A SEAT AT THE TABLE: WHO IS CREATING YOUR POLICIES?

Beatriz I. Valencia HernandezEuropean Access Network 2019

Introduction• Decision-making in academia, specifically related to post

secondary education, and the impact on the lack of representation on students of color in the U.S – specific to graduate education

• Recruitment Models – Impacts

• Recruit, Engage, & Develop (RED) – What does this mean?

• Innovative Ideas/Solutions– What can we do?

Who is typically making these decisions?

• ”Representative” of your student population• What does this really mean?

• Individuals lacking background in specific area• Students of color• International Students

• Others?

Decision Making

Recruitment Models

• What are they addressing?• Target population• Why• Purpose• Can you SUPPORT?

• Is it authentic?• Simply a quota?

Recruit, Engage, & Develop (RED)• Recruit

• Target population• Intentionality• Community

• Engage• Serve population• How?• What are their needs?

• Develop• Mentorship - FirstGenPros• Professional Development• Create Buy In

Innovative Ideas/Solutions• Faculty & Staff Development Center (FSDC)

– Student Lead & Faculty Focused

• Bengals & Bagels

• Donuts with Deans

• Brown Bag Events

• Bengal Buddies

• INVEST IN YOUR STUDENTS– Go back to RED

Innovative Ideas/Solutions

• Faculty and Staff collaboration Style Cohort Recruitment model with the following four steps 1) Action with the of implementation of diversity, 2) Collaboration with Human Resource to create synergy among the institution as a whole, 3) Implement Faculty and Staff Development Center (FSDC), focusing on first generation professional development and working with marginalized populations, 4) Create Faculty and Staff diversity cohort.

Why am I saying this?

Idaho State University Diversity Demographics

• Predominately White Institution (PWI)• University Executive Members = 3.84%• University Faculty = 9.43%• Graduate Student Population = 17.4%• Graduate School Executive members = 20%

• 1 out of 5 executive members is a POC

Representative Bureaucracy and Its Importance for All Students

“a bureaucracy reflecting the diversity of the community it serves as it is more likely to respond to the interest of all groups in making policy decisions”

Minority faculty are identified as, “faculty who designate themselves as Black, non-Hispanic; American Indian or Alaska Native; Asian, Native Hawaiian or other Pacific Islander, or Hispanic.”

Step 1:

• Action towards the implementation of diversity efforts among faculty and staff – students hold power!

• Coffee with Kevin – ISU President• Lyn is in – VP of Student Affairs

• Defined diversity driven mission & vision statement from the university that is implemented and maintained

• Support from upper university administration• Keep it on their radar• Keep them accountable

• Creating a voice and safe space for diversity on the campus

• Make one!

Step 2:

• Collaboration with Human Resource to create synergy among the institution

• Agenda setter – find them!• Outreach to racially and ethnically

diverse faculty and staff in attempts to diversity applicant pools

• New Employee Orientation Social• Meet and greet opportunities can

build on social capital and create an inclusive environment for individuals whom may often feel segregated or not included

Step 3:

• Implement Faculty & Staff Development Center (FSDC)

• Professional development workshops

• Interdisciplinary work with other departments on campus that focus on professional development

• Incorporating student organizations within this in order to further create social capital among those who are racially and ethnically diverse.

Step 4:

• Create Faculty and Staff Diversity Cohort by collaborating with the university and the Human Resource Department

• Collaboration with outside agencies and additional marketing may aid with increasing applications from diverse backgrounds

• Outsourcing and searching for individuals who have the credentials needed for the job is essential

• Funding diverse individuals appropriately

ConclusionThe university will have to provide services in order for this model to work that include:

1. A Faculty & Staff development center, this will focus on diversity and cultural competency training

2. Include Faculty & Staff of color in each committee across campus. If possible include studentw

3. Create buy-in for Faculty & Staff so we don’t run the risk of losing them

4. Allocation of funds to the Faculty and Staff Development Center, to provide trainings throughout campus for faculty, staff, and students

Questions?

Contact InformationBeatriz I. Valencia Hernandez

Idaho State University, Graduate School

valebeat@isu.edu

+12082822270

Special thanks to:

Dr. Amanda Eakins

Thank You!