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Changing Realities of Diversity: Challenges of Higher Education Anantha S' Babbili, Ph'D' Provost an

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Title: Changing Realities of Diversity: Challenges of Higher Education Anantha S' Babbili, Ph'D' Provost an


1
Changing Realities of Diversity Challenges of
Higher EducationAnantha S. Babbili,
Ph.D.Provost and Vice President for Academic
AffairsTexas AM University-Corpus Christi
  • AASCU Winter Meeting on
  • Creating and Nurturing the Engaged University
  • Savannah, Georgia
  • February 5-8, 2009

2
Context for Cultural DiversityGlobalization
  • Elusive Definitions
  • Multi-layered Phenomena

3
Cultural Diversity and Globalization
  • Dissecting diversity
  • The rise of New Americans
  • (Macro perspective)
  • Regional issues in diverstiy
  • (South Texas and Western Illinois)

4
DiversityStretching our Imagination
  • Cultural meaning of Diaspora --
  • the new immigrants in the U.S.
  • Understand the invisible diversity
  • of ethnic groups within the U.S.

5
Population by Ethnicity
6
Understanding Diversity
  • Total Hispanic population in the U.S. is 41.3
    million (as of June 2005)
  • 28.4 million immigrants now live in the U.S. --
    the largest number ever recorded in history.
  • Immigrants now comprise 12.8 of the nations
    workforce

7
Understanding Diversity
  • 7 million unauthorized immigrants
  • Politics closely linked to religious beliefs
  • Immigrant voters divided on issues like abortion,
    gay rights, gender roles and religion in public
    life

8
1 in every 5 Americans speak language other than
English
47 million use language other than English
  • Spanish 28.1 million
  • Chinese 2 million
  • French 1.6 million
  • German 1.4 million
  • Tagalog 1.2 million
  • (Native language of Philippines)
  • 2000 U.S. census data

9
Profile of Muslims in the U.S.
  • Regional
  • Distribution

10
Diversity the New American
  • 35.2 m New Americans-- the largest number ever
    recorded in the U.S. history
  • New Americans now 14.7 of the U.S. population

11
Asian AmericansPolitical profile
Asian Indian
82.5
Chinese
84.3
Filipino
85.8
Japanese
88.0
Korean
67.1
0 20 40
60 80 100
12
Total Population of Religious Ethnic Groups in
the U.S.
13
Cultural Competence Higher Education
  • Critical Thinking Skills (to judge content)
  • Understanding how Information comes to be
  • Knowledge of IT consequences/impact
  • Strategies to analyze messages
  • Messages as cultural texts
  • Becoming aware of the global/local intersections
  • Technological fluency

14
Changing Realities of Diversity Challenges of
Higher EducationJack Thomas, Ph.D.Provost and
Vice President for Academic AffairsWestern
Illinois University
  • AASCU Winter Meeting on
  • Creating and Nurturing the Engaged University
  • Savannah, Georgia
  • February 5-8, 2009

15
About the Presenter
  • Dr. Jack Thomas is the
  • Provost and Academic Vice President
  • Professor of English
  • (j-thomas2_at_wiu.edu)

16
Western Illinois University Facts Figures
  • Comprehensive Masters University
  • Nearly 13,500 students enrolled
  • One University, with 2 campuses
  • Traditional, Residential 4 year Campus - Macomb,
    IL approximately 180 miles from Chicago
  • Upper Division Urban Commuter Campus - Moline, IL
    approximately 80 miles from main campus

17
Western Illinois UniversityCore Values
C1
C2
C4
C3
18
Enrollment Percentagesby Ethnic Group
  • Includes both campuses.
  • Includes students who marked other and
    those who failed to provide ethnic data.
  • Percent of student body who completed an
    ethnic data card (excludes Other) and identified
    themselves as belonging to one of the four
    minority groups listed.

19
Best Practices to Advance Diversity in the
Academy
  • Rethink approaches to diversity
  • Have the courage to think and act outside the
    box
  • Utilize Human Resources office in diversity
    initiatives
  • Engage in periodic review and assessment
  • Hold people accountable

20
Best Practices to Advance Diversity in the
Academy
  • Active involvement from the President and Provost
    rhetoric vs. action walk the walk
  • Key institutional leaders must probe deeper into
    the culture of the organization
  • Avoid denial syndrome
  • Must view diversity as a process and not an event

21
Underrepresented Minority Dissertation Fellowship
The standards for selection include these
  • Complete dossier
  • Quality of letters of recommendation
  • Clarity of dissertation abstract
  • Need of a specific department or college
  • Institutional affiliation
  • Quality of transcript record
  • Publications/presentations

22
Underrepresented Minority Dissertation Fellowship
The standards for selection include these
  • Timeline for completion of dissertation
  • Candidates are invited to the campus for meetings
    with the President, PAVP, AVPAA, deans, chairs,
    faculty from their areas of interest, human
    resources staff, and current minority
    dissertation fellows
  • Review committee meets to evaluate the candidates
  • Chosen candidates are offered a contract for that
    academic year

23
Dissertation Fellows
Fall 2008, Two dissertation fellows were selected
as the inaugural fellows
24
Underrepresented Minority Visiting Professor
Program
The standards for selection include these
  • Complete dossier-a curriculum vitae and a letter
    of nomination
  • The needs of a college and a department
  • The rank of the candidate
  • The experience of the candidate in a university
    setting
  • The quality of the letter of nomination
  • The documented excellence as a teacher

25
Underrepresented Minority Visiting Professor
Program
The standards for selection include these
  • The quality of publications/presentations
  • Candidates are invited to the campus for meetings
    with the President, PVAP, AVPAA, deans, chairs,
    faculty from their areas of interest, human
    resources staff, and current minority visiting
    professor
  • Review committee meets to evaluate the candidates
  • Chosen candidate is offered a contract for that
    academic year

26
Recruitment Process
Fellows and Visiting Professors are recruited
from various academic and professional conferences
27
Dual Career Recruitment and Retention Program
  • Purpose to actively recruit an excellent
    faculty representative of the diverse and global
    society.
  • Hiring of a qualified spouse/partner assists in
    the placement of faculty and staff from
    underrepresented groups

28
Administrative Internship Program
  • Purpose to increase the internal pool of
    qualified women and minorities for administrative
    positions.
  • Current employees have the opportunity to
    shadow current administrators in their area of
    interest.

29
Future Initiatives
30
Office of Cultural Diversity and Academic
Initiatives
  • Western Illinois University is currently
    furthering its diversity initiatives by
    developing an office of cultural diversity and
    academic initiatives.
  • The office of cultural diversity and academic
    initiatives will serve as a resource for academic
    units to further diversify the workforce. The
    office will
  • Further develop diversity programs for faculty
    and students
  • Develop a university-wide diversity plan that has
    university-wide buy-in

31
Questions and Answers
32
ThankYou!
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