Today’s society is characterized by changes that in some way or another put one in a position where his surroundings, are people from a different background than his own (Vertovec, 2007). Because of that, the institutions that have the mission to nurture individuals in a way that they can cope with diversity, must implement strategies that enlightened them about diversity (McCormick & Zhao, 2005). After carefully reviewing the diversity and inclusion plans of the universities, I realized that my insights are needed. I envision to display what I have noticed and to also comment on the different plans. Through the different diversity plans enacted by the universities, I was able to find several interesting points. Also, similarities and differences …show more content…
were significant in the proposed strategic plans. For example, when it’s come to the necessity to fully embrace the concept of diversity, the message of the universities converged. They agreed that one of their missions is to prepare students in a way that they could contribute as citizens of a diverse, globally integrated world. Most importantly, they pinpointed that diversity is a principle of equity and inclusion-rather than representation. Meaning that, the importance of diversity does not lie on the different groups present on campus. Instead, it is about how the different groups mingle together and get use to one another. Therefore, they built up plans about teaching students to respect differences among individuals and groups. Also, they recognized how identities and social positions shaped our understanding of the world, ourselves and those around us. However, these plans also shown differences. The different universities also proposed plans that were different from the other.
Their differences were not because of how they perceive or define diversity. But, their plans differed when it’s come to the level they want to take diversity. For example, one university wants to reform its campus by implementing justice in inclusion in all levels of decision making, policies and practices. Although, this decision seemed to be practical, not all plans put an emphasis on that point. Moreover, only one of the plans strategized to establish a plan to reach out to local communities, organizations, and affinity groups to develop connections for hiring diverse group locally. Lastly, there was a difference of continuity and assessment. Only one university assesses the milestones that they have reached about diversity, by referring to how they started, how far they have come and also, insinuating that there is hope for the future. Although the universities lay down their plans to their best, doesn’t mean that the plans were not …show more content…
lacking. In their plans, none of the universities displayed the statistics about diversity in their schools. Rather, they have provided statements acknowledging that they have made some steps. Also, there were no persuasive statements elaborating on the directions they plans to take to help students and faculties understand the importance of diversity in our time. Lastly, the plans were too complicated to comprehend. Topics like diversity don’t need to be so complicated. The topic should make sense, brief and right on point. One the best thing about the plans is that, they were practical.
The plans tackled areas that need to be represented. For example, creating specific strategies to expand and improve the college eligibility of students from underrepresented and low income background. In addition, retention of these students would be the focus point. Also, increase financial aid resources to support the recruitment, enrollment of more diverse undergraduates. More importantly, surveyed students from underrepresented group in order to gauge their level of satisfaction with the environment and to figure out changes that they would like to see happening. Lastly, create an ambiance were students and staff can feel that they belong and that differences don’t break them apart from each other. Rather, it helps them understand that there can always be unity in
diversity. In conclusion, the institutions wide diversity and inclusion strategies elaborate on many important points. Nevertheless, some areas were not clear enough. The institutions need to implement strategies that are clearer. Above all, the strategies pinpointed were important areas and ideas. I can simply reflect that institutions are becoming more aware of the importance of diversity. That is why; they work tirelessly to implement strategies that would help improve diversity in colleges.
“College campuses are not dominated by widespread racial/ethnic segregation and the racial/ethnic clustering that does occur isn’t impeding intergroup contact.” (578, Hoeffner and Hoeffner). Throughout the essay, the writer continues to provide facts and sources on the information that diversity is not a problem on college campuses. She quotes evidence that states that college students are getting a “variety of positive educational outcomes that result from being educated in a diverse environment.” (578, Hoeffner and Hoeffner).
Aspects of diversity are in concordance with age, cognitive means, cultural factors, disability and other significant determinants. In partners develop at least two definitions of diversity as it is any mixture of items characterized by differences and similarities. Another one is its reference to differences between individuals or any attributes that may lead to the perceptions that another person is different from self. Diversity is truly confounding, as numerous different ethnic and cultural organizations have afforded to the social, monetary aspects and cultural standards of our society. It’s just a matter of considering the brighter side of this matter. It is due to these contributions of the diverse society, people will be even more connected in our general objectives, and united
Kottak, Conrad Phillip and Kayhryn Kozaitis 2012 On Being Different, Diversity and Multiculturalism in the North American Mainstream, 4th edition, McGraw Hill Press, New York: Chapter 1.
By embracing, and not just celebrating diversity in our colleges, we can create a more broad, educated, and interesting view of the
When the new mission statement was implemented, diversity initiatives were limited to the education depar...
Sims, Serbrenia J. Diversifying Historically Black Colleges and Universities: A New Higher Education Paradigm. Westport: Greenwood P, 1994.
In India, campuses increasingly becoming diverse, the diversity of student groups and particularly the presence of a high number of lower caste students become a serious concern of campuses. Compositionally diverse campuses might create substantial problems regarding the campus climate and student-to-student relations on racial lines (Smith et al., 1997). The DLE model explains the institutional context (climate for diversity) in which intentional curricular and co-curricular practices educate all the students and enhance the climate for diversity. In other words, improving the campus climate means “institutional transformation”; transformation is a positive change that effectively influences institutional culture, values, staff, policy, and routine operations. Similarly, Milem et al., (2005) concluded diversity and inclusion discourse has moved beyond diverse students, employee groups, and programs as final goals. In fact, they are multilayered processes and initiatives that influence institutional life to achieve the benefits of
Annotated Bibliography Journals: The Journal of the American Denson, N., & Chang, M. (2009). Racial Diversity Matters: The Impact of Diversity-Related Student Engagement and Institutional Context. American Educational Research Journal, 46, 322-353. This article discusses the different forms of racial diversity contribution to students’ educational and learning experiences and the positive effects on students who adopt these diversity opportunities. The author demonstrates how the quality of higher education is substantially heightened by diversity-connected efforts.
In order to be competitive in the higher education battleground, some academics believe that it’s essential that universities and colleges give minorities certain plus factors during the admission process. Many universities and colleges throughout the country believe that by instituting some form of affirmative action, the end result will be diversified campus demographics. The type of affirmative action each institution implements is different; however, each has the same goal of increasing minority admissions.
Diversity management efforts are based on a voluntary commitment to accept each individual’s uniqueness and to respect and learn from individual differences. In fact, diversity management efforts require a great deal of commitment particularly since it includes more than just image based differences (Cole, Salimath). Because it includes all differences and actively works to change prejudicial attitudes and beliefs, diversity management is the perfect complement to affirmative action. Together they can create an inclusive society that is race- and gender-conscious. Being race- and gender-conscious will highlight each individual difference which will facilitate acceptance without judgment and insensitivity.
Schwartz, Stuart, and Craig Conley. Human Diversity: A Guide for Understanding. 14th ed. New York: McGraw-Hills Primis Custom Publishing, 2000. 3-7. Print.
Diversity is all the ways of people being different, including individual, group, and cultural differences (Bucher, 2015). From this perspective, we could see that every individual is unique. Although, we are different as a person that does not mean that we have to make a distance between us, rather than to embrace ourselves in understanding each other, help each other, and work together. In order to have more understanding about diversity, we need to study and experience the differences such as cultures, ethnic groups, races, and other unique backgrounds. Here, at Murray State University (MSU), I am able to meet many people from different countries with diverse backgrounds and this situation helps me to learn more about diversity.
Diversity and inclusion should also apply to humans; by bringing people together who are different, it can create a whole that is enhanced by the uniqueness of each individual. What are the dimensions of cultural diversity? In this week’s readings, the subject of dimensions of cultural diversity were covered comprehensively in both books. Understanding and Managing Diversity presented a nicely laid out illustration. Primary Dimensions Secondary Dimensions Age Geographic Location Gender Military & Work Experience.
Turner, C. S. (2013). Advancing diversity in higher education. Journal Of Diversity In Higher Education, 6(3), 155-157. National Association of diversity Officers in Higher Education. DOI 037/a0034356
Now that we have explored my past, present, and future experiences with diversity, it is time to see how they are present within and effect each other. Firstly, let’s look into how my future is present in my past. The most obvious portion of my future that is in my past is my willingness and efforts to love and include everyone and to spread this world view. It took a fellow classmate of mine to demonstrate to my third grade self that we are all human beings and we all deserve to be treated as such. In my future, I aspire to demonstrate this world view to my students and inspire them to treat each other accordingly. This aspiration directly reflects my world view struggles I went through in third grade, for I want to help my students come to