense of a space and a place where the tutors work together and interact together. Not during the session necessarily but before and after—those in-between times. We haven’t found a way to replicate that in any digital space. The camaraderie between tutors is not necessarily as strong. And I also think that potentially leads to some burn-out or some sense of dislocation: an unmooring for tutors. For some of them, the real joy was that in-between space of tutoring, and that also pushed them to be better, to ask questions of each other (Geller et al, 2007; Boquet, 2002). And the connections of an administrator certainly, and as somebody who teaches tutors really—a lot is lost when I don’t see them on a given day. So we’re really struggling to figure out how to train new tutors for next semester which we didn’t do this fall, given the lack of face-to-face interactions or the ability to overhear something in the writing center that you don’t quite do online. The second point that Postman made is about “the advantages and disadvantages of new technologies,” and the unevenness of that. Another way to say that is that COVID-19 has affected everyone, but not everyone is affected equally by COVID-19. This semester seems to have exacerbated the socioeconomic gap for tutors and for writers overall. The ‘haves’ seem to be doing fine. Many of them with the time, the space, the technology, the strong internet may even be thriving in an environment like this [1] . There’s wider availability of recorded lectures and teacher notes, and that level of accessibility really wasn’t a part of higher education before this point. But, on the other hand, I’m meeting with far too many tutors and writers who are taking a full load of classes and working full time. They’re calling into my class while at work. Many don’t have a reliable computer or internet access, or a quiet place to sit and learn and study, and they’re not able to do that in the way they used to on campus. This is true for the large number of our First-Gen students we have at PNW. I see a lot of people who are overworked and exhausted and just kind of going through the motions. They’re not experiencing any intellectual joy or connection that we have with in-person learning. What’s lost for them is due to no fault of their own. Many of them are going into debt for an education that is unfulfilling and unresponsive to their needs at the moment, and I think that’s something for us to think a lot about. The last point, and then I’ll end here, is that “embedded in every technology there is a powerful [but potentially hidden] idea.” I don’t really know what that is for Zoom. Is it that learning is done by lecture and presentation—a virtual TED Talk? Does Zoom reduce teaching to talking and learning to listening, what Paulo Freire (1970/2000) would call “banking education”? If so, has the pandemic-induced, video-mediated learning environment degraded the central closeness and connection we have sitting at a table together, listening to each other, looking together on a screen, and sharing and negotiation through speaking and listening in a common space that we once did and are not currently doing? These are just some of the questions that I think Postman’s (2014) work helps us to think about—as teachers, scholars, writing center administrators, and tutors—and keep me thinking about as I move forward. Eric Camarillo : Great, thank you. I think that kind of aligns with some of my own research with asynchronous writing center consultations. So I first became interested in asynchronous tutoring in Fall 2019 as part of one of my Ph.D. classes, when I realized there really was this gap in the knowledge of how we understand (1) how online tutoring works, and (2) asynchronous online tutoring and how that works. At my former institution, they had a really long track record of asynchronous tutoring. It was really part of their services, part of their suite of things they were doing. And so I never thought much about it, I just assumed others also understood how to do asynchronous writing center consultations. That turned out to not always be the case. At some places before the pandemic, they weren’t really doing any online tutoring: they didn’t have the platform, didn’t have the infrastructure. So for my own research, I draw a bit from a few different areas—really from Kathryn Denton’s (2017) “Beyond the Lore: The Case of Asynchronous Online Tutoring Research.” One of the points that she makes early on in the text, and kind of throughout, is this idea of asynchronous tutoring as being some kind of subpar alternative “step-child” of writing centers, where people don’t really want to do it. They will do it sometimes if they have to, if there’s a demand or if administration is like, “You should really be doing this.” They’ll do it if they really have to but there’s not always a lot of interest in it. By far, most centers are more interested in that face-to-face, traditional consultation, which is understandable. It’s a very rich, powerful form of tutorial, and steeped in history. It’s really where we’re getting a lot of our research and data from. There’s just decades of research—and probably more, if you want to go really, really old to tutoring generally (Van Horne, 2012; Neaderhiser & Wolfe, 2009; Breuch, 2005; Rosalia, 2013; Wolfe, & Griffin, 2012; Palmquist, 2003; Lerner, 1998; Casal & Lee, 2014). Certainly, with modern writing centers, decades of research on face-to-face consultation. The problem, I think, that many writing center administrators have with trying to implement asynchronous tutoring is that they’re trying to apply traditional writing center best practices to this model. I’ve argued elsewhere (Camarillo, 2020; 2020), where trying to just overlay best practices from a synchronous model to an asynchronous one is just not appropriate; it’s just not going to work. Because the key tenet in the best practices is this idea of “being there” with the student (Riley-Mukavetz, 2014). So a lot of that collaboration requires being there in real time with the student, especially when it comes to asking leading questions or Socratic questions, which don’t really make sense if you’re leaving feedback on a document in an asynchronous way. Because then your questions are acontextual; you have to do a lot more explaining in order to make them work. So coming from my background at University of Houston-Victoria (UHV), where they had a long history of asynchronous writing tutoring, to my current institution HACC, they had only really done drop-in tutoring for years. That was really their primary mode of tutoring. In early 2020, they started a pilot for online Zoom tutoring, and then of course by March that was all they were doing. And so it was very interesting comparing UHV’s experience to HACC’s. Because at HACC, when the pandemic started, pivoting to online appointments was really simple. We were using Upswing, which is a third-party product to help host all of our appointments and host all of our actual sessions. And so really it was just a matter of listing every tutor as an “Online” tutor. Very simple. HACC’s experience was a little bit different. Suddenly, you had to deal with Zoom links, making sure the Zoom room works, and making sure that everything was password secured, or that there was a waiting room because you didn’t want to get “Zoom Bombed,” things like that. I’m in this really interesting position of comparing, of trying to draw on one experience and comparing it to another. We’ve begun our HACC’s Online Writing Lab, which means students can submit essays to us electronically through email—but carefully tracked and assessed. To me, it’s just really exciting to be in this kind of position where everything is really new and everyone’s really open to new ideas. I’m able to bring some of my experience and my research that I’ve been advocating for about a year now, that we should really be doing more of. And so thinking about technology and asynchronous tutoring, and about how this will shift the way HACC, and probably other institutions, work in the future is also really exciting. How does that change tutoring for us? We’ve opened this door, right, and there’s probably no going back to just drop-in tutoring. I think students will always want the flexibility of doing something on Zoom so they don’t have to come to campus. Being able to submit things to an email account so they can go to work, and then in the evening, or the next day, they can come back and their essay’s there and then they can then apply that feedback. I’m at a community college, I’m working with students who work, and we’re trying to make sure that they’re able to access the services that we offer when they need to access those services. Elise Dixon: Okay, wow. You both brought up so many great points and I think I want to touch on a couple of things from what you both said. First, when I’m thinking about Postman’s “Five Things We Need to Know about Technological Change,” I’m thinking about the fourth idea, actually, that “technological change is not additive, it’s ecological.” This to me really harkens back to cultural rhetorics, ideologies of understanding that our lives are made up of these layers of interactions with each other and the stories that we’re telling each other over time (Powell et al., 2014; Bratta & Powell, 2016). And I see that quite clearly at my institution right now, in terms of what we’re doing in the writing center but also what our students are responding to to the primarily technological education that they’re getting right now over Zoom. They key point that I wanted to talk about today was: I think, for me, at my institution, the writing center now has a lot of evidence—a lot more evidence than usual—of the big gap between student understanding of what’s going on in the course and teacher understanding of what’s going on in the course. I see that evidence popping up in writing and in the way that teachers are evaluating. It’s no longer just a hand-written note, but it’s something that is on Zoom, WebEx, or Canvas, that the student can then just send right over to me as the Writing Center Director. So the metacognitive capabilities of talking about the moves that writers are supposed to make, those are difficult skills for faculty members to learn. And it takes a lot of time, and it’s especially hard if you don’t have a rhetoric and composition or English background. I see those gaps in understanding all the time. The additional complication of that is that there’s now the metacognitive conversation about the moves we’re supposed to be making technologically over Zoom, or over an online course. One example I wanted to bring up was this: for some background, my campus is very racially diverse and very unique. We’re the most racially diverse campus in the Southeast. What I’ve seen is that there’s a big gap in what our faculty members say to primarily the students of color who come into the Writing Center. One example that I can think of is: one day, I received a phone call from a student who was desperate. And she said, I have gotten a note from my professor that says that I have “markup” on my paper, and that any further papers that I turn in with “markup” will be immediately given a zero. And she said, “I don’t know what ‘markup’ is, and I said, “I don’t know what ‘markup’ is either! I’m not sure what your professor means.” And she indicated to me that she felt a little bit unsure of asking this professor because not only was there a gap in understanding, but there was a gap in proximity. She’d never met this man in person. She did not know how to interact with him, and all of her interactions had been either over Zoom or via email. So I volunteered to give him a call or to send him an email to ask what this meant. I think she was hoping that the Writing Center Director could tell her like, “Oh, well, this is the overarching definition of ‘markup,'” but there isn’t one. So I emailed this professor and he got right back to me and said, “Her ‘track changes’ are on in her document, and I can see all the changes that she has made. But, I don’t want a document like that.” And so really it had nothing to do with her writing. But he was giving her zeros for not turning off her track changes. Technically, the problem was that she didn’t know to accept all of her changes before she turned her paper in. Because as we might know, from our own personal experience, you can hide the “markup,” but that doesn’t mean it goes away. So when I emailed the student back and told her, she informed me that he had given her zeros on five papers because of this, and that she had not even turned in one of the papers because she knew that he was going to give her a zero, even though she had no idea what it was. The gap in communication there was just one tiny explanation that could have been fixed if there was a better system for having a conversation, if there was an understanding of how much of writing is about the correct or adequate utilization of the technology that we’re given. How do we communicate those needs to our students in a way that gives them the space to make mistakes and still learn? It taught me a lot, I hope that it taught the professor something too because I emailed him back and said that, “Your student was just confused, and I told her what to do. And I hope that you give her points on this and the other papers you gave zeroes to.” For me, in those moments, it was a realization that technology has become a part of UNCP’s ecology. And it has become a part of how students and teachers interact or don’t interact with each other, and how students can feel supported or not supported. I was not blind to the fact that this professor was a white man and that this student was a Black woman. And I was very sensitive to the understanding of all the power dynamics that exist in that situation. Especially on a campus that is very racially diverse, I think it’s really important for instructors to understand that we can’t just expect our professors to have these metacognitive understandings of the kinds of moves that we need our students to be making in writing but also the kinds of moves that they need to be making with technology. We have to be able to know how to explain it well. And the Writing Center can’t necessarily always do that explaining when we’re not really sure what something like “markup” is. So I think I’ll stop there, and then we can kind of have a conversation from there. Russell Mayo : Awesome. Yeah, let’s kind of unpack these and talk a little bit more. And we just met really today. So we’ve also been sharing a lot about our campuses and our roles and kind of what we’re learning in the process of this pandemic semester as well. So, yeah, where should we start? Eric Camarillo: Well, I’m really intrigued by this idea of technological prowess, Elise, about the instructor using one set of vocabulary, and that just not translating at all to what the student is capable of doing or, you know, connecting with the student. And I think it’s one way that we assume a lot of knowledge on the part of students, both in terms of what they’re able to do maybe with writing or what we expect them to do with writing, but also in terms of what we expect them to be able to do with technology. So often, I mean, we call our younger students especially “digital natives,” but really, it depends on the context, right? Like, we know that they’re very comfortable with TikTok or Twitter or Instagram, right? Snapchat. So they’re very savvy with mobile applications. But the more professional suite of services, or a professional suite of applications, is something that’s really foreign to them. So they may or may not know how to navigate Word, right? I’ve met plenty of students who really have no idea they’re even in track changes. They have no idea that they’ve even turned them on. They just think it looks like that. Or when they need to print out a paper, they don’t know how to leave them on there so they can show their instructor what they did. And these are all things that they need training on. We can’t just assume that they know these things, but increasingly that’s become part of things we just expect them to know or to already have knowledge of. Elise Dixon: Yes, I think something that that experience showed me too was that the Writing Center is often treated by both faculty and students as a go between of what students should know how to talk about and what faculty should know how to talk about. And in that case, I was a go-between. And really, the truth was that it wasn’t just a gap in student understanding, but also a gap, in fact, of this faculty member’s understanding of how to talk about how to use the technology. And we know, I think, as writing center administrators, we’ve seen an assignment sheet that a student brings into a session that don’t make no sense. And then realizing that the faculty member might not really fully know how to express in writing their own expectations of what writing looks like. When we have now this big gap in interpersonal experience, we can’t sit in a room with someone and say, “What do you mean by ‘markup?'” or whatever, we don’t get that chance to do the back and forth. One thing that I wanted to say in my little chunk of time, Eric was, we also are doing a lot of asynchronous tutoring this year. And it’s going very well. But I’m finding that, again, the work for me is finding ways to articulate how to access the technology, in such a way—through the technology—I have to teach people how to access the technology through the use of the technology and find ways to verbalize it, or put it in writing in a way that is most useful to students, and that it just feels sometimes like that gap in understanding is really more like a cavern, you know. It’s very, very tough. Russell Mayo: If I can just jump in and add on to that, too. We’ve been working with asynchronous tutoring, which there was a little bit of that before [at PNW]. So similar to what Eric was saying, that is sort of new to the students and to the tutors. And, like you’re saying, Elise, communicating that through the technology rather than face-to-face, somebody just saying “I want an appointment, where do I even begin?” Normally, people would say, “go to the second floor, and go to that particular space.” And now they’re just emailing into the web and hoping that somebody can help them from there. But it reminds me, I think there are some really good points here about how, essentially, these are two different forms of communication—the face-to-face and the digital asynchronous—and how they require different levels of trust, and detail, and explanation, and back and forth, and all of these things that is really new to students, and also to us and faculty or administrators too. There’s a lot of learning going on, and learning is messy and frustrating and takes us, you know, one step forward and two steps back sometimes. I like this idea that you brought up, Eric, about how the Socratic questions and the “being there” nature of face to face tutoring is both something that we always talk about as being really essential. And, I talked about that a little bit in my talk as well, but also that sort of rhetoric allows us to overlook some of the potential benefits of asynchronous tutoring, like you said, for the student who needs to drop off the paper before work, who can’t just go to a tutoring session at noon. And you know, for our campus, we have two different campus locations across [Midwestern state] that merged in 2016. We have two different writing centers, one very small at the Westville campus, and one that’s a bit larger at the Hammond campus. This semester, we were able to pool those tutors together into our writing center online platform and to offer both online and asynchronous tutoring for people across the campus. So in a way, we are more accessible, we’re more versatile, and we’re more connected than we ever have been before. There’s something about being there, which is both a benefit but also potentially a drawback. Because if you’re not there, then you can’t take advantage of being there. But the tutors are really learning a lot about what it means to communicate, like you said. One of the ways we’ve been doing it is—and this is actually something that we did in my former university as a grad student at the University of Illinois at Chicago (UIC) is that they adapted that I think it was just brilliant—is utilizing the communication technology between the tutor and the writer. So rather than writing up the client report form as being something for us or internal or potentially something that you email to a professor, we started to formulate it as a letter to the writer. So at the end of each session, the writer gets a letter summarizing what they did, encouraging them to keep going, talking about next steps and making sure that they feel welcome to come back. And so creating those forms as a student-facing document, as the audience for those. If your professor wants proof you came, you can forward that on to them, but that’s something that you can have that agency to do. I think just sometimes changing some of these communication techniques can be really powerful in a lot of ways. And that’s something that I’ve been reminded of that is new to what we’re doing this semester, and I think has been really, really beneficial. There’s a lot more than tutor back and forth between the writer and the tutor after that session is over. Normally, it’s just sort of sealed, but now there’s a lot more of that back and forth happening because that letter is forward-facing and generative too. Eric Camarillo : Yeah, I think when it comes to, you know, face-to-face, or online or asynchronous, to me, it’s not really about, you know, “is one better than the other?” It’s that they’re different and they serve different students differently. Being able to drive half an hour to campus for an hour-long appointment, and then drive half an hour back is a privilege. Not all students can do it, especially working students who just don’t have time. And so being able to offer a variety of supports in a number of different ways, I think is a way to maximize that kind of accessibility. And I liked what you said, Russ, about a forward-facing document. UHV has something very similar, where they were essentially asked to do a couple of different things: they would leave feedback on the paper, they would write an email back to the students, and then they would write a form, just like a short note taking thing that was internal. And so the email was something that we spent a lot of time with training folks on how to do right, because one of the things made clear to me when I first came on board was the asynchronicity there where it’s the last thing that you’re writing, but it’s the first thing that the student is reading. So you have to take that into account as you’re generating it. And I think, Elise, to touch a little bit on your point too about how technology mediates this experience for students now and how we’re using writing to talk about writing. If students have to now read to understand, right, you can’t just verbalize it. So they already have to have, or try sometimes a little harder depending on who the student is, to understand what’s been written, so when working asynchronously, the student may not have as strong of a writing ability, but perhaps their reading ability could also be strengthened, right? And so there needs to be a bit more explanation, a bit more breaking down of things in that process. Which is why I wish there was more research on asynchronous tutoring practices, to be able to know what other institutions do and how they approach this kind of work. There are a variety of ways. One thing HACC is doing that I love that I never thought to do at UHV is that you as a student can submit a paper for feedback. And then they can request a Zoom follow up session about that paper, which I think is so cool. Because then you have a student and they’ve gotten this feedback and they want maybe more. They have other questions, they want to get that additional feedback. And now they can. They can just request a Zoom session through TutorTrac or sometimes a drop-in one if one is available, depending on the tutor’s availability. But I think this is one way, at least, I’m trying to maximize that flexibility that we currently have. What is for most people, a very stressful time to be anywhere but I think especially to be a student. Elise Dixon : That makes me think of, you know, when I read through various writing center scholarship about online writing centers, quite frequently in my own research, especially up until 2010, a lot of the research was about how do we replicate a face-to-face collaborative session, right (Yergeau et al., 2008; Reno, 2010)? We’ve all been there. And this pandemic has really forced us into—maybe not forced but have given us some opportunities—to think through what you were saying, Russ, about what opportunities there are in new technologies or in using technologies in a different way that look, perhaps on the surface as not collaborative, which is what we always want, to have a collaborative writing center space. And when I first came to UNCP, I had never done an asynchronous tutoring program of any kind. And we already had one going partially because of a money situation, we were using Tutor.com. And the administration had found out that our students were using Tutor.com—the writing portion of Tutor.com—and it was costing them $28 an hour, I think, to provide that service, when the writing center was already readily available and had open spots. And so our previous interim writing center director had a talk with our dean of the University College, and they both decided that it would probably be a best idea to just create an asynchronous tutoring opportunity through the writing center. So often in my meetings this semester, even though I had some reticence over how do I make this a “collaborative” experience, I was also sort of being pressured: “Are you having a lot of asynchronous appointments? We want to make sure that you’re having a lot of asynchronous appointments because it’s all about, you know, the bottom line.” But over time, what I realized is that my students were very organically doing what you both were talking about in terms of the front-facing documentation. Because writing center tutors are trained or shown through our own work that we’re peers, that we want people to progress, and want them to learn how to be good writers on their own through our guidance. My tutors started organically having those conversations with students over email and making sure that their feedback was really explicit and gave step-by-step: “Maybe you should do this? How about this? These are three options for what you might do.” We tend to have this idea, and I think sometimes it stems from really our oldest most original writing center scholarship, like Jeff Brooks’ (1991) “Minimalist Tutoring,” that tells us that in order to be collaborative, we have to be hands off, and in order to be hands off we can’t touch the paper. And it’s very hard to be hands off when you are doing an asynchronous session. But we’re never not collaborating, even if it’s asynchronous. And, gosh, if there’s anything the pandemic has taught us it’s that we’re never not collaborating when we’re online with each other because people have continued to get things done—albeit, in weird and exhausting ways. But we have continued to get things done over the internet in many different ways. Russell Mayo : To build on that point, Elise, I think it’s really good to point out to the people who are in charge of budgets, or who ask questions about things like Tutor.com or other services: There’s something the writing center offers that goes beyond the bottom line, too, right, which is that it is a professionalizing space for the students who become tutors, and it’s a learning space. They learn so much about writing and rhetoric that our courses can’t teach them through that hands-on learning. And they move in a “communities of practice” (Lave & Wenger, 1991) kind of way away from the periphery and more toward the center of what it really means to do academic writing and collaborative learning. And so it’s such an invaluable resource for the people who are tutors as well that an outsourced kind of website may be cheaper—although, as you’re saying, it’s not actually—it doesn’t offer those other benefits to the university community and the community of writers that I think we can develop at a center. Eric Camarillo : Yeah, we’re in “competition” with SmartThinking, our third-party service that we use. HACC had it when we were initially in that five-campus model that I mentioned before. Now we’re in a one-college model. In that five campus model there was—and there still is a virtual learning department, and they used SmartThinking, and it was initially only for their students. So the virtual students were students taking courses asynchronously, so they were the only ones really—I don’t want to say allowed to use it, anyone could’ve used it, but it was really for them, that’s why we subscribed to them or bought them whatever you want to call it. And now, with HACC’s Online Writing Lab, that’s one of the reasons I think we have the follow-up Zoom sessions, finding ways to differentiate us from SmartThinking tutors, not to mention the other feedback that we provide. For me, I’m also a big believer in the peer tutoring model or at least the context-oriented model, right, people who know and understand the institution. Not to discredit other types of tutors who work for these companies—they know the content, but not the context. They do not know who the instructor is, they do not know what their expectations are, and sometimes you have to know in order to give that kind of—I call it actionable feedback in my research. So this kind of, “I know this professor prefers it broken down in this way,” or “They may not think of the thesis in this one way, perhaps you can revise it to this other way.” And one point I also kind of wanted to jump on is how asynchronous tutoring really breaks from the traditional face-to-face model. So with minimalist tutoring—really great example. How do you give feedback without touching the document, you know? Without “writing” on it, you know what I mean? It’s impossible. I mean, there are other places that try and do it, and maybe they do like, just a letter and the letter will give feedback about the document, and it’ll give tips here pointing to particular sections but nothing in the paper itself. But, we know that Beth Hewett (2015) posits in her various research on online writing instruction that sometimes, and I don’t usually advocate for this, but sometimes writing within the text itself is what you should be doing, especially if you’re trying to model what a sentence could look like or what the various options are, right? So, while I’m very oriented toward just leaving the comments, there are others that definitely advocate for more what is definitely not minimalist tutoring, right? Or perhaps what it means is that you have to think about minimalism and collaboration differently in an online context. So, what does it mean to be minimalist when you’re leaving feedback? Maybe it means just leaving ten comments or something and being very selective about what that means. I think there are definitely ways to translate some of the best practices to an asynchronous paradigm, but there definitely needs to be a translation happening. Like, there won’t be a one-to-one, direct layover—or overlay—of those practices. Russell Mayo: Okay, so to wrap up, maybe each of us could go around and share out a little bit about looking forward, looking forward to next semester, next year, of continuing our work in our new institutions, in our new roles. What are we excited about? What are we concerned about? Future challenges or plans in your centers. I guess I’ll leave it open there and either one of you can jump in. Eric Camarillo: Yeah, I can start. What I’m really excited about is what new practices emerge as we better understand asynchronous tutoring. So, how do we better understand racism or antiracism, right? So, these issues that we’ve grappled with for so long with the traditional model, what does it mean now to grapple with them in the asynchronous space? So how do we achieve equity or racial justice, how do we embrace multiple languages, other types of discourses in an asynchronous context? I’m really looking forward to how writing centers continue having those conversations and what research develops. And I’m looking forward to hopefully also being able to contribute to those discussions. Those are things that are definitely interesting to me, right, learning more about how do we deal with both students who are hurting because of a pandemic that is maybe biologically related and students who are hurting from a pandemic that is more culturally related, right? Many things happened in 2020, but those two things stick out to me. A pandemic of both a virus and racism and a great reckoning of and working through—achieving antiracism. So that’s one thing I’m looking forward to, definitely, with asynchronous practices at least. And I guess my concern, really, is trying to adapt what we’re doing now in one way to, ultimately, perhaps a hybrid way, or when we go back to campus, which I believe will happen eventually. So, worrying a little bit about how we adapt our practices that have—you know, my institution has adapted really well to this context; we did a really tremendous job. What does it mean when we return to our five separate campuses? How do we divvy up resources? How do we divvy up the work? In what ways can we continue on with our online tutoring? Who will be assigned that kind of work? Elise Dixon: Eric, those are such great concerns and excitements, and they seemed to be interconnected, which I think always happens. I think similarly. I just finished teaching my tutor training course, which happens every fall, and my tutor training courses are always very social justice oriented and we had lots and lots and lots of conversations about race and racism this semester, more than ever before for obvious reasons, I’m sure you can guess why. And what I think I’m most excited about is that—in my previous work, some of which is in The Peer Review (Dixon 2017, 2019), I tend to focus on wanting us to think through the everyday moments of our writing center, and especially the uncomfortable everyday moments of our writing center that we tend to gloss over. And what I saw in a virtual form was that one story I told you today about this markup situation. It was an uncomfortable everyday moment of the new “pandemical” research—or new “pandemical” writing center. And I was pleased to see that I and my tutors were able to notice, in those uncomfortable everyday moments, issues of power and equity and inequality (Denny, 2010; Greenfield & Rowan, 2011; Greenfield, 2019; McKinney, 2013). So, for instance, as I said, the conversation between this student and her professor was raced because we all are raced, and because of that there were power issues that existed, and I was pleased to see that it wasn’t just me that noticed those things but that my tutors noticed those things even in their asynchronous sessions. And I think I look forward to finding ways to continue to have conversations about equity and equality and how we can foster that work in our writing center to create a more social justice oriented, activist writing center, and I look forward to knowing that it can be done online, asynchronously, in person, face-to-face, we can do it all. And I think that is also the great challenge that will be the great challenge of, I think, my writing center career, is finding ways to train tutors to holistically understand issues of equity so that when they are thrust into a new situation like they were this year that they have various tools to enact the activism that they can through whatever medium they have to. So, yeah, that’s my challenge and my excitement. Russell Mayo : Wonderful. I want to echo what you both mentioned, and I think it was fantastic. I, too, am looking forward to bringing in critical questions about the work we do in schools and how with that, as scholars (Grimm, 1999) said, in spite of our “best intentions,” that we can do harm unintentionally in our work and, therefore, we need to be anti-oppressive and it’s not going to happen by happenstance. It has to be deliberate, and it’s not something you do once and then it’s over. So I look forward to having these conversations with tutors and with faculty about ableism and racism and all the other aspects that are wrapped up in the human work we’re doing, really. And I look forward to doing more with those conversations. One thing I’m really excited about, and that’s an exciting opportunity to be honest with you, I’m not—I don’t think that’s a bad thing at all, I think it’s something that needs to happen and can happen more, and I think that it takes a long time for those conversations to really make a difference in a community, so I look forward to doing that. I also look forward to, so one of the ways of justification and justifying is something—one of the themes from the TPR, for this issue—one of the things that I did immediately was starting to have concerns and worry about justifying. What happens to those sessions that don’t get booked? Where we’re paying a tutor, but they don’t have a writer there? In a face-to-face or in an in-person writing center, there’s lots of work to be done in the space, but when tutors are working from home or not in the same room, what do we do with that time and how do we make it meaningful to the people who are paying their checks, really? So, we developed an ad hoc professional development research project, so the students could develop something. Some students are really taking over the social media—which they would’ve done if we’d been together—social media for the center. Some students are studying writing across the disciplines, interviewing engineering professors about what writing looks like in their courses, and some students are comparing different majors and looking at different pedagogies for engaging students and studying what it means to be a writing partner—you know, working with the same writer week after week for a whole semester, a very unique project or problem they’re engaged with. What I’m really excited about in the Spring is that our tutors are going to be presenting on those, so we’re going to have a monthly meeting, which we didn’t have this semester, to have presentations. So tutors are going to be presenting their work, their professional development, ongoing questions, and inquiry projects. And then we’re just going to have some social time together because that’s something the tutors really, really missed. So just giving them that time to connect and bring in the new tutors that we’ll be training to connect with the tutors as well, to bring in more of a social sense of space that we didn’t have before because we lacked a place together, or we’re without that place for the temporary moment. So, really looking forward to those conversations and bringing those projects to bear and to learn from the tutors and with them as well. So, I guess we should wrap up there. It’s so good to talk to you both and meet you finally, virtually. And thank you, thank you for doing this. Elise Dixon : This was very invigorating. I don’t know how you all feel—I’m very excited. Eric Camarillo : I am, yes. Russell Mayo : Thanks!

As a writing center community, we are constantly striving for ways to address underrepresentation to help restore justice in our centers. In this article, I discuss how the current makeup of writing center administrators does not reflect the U.S. student population. As a response to this historic underrepresentation in writing center administration, I propose that we utilize structures from mentorship theory to develop actionable ways to bring diverse student voices to the forefront of writing center leadership. These methods for increased representation include tutor-led Specific, Measurable, Attainable, Realistic, Time-bound (SMART) projects, tutors serving as professional development facilitators, and rap sessions. Ultimately, this article should serve as a guided starting point to help writing center administrators to continually critique and reflect on how they represent the voices of the student populations they serve. Keywords : administrative underrepresentation, peer mentorship, professional development, student diversity, writing center leadership

Writing center training often teaches tutors to be aware of the “writer not the writing” (North) across from them—the whole person —but tutors are less-informed on how to bring their whole person to sessions. In this article, we question how tutors can practice restorative justice if they aren’t aware of the harm, hurt, or, even at times, healing that our whole person, as tutors, can bring to the table. To do this, we weave together stories of and theoretical influences on the planning and implementation of our undergraduate writing center theory and practice course. Further, we provide a course model for administrators interested in moving away from tutor training as a set of how-tos and inoculations, and toward a more embodied training that relies on centering the experiences of the whole student and the whole tutor in the writing center. Similar to our time together teaching the writing center theory and practice course, we include here an ongoing conversation alongside the main text in which we reflect on our experience and model the ongoing critical reflection necessary to embody a restorative justice ethos. Keywords : restorative justice, tutor training, wholeness, canon “Similarly, issues around gender, race, ethnicity, religion, class, sexuality, and physical ability will inevitably arise in a writing center and the available responses to these issues vary greatly among cultures. A general, short text such as The Bedford Guide for Writing Tutors cannot adequately cover all possible situations and issues, and so we invite you to explore more deeply with your tutors the concerns of subjects that affect the writers who visit your writing center.” (Ryan and Zimmerelli, 2016, p.VI) During the summer of 2019, we (Shelby, Floyd, and Rachel) met together in a conference room that was always too hot and crowded with obnoxiously loud chairs. We were meeting to discuss plans for the upcoming writing center theory and practice course for the Fall 2019 semester. Shelby, a master’s student; Floyd, a PhD student; and Rachel, a PhD candidate, met to talk about the course they would be working on together. Rachel, as the instructor of record, created an agenda for the meeting that included looking over previous versions of the course, the service learning component, and what Shelby and Floyd’s roles would be, as two graduate student teaching assistants. We talked about our respective experiences in tutor training courses and how that preparation looked unlike what we had all come to know as writing center work, particularly when we considered the movement the Writing Center @ MSU was undergoing as we rolled out our Language Statement . Our “rollout” included a Speaker Series of invited lecturers and focused workshops on languaging in the center. We felt more traditional writing center training courses often create a utopian ideal and then complicate it, retrofitting the course to accommodate a checklist of writer identities. However, it was the complications of writing center work that felt more urgent for us in light of our center’s current initiative. We asked ourselves, how do we get new tutors, in just 15 weeks, to do this complex people-work in a way that is responsible to marginalized folks who are disserved by the institution. It was our responsibility to construct a primer that is built on social truths like systemic oppression. Accordingly, we began to construct a course that worked against writing center commonplaces and toward a social justice framework that we hoped would foster a more equitable, embodied, and human tutoring practice. Our epigraph, pulled from Ryan and Zimmerelli’s (2016) The Bedford Guide for Writing Tutors , one of the most ubiquitous tutor training guides, frames identity as “issues that might arise,” tertiary concerns to the foundations of writing center work. Conversely, we tried to create a new vision of what the “basics” of writing center work entails, shifting away from the traditional trope of introducing new tutors to writing centers via the pathway: North’s “Better Writer’s”>History>What is Tutoring>Styles>Types of Students. Shifting away from this comfortable pathway was welcoming for us as teachers but still unsettling for our new tutors. We leaned into this discomfort because for us, this act was one of restorative justice. In fact, when we deviate from that pathway, we might be more likely to see the harm that the WC, as an institution itself, is complicit in and work to neutralize it. We must stop onboarding people to orientations that do harm—we must begin to reduce the need for restorative justice as an after-thought and, instead, consider the history of writing center tutorial training and courses as unjust and reorient ourselves to centering marginalized voices and bodies as the explicit way of introducing newcomers to the field of writing centers. This reorientation to the work of tutor training, in our minds, is a restorative justice stance that lends itself to writing center faculty and staff who are the stewards of the profession—those of us who are charged with undoing the harm of writing center lore that was once held sacred. Given our experiences and understandings of this charge, in this article, we offer three stories from our unique perspectives working on this course that further illustrate how restorative justice work uses the whole person—writer, tutor, teacher, and administrator—to create a tutor training course centered on restorative justice. Further, we provide a course example for administrators interested in moving away from tutor training as a set of “how-tos” and inoculations, and toward a more embodied training that relies on centering the experiences of the whole student and the whole tutor in the writing center. As you read our article, we want to offer our intention behind the format. While textually we follow a fairly typical organization pattern, we’ve additionally interspersed the article with comments. We did this so that we could use our individual voices to talk back to our collective voice and reflect more personally on specific moments in our experiences. They also provide space for smaller ideas that don’t easily fit into the larger narrative of our article but that still have great importance. We think these comments are representative of collaborative writing in general, but more specifically, they represent what tutoring looks like: a back and forth conversation, sometimes, even, across time and space.

This case study examines how collaboration between a writing centre manager and an educational developer created new opportunities to advance writing pedagogy at a mid-sized Canadian university. Initially born from our university’s response to generative artificial intelligence, our effort both responds to perceived threats to the future of writing studies and attempts to preserve our work through new opportunities. Collaboration between writing centres and faculty development is under-represented in the literature, yet we have found the marginality of the third space to be a productive one from which to grow our campus’ writing community from “under the curriculum” (Hunt, 2006, p. 371). In this paper, we present three examples of collaborations between a writing centre manager and an educational developer—creating a community of practice, facilitating workshops for graduate students, and presenting to our university’s Senate. The outcomes of our reflections offer perspectives on AI and writing pedagogy, highlight the importance of cross-unit partnerships, and illustrate how third space professionals can offer critical writing-related perspectives to institutions where formal writing programs do not exist—ultimately helping make visible the often decentralized work of writing studies professionals in Canada.