Diversity And Student Diversity

Dr. Cephas Archie is the Diversity & Inclusion Program Coordinator for Houston Community College (HCC), where he assists in the implementation of the colleges 7 + campus Diversity & Inclusion Plan. Collaboratively working with all institutional stakeholders – both internal and external, Dr. Archie spearheads the institution’s diversity and inclusion efforts for the near 81,000 students, faculty and staff. As an employee of the Office of Institutional Equity at HCC, his efforts are accompanied by the college’s Diversity & Inclusion Council.

TS 2: How has diversity changed over the years? In the short article which is based off of her book, “Introduction from Place, Not Race: A New Vision of Opportunity in America” by Sheryll Cashin, the author talks about Abigail Fisher and the time when she was applying for her dream school, at the University of Texas. Fisher’s complaint about her admittance led to Fisher v. Texas; at that time, schools were using race as one of the factors for getting admitted into college. (Sheryll Cashin 714) As a nation, we have come a long way in terms of diversity and

Companies and educational institutions greatly benefit from the guidelines of affirmative action because they profit from the different ideas, work styles, and contributions unique to each diverse individual. As quoted in Paul Connors’s compilation, Affirmative Action, President of Columbia University, Lee Bollinger, addresses the importance of a diverse educational system by stating, “The experience of arriving on a campus to live and study with classmates from a diverse range of backgrounds is essential to students' training for this new world, nurturing in them an instinct to reach out instead of clinging to the comforts of what seems natural or familiar” (12-13). A statement by Southeastern Oklahoma State University further supports the idea that success in modern day society stems from diversity saying, “Our country is strong because of the rich diversity of our culture, not in spite of it” (Affirmative Action).

Affirmative action, and race-based admissions standards, are the best way to increase (or maintain) diversity at institutions of higher learning. In spite of its perceived flaws, it has increased the diversity at previously all-white institutions of higher learning, such as the University of Texas at Austin, and that diversity has allowed friendships to be formed that otherwise would not have been, has allowed students to learn from professors they otherwise would never have and allowed professors to learn from students from a wide variety of

Growing up in a multiracial, multicultural household I have been fortunate enough to experience diversity at a young age. NC State’s diverse campus would expose me to different cultures, religions, and ethnic groups, all focused on enhancing the legacy of NC State. Exposure to these different lifestyles would increase my knowledge about different issues minorities from around the world have been faced with. The diversity would allow me to help implement new ways of increasing diversity throughout society, and college campuses, allowing NC State to be a model for the world. Campus diversity is important in making sure all students are comfortable in their learning environment. Being able to share my life experiences and background would allow

We, Lindenwood University’s Diversity, Equity, and Inclusion Task Force are charged with promoting the well-being, safety and security of a diverse academic community in which teaching, learning, and the exchange of ideas can flourish, and where we encounter, encourage, and interrogate ideas that challenge settled notions of truth.

As most of the respondents were people of color, they discussed how it is very evident that the university is predominantly white. Raha Haghnia, a second year student at the Multicultural Center and coordinator of Culture Fest, had an interesting response. “Personally I don’t even notice until I walk around campus or I’m in class because when I’m at the MCC with my friends, everyone is a person of color or from an immigrant background.” With most of the work Raha facilitates, she is surrounded by a diverse group. She insisted the Multicultural Center has made her experience much better at Cal Poly. Isamar Hernandez, a fourth year in student government, expressed similar feelings. However, she was the only respondent that expressed optimism with the current numbers. “I think every year the diversity rates go up a little bit. It’s also a reflection of some of the changes that have already happened on campus, as well as the ongoing fight for more inclusion and better diversity rates.” Isamar currently manages collaboration among student government and the Cross Cultural Centers, and she has strong leadership roles in each

Furthermore, Ms. Dixon serves currently as the Interim Chair for the Diversity Staff Alliance. Prior to this position, Ms. Dixon served as Office Coordinator for the Center for Leadership and Civic Engagement at ECU. Additionally, she worked previously at ECU’s Ledonia Wright Cultural Center as the Program Assistant. Ms. Dixon is a graduate of Liberty University's School of Business with a Master of Arts in Business Management and Leadership. Ms. Dixon is also a graduate of The University of North Carolina at Chapel Hill where she received a Bachelor of Arts in Sociology with a minor in African American Studies.

In her article Berrey (2011) studied why diversity became the accepted norm. In the study Berrey examined data from the University of Michigan from 1965 through 2005. The data collected studied the “Opportunity Awards Program” that was started by the university. The program was intended to increase the diversity of the campus because at this time minority students made up less than .1% of the school’s demographic. To measure the success of the program school administrators used the number of enrolled minority students as the gage of diversity. In the late 1980s the school changed their approach from emphasizing disadvantage to emphasizing inclusion. Up through the early 2000s the university continued to make changes to the diversity program. By this point most of the emphasis was put on the marketable skills that were achieved from being a part of an interracial group, and less on

Furthermore, my work experience as a professor at three different Universities in New York City enabled me to work and interact in a culturally diverse environment. Gaining the opportunity to teach in a multicultural student body reinvigorates the joys of cross-cultural and cross-racial engagement. I am aware of the importance of diversity and the need to promote effective coalition between individuals of diverse backgrounds. These collective experiences position me to bring a diverse perspective to my role as an

Within the last decade or so, the number of minority students and “first generation students” enrolling, attending and graduating from colleges in the US has increased significantly despite the rising cost of enrollment. This increase is due to the available scholarships, funding opportunities, affirmative action or quota to be met by these institutions. The shift in the number of minority students graduating has also affected the diversity of people in the workplace. Although discrimination legally ended more than 40 years ago with the Civil Rights Movement, the ongoing battle of minority people in the United States trying to assimilate into a culture and justice system that does not work in their favor has continued although it is

At the workshop, the presenter introduced herself and asked us to also introduce ourselves. After the introductions, she went straight to the point by explaining Diversity and inclusion and why it is valued at blue cross and blue shield. For instance, she said diversity and inclusion have had a great inpact on their ability to grow their business, retain and attract talented associates and be an innovative and high-performing organization.

In this paper I will delve into Harvard’s recruitment and selection process, the controversial topic of diversity recruitment, as well as some of the setbacks that the organization runs into, the weaknesses it perceives, strategies for attracting the best candidates, recruiting tools and techniques, and most importantly Harvard’s commitment to diversity.

Mr. Dave DeJong Ph. D., Executive Vice Provost took the floor and introduced the presentation to facilitate the informational session. These included, Dean K. Bonner, Vice Provost and dean of Students; Juan Manfredi Vice Provost - Undergraduate Studies, Educational Excellence Working Group Chair, and Associate Vice Chancellor Pamela Connelly, Embrace Diversity and Inclusion Working Group Chair. These sessions were designed to provide student input carry into the implementation phase of the strategic planning initiative. Dean Bonner presented an over view of the process and ideas that had be accumulated to date. A list of those ideas generated by these meeting can be found

On a broader subject related to change, I also directed a Babson diversity initiative related to staff, faculty and student recruitment and retention and recognize that diversity is an issue in higher education that many institutions are grappling with. In March 2009 I was appointed to serve as a member of the Council for Inclusiveness and Community as well as the co-Chair of the Recruitment and Retention Committee. This Council and Committee were formed to create a more inclusive, diverse community on Babson College’s campus. I was very excited about this added exposure. Being actively engaged in the Council has and will enable me to influence change, this time on a larger campus-wide scale.