diversity matters - dr. mary kay carodine

Diverse Students and Diverse

Employees: Current Actions and Vision for the Future

Diversity

Diversity

having or being composed of differing elements : variety; especially : the

inclusion of different types of people (as people of different races or cultures) in a group or organization

Social Justice

Adams, Bell and Griffin (2007) define social justice as both a process and a

goal. "The goal of social justice education is full and equal participation of

all groups in a society that is mutually shaped to meet their needs. Social justice includes a vision of society that is equitable and all members are

physically and psychologically safe and secure."

Diversity and Why it Matters1. Utilize the team’s best talents, backgrounds and experiences

“Diversity is important in the workplace because a diverse population brings different backgrounds, experiences, knowledge and understanding to the table. A diverse workplace is better equipped to produce solutions, solve problems and implement new ideas.” – Unknown

2. Allow people to bring their full selves to the work – Well-being (Gallup)

3. Customer bases are becoming more diverse than the workforce. More closely match the population your organization serves

4. Financially sound – ROI

1. Minorities are the majority in six of the eight largest metropolitan areas of the U.S.

2. The combined Black, Hispanic and Asian buying power is more than $750 billion.

3. Women are the primary investors in more than half of the U.S. households.

4. Women purchase 70 to 80 percent of all products

5. African Americans spend nearly $500 billion each year on goods and services

6. Hispanics are the fastest growing consumer groups in the United States.

7. A reputation for fair treatment is one of the primary reasons women and minority consumers say they remain loyal to a company. (Society for Human Resource Management, www.shrm.org)

Diversity Concepts

1. Stereotype Threat and critical mass (Claude Steele’s work)

2. Feeling valued and included

3. Representational vs. Interactional Diversity

4. White people learn more from diverse teams than do students of color (Tatum)

5. Big 8 –race/ethnicity, sex and gender, social class, sexual orientation, age, dis/ability, veteran, size (and more!)

Diversity at UF• Degree Seeking Students: 50,536

• Men: 23,560 (46.62%)

• Women: 26,966 (53.36%)

• Undergraduate

• Asian: 7.81%

• Black: 8.97%

• Hispanic: 15.73%

• Native American: 0.37%

• White: 62.5%

• Two or more races: 1.09%

• Not Reported: 2.39%

• Non Resident Alien: 0.92%

Diversity at UF

Information Available to YOU:

Online through Institutional Planning and Research

(www.ir.ufl.edu)

Student Experience in the Research University

(SERU; www.ir.ufl.edu)

Hours Participating in Student

Organizations Per Week (SERU 2013)

Students of My Race/ Ethnicity

Are Respected on CampusPercentage of students who agree or strongly agree

Students of My Sexual Orientation

Are Respected on This CampusPercentage of students who agree or strongly agree

UF Mission Statement

The University of Florida is a comprehensive learning institution

built on a land-grant foundation. We are The Gator Nation, a

diverse community dedicated to excellence in education

and research and shaping a better future for Florida, the

nation and the world.

Our mission is to enable our students to lead and influence the

next generation and beyond for economic, cultural and

societal benefit.

MCDA Vision & Mission

Vision

MCDA educates, empowers, and mobilizes students, campus and community

partners, and creates cutting edge programs and opportunities in the areas of

multicultural education, self-awareness, advocacy, intercultural understanding,

and social justice with a commitment toward creating an inclusive, affirming and

just campus community.

Mission

MCDA promotes an inclusive campus community by creating environments in

which students learn about themselves and diverse others, engage in meaningful

inter- and intra-cultural dialogue, and enhance their leadership and commitment

to social justice.

MCDA: Multicultural and

Diversity AffairsComprised of:

Black Affairs (Institute of Black Culture and Black

Enrichment Center)

Hispanic-Latino Affairs (Institute of Hispanic-Latino Cultures

and Hispanic-Latino Engagement Center)

Asian Pacific Islander Affairs

Lesbian, Gay, Bisexual and Transgender Affairs

Intercultural Engagement

Intersectional work And MORE!

Additional Student Affairs Offices

Machen Florida Opportunity Scholars

program and First Generation Support

Services

Disability Resource Center

Veterans Success Center

Goals of UF and MCDA1. Retention/support/achievement

2. Support and cultural education for underrepresented students (including space)

3. Educate all students as well as train/educate faculty, staff and partners

1. Dialogue, active listening, and conflict skills

1. Calling In versus Calling Out

2. Understanding and participating in diverse teams

3. Current and Systemic issues

4. Advocate for issues

5. Improve campus climate

6. Prepare for current and future issues

20%

20%

20%

20%

20%

Social Justice

Leadership & Skill Development

Community & Inclusivity

Identity Development

Safety & Support

MCDA Priorities

What this means for you

Job skills

Trends

Value of hiring diverse students – they are

multi-lingual (beyond language) – walk in

multiple worlds, code switching, insight into

the needs and goals of others

How we can support you

Diversity and YOU: Ways to recruit

highly talented & diverse employees

Pre-Recruitment/Assessment Assess climate and opportunities

Could the perspective employee/intern see themselves in your organization?

Highlight opportunities

Connections with community – service projects

Career development opportunities

Mentoring that is structured and valued

Pipeline

Prepare materials including non-discrimination clause

Employer Diversity Book/Website

Profile information, demographics, statistics, staffing, hiring process, continued diversity efforts (committees), policies, create resource groups, etc.

Review the language in your documents and websites and see if it is inclusive



Recruitment Coming to physical locations like MCDA in Reitz and Institutes

Presenting at leadership conferences and workshops

Student organizations

Program Networking Opportunities

Opportunities that connect current undergraduates with alumni or career professionals

Association of Black Alumni, Association of Hispanic Alumni, Association of Asian American Alumni

Diversity Recruitment Opportunities

Diversity Recruitment Fair

Affinity Receptions prior to Career Fair

Bringing alumni back to campus but also use as a pipeline for future talent

Marketing materials that show diversity

Be forthcoming about progress and challenges

Utilize internships



Retention

Look at who is at what levels – are there glass/bamboo ceilings?

Professional development and personal investment

Mentoring

Ensure that company and managers are committed to a diverse and

inclusive workplace

Examine representational vs. Interactional diversity



Climate Affinity groups

Community service

Employee satisfaction surveys

Ongoing training

Philanthropy efforts

Sponsorships of/or support for large celebrations

Pride festivals

Organizations Employers Support

Memberships in specific chambers (ex. Hispanic Chamber of Commerce)

External Diverse Organizations such as United Negro College Fund

Well trained and knowledgeable HR staff



Concrete Action Steps

Website or document that highlights ways that your company promotes and values diversity – don’t make students have to ask

Training for all managers

Time and Talent - Leadership workshops including BSLC, SERCAAL, Hispanic-Latino Collegiate Forum, WLC, Servant-Leader institute, etc.

Financial support - Visibility of company through sponsorship

Support of student organizations

Programs



Concrete Action Steps (continued)

“Dear Abby” about handling tricky subjects

Meet with potential employees in MCDA spaces

It starts with YOU - Empowered to create change and impact at your company – YOU have a role and a responsibility

Ex. Branding audit

Identify things that are missing – report back to marketing

Speak up!

Contact Information

Mary Kay Carodine, Ph.D.

Assistant Vice President for Student Affairs

155 Tigert Hall

University of Florida

Gainesville, FL 32611

[email protected]

352-392-1265

Multicultural and Diversity Affairs

www.multicultural.ufl.edu

mailto:[email protected]

http://www.multicultural.ufl.edu/

diversity matters - dr. mary kay carodine

Recruiting & HR