Diversity
Blueprint
Diversity Blueprint
is a "how-to" planning resource for
administrators, faculty, and staff working
to create campus diversity policies
based on the following priorities:
- Leadership and systemic change
- Recruitment, retention, and affirmative
action
- Curriculum Transformation
- Campus/community connections
- Faculty, staff involvement
For ordering information visit the Association
of American Colleges and Universities web site.
Concept
To create a diversity plan, each college
or university must first define its
culture and then use those findings
to set the tone to conduct needed research,
determine institutional priorities,
and take action. For the University
of Maryland, five diversity planning
principles have provided the structure
and process to guarantee that diversity
would become and remain an institutional
priority. The five principles –
accountability, inclusiveness, shared
responsibility, institutionalization,
and evaluation – not only helped
set the structural development for diversity
planning, but enabled the university
to successfully engage with the campus
community, the Maryland community, and
the nation in addressing issues of diversity.
Setting priorities can also help an
institution identify specific programs
and actions needed to achieve change.
The five priorities usually considered
by an institution undergoing diversity
reform are: leadership and systemic
change; recruitment, retention and affirmative
action; curriculum transformation; campus-community
connections; and faculty, staff, and
student involvement. Initial research
at the University of Maryland revealed
a comprehensive list of priority areas
to include in the change process, and
signaled the need for an institutionalized
structure to address the priorities.
Born out of the numerous internal struggles
and external pressures to change with
the times, the Diversity Initiative
grew from this need.
The Diversity Initiative is the University
of Maryland’s innovative and comprehensive
approach to educating the campus about
multicultural issues. It "explores
and enhances common values that emphasize
interdependence, equality, justice,
human rights, and the sanctity of each
individual’s dignity." The
goal is to make the university a more
welcoming and inclusive community for
all. Setting priorities and using the
diversity planning principles maximize
our efforts to achieve this success.
Chapter Summaries |
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Chapter
One:
Introduction: Why
Diversity? Can it be Achieved?
Despite
controversial views about the
value of diversity efforts, the
impact of successful campus diversity
programs nationwide are both visible
and measurable. Discover why the
institutional success of colleges
and universities can no longer
be separated from diversity programming. |
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Chapter
Two: The University of Maryland,
an Overview
Typical
of many other higher education
institutions, the University of
Maryland possessed no traditions,
history, programs or practices
of diversity. Yet despite its
segregated past, diversity initiatives
now flourish on the campus. Look
at Maryland’s diversity history
to learn why diversity planning
efforts have succeeded here, and
what you can learn from Maryland’s
"trial and error." |
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Chapter
Three: Principles of Change
While there
is no single formula that guarantees
success for each institution’s
unique circumstances, there are
strategic, organizational planning
principles and institutional priorities
that have successfully guided
the efforts of the University
of Maryland and other institutions.
These planning principles can
help any campus, regardless of
type or size, create a successful
diversity plan. The five major
diversity principles are accountability,
inclusiveness, evaluation, shared
responsibility and institutionalization.
Find out how attention to these
fundamental aspects will guide
you on the path to campus-wide,
systemic change. |
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Chapter
Four: Additional Leadership
Efforts and Change
Vision,
commitment and leadership are
essential for systemic change
in higher education. An inclusive
institutional vision encourages
a nurturing and challenging intellectual
and social climate for all members
of the campus community. What
are the challenges and benefits
of institutional vision and systemic
change when embracing diversity
as an essential part of the institutional
mission? Look at some of the commissions,
committees, and campus offices
to get at their innovative visions,
goals, strategies, policies, assessment
tools, research and resources
for success. |
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Chapter
Five: Recruitment, Retention,
and Affirmative Action
Current
controversy over the value and
meaning of affirmative action
for higher education sometimes
forgets the historical (and continuing)
struggles of people seeking equal
opportunity in our society, which
is still segregated by race, class,
gender, disability, religion and
sexual orientation. Recruitment
and retention of underrepresented
groups ultimately enhances the
educational experience for all.
Pinpoint the continuing challenges
and successes for those interested
in and committed to access, equity
and excellence in higher education
by looking at some of Maryland’s
practices, legislation, resources
and assessment tools related to
this area. |
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Chapter
Six: Curriculum and Community
Campuses
are changing their curricula to
address issues of diversity, and
University of Maryland administrators
define the educated person as
one who has a grounding in non-Western
as well as Western cultural traditions.
Examine revised general education
models and courses, new interdisciplinary
programs, along with traditional
disciplinary majors that have
systematically addressed diversity
in their course offerings or requirements.
Also see how centralized programs
continue to work on classroom
changes with unique community
outreach projects. |
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Chapter
Seven: Involving Faculty,
Staff, and Students
Active commitment
to support services for both student
as well as faculty and staff has
proven to be an effective part
of educational success. This priority
is manifest in the many campus
programs aimed at improving the
overall climate. There are several
offices at the University of Maryland
which have added strong diversity
components to their structures
to better meet student, faculty
and staff needs. Take a glimpse
at a few special programming efforts,
and get helpful hints about such
things as the incentives, resources,
and constraints involved with
them. |
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Chapter
Eight: Summing Up: Diversity
is at the Heart of Education
Those who
support the aims and principles
of diversity, as well as those
who decry them, agree that campuses
face a variety of challenges in
their efforts to make education
a truly inclusive option. But
are these threats worth it? Reviewing
the lessons learned through the
university’s experience and
analysis, along with their general
suggestions about how to begin,
expand, or alter your institution’s
diversity program and policies,
ultimately lend an urgency to
transform our campuses into communities
that welcome and support all our
citizens in the education enterprise. |
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