Leading Through Diversity and Inclusion
Diversity and inclusion work is ongoing, and it can be difficult and eye-opening. It takes leadership, patience, discipline, engagement, and self-awareness from all constituents: students, staff, faculty, the administration, and the board of trustees. But the central champion for diversity and access on any campus must be the president. Even an excellent chief diversity officer cannot drive institutional culture without the president’s passion, time, and focus. If there is not direct leadership and responsibility for fostering diversity and inclusion, there will not be sustained efforts and clear results. The leadership dimension regarding diversity translates into a deep, on-ground commitment.
Leaders who focus on diversity and inclusion stay true to several key considerations:
- They show up in the space on a consistent basis. Presidents must not announce a commitment to diversity, but then not show up where the dialogue is happening.
- They harbor a deep belief that these issues matter and communicate this belief consistently to all audiences.
- They understand that these issues are evolving and complex, and require thoughtful, ongoing discussion, analysis, and continual learning.
- They ensure that their administration is acting proactively to shape the campus conversation and experience of underrepresented students, not reactively managing challenges.
Opportunity and Inclusion: Diversifying the Campus Culture Challenge Questions
- Do you moderate access to your institution using standardized test scores?
- Do you have processes in place that support a recruitment and retention culture?
- Is the university as a whole moving toward a more representatively diverse campus community that is reflective of national demographic trends?
- Does your institution have cultural barriers to diversity and inclusion?
- Does the president own and lead diversity and inclusion at the highest level?
- Have you moved your institution from a passive hiring culture to a recruitment and retention culture?
- Are there campus dialogues around diversity and inclusion held on a regular basis?
- Do all of your faculty and staff engage in ongoing training/workshops on diversity and inclusion?
- Do you actively recruit and retain underrepresented groups into your senior leadership team?
- Do you promote free debate and discussion within a framework of civil discourse and respect?
- Do you create opportunities and experiences where students, faculty, and staff of diverse backgrounds and experiences can engage in conversations that enhance understanding and awareness?
Credo understands not only the current, evolving higher educational landscape, but also the nuance and contextualization required to effectively create a unique, action-oriented strategic plan within that landscape. With so many factors at play--from timing to objectives, from accountability to approach, from actionability to community involvement--a partnership with Credo takes the guesswork out of planning by providing a visual strategy map, integrative software to track your plan's progress, and a team of strategic planners as dedicated to your institution's success as you are.
See the difference a partnership can make to your strategic plan--and to your college or university's future.
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