Fostering DiversityAmong Staff and Students

Illinois Central College

“What comes to mind when you think

of or hear the word

Diversity?”

What comes to mind?

• The term means different thingsto different people.

• Responses touch on the foundational issues of culture: learned patterns and behaviors.

• How we recognize and appreciatethe differences in and among these patterns has led to significant changes at ICC in recent years.

Why Focuson Diversity?

It speaks to the Core Value

of Responsibility.

Why Focuson Diversity?

National Trends and Statistics

• Shrinking workforce and globalization• Declining birthrates of “majority”

members in society• Increasing numbers of “minorities”• The growth and changing role of

women in the workforce• Religious plurality and “culture wars”• The “graying” of America

National Trends and Statistics

• Today, almost one in three Americans identifies as a racial or ethnic minority.

• Nearly one out of every five school-aged children in the U.S. speaks a language other than English at home.

• By 2010 nearly half the total workforce of the U.S. will be comprised of women and people of color.

• By the year 2050, one fourth of the total U.S. population will be Hispanic; half of the total U.S. population will be people of color.

Impact on Our Region and ICC

• Only a slight increase (1%) is projected for the area’s total population by 2018.

• Regional projections indicate significant population growth for most minority groups

• The number of working aged adults isprojected to decrease by 3%, or nearly7,000,in central Illinois.

• The population of minority students at ICC has grown from 13.6% in 1999 to 17.63% in 2010.

Valuing people… respecting and

valuing the differences among us… is good for

our organization.

Why Focuson Diversity?

Body of Evidence• Gallup research: work lives of employees

are more fulfilling and more engaging when someone at work cares about them.

• The same body of research points to increases in productivity and profitability in companies that score highly on this.

• Anthropological research: our need is to work with other humans.

• Employers want to hire people with multicultural experience and skills; and global knowledge.

Strategic Objective

“Illinois Central College will reach out to,

attract, and retain a diverse student body and employee group and play a leadership

role in community diversification initiatives.”

In Support of Strategic Objective

• Implementation of the Strategic Initiative involved …– Establishment of the Department of

Diversity at ICC– Hiring of an Executive Director of Diversity– Affirmation of a Diversity Pledge, a

formalized position statement of the College

– Development of ComprehensiveDiversity Plan

ICC as an Institution

As an institution, ICChas asked itself what level

of cultural competence are we seeking and the

result is our Diversity Pledge.

If we look at the Pledge inside-out, we find

several inherent questions:

The Diversity Pledge: Questions

• What does it mean to for us to embrace, value and encourage diversity?

• How do we demonstrate tolerance, non-discrimination and cultural sensitivity?

• How and why is inclusiveness at the coreof our education and service practices?

• What behaviors demonstrate respect for the College’s students, employees and community?

Dimensions of Diversity

Primary Dimensions• Age• Ethnicity• Race• Gender• Physical Abilities• Sexual Orientation

Secondary Dimensions

• Income• Educational

background• Marital status• Religious beliefs• Geographic location• Parental Status• More

Diversity Misunderstood• One group advances at the

expense of another• Compromising personal values• Loss of power or voice• Fear and insecurity• Mistrust• Intolerance• Inequality• Separation and division• “Bashing” a particular group• EO, EEO, AA

Diversity Understood• Differences are tolerated, celebrated• We’re all connected in some

way, form, or fashion• We exist in a multicultural, global

society• Inclusion• Acceptance• Respect• Trust• Synergy of effort• Personal Growth• Toward Peace

EEO, AA, & DiversityEEO / Affirmative

Action• Remedial: focused on

changing historic patterns of discrimination.

• Reactive: Problem Response

• Culture Change Not Required

Valuing Diversity• Strategic:

focused on increasing innovation and creating competitive advantage.

• Proactive: Opportunity Driven

• Culture Change Required

Modeling Behaviors

What does modeling behavior mean?

• Recognition of and response to situations in culturally sensitive ways which support ICC’s commitment to diversity.

• Decision making that reflects ICC’s commitment to diversity.

• Opportunities to serve in a leadership capacity to demonstrate ICC’s commitment to diversity.

Assignments in Support of Diversity• Participation in a Diverse

Hiring Workshop• Taking part in at least one of the

many diversity programs and activities in a meaningful way

Possible Diversity Opportunities

• Diversity Study Circles• Cross-cultural Communication course• African American History Month• Hispanic History Month• Intercultural Diversity Committee Membership• Minority Retention Committee Membership• International Fair• Diversity Tree Contest• Diversity Forum• Culture Week• Language and Culture Classes• Others

EVALUATION

What did youlearn about diversity?

A special thanks to the original manager training team at Illinois

Central College that developed the content for this module.

Click the Mark Reviewed button below this video to make the quiz

available.