NAIS Institute for New Heads Diversity Presentation

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2 hour presentation delivered at the NAIS Institute for New Heads. What are some things to keep in mind for diversity and equity as you enter leadership? Topics include understanding the case for …

2 hour presentation delivered at the NAIS Institute for New Heads. What are some things to keep in mind for diversity and equity as you enter leadership? Topics include understanding the case for diversity, assessing your institution, leading and managing meaningful change, leveraging your people, and keeping up to date.

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  • 1. NAIS Institute for New Heads Rosetta Eun Ryong Lee Seattle Girls’ School Diversity in Independent Schools: What Leaders Need to Know Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 2. About Seattle Girls’ School Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 3. Disclaimers and Other Food for Thought Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 4. Goals  Understanding the Case for Diversity  Assessing Where You Are  Priming for Change (or Sustaining It)  Recruitment TO Retention  Assessing and Reassessing  Resources Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 5. Dimensions of Identity and Culture This model of identifiers and culture was created by Karen Bradberry and Johnnie Foreman for NAIS Summer Diversity Institute, adapted from Loden and Rosener’s Workforce America! (1991) and from Diverse Teams at Work, Gardenswartz & Rowe (SHRM 2003). Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 6. Understanding the Case for Diversity and Inclusion  The Moral Case  The Academic Case  The Economic Case Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 7. Developmental Model of Intercultural Sensitivity (DMIS) Schematic Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 8. From Exclusive to Inclusive: Developmental Stages Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 9. Hallmarks of Earlier Phases  People feel pressure to fit in  People fear speaking up  “Who you know” is more important than “what you know” (relationship-based culture)  You only trust those closest to you (cliques)  Denial of differences is considered a virtue (“we don’t see differences here”)  It’s hard for outsiders to learn the rules (sink or swim to prove yourself) Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 10. Hallmarks of Later Phases  People can bring their full selves to school  The school encourages and welcomes people to contribute different opinions and points of view  There is a performance driven culture  People form dynamic and diverse groups (trust)  Differences are seen as additive and productive  Success is explicitly defined, and the school supports people in achieving it  The school has an interactive culture  People have the competencies to adapt to different cultural contexts. Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 11. Process Break Where do you feel your school is currently in its development toward inclusion? What makes you think so? What are some initial thoughts on what areas the school can improve? Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 12. Schools Have ZPDs, Too! Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee) Status Quo: Reliance on what the school does already and naturally Zone of Proximal Development: Mindful and strategic change toward the next stage of growth Too Much, Too Fast: Unrealistic demands on the community
  • 13. Getting There From Here: Life Cycle of Initiatives Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee) Abe Wehmiller, NAIS Summer Diversity Institute
  • 14. Success vs Failure of Initiatives Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee) ------ + Consensus + Skills + Incentive + Resources + Action Plan = Confusion Vision + ------ + Skills + Incentive + Resources + Action Plan = Sabotage Vision + Consensus + ------ + Incentive + Resources + Action Plan = Anxiety Vision + Consensus + Skills + ------ + Resources + Action Plan = Resistance Vision + Consensus + Skills + Incentive + ------ + Action Plan = Frustration Vision + Consensus + Skills + Incentive + Resources + ------ = Treadmill Vision + Consensus + Skills + Incentive + Resources + Action Plan = Change *Adapted from T. Krosier’s “Managing Complex Change.”
  • 15. Identifying Growth Zones – The 5Ps • Policy – Enumeration of the school’s diversity commitment through mission, strategic plan, handbooks, websites, etc. • Programming – Diversity training and programming for all constituencies (board, admin, faculty, staff, students, families, etc.). Diversity and inclusivity curriculum. • Practice – Consistent and meaningful revisit of policy and programs. Climate assessments, proactive changes, and meaningful responses to incidents. • People – Critical mass of people who are supportive AND active on all levels. • Pecuniary – Funding allocated in the strategic plan for supporting diversity efforts. Rosetta Eun Ryong Lee (http://sites.google.com/site/sgsprofessionaloutreach/)
  • 16. Process Break What are the diversity initiatives in process at your school (if any)? What are some of their strengths or challenges? Where does your school stand on the 5Ps of? Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 17. Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee) Break
  • 18. Concentrating on the People: Recruitment TO Retention Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 19. Stages of Recruitment to Retention  Recruiting  Interviewing  Admitting/Hiring  Starting before the first school year begins  Conducting professional development  Mentoring and collaborating  Assessing, supervising, observing and evaluating  Granting tenure/permanence/leadership  Sustaining the connection  Developing career-long learners  Renewing and reorienting Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 20. Leveraging Your People  Back up your enthusiasts 15-20%  Sanction outright resisters 15-20%  Work on your 70-80%  Be authentic about where you are  Support your pioneers  Cultivate your voice of conscience  Contribute your stubborn ounces  Constantly reference your mission Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 21. Process Break What is your school’s current practice around recruitment to retention? How can it improve? Have you begun identifying who your early adopters, active resisters, pioneers, or voices of conscience are? Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 22. Keeping Up To Date: Assessment and Training Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 23. Assess and Reassess  Demographic Trends – Entrance Numbers – Attrition Numbers – Disciplinary Cases – Academic Cases – Financial Aid Breakdowns  Climate Surveys  Exit Interviews  Programmatic Surveys  Pre-Post Assessments  Every 1-2 Years Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 24. Cultural Competency Skillsets  Identity Development  Cross Cultural Communication  Intercultural Conflict  Bias, Power, and Systems  Privilege and Allyship  School Culture and Change  Inclusive Curriculum  Leading and Following  Cultural Adaptation Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 25. Doing It on a Budget  Free Climate Surveys  Survey Monkey  Word Clouds  Task Forces  Online Courses with Cohorts  Post Conference Share- Outs and Trainings  Book Discussion Groups  Expertise Exchange  Forming Consortia With Other Schools Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 26. Resources Available at tiny.cc/rosettalee Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)  Common Vocabulary  Assessment Tools From Various Organizations  Links to Resource Websites  Professional Development Options  Must Read Books  Can’t Find What You’re Looking For? Contact Me!
  • 27. Making Choices, Setting Priorities Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 28. Final Questions or Comments? Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 29. Presenter Information Rosetta Eun Ryong Lee 6th Faculty and Professional Outreach Seattle Girls’ School 2706 S Jackson Street Seattle WA 98144 (206) 805-6562 rlee@seattlegirlsschool.org http://tiny.cc/rosettalee Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 30. Identity Resources • Carlos H. Arce, “A Reconsideration of Chicano Culture and Identity” • Atkinson, Morten, & Sue, “Racial/Cultural Identity Development Model (R/CID)” • Mindy Bingham and Sandy Stryker, “Socioemotional Development for Girls” • Vivienne Cass, “Homosexual identity formation: Testing a theoretical model” • William Cross, Shades of Black: Diversity in African American Identity” • Anthony D’Augelli, “ Identity development and sexual orientation: Toward a model of lesbian, gay, and bisexual development” Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 31. Identity Resources • Erik Erikson, “Eight Stages of Man” • J. E. Helms, Various Publications on Racial and Ethnic Identity Development • Jean Kim, “Processes of Asian American Identity Development” • James Maricia, “Four Ego and Identity Statuses” • Suzanne Kobasa Ouellette, “The Three C’s of Hardiness” • Jean S. Phinney, “Ethnic Identity in Adolescents and Adults: Review of the Research” • Ponterotto & Pederso, Preventing Prejudice • Maria P. P. Root, Various Works on Multiracial Identity Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 32. Identity Resources • Patricia Romney, Karlene Ferron, and Jennifer Hill, “Measuring the Success of Diversity Directors in Independent Schools” • Pedro Ruiz, “Latino/a Identity Development Model” • Chalmer E. Thompson and Robert T. Carter, Racial Identity Theory • Alex Wilson, “How We Find Ourselves: Identity Development and Two Spirit People” • Christine J. Yeh, “The Collectivistic Nature of Identity Development Among Asian-American College Students” Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 33. Communication Resources • “Stereotype Threat” by Joshua Aronson • Brenda J. Allen, Difference Matters: Communicating Social Identity • William Gudykunst, Cross-Cultural and Intercultural Comunication • Milton Bennett, PhD, Intercultural Communication Institute www.intercultural.org • “Non-Verbal Communication Across Cultures” by Erica Hagen, Intercultural Communication Resources • Thiagi.com • Thrive! Team Dynamics • http://www.analytictech.com/mb021/action_science_ history.htm Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 34. Miscellaneous Resources • Karen Bradberry and Johnnie Foreman, “Privilege and Power,” Summer Diversity Institute, National Association of Independent Schools, 2009 • Po Bronson and Ashley Merryman, Nurture Shock • Kevin Jennings, GLSEN (Gay Lesbian and Straight Education Network) www.glsen.org • Allan G. Johnson, Privilege, Power, and Difference • Johnnie McKinley, “Leveling the Playing Field and Raising African American Students’ Achievement in Twenty-nine Urban Classrooms,” New Horizons for Learning, http://www.newhorizons.org/strategies/differentiated/ mckinley.htm Michael J Nakkula and Eric Toshalis, Understanding Youth. Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
  • 35. Miscellaneous Resources • Cornell University ILR Management Programs (www.ilr.cornell.edu) • National Training Lab (www.ntl.org) • Robert Evans, The Human Side of School Change • Malcolm Gladwell, The Tipping Point • Jim Collins, Good To Great • Stephen R. Covey’s Coveylink • Stephen M. R. Covey, The Speed of Trust • Michelle Cummings, Training-Wheels.com • Terrence Deal and Kent Peterson, Shaping School Culture: The Heart of Leadership Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)