Given rapidly changing demographics, addressing the needs and
aspirations of today's diverse students, faculty, and staff are
essential considerations for the future of institutions of higher
education. Implementing systematic diversity transformation
requires embracing all aspects of diversity-gender, sexual
orientation, disability, gender identification, and other salient
characteristics of difference-as well as race and ethnicity. This
book lays out a framework for systematic and sustained diversity
process that first recognizes that too many diversity initiatives
have generated more statements of intent than actual change, and
that audits conducted by outside bodies frequently fail to achieve
buy-in or long-term impact, and are costly endeavors. The authors'
framework identifies nine dimensions that need to be addressed to
achieve a comprehensive audit that leads to action, describes the
underlying research-based practices, and offers guidance on
ensuring that all relevant voices are heard. The process is
designed to be implemented by and within the institution, saving
the considerable expense of outside consulting and design. In
addition, it offers flexibility in the timing and sequence of
implementation, and provides the means for each institution to
interrogate its unique circumstances, context, and practices. This
book provides a concrete process for data gathering, analysis, and
evaluation of institution-wide diversity efforts through a
progressive, modular approach to diversity transformation. It
provides campuses with the ability to audit, evaluate, and analyze
diversity progress on the nine dimensions and prioritize areas of
focus. Its systematic, research-based approach supports continuous
improvement and proactively addresses accreditation criteria. The
book is designed as a collaborative tool that will enable every
constituency on campus-from boards of trustees, presidents,
provosts, executive officers, diversity officers, deans, department
heads and chairs, administrators, HR officers, faculty senates and
staff councils, diversity taskforces, multicultural centers,
faculty, and researchers-to identify processes and relationships
that need to change and implement practices that value and support
the diversity on their campuses, and undertake the transformation
necessary for institutional success in a changing world. The
questions and guidelines set of in this book will enable all
stakeholders to: Audit the progress on each diversity dimension
Identify gaps between research-based practices and current
approaches Tie diversity benchmarks to accreditation frameworks and
strategic plans Chart the organization's overall progress in the
development of comprehensive diversity initiatives leading toward
Inclusive Excellence Prioritize institutional diversity initiatives
based upon a comparison of the current state and the desired state,
availability of resources, and the importance of each dimension in
relation to institutional diversity goals Create a long-term
strategy for diversity transformation that provides a concrete,
research-based method for auditing progress and future planning
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