Leading Through Diversity and Inclusion

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.
In short, presidents show up, communicate the value of diversity constantly, commit to personal openness and continued learning, and drive the organization to responsible action. Leaning into issues of opportunity and inclusion is not an add-on to a university’s mission, it is an imperative role of the new university. There are learners across disparate backgrounds who are deeply deserving of the types of transformative learning opportunities higher education can offer. As a consequence of lack of access, the talents and abilities of millions have been closed out of the system and denied their ability to flourish and contribute. Today, higher education has both the tools and the obligation to right that wrong, enhancing and ensuring a more diverse and inclusive university community. Colleges and universities can be the vehicle through which a vast resource of creative and intellectual energy is unleashed. It will take deep, consistent, and intentional commitment across the entire spectrum of strategy, operations, and learning, with leaders at the center of that commitment. In other words, the new university requires courageous leadership.

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. 

Talk To A Credo Strategic Planner


© Credo and www.credohighered.com, 2018. Unauthorized use and/or duplication of this material without express and written permission from this site’s author and/or owner is strictly prohibited. Short excerpts and links may be used, provided that full and clear credit is given to Credo, Credo Press, and www.credohighered.com with appropriate and specific direction to the original content. Please email info@credohighered.com for information on how to obtain a full copy of Pivot: A Vision for the New University or for permission to use excerpts from the book and/or blog series.  

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