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

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<ul><li><p>RETENTIONSTRATEGIESFORDIVERSEANDUNDERREPRESENTEDFACULTY</p><p>Presenters:Shani Fleming,PhD(c),MS,MPH,PA-C</p><p>BarryUniversityandFrankTuitt,Ph.D.UniversityofDenverModerator:JewellWinn,Ed.D.TennesseeStateUniversity</p><p>NATIONAL ASSOCIATION OF DIVERSITY OFFICERS IN HIGHER EDUCATION</p><p>FALL WEBINARDECEMBER 2, 2016</p></li><li><p>Recruitment and Retention of Faculty of Color</p><p>Ms.Shani FlemingBarryUniversity</p><p>Institutional Commitment:</p></li><li><p> Accreditation Admissions/HiringPractices Campusclimate Collaboration/community</p><p>partnerships Curriculum DataandEvaluation Dedicatedfacultyposition Facultydevelopmentand</p><p>leadership</p><p> Funding Institutionalleadership Marketing Mission Pipeline Retention Strategicplan/agenda Widespreadapproaches</p><p>Attheendofthissession,participantswillbeabletoadvocateforthefollowingrecommendationsforinstitutionalcommitment:</p><p>INSTITUTIONAL COMMITMENT</p></li><li><p> Theinstitutionalmissionandvisionshouldguideallstrategicdecisions.</p><p> Itisimportantthatthemissionandvisionarenotmerelywordsbuthavemeasuresandmetricsassociatedwithit</p><p>MISSION</p></li><li><p> Developasharedunderstandingofhowdiversityservesasanessentialdriverinachievingexcellence.</p><p> Articulateinverbalandwrittenform,theimportanceofequity,inclusion,anddiversitytothebroadereducationalmissiontoadvancetheinclusivecommunitywithintheinstitutionthroughformalandinformalinteractionswithstakeholdersandconstituentsbothinsideandoutsideoftheuniversity.</p><p>INSTITUTIONAL LEADERSHIP</p></li><li><p> Specificgoals,objectives,standards,policies,andaccountabilitymechanismstoensureinstitutionaldiversityandculturalcompetence</p><p> Thereshouldbespecificrecruitmentobjectives,aswellasstrategiestomeetthem.</p><p> Programsshouldgatherdatatoassessinstitutionalprogressinachievingracialandethnicdiversityamongstudents,faculty,administration,andgraduates</p><p>STRATEGIC PLAN</p></li><li><p> Trackandpubliclydisseminatetheracialandethniccompositionofthestudents,facultyandstaff.</p><p> Usevariousformsofinstitutionaldatatobenchmarkandpromoteaccountabilityforthecorecommitmentofinclusivecommunityanddocumenttheeducationalbenefitsofdiversityandinstitutionaleffectiveness.</p><p>DATA AND EVALUATION</p></li><li><p> Sustainabilityofinclusionanddiversityeffortsmustbeconsideredthroughoutthedevelopment,implementationandevaluationofinstitutionalpolicywithfundingasacornerstone.</p><p> Federalandstatefundingopportunitiesandincentivesforinclusionanddiversity.</p><p>FUNDING</p></li><li><p> Theremustbeincreasedattentiononemployeeretentioneffortsandturnoverrates.</p><p> Programsmustmakeintentionaleffortstodeveloppartnershipswithminorityalumniandengagethemineducationaltrainingopportunities</p><p> HarvardMedicalSchool</p><p>FACULTY DEVELOPMENT AND LEADERSHIP</p></li><li><p> Institutionsdemonstratecommitmentthroughallocationoffinancialresourcesandtime.</p><p> Recruitmentandretentionareincrediblytimeconsumingactivitieswhichrequiresconsistency,mentoring,andlongevitywithaprogram.</p><p> CDOsoftenserveasanorganizationalchangeagentforequity,diversityandinclusionservingasanaccountabilityofficerfortheinstitutionalmissionandstrategicplan</p><p> Evenwithadedicatedindividual,itmustbethejointeffortofeveryfaculty,staffandadministratortosupporttheeffortsofrecruitmentandretention.</p><p>DIVERSE FACULTY/ADMINISTRATIVE POSITIONS</p></li><li><p> Organizationsshouldpartnerwithmedia,advertisingandmarketingfirms,andvideoandaudioproductioncompaniestodevelopandimplementeffectivecommunicationcampaignstargetingminorities</p><p> Marketingmaterialsincludingbrochures,websites,banners,shouldreflectthecommitmenttodiversitythroughphotosandstatementsoftheprogramscommitment.</p><p>MARKETING</p></li><li><p> Institutionsmustequatediversitywitheducationalexcellence</p><p> Whenevaluatinginclusive,welcomingenvironments,itisimperativetoconsiderwhohastheauthoritytodothewelcoming.</p><p>CAMPUS CLIMATE</p></li><li><p> Thereissuchdiversitywithineducationalsettingsthataprescriptive,one-sizefitsallapproachwithprovenoutcomeswillbechallenging.</p><p> PartnershipsversusRelationships</p><p>COLLABORATION/COMMUNITY PARTNERSHIPS</p></li><li><p> InstitutionscanhavediversitydrivenpoliciesandreducebarrierstoURMadmissionbydevelopingaclearstatementofthemission</p><p> Oneofthepromisingstrategiesistheuseofholisticadmissionpoliciesthatgiveseriousconsiderationtoallthewaysanapplicantmightcontributetoadiverseeducationalenvironment</p><p> Admissionscriteriashouldalsotakeintoaccountmissioncongruencyandsocietalneedstoacceptabalancedclassthatreflectsthepopulationserved.</p><p>ADMISSIONS/HIRING PRACTICES</p></li><li><p> Conductcurriculumdevelopmenteffortstoadvancethediversitymissionoftheinstitutionand/orprogrambypartneringwithdeansandfacultyincurriculumdevelopmenteffortstofacilitateinclusivepedagogyinallcourses.</p><p> Developandfundtrainingopportunitiesforculturalcompetence.</p><p>CURRICULUM</p></li><li><p> Createneworstrengthenexistingeducationalpipelineprograms.</p><p> Usenewandnontraditionalpaths.</p><p> Utilizeexistingrecruitmenttoolsandpartnershipsforrecruitment.</p><p>PIPELINE</p></li><li><p> Provideadequatesocial,academicsupportandretentionsystems.</p><p>RETENTION</p></li><li><p> Accreditationbodieshavetheauthoritytoenforcediversitypolicybyaskingprogramstoevaluatemission,processmanagement,substantivepolicy,andevaluateresultsasitrelatestostudentinclusionanddiversity</p><p>ACCREDITATION</p></li><li><p> Useacombinationofinterventionstoaddressinclusionanddiversitytoinclude: financialsupport, academicsupport, transitionprograms, socialsupport, buildingamoreinclusivecampusclimate, targetingrecruitingofamorediversefaculty, mentoringprograms, targetedrecruitment, collaborativeschoolpartnerships, mentoring, facultycareerdevelopmentopportunities,and holisticadmissionsprograms.</p><p>WIDESPREAD APPROACHES</p></li><li><p>Promoting the Success of Employees of Color atPredominately White Institutions</p><p>Dr.FrankTuittUniversityofDenver</p><p>Making Excellence Inclusive</p></li><li><p>Whatarethesomeofthebestpracticesforrecruiting,retaining,andpromotingthesuccessofemployeesofcolorinPWIs?</p><p> HowcanwecreateInstitutionalenvironmentsthatrespectandcareforthesoulsofouremployeesofcolor?</p><p>Aims &amp; Considerations</p></li><li><p>Diversitymatters,identitymatters,context</p><p>matters.</p><p>1</p><p>Retentionandsuccessstartswiththe</p><p>recruitmentprocess&amp;searchexperience</p><p>2</p><p>Goodintentionsdonotguaranteeprogressive</p><p>results.5</p><p>Creatinginclusiveenvironmentsis</p><p>importantforsegmentsoftheinstitution.</p><p>4</p><p>Advancingdiversityrequiresself-awareness,courage,andcontinuous</p><p>commitment. 3</p><p>Agapexistsbetweenourinstitutional</p><p>aspirationsandrealities6</p><p>Supporting Employees of Color Assumptions</p></li><li><p> Thepurposefulembodimentofinclusiveorganizationalpracticestowardmultipleidentitygroups</p><p> Afocusonintellectualandsocialdevelopment. Thedevelopmentandutilizationoforganizationalresourcestoenhancelearning.</p><p> Recognizestheculturaldifferencesdiverseemployeesbringtotheorganizationalexperience.</p><p> Createswelcomingorganizationalenvironmentsthatengageallofitsdiversity. Establishesanenvironmentthatchallengeseveryindividualtoachieveatthehighestlevels.</p><p>(AAC&amp;U,2005)</p><p>Inclusive Excellence</p></li><li><p>IndividualCharacteristicsSocialidentitysalience</p><p>Previouslived-experiencesbeliefs,attitudes,perceptions</p><p>StructuralDiversityCompositionaldiversityToken&amp;solostatus</p><p>Invisibility/hyper-visibility</p><p>Socio-historicalContextTraditions,rituals,&amp;reputationCampusecology</p><p>Internal/Externalenvironment</p><p>OrganizationalBehaviorExplicitcommitmenttoEDIProfessionalepistemologiesCompetenciesforinclusion</p><p>LeadersasCDOs</p><p>InterpersonalInteractionsMicroaggressions</p><p>(assaults,insults,invalidations)Overtactsofprejudice&amp;discriminationsEmotionalattachment,identification,</p><p>andinvolvement</p><p>OrganizationalEnvironmentCentralizedvs.decentralizedstructuresStructuresasgatekeepersorgateways</p><p>Policies,procedures,practicesAvailabilityofculturallyaffirmingspaces</p><p>+/- Factors that Influence Employees of Color Overall Sense of Belonging in PWIs</p></li><li><p> Haveastrategicvisionofinclusionandacommitmenttodiversityandinclusion. Regularlyassessinstitutionalenvironment/campusclimatethatnegativelyandpositivelyimpact</p><p>employeesofcolor(Milem,etal.,2005); policiesandpracticeshavethepotentialtocreatemoreequitableconditionsandoutcomesandcanbe</p><p>assessedforequityanddiversity; Usedatatodriveimprovementeffortsandaddressunhealthyfactors; Enhanceandcreateprograms(affinity-based&amp;integrated)toencouragepositivegroupinteractions</p><p>andreduceisolation; CreateopportunitiesforthedevelopmentofcompetenciesforInclusion Incentivize,recognizeand</p><p>reward; Provideresources(funding&amp;support); Identifybothunitlevelandinstitutionwideaccountabilitymechanisms; Theresponsibilityforsupportingemployeesofcolorcannotbeplacedsolelyonspecializedcampus</p><p>entitieseveryoneonthecampushastotakeresponsibility(Harper&amp;Quaye,2009).</p><p>Best Practices: Creating an Inclusive and Affirming Organizational Environment</p></li><li><p>fromAmericanAssociationofColleges&amp;Universities,2005+</p><p>Success</p><p>Diversity</p><p>Inclusion</p><p>Equity</p><p>Embedded</p><p>EngagedDiversity</p><p>Focused&amp;BroadlyDefined</p><p>SenseofBelonging</p><p>SuccessforAll</p><p>EverybodysResponsibility</p><p>Promoting Employees of Color Success</p></li><li><p>Bell,J.&amp;Hartmann,D.(2007).Diversityineverydaydiscourse:Theculturalambiguitiesandconsequencesofhappytalk. AmericanSociologicalReview.72,895-914.</p><p>CohenJJ.(2003)TheConsequencesofPrematureAbandonmentofAffirmativeActioninMedicalSchoolAdmissions. JournalofAmericanMedicalAssociation.289(9):1143-1149.</p><p>Coleman,A,Palmer,S,Winnick,S&amp;Holland&amp;Knight(2008).RoadmaptoDiversity:LegalandEducationalPolicyFoundationsforMedicalSchools.AssociationofAmericanMedicalColleges</p><p>CouncilonGraduateMedicalEducation(2005).MinoritiesinMedicine:AnEthnicandCulturalChallengeforPhysicianTraining.WashingtonDC:HRSA</p><p>Curtis,Elana,Wikaire,Erena,Stokes,Kanewa,&amp;Reid.(2012). AddressingIndigenoushealthworkforceinequities:Aliteraturereviewexploring'best'practiceforrecruitmentintotertiaryhealthprograms.(BioMed CentralLtd.)BioMed CentralLtd. Retrievedfromhttp://www.equityhealthj.com/content/11/1/13</p><p>HarvardMedicalSchoolOfficeforDiversityInclusionandCommunityPartnership.Retrievedfromhttps://mfdp.med.harvard.edu/</p><p>InstituteofMedicine(US).(2004).Inthenation'scompellinginterest:Ensuringdiversityinthehealth-careworkforce.Smedley,B.D.,Butler,A.S.,Bristow,L.R.Washington,DC:NationalAcademiesPress.</p><p>Smith,D.(2012).Buildinginstitutionalcapacityfordiversityandinclusioninacademicmedicine.AcademicMedicine.87(11), 1511-1515.SullivanCommission.(2004)MissingPersons:MinoritiesintheHealthProfessions,AReportoftheSullivanCommissiononDiversityinthe</p><p>HealthcareWorkforce.Witzburg RA,Sondheimer HM(2013).Holisticreviewshapingthemedicalprofessiononeapplicantatatime. NewEnglandJournalof</p><p>Medicine.368(17):1565-1567.Worthington,R.,Stanley,C.,&amp;Lewis,W.(2014).NationalAssociationofdiversityofficersinhighereducationstandardsof professional</p><p>practiceforchiefdiversityofficers.JournalofDiversityinHigherEducation,7(4),227-234Zion,S.,Blanchett,W.(2011).Reconceptualizing inclusion:Cancriticalracetheoryandinterestconvergencebeutilizedtoachieve</p><p>inclusionandequityforAfricanAmericanstudents?TeachersCollegeRecord,113(10),2186-2205</p><p>References </p></li><li><p>AAC&amp;U(2013).Boardstatementondiversity,equity,andInclusiveExcellence.Retrievedfrom:http://www.aacu.org/about/statements/2013/inclusiveexcellence.cfm</p><p>Ahmed,S.(2012).Speakingaboutracism(pp.141-171).Onbeingincluded:Racismanddiversityininstitutionallife.DukeUniversityPress.Harper,S.R.&amp;Quaye,S.J.(2007).StudentorganizationsasvenuesforblackidentityexpressionanddevelopmentamongAfricanAmerican</p><p>malestudentleaders.JournalofCollegeStudentDevelopment,48(2),127-144.Hurtado,S.,Griffin,K.A.,Arellano,L.,&amp;Cuellar,M.(2008).Assessingthevalueofclimateassessments:Progressandfuture directions.Journal</p><p>ofDiversityinHigherEducation,1(4),204.Jackson,B.W.(2005).Theoryandpracticeofmulticulturalorganizationanddevelopmentinorganization.InM.L.Ouellett (Ed.),Teaching</p><p>Inclusively:ResourcesforCourses,DepartmentsandInstitutionalChangeinHigherEducation.Stillwater,OK:NewForumsPress,Inc.(Ch.1,3-20).</p><p>Milem,J.,Chang,M.,&amp;Antonio,A.(2005).Makingdiversitywork:Aresearchedbasedperspective.AAC&amp;U.Orfield,G.,&amp;Lee,C.(2007).HistoricReversals,AcceleratingResegregation,andtheNeedforNewIntegrationStrategies.CivilRightsProject,</p><p>UCLA.Turner,C.S.V.(2002).Diversifyingthefaculty:Aguidebookforsearchcommittees.Washington,D.C.;AssociationofAmericanCollegesand</p><p>Universities.Williams,D.A.,Berger,J.B.,&amp;McClendon,S.,A.(2005).Towardamodelofinclusiveexcellenceandchangeinpostsecondaryinstitutions.</p><p>Washington,D.C.:AssociationofAmericanCollegesandUniversities.</p><p>References Continued</p></li></ul>