An Objective Without A Strategic Plan Is Merely A Possibility
Diversity Solutions and Program Development
It is imperative that institutions integrate diversity as a core function in their strategic plans to ensure that it is woven into the fabric of the institution and not an issue that is addressed at a moment of crisis; institutions need to be proactive, not reactive, and embrace diversity efforts that are transformative, not just performative.
In today’s academic and economic environments, it is necessary to have expert guidance to formulate and implement a Diversity Strategic Plan to advance the institution’s mission to create a welcoming and inclusive work and learning environment by engaging all stakeholders in the development, implementation and ongoing assessment of its diversity initiatives. We collaborate with senior leadership teams to develop and implement successful diversity and inclusion strategies designed to leverage institutional strengths and engage all internal and external stakeholders.
The resulting Diversity Strategic Plan is aligned with the institutional Strategic Plan and addresses the institution’s diversity, inclusion, and equity philosophy. We establish an Action Plan that contains:
Mission and Vision statements
Core values
Goals
Initiatives and strategies
Financials
Milestones and timelines
Operational and management plans
Assessment/evaluative strategies and tools
Cultural Competency
Cultural competency is the capacity to effectively function within the context of another’s cultural beliefs. We define culture as human behavior, and within a group, this can be language, customs, beliefs, communications, values, thoughts, etc. To be culturally competent, one must be willing and able to see things through the lens of others without imposing their own perspective (cultural humility). One must also be culturally sensitive and recognize that cultural differences exist and that they impact human behavior.
We lead workshops to engage participants to understand and appreciate diversity awareness, unconscious bias, privilege, and cultural competency and how they impact behavior.
The demographics of the American population and its workforce are changing and this begs the question of how will institutions respond to this changing heterogeneity in the US. Each institution must determine how it defines diversity within the context of its geographic location and its culture and environment.
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Mentoring Underrepresented Students
One of the keys to student success is mentoring. This is especially true for underrepresented minority (URM) students who may not have the social structure that provides role models and intellectual and emotional supports that are essential for student success. Effective mentoring provides an infrastructure, fills gaps in knowledge and provides access to resources which many URM students may need. Many faculty, and especially nonminority faculty, are wary about taking on the role of mentor for URM students.
We facilitate discussions on how faculty mentors can overcome the barriers and gain awareness, insight and strategies on mentoring URM students to increase the chances for their future success professionally and personally.
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“Science Mentoring: Strongest Advocate Strongest Critic – A Guide to Mentoring”
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