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Greetings. Reweaving the Cultural Fabric of Higher Education. -Dr. Delores M. Smiley. Presentation Description.

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Greetings

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  1. Greetings

  2. Reweaving the Cultural Fabric of Higher Education -Dr. Delores M. Smiley

  3. Presentation Description • On a day-by-day and year-to-year basis, changes occur in every organizational culture as a result of forces within and outside of it. Often these changes are addressed with patches sewn onto the surface of the existing fabric with the hope that the patches will cover the needs that prompted them in the first place. This presentation will focus on the perceived needs that will sustain the vibrancy of the fabric with a sharing of examples that make a difference.

  4. Flow of Presentation SubTopics • Definition of Diversity • Historical Significance • Trends Impacting the Fabric of Higher Education Today • Patchwork • Changes • NSU • Examples of Strategies Designed for Higher Education Sustainability • Benefits and Challenges of Workplace Diversity • Summary and Takeaways

  5. Foundational Context • Definition • Diversity is the differences among groups of people and individuals based on ethnicity, race, socioeconomic status, gender, exceptionalities, language, religion, sexual orientation, and geographical area.

  6. Historical Significance • Admissions, or access, issues • In 1954, the case Brown v. Board of Education • Demands for racial equality • Affirmative action • In 1978, Regents of the University of California v. Bakke • Desegregation of public higher education systems • Establishment of centers for African American studies

  7. Historical Significance (Cont’d) • Historically Black Colleges and Universities • Sources of Assistance

  8. Trends Impacting the Fabric of Higher Education Today • The number of high school graduates • Aging population • College costs • Male vs. Female enrollment • Access • Globalization • The need to think globally; act locally • Growing ethnic diversity • Demographics

  9. DEMOGRAPHICS • According to projections from the U.S. Census Bureau illustrating the future size and composition of the United States by age, sex, race, and Hispanic origin using three assumptions about fertility, life expectancy and net immigration… • Fertility was assumed to remain almost constant wit 1.9-2.6 births per woman. • Life expectancy is projected to be 75.3 – 87.5 in 2050. • Net immigration is projected to remain constant at 880,000 per year.

  10. http://www.census.gov/population/www/pop-profile/natproj.htmlhttp://www.census.gov/population/www/pop-profile/natproj.html

  11. PATCHWORK Celebration of ethnic holidays and famous people Sporadic courses and activities in the curriculum Sporadic groups and committees dispersed across the campus via schools, departments and divisions Responding to agencies in order to achieve a larger goal, i.e. accreditation, grants, etc. Workshops, trainings, etc.

  12. CHANGES New academic support programs, student organizations, diversification of faculty and staff, establishment of ethnic and women’s studies programs, revision of education policies and curricula to reflect the diversity of human experiences and perspectives

  13. Overview • Nova Southeastern University was chartered in 1964 as Nova University of Advanced Technology, a graduate school of physical and social sciences. The university was first accredited for five years by the Southern Association of Colleges and Schools in 1971 and then received full accreditation for ten years in 1975. Since 1975, the university has maintained continuous accreditation. • By 1995, based on fall enrollment, the university became the largest independent university in Florida. Now in its 47th year, Nova Southeastern University is the nation’s seventh largest, not-for-profit, independent university. There are currently more than 28,000 students and over 103,000 alumni who have access to an online presence and a physical campus of 300-acres in Fort Lauderdale-Davie.

  14. Examples of Strategies Designed for Organizational Sustainability • Establishing the Office of Diversity in the Fall of 2003. • The Master of Science Degree in Instructional Design and Diversity Education, launched 2008. • The Certificate of Educational Leadership in Diversity – approved 2008 • Diversity Training – began 2008 • The Diversity Plan for the School of Education – approved Spring 2011.

  15. Examples of Strategies Designed for Organizational Sustainability (Cont’d) • Calendar of Engagement – 2011-2012 • FFMT • Scholars’ Roundtable and Forum • The Future: Diversity Training and Education—online: Webinars, etc., and onsite. • The Future: Measurement and Assessment • The Website

  16. Benefits of Diversity in the Workplace • Increased adaptability • Broader service range • Variety of viewpoints • More effective execution

  17. Challenges • Communication • Resistance to change • Implementation of diversity in the workplace policies • Successful management of diversity in the workplace

  18. Summary and Takeaways • SUMMARY • These examples illustrate how key transformations in the teaching and learning activity of institutions are linked with understanding and serving a diverse student body. Each requires major changes in our thinking about institutional practices that, while effective with a more homogeneous population, may no longer be useful today. However, at the same time that institutions and individuals are engaged in conversations about the future and their role in educating a diverse citizenry, practices to promote diverse student enrollments are being called into question. This seemingly contradictory state is not inconsistent with our history on diversity issues. Both resistance and change are inevitable parts of the major transformation that is underway in the mission of postsecondary institutions-a mission that includes diversity as a key component.

  19. Takeaways • Assessment of Diversity in the Workplace • Development of Diversity in the Workplace Plan • Implementing Diversity in the Workplace Plan Recommended diversity in the workplace solutions include: • Ward off change resistance with inclusion. – Involve every employee possible in formulating and executing diversity initiatives in your workplace. • Foster an attitude of openness in your organization. – Encourage employees to express their ideas and opinions and attribute a sense of equal value to all. • Promote diversity in leadership positions. – This practice provides visibility and realizes the benefits of diversity in the workplace. • Utilize diversity training. – Use it as a tool to shape your diversity policy. • Launch a customizable employee satisfaction survey that provides comprehensive reporting. – Use the results to build and implement successful diversity in the workplace policies.

  20. Delores M. Smiley, Ed.D.Nova Southeastern UniversityAbraham S. Fischler School of EducationOffice of Diversity and Cultural Affairs1750 NE 167th StreetNorth Mami Beach, FL 33162954-262-84431-800-986-3223, Ext 28443www.schoolofed.nova.edu/dacasmiley@nova.edu

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