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