westminster diversity structure analysis
TRANSCRIPT
January Westminster Diversity Structure Update!
!Derrick Gay !
Educational Consultant!January14,2014 !
[email protected]!!!!"
Agenda"
• Quick Update: MS (2/4) and US Survey (2/6); US Hispanic Climate Assessment ( March)"
• Diversity Retreat"
• Analysis: Current Diversity Structure"
• Best Practices around effective structures"
• Recommended structure for next two years: 2014-2016"
• Considerations"
• Discussion"
Current Diversity Structural Challenges"
• Three distinct and often discrete divisional structures"
• Undefined structure allows multiple entry points"
• Specific aims are unarticulated and/or not understood by all"
• Need for ongoing assessment: data collection, goals, metrics, benchmarks, evaluation– Curriculum, hiring, programs, admissions, pd"
• Community unaware of initiatives and programs across divisions"
• Significant range of expertise, skills, and time commitments amongst coordinators"
Current Diversity Structural Challenges"
• Need for affinity group curriculum to articulate goals, pngoing training for leaders, ongoing communication among affinity group leaders"
• Director of Hispanic Development– Current model ineffective"
• Need for integration of diversity goals into other strategic initiatives ( Learning For Life; The Glenn Institute?)"
• Challenge navigating multiple divisional schedules to identify potential meeting times to coordinate ( ergo, no time- no coordination)"
• Critical need for ongoing advocacy to ensure integration of diversity and inclusion initiatives at senior admin level"
"
"
Philosophical Orientations"
• Diversity and inclusion is divisive (affirmative action, reverse racism, developmentally inappropriate, politically motivated, serves an agenda)"
• Diversity and inclusion = “minorities” or people of color"
• Diversity and inclusion is organic"
• Diversity and inclusion is broadly conceived, structured and strategic, iterative, ongoing, interdependent with other school initiatives and goals"
"
Diversity Models"
• Nada"
• Diversity Coordinator (s)– Well-intentioned Black, Latino, gay person, or woman little to no formal training, charismatic FFF ( food, fun and festivals) event planner"
• Diversity Council"
• Director of Diversity and Inclusion (solo, sans support staff, council, power or authority to effect change)"
• Director of Diversity and Inclusion (senior admin, administrative support, council, formal power and authority, formal training, hiring, admissions"
2014-2015"
Dean of Faculty"
LS Lead Coordinator"
MS Lead Coordinator"
US Lead Coordinator"
Director of Hispanic Development"
2014-2015"
Lead diversity coordinator for each division to coordinate programs; liase with Marjorie and respective principal (deans); maintain ongoing communication with affinity group leaders; serve as resource to students, faculty and parents; promote Hispanic Development initiatives; align all work to articulated diversity goals"
Structure: Minimum of .4 FTE devoted to Diversity"
Supervisor: Dean of Faculty"
2015-2016"
Director of Community Life and
Inclusion"
Director of Outreach and Public
Purpose"
???????"
LS Coordinator"
MS Coordinator"
US Coordinator"
Director of Hispanic Development"
New Position"
• STRATEGIC PLANNING"
• Admissions"
• Faculty Hiring"
• Faculty Development"
• Curriculum"
• Student life"
• Programming ( advisory, affinity groups)"
• Liaison to (re) connect marginalized alumni to Westminster"
• Ongoing resource to – everyone"
"
Derrick, this makes sense. Why the scaffolded approach?"
"
"
• Leadership transition"
• Paradox of finding something if you don’t know what you’re looking for. Dangerous. "
• Evidence-based approach to structure job description and expectations. Decouple new person from this work."
• Leverage coordinators’ experience to inform divisional needs"
• Use the year to allow necessary time to structure a thoughtful and comprehensive process"
"
Other Considerations"
• Financial considerations"
• How do we integrate this work into the work of The Glenn Institute? Potential missed opportunity"
• Nature of Derrick’s work in 2014-2015?"
• Team needs more info to gain a deeper sense of the scope of work of lead diversity coordinators to substantiate course reduction"