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

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