Diversity research and scholarship has evolved over the past several decades and is now reaching a critical juncture. While the scholarship on diversity and inclusion has advanced within various disciplines and subdisciplines, there have been limited conversations and collaborations across distinct areas of research. Theories, paradigms, research models and methodologies have evolved but continue to remain locked within specific area, disciplines, or theoretical canons. This collaborative edited volume examines diversity across disciplines in higher education. Our book brings together contributions from the arts, sciences, and professional fields. In order to advance diversity and inclusion across campuses, multiple disciplinary perspectives need to be acknowledged and considered broadly. The current higher education climate necessitates multicultural and interdisciplinary collaboration. Global partnerships and technological advances require faculty, administrators, and graduate students to reach beyond their disciplinary focus to achieve successful programs and research projects. We need to become more familiar discussing diversity across disciplines. Our book investigates diversity across disciplines with attention to people, process, policies, and paradigms. The four thematic categories of people, process, policies, and paradigms describe the multidisciplinary nature of diversity and topics relevant to faculty, administrators, and students in higher education. The framework provides a structure to understand the ways in which people are impacted by diversity and the complicated process of engaging with diversity in a variety of contexts. Policies draw attention to the dynamic nature of diversity across disciplines and paradigms presents models of diversity in research and education.

The world is continually changing. As organizations become more diverse, the need to recognize and develop talent within others becomes more critical and more complex. Herein lies the fundamental dilemma that parties to these important relationships face. Based on a recent gathering in Amherst, the contributors of this volume attempted to help each other better understand the issues that they were facing in their own diversified mentoring relationships as mentors, proteges, or both. This volume is the result of their efforts. Organized into three sections, the book focuses on the different types of mentoring perspectives--theoretical, empirical, and experiential. It addresses the following issues: *Developmental relationships--the emerging themes and theoretical models that discuss the experiences of various ethnic populations, *Empirical evidence--qualitative and quantitative research that examines the impact of diverse mentoring relationships, *First-hand accounts--experiences that recount key lessons learned in various situations, including breaking the glass ceiling, among others.

The world is continually changing. As organizations become more diverse, the need to recognize and develop talent within others becomes more critical and more complex. Herein lies the fundamental dilemma that parties to these important relationships face. Based on a recent gathering in Amherst, the contributors of this volume attempted to help each other better understand the issues that they were facing in their own diversified mentoring relationships as mentors, proteges, or both. This volume is the result of their efforts.
Organized into three sections, the book focuses on the different types of mentoring perspectives--theoretical, empirical, and experiential. It addresses the following issues:
*"Developmental relationships"--the emerging themes and theoretical models that discuss the experiences of various ethnic populations,
*"Empirical evidence"--qualitative and quantitative research that examines the impact of diverse mentoring relationships,
*"First-hand accounts"--experiences that recount key lessons learned in various situations, including breaking the glass ceiling, among others.

Mentoring Diverse Leaders provides up-to-date research on the impact of mentoring relationships in organizations, particularly as they relate to cultivating diverse leadership. Contributions from experts in the fields of psychology, business, law, non-profit management, and engineering draw connections between mentoring research, theory, and practice in both domestic and global organizations. Rather than standing apart from the broader goals and objectives of these organizations, they demonstrate the ways mentoring for diversity actually drives innovation and change, talent management, organizational commitment, and organizational success.

Diversity research and scholarship has evolved over the past several decades and is now reaching a critical juncture. While the scholarship on diversity and inclusion has advanced within various disciplines and subdisciplines, there have been limited conversations and collaborations across distinct areas of research. Theories, paradigms, research models and methodologies have evolved but continue to remain locked within specific area, disciplines, or theoretical canons. This collaborative edited volume examines diversity across disciplines in higher education. Our book brings together contributions from the arts, sciences, and professional fields. In order to advance diversity and inclusion across campuses, multiple disciplinary perspectives need to be acknowledged and considered broadly. The current higher education climate necessitates multicultural and interdisciplinary collaboration. Global partnerships and technological advances require faculty, administrators, and graduate students to reach beyond their disciplinary focus to achieve successful programs and research projects. We need to become more familiar discussing diversity across disciplines. Our book investigates diversity across disciplines with attention to people, process, policies, and paradigms. The four thematic categories of people, process, policies, and paradigms describe the multidisciplinary nature of diversity and topics relevant to faculty, administrators, and students in higher education. The framework provides a structure to understand the ways in which people are impacted by diversity and the complicated process of engaging with diversity in a variety of contexts. Policies draw attention to the dynamic nature of diversity across disciplines and paradigms presents models of diversity in research and education.

God calls us to listen and to hear His voice. He asks for our love and our obedience. He seeks a relationship with us - a divine covenant. In return, He gives us the hope of eternal life and a place at the table with Him. He claims us as His "peculiar treasure." Audrey Murrell offers us a unique set of spirit-inspired poetry to serve as her witness to the love and mercy of Jesus the Christ. Her poems reflect her personal journey, but it is a journey that all believers will take as we seek to know and become closer to our Savior. Audrey offers these prayers and reflections as her testimony to what Christ can do in the lives of those who seek Him. Dr. Murrell is a Professor of Business and Psychology at the University of Pittsburgh. She received her B.S. from Howard University, magna cum laude and her Ph.D. from the University of Delaware. Professor Murrell received the "Women of Distinction" award from the Girls Scouts of Southwestern Pennsylvania, the Susan B. Anthony "Women of Vision" award from the Women's Leadership Assembly, the Community Champion Award from the United Way of Allegheny County, and the Chancellor's Distinguished Public and Community Service Award from the University of Pittsburgh. She conducts extensive research on mentoring, breaking the "glass ceiling," diversity, and women's career advancement. Audrey serves her community as the board chair for Urban Youth Action, Inc. and as board secretary of the NorthSide Christian Health Center. She is an ordained Elder within the Presbyterian Church U.S.A. and is an active member of Bidwell Presbyterian Church in Pittsburgh, Pennsylvania.