Presented at ACPA 2014, Indianapolis, IN. Presentation Overview Literature Review Overview of...
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Presented at ACPA 2014, Indianapolis, IN New Professionals: Understand Your Role and Opportunities in Operationalizing Social Justice Brian R. Lackman, M.S.(@BrianRLackman) Davidson College Amanda L. Mollet, M.S.(@AmandaMollet) University of Idaho
Presented at ACPA 2014, Indianapolis, IN. Presentation Overview Literature Review Overview of Research Methodology Discussion of Research Findings
Presentation Overview Literature Review Overview of Research
Methodology Discussion of Research Findings Attendee Action
Planning Resources and Next Steps
Slide 3
Ground Rules Be respectful of others This is a learning
environment Step outside of your comfort zone Engage If were
talking to fast, let us know Feel free to Tweet
Slide 4
Literature Highlights Campus Climate New Professionals and
Supervision Multicultural Organization Development Checklist (MCOD)
Multicultural Organization Development Template (MODT) A
Multicultural organization is a healthy organization because it
reflects the contributions and interests of diverse cultural and
social groups in its mission, operations, andservice delivery; acts
on a commitment to eradicate social oppression in all forms within
the organization (Jackson & Hardiman, 1981 p. 1).
Slide 5
Methodology General Overview Participant Selection MCOD
Research Questions Presentation Analysis of data [A] single
residence hallcan create lasting multicultural benefits for the
people involved with that unit. The key is to focus on the areas
for which one has both responsibility and authority. (Pope, R.L.,
Reynolds, A. L, & Mueller, J.A., 2004, p. 70)
Slide 6
Participant Demographics n= 12 participants n 1 = 6 new
professionals n 2 = 6 supervisors [P]eople need to learn about the
value of difference. Difference is ok and people who are different
should be taught to embrace it and thats ok. People who are part of
the majority, that is also an identity.
Slide 7
Participant Demographics
Slide 8
Supervisor Demographics
Slide 9
Definition of Social Justice Definition from Literature
Participant Definitions Commonalities Such multidimensional
definitions and conceptualizations of multiculturalism more
accurately reflect the complexity of diversity and demand that we
transform our assumptions about race, multiculturalism, and
differences. Reynolds & Mueller (2004) Such multidimensional
definitions and conceptualizations of multiculturalism more
accurately reflect the complexity of diversity and demand that we
transform our assumptions about race, multiculturalism, and
differences. Reynolds & Mueller (2004)
Slide 10
Mission Statements--divisional [T]hey arent in tune with best
practices. So for that, I think it isnt a big focus to give a frame
of reference or set of values that we all strive to follow.
Regardless what fancy words are used in a mission, one of the ways
it could be interpreted is exactly what I dotrying to create
ethical leaders in our diverse society Challenging them to not be
ashamed of who they are and what theyre dealing with.
Slide 11
Mission Statements--departmental [O]ur broad mission statement
may not do the best job of telling our story, but we all know why
we are here and do so.
Slide 12
Social Justice in Departmental Mission Mission is intentional
and inclusive Mission supporting divisional/institutional mission
Revising Your Mission Living Your Mission We talk a lot about being
inclusive, creating programs, organizing staff, we are constantly
doing our best to not leave people behind, even though we arent
perfect we arent afraid to put a mirror up to ourselves. I am
advocating for this to be included into the statement to align with
the divisional mission and my personal beliefs. The previous
version did not have anything about social justice. I do not know
at this point if the new one will include this. We are doing 5 and
10 year strategic plans. It will depend how the institution
determines its priorities.
Slide 13
Investment in Social Justice by Top Institutional Leadership I
feel the social justice decisions made are because they are the
standard. It is what you should do to move a university forward
instead of making decisions because it is the right or important
thing. [The President] is living it out by supporting our students
to respond to injustice in all that they do. I see it in our
professional development opportunities, how we receive funding, how
our funding is prioritizedand every time we convene we are
constantly being pushed to improve on issues of social justice. I
think that maybe one Dean, who happens to be a man of color, seems
pretty interested in it.
Slide 14
Investment in Social Justice by Top Institutional Leadership I
think they are invested in diversity. I think they are interested
in making students feel good around issues of diversity that are
comfortable to them. Our president talks about diversity in public
forums; however, he doesnt see the larger picture of how to
diversify the community around us. No. There are other priorities.
When I think of our Chancellor, and when Ive heard her speak, I get
very excited because she includes diversity and inclusivity among
her top strategic priorities.
Slide 15
Top Leadership & Campus Climate Creating a plan for
addressing campus climate and large scale incidents When things go
wrong [An incident] impacted the institution as weve now been
stereotyped as an institution that is and supports racism and is
not inclusive...Right now we are in a lot of heat for not being
there, although I dont think a lot of institutions will ever be
there. Something that sticks out is that I havent seen much face
time from [the President] about what happened with [a recent
negative incident]I didnt see much from the institution regarding
the behavior and impact. I can think of many examples where we are
not making changes and recognizing them. I dont know if it is
philosophical differences, blind spots, or commitments to work on
certain topics.
Slide 16
Demonstrating social justice through supervision Intentionality
Take responsibility Role Modeling
Slide 17
Policy Review Impact of policy Equity through athletic
compliance policies [W]e have 3 different room rates and there is a
significant cost difference. We have many students that cant afford
the most expensive apartments. Early this year I proposed to try
and flatten the rates from the context of SES diversity to enable
students to live in apartments as seniors (with senior experience).
A flatter model would allow more people the opportunity. I can
think of many examples where we are not making changes and
recognizing them. I dont know if it is philosophical differences,
blind spots, or commitments to work on certain topics.
Slide 18
Recruitment & Retention Implications of staffing structures
Impact of culture and climate Values aligned hiring I am one of
probably five people of color in the division with 70+ staff. So, I
think something worth noting is that I have always felt comfortable
and supported. It is hard because I realize that a lot of my white
peers dont pay attention or refuse to acknowledge there privilege.
It makes it tougherbecause I feel on an island with no support.
T]his campus is incredibly diverse I picked an institution that
would challenge me in that way so that is how I strive to educate
myself.
Slide 19
Social Justice Training Received by Supervisors There was no
job training beyond basic software usage. It was all specific job
responsibilities with nothing on social justice or other soft
topics.
Slide 20
Social Justice Training Received by New Professionals [Social
Justice Training?] Thats a great question. I dont think I
have.
Slide 21
Social Justice Training/Development from Grad School &
Assistantships (New Pros) I learned a hell of a lot more as a
professional than I did in graduate schoolI think that in graduate
school your preparation is heavily based on the multicultural
competence of the facultyif they are not multiculturally competent
then it will reflect in the curriculum. After working there I
really have become a stronger advocate for students..helping to
advocate..in regards to policy creation amongst other things. It
wasnt just about learning it [social justice] was about living it
and they were intentionalthat fueled my fire about how we could
incorporate it with students.
Slide 22
Social Justice Training from Graduate School, and Prior
Employment (Supervisors) Social Justice as a term didnt exist when
I was in grad school. I had some pluralist diversity training which
has some of the same principles but it is clearly not the same
thing. It was diversity 101: recognizing my identity instead of
looking through other lens. Anytime being an advisor or a mentor
has made an impact for me because it is personal as I feel that
sense of responsibility to that person versus a book, article, or
conference. Any of the relationships Ive had have been impactful
without a doubt.
Slide 23
Expectations & Training Demonstrating Priority Creating
language Intentional Training Models All levels On going Inclusive
We often go in one of two places and we either go really, really
broad and nobody knows enough. Or we go far too specific so we've
privileged that one topic. So I think that part of it might be
looking at social justice broadly, lets examine identities and then
see what we need to explore. The division of student affairs does a
great job in engaging professionals. We have an initiative from our
Chancellor and she is a person who recently was attacked on an
identity level[.] She has also identified diversity and social
justice among her strategic priorities for this campus.
Slide 24
Scholarly Activities Area for growth How to incentive Office
Culture Personal Responsibility I have attended AFA and will be
going to NASPA this year for professional development but I havent
done anything specifically focused on social justice. I take
initiative to ask questions and attend conferences and engage in
those conversationsI dont assume I know everything about topics and
take the initiative to engage.
Slide 25
Departmental/Divisional Programs & Services Assess needs
Formal Programs and Opportunities Informal Opportunities This year
we have more folks of color that have had the courage to share more
outwardly about their experiences. We have had more voices coming
forward about needs. I was tapped to see how we could create a
space. We came up with Learning Circles and I ran with it. My
caution is doing more harm than good. When do I wait for the
community to be ready versus when do I push the community forward
when I know there will be negative consequences and where do I put
people who are in the situations in harm because of my policies and
practices.
Slide 26
Physical Environment Intentionality Creating and defining
affirming space Students Staff Personal space vs. affirming space
[It is] a welcoming space with comfortable furniture, but its not a
dedicate affirming environment. I make sure my behaviors and
language reflect that I dont make assumptions about identities. I
have a sign outside my door that has a list of topics Im willing to
talk about. There are like 30 different things: relationships, sex,
gender identity, sexuality, academics Students often look at it and
then come in. That sign lets them know that Im open to talking
about whatever they want to talk about.
Slide 27
Assessment [Professionals] need to learn about themselves
before trying to do the work. They dont know what to do with their
own identities. That is the key to unlocking their potentialfinding
out how they show up. For those that are passionate and interested
in this work need to be able to own, name, and speak about their
own identities. Self Department Division Institution External
Slide 28
Areas to Learn About I dont think it could hurt but I dont know
that it is integral. I think a general knowledge is what new
professionals need. They can develop their competencies if they
want to but I dont see it as integral.
Slide 29
Action Planning Utilize MCOD handout What will you do? Although
I think that we are all majority always looking to make this a
better, safer, and more inclusive environment, what it looks like
can be difficult. I think its very difficult to work for change in
a critical way while still defending everything that there isTo say
that there is an issue or work to be done, doesnt it mean that work
hasnt been done, which I think can cause kind of a road block.
Slide 30
Questions or Feedback Brian R. Lackman (@BrianRLackman) Area
Coordinator, Davidson College [email protected] Amanda Mollet
(@AmandaMollet) Assistant Director of Residence Life, University of
Idaho [email protected]
Slide 31
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