Diversity in Faculty in Higher Education

Post 1

Reply,

Hi Katherine,

            I love how you have responded to the issue of diversity and how you have brought it closer to your workplace as an example. I agree with you about how location can play a role in places and institutions where there is no diversity when it comes to race. It is true that diversity plays a major role in educating students on different forms of knowledge but have you ever thought of being an agent of diversity in your workplace? You seem to have a desire to see this change in your workplace. Diversity drives creativity and innovation in places where it is embraced (Cooke et al., 2019). I agree with you that personal experience can be a good weapon for initiating diversity in many students since it has a btter impact than books. Kudos for the excellent response Katherine.

Cooke, D. T., Olive, J., Godoy, L., Preventza, O., Mathisen, D. J., & Prager, R. L. (2019). The importance of a diverse specialty: Introducing the STS Workforce on Diversity and Inclusion. The Annals of Thoracic Surgery, 108(4), 1000–1005.

Post 2

Reply,

Hi Christine,

            I appreciate your effort in the recruitment and retention idea for The University of Toledo. Regarding what William and Wade-Golden have stipulated about the three conditions that need to be met to increase the success of hiring diverse candidates is quite true and essential to any organization. What if we added the fourth condition of the writing of the job description? Would it be more inclusive and better? How you have spotted the issue of the possibility of some workers being overused during the hiring process is a wise and important observation for better improvement opportunities. Companies are trying to achieve diversity and improve their reputation, which should be your company’s goal too. Your institution should commit itself to achieve diversity in all areas. Otherwise, I love your Ideation and input on this Topic, Christine.

Williams, D.A., Wade-Golden, K.A. (213). The chief diversity officer, strategy, structure, and change management. Stylis, Sterling VA.

Post 3

Reply,

Hi Megan,

            I appreciate your point here about institutions and organizations ought to look to the issue of solving the diversity issue. According to your explanation, your organization seems to take diversity seriously. According to Weese’s article, do you think it could have done better in defining roles and responsibilities for job descriptions? Having wonderful leaders and workers from different backgrounds, ethnicities, and communities is fascinating for achieving diversity as an institution. As you have explained, William mentioned that RIT seeks out specific diversity offices, multicultural associations, and department chairs at historically diverse colleges to promote the institution to prospective candidates is essential. Your response about this topic is excellent and understandable. Thank you.

Williams, D.A., Wade-Golden, K.A. (213). The chief diversity officer, strategy, structure, and change management. Stylis, Sterling VA.

Post 4

Reply,

Hi Jeffrey,

            I understand your explanation of this topic. As Smith says about students and workers, that staff and faculty should become visible models of faculty from diverse backgrounds seen as individuals and making them less vulnerable to be stereotyped is the right approach in students scenario. It is not merely the role of Human Resources and the Office of Diversity and Inclusion to increase diversity in institutions and organizations. It is rather the responsibility of every faculty and department to do this. What do you think, Jeffrey?Everyone oughts to be a player to achieve diversity. I love how you have responded to this topic and your input on the same. Congratulations on the good work.

Smith, D.G. (2020) Diversity’s Promise for Higher Education: Making it Work, 3rd Edition. John’s Hopkins University Press.

Post 5

Reply

Hi Adelaide,

            I understand your point here, Adelaide. I can relate the issue of diversity and your current job environment situations as you have described. In one part, you have achieved diversity, while the bigger part is that you are yet to reach where it is required. In your case, I can relate to my place of work, and they seem almost alike. The hiring and retention process of workers by the organization should play a bigger role in integrating diversity. According to Smith, in today’s world, it is imperative to provide students with faculty that reflects, at least to some degree, the ethnic diversity of the families they study and one day hope to serve. It is also important that your organization rechecks its policies on how they pay their employees since employee satisfaction also contributes to a wider pool of human resources.

Smith, D.G. (2020) Diversity’s Promise for Higher Education: Making it Work, 3rd Edition. John’s Hopkins University Press.

Post 6

Reply,

Hi Susan,

            Your response and understanding of the question are remarkable, Susan. I love how you have responded to the issue of diversity and linking the recommendations of the OCC  report and how inclusivity and diversity should be approached. It is quite disappointing that there was no track of faculty diversity which is core to achieving diversity in our institutions. As institutions fund the other sectors to ensure their role in achieving diversity, I would also recommend that the same be addressed on faculty diversity. Kudos for the excellent work Susan. Thank you.

Smith, D.G. (2020) Diversity’s Promise for Higher Education: Making it Work, 3rd Edition. John’s Hopkins University Press.