European Parliament Library

Conducting an Institutional Diversity Audit in Higher Education, A Practitioner's Guide to Systematic Diversity Transformation, Edna Chun and Alvin Evans

Label
Conducting an Institutional Diversity Audit in Higher Education, A Practitioner's Guide to Systematic Diversity Transformation, Edna Chun and Alvin Evans
Language
eng
Bibliography note
Includes bibliographical references and index
Illustrations
illustrations
Index
index present
Literary Form
non fiction
Main title
Conducting an Institutional Diversity Audit in Higher Education
Nature of contents
bibliographydictionaries
Responsibility statement
Edna Chun and Alvin Evans
Sub title
A Practitioner's Guide to Systematic Diversity Transformation
Summary
Implementing systematic diversity transformation requires embracing all aspects of diversity—gender, sexual orientation, disability, gender identification, and other salient characteristics of difference—as well as race and ethnicity.This book lays out a framework for systematic and sustained diversity process that first recognizes that too many diversity initiatives have generated more statements of intent than actual change, and that audits conducted by outside bodies frequently fail to achieve buy-in or long-term impact, and are costly endeavors. The authors'framework identifies nine dimensions that need to be addressed to achieve a comprehensive audit that leads to action, describes the underlying research-based practices, and offers guidance on ensuring that all relevant voices are heard. The process is designed to be implemented by and within the institution, saving the considerable expense of outside consulting and design. In addition, it offers flexibility in the timing and sequence of implementation, and provides the means for each institution to interrogate its unique circumstances, context, and practices..., Ebsco description
Table Of Contents
Cover -- Half Title -- Titile Page -- Copyright Page -- Dedication -- Table of Contents -- List of Tables and Figure -- Foreword -- Acknowledgments -- Introduction -- Chapter 1 The Evolving Context for Diversity Assessment -- Comparative Methods of Diversity Evaluation -- References for Further Study -- Chapter 2 Defining Diversity and Inclusion -- Prominent Integrative Frameworks -- References for Further Study -- Audit Questionnaire Step 1: Developing Common Definitions of Diversity and Inclusion -- Chapter 3 The Academic/Mission-Centered Case for Diversity and Inclusion -- Context-Specific Factors -- Representative Themes -- Accreditation and Diversity Mission -- References for Further Study -- Audit Questionnaire Step 2: Defining the Academic/Mission-Centered Case for Diversity and Inclusion -- Chapter 4 The Building Blocks of Compositional and Relational Demography -- Methodological Approaches -- Determining the Variables for Analysis -- Relational Demography and Process-Based Outcomes -- Caveats in the Data Analysis -- Accreditation and Structural Diversity -- References for Further Study -- Audit Questionnaire Step 3: Building a Compositional and Outcomes-Based Diversity Baseline -- Chapter 5 Strategic Diversity Infrastructure -- Models of Diversity Leadership -- Challenges in Organizational Integration -- References for Further Study -- Audit Questionnaire Step 4: Evaluation of the Strategic Diversity Infrastructure -- Chapter 6 The Strengths and Pitfalls of Diversity Strategic Planning -- Principal Components of Diversity Strategic Plans -- Second-Generation Diversity Strategic Planning -- Systemic Diversity Planning -- Best Practices in Diversity Strategic Planning -- References for Further Study -- Audit Questionnaire Step 5: Gauging the Progress of Diversity Strategic PlanningChapter 7 Creating a Comprehensive Inventory of Diversity Education Programs -- Developing an Organizational Learning Taxonomy for Diversity -- Modes of Diversity Organizational Learning -- The Link Between Diversity Education and Accreditation -- References for Further Study -- Audit Questionnaire Step 6: Inventory of Diversity Education Programs -- Chapter 8 Assessing the Climate, Culture, and Readiness for Diversity Transformation -- Defining Campus Climate and Culture -- Types of Survey Instruments -- Selection of Climate Survey Methods -- Phases in the Climate Survey Process -- The Relation of Climate Surveys to Accreditation Criteria -- References for Further Study -- Audit Questionnaire Step 7: Self-Study Through Climate Surveys -- Chapter 9 Building an Inclusive Talent Proposition -- Psychosocial Factors in the Search Process -- Formulation of the Job Description -- Sourcing and Outreach -- Screening -- Search Committee Composition and Training -- Interviewing -- Negotiating the Offer -- Inclusive Hiring Strategies and Accreditation Criteria -- References for Further Study -- Audit Questionnaire Step 8: Building an Inclusive Talent Proposition Through Recruitment, Hiring, and Search Committee Development -- Chapter 10 Total Rewards Strategy and Talent Retention -- Organizational Capabilities and Talent Practices -- Climate and Retention -- Direct Compensation -- Indirect Compensation -- Accreditation and Retention -- References for Further Study -- Audit Questionnaire Step 9: TRS and Retention Practices -- Chapter 11 Implementation Guide -- Phase 1: Planning for the Audit -- Phase 2: Complete Foundational Dimensions of the Audit -- Phase 3: Coordination and Implementation of Remaining Modules -- Chapter 12 A Holistic Overview -- Best Practice Examples -- Alignment of Audit Findings With Accreditation Criteria -- Concluding PerspectivesReferences -- About the Authors -- Index
Classification
Contributor
Content
Other version