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Supporting Diversity and Inclusion Goals on Your Campus Presented by: Ivan B. Turnipseed, Ph.D. Associate Professor and Chair, Hospitality & Recreation.

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Presentation on theme: "Supporting Diversity and Inclusion Goals on Your Campus Presented by: Ivan B. Turnipseed, Ph.D. Associate Professor and Chair, Hospitality & Recreation."— Presentation transcript:

1 Supporting Diversity and Inclusion Goals on Your Campus Presented by: Ivan B. Turnipseed, Ph.D. Associate Professor and Chair, Hospitality & Recreation Mgt. Cheyney University of Pennsylvania PASSHE Department Chair Conference Millersville University  SMC, Reighard Multi-Purpose Room  Wednesday, May 14, 2004

2 Primary Aim 1) To raise/reiterate awareness about the importance of diversity and inclusion 2) To highlight individual and collective ethical responsibility to promote diversity and inclusion Supporting Diversity & Inclusion Dr. Turnipseed2

3 Supporting Diversity & Inclusion Dr. Turnipseed Why?  Chairs arguably most important decision makers in universities/colleges.  Make > 80% of institutional academic decisions.  Faculty directly affect quality of education in postsecondary institutions (curriculum content, student performance standards, quality of students’ career preparation).  Faculty have long-term ability to shape campus culture make more in sync with the rest of the world.  Chairs have the opportunity to be transformative leaders on the issue of diversity. 3

4 Supporting Diversity & Inclusion Dr. Turnipseed Toward Raising Awareness  Race/ethnicity (NCES, 2011), full-time faculty - 78% White (44% White male, 35% White female), 9% Asian/Pacific Islander, 6% Black, 4% Hispanic, < 1% American Indian/Alaskan Native or two or more races  Of full-time Professors – 84% White (60% vs. 25%), 8% Asian/Pacific Islander, 4% Black, 3% Hispanic  National, state, and PASSHE Race & Ethnicit Data - US, PA, PASSHE.xlsx regarding population plus postsecondary faculty and studentsRace & Ethnicit Data - US, PA, PASSHE.xlsx 4

5 Supporting Diversity & Inclusion Dr. Turnipseed Structural Inequity/Isms  Structural, interactional, and behavioral dimensions of diversity  Isms as a moving walkway at the airport 5

6 Supporting Diversity & Inclusion Dr. Turnipseed Conceptual Frame  For thinking about and managing diversity 6

7 Supporting Diversity & Inclusion Dr. Turnipseed What is A CRASH? The acronym  A bleism  C lassism  R acism  A geism  S exism  H eterosexism 7

8 What is A CRASH? The analogy  A vehicle crash is injurious (physically and emotionally), inconvenient, costly, often avoidable (when attention is paid and certain rules/laws are followed), and may lead to legal proceedings and redress.  Just as each of us wishes to avoid a vehicular accident, we should avoid A. C.R.A.S.H. Supporting Diversity & Inclusion Dr. Turnipseed8

9 Supporting Diversity & Inclusion Dr. Turnipseed Key Diversity Consideration Areas for Chairs  Recruiting a diverse faculty (student population) [perpetual proportionate affirmative action]  Creating a favorable work climate  Improving promotion and tenure practices and preparedness (mentoring/feedback)  Confronting implicit/explicit bias 9

10 Supporting Diversity & Inclusion Dr. Turnipseed Central Argument & Action Item  Bias/prejudice/isms exist (naturally occurring).  Chairs must continually engage in active awareness to counteract their effects. 10


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