RETENTION STRATEGIES FOR DIVERSE - … webinar...RETENTION STRATEGIES FOR DIVERSE ... Barry...

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Transcript of RETENTION STRATEGIES FOR DIVERSE - … webinar...RETENTION STRATEGIES FOR DIVERSE ... Barry...

RETENTIONSTRATEGIESFORDIVERSEANDUNDERREPRESENTEDFACULTY

Presenters:Shani Fleming,PhD(c),MS,MPH,PA-C

BarryUniversityandFrankTuitt,Ph.D.UniversityofDenverModerator:JewellWinn,Ed.D.TennesseeStateUniversity

NATIONAL ASSOCIATION OF DIVERSITY OFFICERS IN HIGHER EDUCATION

FALL WEBINARDECEMBER 2, 2016

Recruitment and Retention of Faculty of Color

Ms.Shani FlemingBarryUniversity

Institutional Commitment:

• Accreditation• Admissions/HiringPractices• Campusclimate• Collaboration/community

partnerships• Curriculum• DataandEvaluation• Dedicatedfacultyposition• Facultydevelopmentand

leadership

• Funding• Institutionalleadership• Marketing• Mission• Pipeline• Retention• Strategicplan/agenda• Widespreadapproaches

Attheendofthissession,participantswillbeabletoadvocateforthefollowingrecommendationsforinstitutionalcommitment:

INSTITUTIONAL COMMITMENT

• Theinstitutionalmissionandvisionshouldguideallstrategicdecisions.

• Itisimportantthatthemissionandvisionarenotmerelywordsbuthavemeasuresandmetricsassociatedwithit

MISSION

• Developasharedunderstandingofhowdiversityservesasanessentialdriverinachievingexcellence.

• Articulateinverbalandwrittenform,theimportanceofequity,inclusion,anddiversitytothebroadereducationalmissiontoadvancetheinclusivecommunitywithintheinstitutionthroughformalandinformalinteractionswithstakeholdersandconstituentsbothinsideandoutsideoftheuniversity.

INSTITUTIONAL LEADERSHIP

• Specificgoals,objectives,standards,policies,andaccountabilitymechanismstoensureinstitutionaldiversityandculturalcompetence

• Thereshouldbespecificrecruitmentobjectives,aswellasstrategiestomeetthem.

• Programsshouldgatherdatatoassessinstitutionalprogressinachievingracialandethnicdiversityamongstudents,faculty,administration,andgraduates

STRATEGIC PLAN

• Trackandpubliclydisseminatetheracialandethniccompositionofthestudents,facultyandstaff.

• Usevariousformsofinstitutionaldatatobenchmarkandpromoteaccountabilityforthecorecommitmentofinclusivecommunityanddocumenttheeducationalbenefitsofdiversityandinstitutionaleffectiveness.

DATA AND EVALUATION

• Sustainabilityofinclusionanddiversityeffortsmustbeconsideredthroughoutthedevelopment,implementationandevaluationofinstitutionalpolicywithfundingasacornerstone.

• Federalandstatefundingopportunitiesandincentivesforinclusionanddiversity.

FUNDING

• Theremustbeincreasedattentiononemployeeretentioneffortsandturnoverrates.

• Programsmustmakeintentionaleffortstodeveloppartnershipswithminorityalumniandengagethemineducationaltrainingopportunities

• HarvardMedicalSchool

FACULTY DEVELOPMENT AND LEADERSHIP

• Institutionsdemonstratecommitmentthroughallocationoffinancialresourcesandtime.

• Recruitmentandretentionareincrediblytimeconsumingactivitieswhichrequiresconsistency,mentoring,andlongevitywithaprogram.

• CDOsoftenserveasanorganizationalchangeagentforequity,diversityandinclusionservingasanaccountabilityofficerfortheinstitutionalmissionandstrategicplan

• Evenwithadedicatedindividual,itmustbethejointeffortofeveryfaculty,staffandadministratortosupporttheeffortsofrecruitmentandretention.

DIVERSE FACULTY/ADMINISTRATIVE POSITIONS

• Organizationsshouldpartnerwithmedia,advertisingandmarketingfirms,andvideoandaudioproductioncompaniestodevelopandimplementeffectivecommunicationcampaignstargetingminorities

• Marketingmaterialsincludingbrochures,websites,banners,shouldreflectthecommitmenttodiversitythroughphotosandstatementsoftheprogram’scommitment.

MARKETING

• Institutionsmustequatediversitywitheducationalexcellence

• Whenevaluatinginclusive,welcomingenvironments,itisimperativetoconsiderwhohastheauthoritytodothewelcoming.

CAMPUS CLIMATE

• Thereissuchdiversitywithineducationalsettingsthataprescriptive,one-sizefitsallapproachwithprovenoutcomeswillbechallenging.

• PartnershipsversusRelationships

COLLABORATION/COMMUNITY PARTNERSHIPS

• InstitutionscanhavediversitydrivenpoliciesandreducebarrierstoURMadmissionbydevelopingaclearstatementofthemission

• Oneofthepromisingstrategiesistheuseofholisticadmissionpoliciesthatgiveseriousconsiderationtoallthewaysanapplicantmightcontributetoadiverseeducationalenvironment

• Admissionscriteriashouldalsotakeintoaccountmissioncongruencyandsocietalneedstoacceptabalancedclassthatreflectsthepopulationserved.

ADMISSIONS/HIRING PRACTICES

• Conductcurriculumdevelopmenteffortstoadvancethediversitymissionoftheinstitutionand/orprogrambypartneringwithdeansandfacultyincurriculumdevelopmenteffortstofacilitateinclusivepedagogyinallcourses.

• Developandfundtrainingopportunitiesforculturalcompetence.

CURRICULUM

• Createneworstrengthenexistingeducationalpipelineprograms.

• Usenewandnontraditionalpaths.

• Utilizeexistingrecruitmenttoolsandpartnershipsforrecruitment.

PIPELINE

• Provideadequatesocial,academicsupportandretentionsystems.

RETENTION

• Accreditationbodieshavetheauthoritytoenforcediversitypolicybyaskingprogramstoevaluatemission,processmanagement,substantivepolicy,andevaluateresultsasitrelatestostudentinclusionanddiversity

ACCREDITATION

• Useacombinationofinterventionstoaddressinclusionanddiversitytoinclude:– financialsupport,– academicsupport,– transitionprograms,– socialsupport,– buildingamoreinclusivecampusclimate,– targetingrecruitingofamorediversefaculty,– mentoringprograms,– targetedrecruitment,– collaborativeschoolpartnerships,– mentoring,– facultycareerdevelopmentopportunities,and– holisticadmissionsprograms.

WIDESPREAD APPROACHES

Promoting the Success of Employees of Color atPredominately White Institutions

Dr.FrankTuittUniversityofDenver

Making Excellence Inclusive

ØWhatarethesomeofthebestpracticesforrecruiting,retaining,andpromotingthesuccessofemployeesofcolorinPWIs?

Ø HowcanwecreateInstitutionalenvironmentsthatrespectandcareforthesoulsofouremployeesofcolor?

Aims & Considerations

Diversitymatters,identitymatters,context

matters.

1

Retentionandsuccessstartswiththe

recruitmentprocess&searchexperience

2

Goodintentionsdonotguaranteeprogressive

results.5

Creatinginclusiveenvironmentsis

importantforsegmentsoftheinstitution.

4

Advancingdiversityrequiresself-awareness,courage,andcontinuous

commitment. 3

Agapexistsbetweenourinstitutional

aspirationsandrealities6

Supporting Employees of Color Assumptions

Ø Thepurposefulembodimentofinclusiveorganizationalpracticestowardmultipleidentitygroups

Ø Afocusonintellectualandsocialdevelopment.Ø Thedevelopmentandutilizationoforganizationalresourcestoenhancelearning.

Ø Recognizestheculturaldifferencesdiverseemployeesbringtotheorganizationalexperience.

Ø Createswelcomingorganizationalenvironmentsthatengageallofitsdiversity.Ø Establishesanenvironmentthatchallengeseveryindividualtoachieveatthehighestlevels.

(AAC&U,2005)

Inclusive Excellence

IndividualCharacteristicsSocialidentitysalience

Previouslived-experiencesbeliefs,attitudes,perceptions

StructuralDiversityCompositionaldiversityToken&solostatus

Invisibility/hyper-visibility

Socio-historicalContextTraditions,rituals,&reputationCampusecology

Internal/Externalenvironment

OrganizationalBehaviorExplicitcommitmenttoEDIProfessionalepistemologiesCompetenciesforinclusion

LeadersasCDOs

InterpersonalInteractionsMicroaggressions

(assaults,insults,invalidations)Overtactsofprejudice&discriminationsEmotionalattachment,identification,

andinvolvement

OrganizationalEnvironmentCentralizedvs.decentralizedstructuresStructuresas“gatekeepers”or“gateways”

Policies,procedures,practicesAvailabilityofculturallyaffirmingspaces

+/- Factors that Influence Employees of Color Overall Sense of Belonging in PWIs

Ø Haveastrategicvisionofinclusionandacommitmenttodiversityandinclusion.Ø Regularlyassessinstitutionalenvironment/campusclimatethatnegativelyandpositivelyimpact

employeesofcolor(Milem,etal.,2005);Ø policiesandpracticeshavethepotentialtocreatemoreequitableconditionsandoutcomesandcanbe

assessedforequityanddiversity;Ø Usedatatodriveimprovementeffortsandaddressunhealthyfactors;Ø Enhanceandcreateprograms(affinity-based&integrated)toencouragepositivegroupinteractions

andreduceisolation;Ø CreateopportunitiesforthedevelopmentofcompetenciesforInclusion– Incentivize,recognizeand

reward;Ø Provideresources(funding&support);Ø Identifybothunitlevelandinstitutionwideaccountabilitymechanisms;Ø Theresponsibilityforsupportingemployeesofcolorcannotbeplacedsolelyonspecializedcampus

entities…everyoneonthecampushastotakeresponsibility(Harper&Quaye,2009).

Best Practices: Creating an Inclusive and Affirming Organizational Environment

fromAmericanAssociationofColleges&Universities,2005+

Success

Diversity

Inclusion

Equity

Embedded

EngagedDiversity

Focused&BroadlyDefined

SenseofBelonging

SuccessforAll

Everybody’sResponsibility

Promoting Employees of Color Success

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Coleman,A,Palmer,S,Winnick,S&Holland&Knight(2008).RoadmaptoDiversity:LegalandEducationalPolicyFoundationsforMedicalSchools.AssociationofAmericanMedicalColleges

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Medicine.368(17):1565-1567.Worthington,R.,Stanley,C.,&Lewis,W.(2014).NationalAssociationofdiversityofficersinhighereducationstandardsof professional

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References

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Ahmed,S.(2012).Speakingaboutracism(pp.141-171).Onbeingincluded:Racismanddiversityininstitutionallife.DukeUniversityPress.Harper,S.R.&Quaye,S.J.(2007).StudentorganizationsasvenuesforblackidentityexpressionanddevelopmentamongAfricanAmerican

malestudentleaders.JournalofCollegeStudentDevelopment,48(2),127-144.Hurtado,S.,Griffin,K.A.,Arellano,L.,&Cuellar,M.(2008).Assessingthevalueofclimateassessments:Progressandfuture directions.Journal

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References Continued