Conducting an Institutional Diversity Audit in Higher Education : A Practitioner's Guide to Systematic Diversity Transformation

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 a 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. This book provides a concrete process for data gathering, analysis, and evaluation of institution-wide diversity efforts through a progressive, modular approach to diversity transformation. It gives campuses the ability to audit, evaluate, and analyze diversity progress on the nine dimensions and prioritize areas of focus. Its systematic, research-based approach supports continuous improvement and proactively addresses accreditation criteria. The book is designed as a collaborative tool that will enable every constituency on campus--from boards of trustees, presidents, provosts, executive officers, diversity officers, deans, department heads and chairs, administrators, HR officers, faculty senates and staff councils, diversity taskforces, multicultural centers, faculty, and researchers--to identify processes and relationships that need to change and implement practices that value and support the diversity on their campuses, and undertake the transformation necessary for institutional success in a changing world.The questions and guidelines set out in this book will enable all stakeholders to: - Audit the progress on each diversity dimension- Identify gaps between research-based practices and current approaches- Tie diversity benchmarks to accreditation frameworks and strategic plans- Chart the organization's overall progress in the development of comprehensive diversity initiatives leading toward Inclusive Excellence- Prioritize institutional diversity initiatives based upon a comparison of the current state and the desired state, availability of resources, and the importance of each dimension in relation to institutional diversity goals- Create a long-term strategy for diversity transformation that provides a concrete, research-based method for auditing progress and future planning

Edna Chun and Alvin Evans areaward-winning authors and human resource and diversity thought leaders withextensive experience in complex, multi-campus systems of higher education. Twoof their books, Are the Walls ReallyDown? Behavioral and Organizational Barriers to Faculty and Staff Diversity (Jossey-Bass,2007) and Bridging the DiversityDivide: Globalization and Reciprocal Empowerment in Higher Education (Jossey-Bass,2009) were recipients of the prestigious Kathryn G. Hansen Publication Award bythe national College and University Professional Association for HumanResources. In addition, their co-authored book, The New Talent Acquisition Frontier: Integrating HR and Diversity Strategy in the Private and Public Sectors andHigher Education(Stylus: 2014) received a silver medal in the 2014 Axiom Business Book Awardsand is the first book to provide a concrete roadmap to the integration of HRand diversity strategy.

Recentpublications include Leading a DiversityCulture Shift in Higher Education (Routledge, 2018) that draws on extensiveinterviews with chief diversity officers and university leaders to provide asystematic approach to diversity organizational learning and The Department Chair as TransformativeLeader (Stylus, 2015), the first research-based resource on theacademic department chair's role in diversity transformation. Other books include DiverseAdministrators in Peril: The New Indentured Class in Higher Education (Paradigm, 2012), the first in-depth interviewstudy of the work experiences of minority, female, and LGBT administrators inhigher education 2012) and Rethinking Cultural Competencein Higher Education: An Ecological Framework for Student Development ( Jossey-Bass,2016), a study that draws on a survey of recent college graduates now workingas professionals to offer leading-edge, integrative models for the attainmentof diversity competence.

Both authors are sought-afterplenary speakers and facilitators at national conferences and symposia. Theirnumerous journal articles in leading HR and diversity journals focus on talent managementand diversity strategies. Edna Chun is Chief Learning Officer and Alvin Evansis Higher Education Practice Leader for HigherEd Talent, a national diversityand human resources consulting firm.