Assess The Benefits Of Campus Diversity

Because of the university’s commitment to diversity, I see differences among people in the same space as an advantage and a requirement, rather than a disadvantage.

Diversity is a term known for, "variety." To be diverse is to have a range of different types of people all in one place. Different types of people can range from their race, background, social class, age, or religion. Those are just a few examples that can separate a person from others. To be aware of diversity around you is something everyone should take note of. Many people may not realize that they live in such a diverse world that they do not know how to cope with someone when they do find someone with a different background than they do. Washburn University has a very diverse population and Washburn and most of the students and faculty are aware of this and take great pride in it. Washburn University is not the biggest college and it

In some workplaces in the United States, there appears to be a lack of diversity amongst employees. Although it might not be intentional, an example of this can be seen in college campuses. “While the numbers of undergraduate and graduate students of color on college campuses have risen over the years, the growth in the numbers of faculty of color has lagged far behind” (Antonio, 2003; Villalpando & Delgado Bernal, as cited in Jayakumar, Howard, Allen, and Han, 2009). Having a more diverse faculty and staff would increase the sense of connection among others, as well as decrease the amount of privilege certain groups have over others. Employees would be able to see things from different types of perspectives, rather than one point of view. According to Nancy Cantor, a former college administrative officer in Michigan, "Diversity really is intellectual and social diversity, and that is what interdisciplinarity does.

Data serves as a tangible evidence source of a lack of diversity. “In a community that is 59% Hispanic, the U.S. Department of Education, National Center for Education Statistics (2015), report reveals over 82% of the faculty and staff at FPU are white. The gap in the number of diverse faculty, inadequate faculty engagement, and a disjointed approach to diversity across the school are all contributing factors to the current issue of diversity” (Cochran, 2015).

The term diversity is not an uncommon word on campus, it is something we are looking for to ensure we are incorporating as much as we can everyday; in our conversations, hiring practices, mission statements, and more. But the conversation of diversity is not happening at the

What I learned about this topic that I didn’t know: Some strategies for increasing diversity on campus include cluster hiring and adding additional training

Throughout life there are many instances in which an individual has to work in a group to complete a task/project. The importance of group work is to have teamwork with each member of the group. Humans are driven to connect with each other and by working as a group ideas become much more enriched and the ideas or thoughts that each person ‘brings to the table’ each individual is able to add onto that idea or it can trigger one to think of something completely different.

This new value for diversity has led institutions to increase in the amount of minority faculty and staff on college campuses. Furthermore, there is a need for funding of minority students to colleges and universities. Colleges and universities have seen the end in having the diverse populations

The five areas to focus on that make up the collaboration commitment for many NEU schools

Dee Hock once said, “An organization no matter how well designed, is only as good as the people who live and work in it.” Hock’s words are the epitome of how a successful organization functions, as without the people an organization is nothing much like leadership. For the CLIP project we chose to analyze and participate in the University Program Board (UPB) because it is one of the most well known and most active organizations on campus. UPB, first began in 1953 as a student volunteer organization and has since evolved to the organization it is today. The board has gone through many forms and name changes, adjusting to the present needs of students to offer the best in entertainment. UPB is comprised of one full-time staff advisor,

A further look at the problem issue through the structural lens brings forward the following issues; there is no clear structure as to who reports directly to President Dunn, the director of the Women’s Center reports directly to the Vice President of Student Affairs, as the Women’s Center is used by male and female staff and students. President Dunn had intentions to consolidate the alumni relations, community relations and government to a newly created Vice President of Advancement position. There was an enormous amount of responsibilities on the Vice President of Student Affairs, as this person was responsible for; the Women’s Center, student life, career services, health services, judicial affairs and athletics. As the school body was estimated

As a person and as a student, diversity is important to me. Not just diversity in ethnicity, but also in opinions. I long to be in a community where there is diversity in perspectives and Boston University’s community exemplifies this.

In order to study the need of a racially and culturally diverse college campus, the journey and battles fought must be dicussed. While there is a lack of diversity on college campuses today, they are not completely devoid of people of color. However, there was a time when college campuses were one hundred percent Caucasian. Jonathan R. Alger, Jorge Chapa and a team of researchers conducted studies on various college classrooms. They then went on to publish their findings in a book titled Does Diversity make a Difference? The purpose of their paper was to discuss the importance of diversity and reveal the effects of non-diverse campus. They begin their book by taking a look into the history of diversity in America. The start of the Civil Rights movement along with President Lyndon B. Johnson’s war on poverty took place in the mid 1960s. These events forced the country to face the reality of the people of color in America. These Americans of color did not have equal access to education, jobs, housing, or other valued resources (Alger et al. 2000). College administrators and faculty were starting to understand the necessity of a diverse campus. The realized that people of color had just as much to offer to the United States as the Caucasian majority. During that time, “many higher education faculty members and administrators were deeply concerned that abandonment of race sensitive admissions and hiring, at a time when most minority groups continue to be unrepresented in higher education, will severely limit campus diversity and would undermine the learning environment for all students.” (Alger et al. 2000). Additionally, a lot of the traditionally white colleges and universities were provoked and questioned by the concerns of their students. The universities and colleges began to notice their inability to extend the same educational

hat the most important to succeed in a project is to work as a team, not as a groups of people ho all work for there own interest.

Today, many higher education institutions is very complex in their daily operational schematics and departmental functions within each institution itself. In my attempt to accomplish the task of researching and understanding the integral parts of higher institution’s departments, I elected to investigate Academic Services/Advisement. Although, Academic Services are not affiliated with the Student Affairs department, none the less, I was intrigued by the functionality and the operational process involved with this department. Interestingly, I wanted to conduct my research at an institution that was fairly close in proximity from the downtown area of St. Louis. Ultimately, with the vast number of institutions, in the St. Louis region alone,