Arguments for Diversity

1. Arguments for Diversity Dr. Ted Williams Interim Associate Vice President of Diversity and Equal Opportunity

2. Arguments for Diversity If diversity is the norm and will continue to be so, higher education has a special role to play in ensuring that differences become sources of strength, that is, a resource rather than a problem. The academy, therefore, offers a powerful laboratory for defining new democratic practices of equality, opportunity and inclusion. The academy has been moderated by arguments for diversity that include; academic, moral, civic, demographic, and economic components. Mc Tighe et.al.

3. Academic Argument “Many believe diversity is deeply linked to ensuring academic excellence. Imbued with the conviction that scholarship is enhanced by multiple view points, academicians have increasingly recognized that knowledge suffers when differing perspective are ignored.” “ Diversity is essential for academic excellence”. Mc Tighe et. al.

4. Moral Argument “This is a support for diversity because it is simply the right thing to do. A commitment to diversity is seen as a commitment to equality and equal opportunity.” These are equalitarian principles on which our great nation was founded. Mc Tighe et. al.

5. Civic Argument “An educated citizenry is vitally important to democracy. Democracy depends on the meaningful participation and practice of deliberative dialogue among its people. The corollary is that citizen responsibility is an essential infrastructure in a democratic society.” Mc Tighe et. al.

6. Demographic Argument “Colleges understand that they need to educate current and projected generations of college students, the majority of whom are female, 30 percent of whom are students of color, 40 percent of whom are older adults and nearly half of whom are first generation college students. Heterogeneity is projected to be the norm in the future.” Mc Tighe et. al.

7. Economic Argument “Research indicates that educational attainment of the family head is directly related to the income and living standards of the family. The higher the educational attainment, the higher the income.” American industry has appreciated and embraced the importance of a diverse workforce. Can the academy afford to do any less? Mc Tighe et. al.

8. 2004 USF Diversity Status Report By: Dr. Ted Williams Interim Associate Vice President Diversity and Equal Opportunity

9. Female A&P AdministratorsTrend Analysis 1999-2003

10. Minority A&P AdministratorsTrend Analysis 1999-2003

11. Female ChairpersonsFive Year Trend Analysis

12. Minority ChairpersonsFive Year Trend Analysis

13. Female DeansFive Year Trend Analysis

14. Minority DeansFive Year Trend Analysis

15. African American FacultyFive Year Trend AnalysisFull Time Tenured and Tenure Track Excludes the College of Medicine

16. Hispanic FacultyFive Year Trend AnalysisFull time Tenured and Tenure Track Excludes the College of Medicine

17. Asian FacultyFive Year Trend AnalysisFull Time Tenured and Tenure Track Excludes the College of Medicine

18. American Indian FacultyFive Year Trend AnalysisFull Time Tenured and Tenure Track Excludes the College of Medicine