Greetings Slide 2 Reweaving the Cultural Fabric of Higher
Education -Dr. Delores M. Smiley Slide 3 Presentation Description
On a day-by-day and year-to-year basis, changes occur in every
organizational culture as a result of forces within and outside of
it. Often these changes are addressed with patches sewn onto the
surface of the existing fabric with the hope that the patches will
cover the needs that prompted them in the first place. This
presentation will focus on the perceived needs that will sustain
the vibrancy of the fabric with a sharing of examples that make a
difference. Slide 4 Flow of Presentation SubTopics Definition of
Diversity Historical Significance Trends Impacting the Fabric of
Higher Education Today Patchwork Changes NSU Examples of Strategies
Designed for Higher Education Sustainability Benefits and
Challenges of Workplace Diversity Summary and Takeaways Slide 5
Foundational Context Definition Diversity is the differences among
groups of people and individuals based on ethnicity, race,
socioeconomic status, gender, exceptionalities, language, religion,
sexual orientation, and geographical area. Slide 6 Historical
Significance Admissions, or access, issues In 1954, the case Brown
v. Board of Education Demands for racial equality Affirmative
action In 1978, Regents of the University of California v. Bakke
Desegregation of public higher education systems Establishment of
centers for African American studies Slide 7 Historical
Significance (Contd) Historically Black Colleges and Universities
Sources of Assistance Slide 8 Trends Impacting the Fabric of Higher
Education Today The number of high school graduates Aging
population College costs Male vs. Female enrollment Access
Globalization The need to think globally; act locally Growing
ethnic diversity Demographics Slide 9 DEMOGRAPHICS According to
projections from the U.S. Census Bureau illustrating the future
size and composition of the United States by age, sex, race, and
Hispanic origin using three assumptions about fertility, life
expectancy and net immigration Fertility was assumed to remain
almost constant wit 1.9-2.6 births per woman. Life expectancy is
projected to be 75.3 87.5 in 2050. Net immigration is projected to
remain constant at 880,000 per year. Slide 10
http://www.census.gov/population/www/pop-profile/natproj.html Slide
11 PATCHWORK Celebration of ethnic holidays and famous people
Sporadic courses and activities in the curriculum Sporadic groups
and committees dispersed across the campus via schools, departments
and divisions Responding to agencies in order to achieve a larger
goal, i.e. accreditation, grants, etc. Workshops, trainings, etc.
Slide 12 CHANGES New academic support programs, student
organizations, diversification of faculty and staff, establishment
of ethnic and womens studies programs, revision of education
policies and curricula to reflect the diversity of human
experiences and perspectives Slide 13 Overview Nova Southeastern
University was chartered in 1964 as Nova University of Advanced
Technology, a graduate school of physical and social sciences. The
university was first accredited for five years by the Southern
Association of Colleges and Schools in 1971 and then received full
accreditation for ten years in 1975. Since 1975, the university has
maintained continuous accreditation. By 1995, based on fall
enrollment, the university became the largest independent
university in Florida. Now in its 47th year, Nova Southeastern
University is the nations seventh largest, not-for-profit,
independent university. There are currently more than 28,000
students and over 103,000 alumni who have access to an online
presence and a physical campus of 300-acres in Fort Lauderdale-
Davie. Slide 14 Slide 15 Examples of Strategies Designed for
Organizational Sustainability Establishing the Office of Diversity
in the Fall of 2003. The Master of Science Degree in Instructional
Design and Diversity Education, launched 2008. The Certificate of
Educational Leadership in Diversity approved 2008 Diversity
Training began 2008 The Diversity Plan for the School of Education
approved Spring 2011. Slide 16 Examples of Strategies Designed for
Organizational Sustainability (Contd) Calendar of Engagement
2011-2012 FFMT Scholars Roundtable and Forum The Future: Diversity
Training and Educationonline: Webinars, etc., and onsite. The
Future: Measurement and Assessment The Website Slide 17 Benefits of
Diversity in the Workplace Increased adaptability Broader service
range Variety of viewpoints More effective execution Slide 18
Challenges Communication Resistance to change Implementation of
diversity in the workplace policies Successful management of
diversity in the workplace Slide 19 Summary and Takeaways SUMMARY
These examples illustrate how key transformations in the teaching
and learning activity of institutions are linked with understanding
and serving a diverse student body. Each requires major changes in
our thinking about institutional practices that, while effective
with a more homogeneous population, may no longer be useful today.
However, at the same time that institutions and individuals are
engaged in conversations about the future and their role in
educating a diverse citizenry, practices to promote diverse student
enrollments are being called into question. This seemingly
contradictory state is not inconsistent with our history on
diversity issues. Both resistance and change are inevitable parts
of the major transformation that is underway in the mission of
postsecondary institutions-a mission that includes diversity as a
key component. Slide 20 Takeaways Assessment of Diversity in the
Workplace Development of Diversity in the Workplace Plan
Implementing Diversity in the Workplace Plan Recommended diversity
in the workplace solutions include: Ward off change resistance with
inclusion. Involve every employee possible in formulating and
executing diversity initiatives in your workplace. Foster an
attitude of openness in your organization. Encourage employees to
express their ideas and opinions and attribute a sense of equal
value to all. Promote diversity in leadership positions. This
practice provides visibility and realizes the benefits of diversity
in the workplace. Utilize diversity training. Use it as a tool to
shape your diversity policy. Launch a customizable employee
satisfaction survey that provides comprehensive reporting. Use the
results to build and implement successful diversity in the
workplace policies. Slide 21 Slide 22 Delores M. Smiley, Ed.D. Nova
Southeastern University Abraham S. Fischler School of Education
Office of Diversity and Cultural Affairs 1750 NE 167 th Street
North Mami Beach, FL 33162 954-262-8443 1-800-986-3223, Ext 28443
www.schoolofed.nova.edu/daca [email protected]
www.schoolofed.nova.edu/daca [email protected]
