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Lies, Damn Lies, and Statistics about Diversity in Higher Education

Lies, Damn Lies, and Statistics about Diversity in Higher Education. Pablo Garcia-Molina, Keith W. McIntosh, and Melissa Woo. Housekeeping. Speaker Introductions Please evaluate this session online Encourage you to ask questions Twitter hashtag #E12_SESS006. Topics. Definitions Statistics

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Lies, Damn Lies, and Statistics about Diversity in Higher Education

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  1. Lies, Damn Lies, and Statistics about Diversity in Higher Education Pablo Garcia-Molina, Keith W. McIntosh, and Melissa Woo

  2. Housekeeping Speaker Introductions Please evaluate this session online Encourage you to ask questions Twitter hashtag #E12_SESS006

  3. Topics

  4. Definitions Statistics Pro/Con Myths Speakers' thoughts/journey Questions

  5. How diverse are we?

  6. Audience Question How do you define diversity?

  7. Definitions

  8. Merriam Webster Definition of DIVERSITY http://www.merriam-webster.com/dictionary/diversity di·ver·si·ty noun \də-ˈvər-sə-tē, dī-\ plural di·ver·si·ties 1. the condition of 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 <programs intended to promote diversity in schools> 2 an instance of being composed of differing elements or qualities : an instance of being diverse <a diversity of opinion> Dictionary.com Definition of DIVERSITY http://dictionary.reference.com/browse/diversity di·ver·si·ty   [dih-vur-si-tee, dahy-] Show IPA noun, plural di·ver·si·ties. 1. the state or fact of being diverse; difference; unlikeness. 2. variety; multiformity. 3.a point of differences

  9. The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual.

  10. Audience Question What are the gaps you see in the higher ed IT profession in terms of diversity?

  11. Lies “Companies that rank high in a growing number of “best in diversity” lists may be ranking more on style than substance, cautions Dr. Christopher Metzler, Senior Associate Dean of the  Master in Human Resources Management program at Georgetown University School of Continuing Studies.”

  12. Damn Lies Dr. Metzler's conclusion is drawn from a recent study, "Diversity Rankings: A Critique of the Landscape," conducted by the university's Consortium of Chief Diversity Officers. The consortium's findings raise questions about the science behind published diversity ranking methodologies used by many top diversity magazines and others to rank diversity-management best practices.

  13. Statistics

  14. Statistics

  15. OECD Graduation Rates

  16. Statistics

  17. More on Graduation Rates While Georgetown’s graduation rate for the Class of 2010 was among the highest in the nation at 88.9 percent, disparities exist within the university between graduation rates for different racial groups. White students, who make up the majority of the student body, graduated at a rate of 90.7 percent in four years or less. Asian students represented Georgetown’s highest graduation rate at 92.6 percent, according to data from the Chronicle of Higher Education. These two rates are each more than 10 percentage points higher than the graduation rates for black, Hispanic and Native American students, who graduated at rates of 78 percent, 79 percent and 75 percent, respectively.

  18. Georgetown Law Campus 2000-2012

  19. Pros and Cons

  20. Pros Creates a synergy within the work team Enhances creativity Exposes employees to new thoughts and/or ways to do things Can help break down barriers Encourages employees to become more well rounded Leverage the strength and minimize the weaknesses of each employee Cons • Employees get tired of hearing about it • It's viewed by some as affirmative action • Employees do not want diversity forced upon them (i.e. briefings, trainings) • Concerns about the effectiveness of diversity programs • Emphasis on diversity can adversely affect some employees • Continual accommodations for diverse populations (i.e cultural, religious, disabled, language, etc..)

  21. Myths

  22. Audience Questions What are some myths about diversity?

  23. It is not just about race or gender • It is not just about equal opportunity • It is not just an issue for HR • It is not just a leadership concern • It is not just an agenda or program

  24. Diversity Wheel

  25. Our Journeys

  26. Pablo “As an ethics professor, I believe that diversity is the morally right thing to do. To achieve the benefits of diversity, we must actively seek diversity in every aspect of society.”

  27. Mac "I try to demonstrate my support of diversity through my words and actions which encourage openness, inclusion, acceptance, and differing opinions and thoughts."

  28. Melissa "My philosophy is to demonstrate diversity by by not calling attention to it."

  29. Consider...

  30. What is Diversity? • Does it matter? Why or Why not? • Should we establish or promote diversity? • How do we establish or promote diversity? • How will an emphasis or focus on diversity help my institution, department, or me? • Do we need to have Diversity Offices and Diversity Officers?

  31. Reflecting the core values of the colleges it represents, the American Association of Community Colleges is committed to access and equity for and the inclusion of every person. The association demonstrates this commitment in its hiring and business practices, its steadfast efforts to develop and support diverse leaders, and its implementation of programs to ensure opportunity and success for the most diverse student body in higher education. Walter G. Bumphus President and CEO, AACC

  32. Final Thoughts • Incorporate into everyday activities • Become knowledgeable • Help colleagues and employees • Build acceptance and understanding • Be flexible

  33. Audience Question How do you think higher ed IT, as a community, address these challenges of diversity?

  34. Additional Diversity Discussions Fostering Diverse IT Leadership and Staff for a Global Future Wednesday, November 7th, 2012, 3:40 PM - 4:20 PM, Meeting Room 402 (hash tag #E12_SESS085) CIO Open Space Session on Diversity in Higher Education Thursday, November 8th, 2012, 9:10 AM - 10:00 AM, Meeting Room 605 (hash tag #E12_SESS159) Diversity in IT Thursday, November 8th, 2012, 1:30 PM - 2:20 PM, Meeting Room 402 (hash tag #E12_DISC21)

  35. Diversity Resources National Association of Diversity Officers in Higher Education www.nadohe.org Diverse: Issues In Higher Education www.diverseeducation.com Journal of Diversity in Higher Education www.apa.org/pubs/journals/dhe

  36. Questions?

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