In addition, Framework 2: Diversity for Leadership Practices, purposed that leadership practices seek to change the academic culture in order to address diversity issues. However, this framework can only take affect if “…a campus must be positioned to make strategic gains in its efforts. In a sense, this evolves the development of institutional capacity for change.” (Adalberto, Aquirre, and Martinez, 2002, p. 53) The intention of this essay was to encourage leaders of higher education to be more passionate in their attitude and response to diversity issues.
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“The passion higher education infuses into its response to diversity will shape not only its character, but also the biography of American society.” (Adalberto, Aquirre, and Martinez, 2002, p. 53)
Managing Diversity
No matter how many articles, essays, or papers are written on the subject of implementing and improving diversity in higher education, it will take a solid management plan to make the system of diversity unified throughout the whole organization. Leadership practices and diversity in higher education: Transitional and transformational frameworks by Adalberto, Aquirre, and Martinez is built upon two frameworks for teaching, putting into practice, and making use of a system building a diversify institution. (2002, p. 53) In order for any type of diversity system to work in an organization, the organization must focus all its efforts on planning a system of diversity that will be useful and affective throughout the whole organization.
An organization needs to formulate a plan for implementing, or improving the diversity of the company. The plan could be as simple as structuring phases for developing diversity within the organization. For instance, one-step in the phase would be to secure top-level commitment for undertaking the business of developing a diversity program within the organization. It would also be wise to establish a Diversity Steering Committee to provide leadership for developing the diversity process throughout the organization. Most important phase in the diversity process involves sorting through the information collected in the assessment phase and developing a diversity plan. The Diversity Steering Committee using the criteria they developed will prioritize the key issues.
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The Model Diversity Plan is designed to create and foster a departmental Diversity Program. (Toyota, 2004)
Most important, in order for a system of diversity to work in any organization the organization’s leaders must play a significant role in initiating the new system. They must “…become viable authoritative agents of leadership in a superficial multicultural academy.” (Adalberto, Aquirre, and Martinez, 2002, p. 53) These leaders must understand and be able to handle the fact that they will be working with a multitude of diverse people, who will be looking toward the leader for guidance and support. A leader must be diversified and able to handle many issues of diversity; it should be done from a reactive mode. That is, you will be put in situation where you will have to respond to the actions of others, and be careful about the comments you make. (Notre Dame, 2004) One of the best practices for this type of leader is to use all the data available in the organizational diversity plan for initiating and sustaining changes.
Diversity at The Stamford Health System
My own organizations system of diversity is to promote and protect the health of everyone in the community by providing quality healthcare. For instance, diversity enriches our job performance, all aspects of our community and the lives of the employees. Our efforts to understand, value and incorporate differences are essential as we evolve to reflect the growing diversity of the community. By valuing differences, we demonstrate our commitment to treating all people with respect and dignity. The company defines diversity broadly to include age, race, gender, ethnicity, religion and sexual orientation. (http://www.stamhealth.org/)
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Furthermore, the organization provides a broad range of services focusing exclusively on meeting the challenge of attracting, recruiting and retaining the brightest and the best from the global talent pool.
Fortunately, my organization does respect the fact that we have a multicultural organization. However, the organizations diversity system does leave room for improvement. In my recommendations for improving our diversity program, I would like to improve our company’s senior level diversity profile. We have a good population of women and minorities at the entry level, but we could be more successful at appointing a new mass of senior leadership positions, as system that will allow more minorities to take on leadership responsibilities and jobs within the organization.
In closing, the issues of diversity will forever be apart of the organizational structure. Many organizations today are working to gradually improve their present diversity programs or implement a system of diversity within the organization. Although, management is aware of the need for diversity within the institution, it is also important that organizations leaders are experience and train in handling diversity issues. Diversity should not just be the framework for making a company look good, but it should be the system that brings a balance in the organizations cultural.
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References
Adalberto, Aquirre Jr., and Martinez. (Winter, 2002). “Leadership practices and diversity in higher education: Transitional and transformational framework”. Journal of Leadership Studies. Vol. 8, Iss. 3, pg. 53. Retrieved from ProQuest database on February 25, 2004
The Stamford Health Systems Home Page. (1996-2002). The Stamford Health Systems Diversity Program. Retrieved from http://www.stamhealth.org/ on February 28, 2004
Toyota, Dennis A. (2004). Guide for A Model Diversity Plan. Retrieved from http://oaac.co.la.ca.us/ModelDiversityPlan.html on February 28, 2004
University of Notre Dame Web Page. (2004). Working a Diverse Leader. Retrieved from http://www.nd.edu/~sao/clubs/tools/diverseleaders.htm on February 28, 2004