Survey Demographics
• Year of National Survey of MPA Programs in
Minority Serving Institutions —Summer 2013
• Non Random S...
Diversity is an Ethical and Pragmatic
Requirement of the Program
Diversity can Help Define and Achieve
some of the Goals and Objectives of
the program
It is Important to Incorporate Diversity
into Curriculum Offerings
Diverse Faculty and Adjuncts can
Enrich Students’ Experiences in
Classrooms
We should Recognize, Value, and
Market Diversity to Attract more
Students to the Program
The Affirmative Action Law is Adequate
to Promote Diversity in the Program
Activities and Events Aimed at
Promoting Diversity is a Waste of Time
and Money in the program
A Plan for Diversity Should Exist Only at Institutional
Level and Not Necessarily at Program Level
Faculty Diversity Should Play No Role in Accreditation
and Maintenance of Accredited Status in a MPA
Program
Lack of Funding and Other Resources Serve as Obstacles
in Recruitment and Retention of Diverse Students in the
Program
Limited Funding and a Pool of Diverse
Candidates Serve as Obstacles in Hiring and
Retention of Diverse Faculty in the Prog...
Majority vs. Minority Institutions
in Diversity
• US Supreme Court in Grutter v. Bollinger (2003) recognized the
importanc...
NASPAA Regulations on
Diversity
• Faculty diversity is a core value of NASPAA as evidenced
through its regulatory framewor...
Diversity Dilemma for Minority
Serving Institutions
• Minority Serving Institutions produce the bulk of minority
graduates...
Possible approaches to
increasing diversity
• Develop agreements between majority and minority
institutions for faculty ex...
Thank You!
Diversity in MPA Programs at Minority Serving Institutions (2013 Annual NASPAA Conference)
Upcoming SlideShare
Loading in …5
×

Diversity in MPA Programs at Minority Serving Institutions (2013 Annual NASPAA Conference)

281 views

Published on

The following presentation explores diversity within master of public administration programs found at minority serving institutions and the many opportunities and challenges that exist.

Published in: Education, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
281
On SlideShare
0
From Embeds
0
Number of Embeds
4
Actions
Shares
0
Downloads
3
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Diversity in MPA Programs at Minority Serving Institutions (2013 Annual NASPAA Conference)

  1. 1. Survey Demographics • Year of National Survey of MPA Programs in Minority Serving Institutions —Summer 2013 • Non Random Sample Size—46 • Response Rate—63% • Public Institutions—86% • Private Institutions—14% • NASPAA Accredited Schools—66% • Non-NASPAA Accredited Schools—34% Note: Numbers reflect rounding
  2. 2. Diversity is an Ethical and Pragmatic Requirement of the Program
  3. 3. Diversity can Help Define and Achieve some of the Goals and Objectives of the program
  4. 4. It is Important to Incorporate Diversity into Curriculum Offerings
  5. 5. Diverse Faculty and Adjuncts can Enrich Students’ Experiences in Classrooms
  6. 6. We should Recognize, Value, and Market Diversity to Attract more Students to the Program
  7. 7. The Affirmative Action Law is Adequate to Promote Diversity in the Program
  8. 8. Activities and Events Aimed at Promoting Diversity is a Waste of Time and Money in the program
  9. 9. A Plan for Diversity Should Exist Only at Institutional Level and Not Necessarily at Program Level
  10. 10. Faculty Diversity Should Play No Role in Accreditation and Maintenance of Accredited Status in a MPA Program
  11. 11. Lack of Funding and Other Resources Serve as Obstacles in Recruitment and Retention of Diverse Students in the Program
  12. 12. Limited Funding and a Pool of Diverse Candidates Serve as Obstacles in Hiring and Retention of Diverse Faculty in the Program
  13. 13. Majority vs. Minority Institutions in Diversity • US Supreme Court in Grutter v. Bollinger (2003) recognized the importance of diversity as a core value in hiring faculty and developing students • Focus has traditionally been on diversification of historically Anglo institutions in the promotion of diversity. • Majority Institutions have institutional barriers to hiring graduates from HBCUs • Increasingly, pressure has been brought on minority serving institutions to diversify both faculty and student populations. • Lack of faculty opportunities at Majority institutions create increased pressure at Minority Institutions
  14. 14. NASPAA Regulations on Diversity • Faculty diversity is a core value of NASPAA as evidenced through its regulatory framework: o Section 3.2 of NASPAA standards requires the program to promote diversity and a climate of inclusiveness through its recruitment and retention of faculty members. o Section 4.4 of the NASPAA accreditation process requires that all programs will promote diversity and a climate of inclusiveness through its recruitment, admissions practices, and student support services.
  15. 15. Diversity Dilemma for Minority Serving Institutions • Minority Serving Institutions produce the bulk of minority graduates • Many minority graduates have seen pronounced barriers to hiring at Tier 1 and Tier 2 research institutions • HBCUs and to a lesser extent Hispanic Serving Institutions remain the most viable employment options for minority graduates. • Result has been some difficulty in diversifying HBCU faculty
  16. 16. Possible approaches to increasing diversity • Develop agreements between majority and minority institutions for faculty exchange process. • Better utilize visiting faculty status to diversify hiring options • Approach diversity at a systemic level rather than at an individual institution. • Develop NASPAA hiring “banks” for prospective faculty hiring.
  17. 17. Thank You!

×