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Principles of diversity and inclusion
Introduction to diversity in college
Introduction to diversity in college
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Recommended: Principles of diversity and inclusion
Diversity is an important concept to many different organizations. Some of these organizations are universities and colleges, such as the University of Oklahoma. Additionally, there are numerous groups and organizations that are invested in how diverse universities are, these groups will be referred to collectively as the stakeholders. While exploring different groups that are invested in how diverse school settings are, it is important to locate and understand the marginalized groups, and their history, who have become the interest of the stakeholders of diversity. People debate over what distinguishes a group to be marginalized. Elizabeth Cox and Jesse Watson contribute to this debate and, “define students as marginalized when they are subordinated,
“College campuses are not dominated by widespread racial/ethnic segregation and the racial/ethnic clustering that does occur isn’t impeding intergroup contact.” (578, Hoeffner and Hoeffner). Throughout the essay, the writer continues to provide facts and sources on the information that diversity is not a problem on college campuses. She quotes evidence that states that college students are getting a “variety of positive educational outcomes that result from being educated in a diverse environment.” (578, Hoeffner and Hoeffner).
The essay, “Diversity: The Value of Discomfort” is an argument written by Ronald L Leibowitz in which he addresses a group of graduates about the value of diversity in college. To me, diversity means the unique backgrounds which influence people’s thoughts, ideas, and opinions. Each of the factors in an individual’s background makes them unique, and creates an important facet of our communities. However, we need to recognize and understand diversity, and simply “celebrating” it is not enough—we must embrace it in our colleges, workplaces, neighborhoods, and larger societies.
When a person presently looks at university school systems, one never imagines the struggle to obtain such diverse campuses. With Caucasians, Asians, Latinos, and African Americans all willing and able to attend any institution, it is difficult now to envision a world where, because of one’s skin color, a person is denied university acceptance. In actuality, this world existed only fifty years ago. In a time of extreme racial discrimination, African Americans fought and struggled toward one of many goals: to integrate schools. As a pioneer in the South, a man named James Meredith took a courageous step by applying to the University of Mississippi, an all white university. After overcoming many legal and social obstacles, the University of Mississippi’s integration sent positive effects rippling among universities across the nation.
Sims, Serbrenia J. Diversifying Historically Black Colleges and Universities: A New Higher Education Paradigm. Westport: Greenwood P, 1994.
Spring, Joel H. “Chapter 6: Student Diversity.” American Education. Sixth ed. N.p.: n.p., n.d. 145. Print.
Diversity, a word often heard growing up. In high school diversity was an issue that was pushed repeatedly. I attended a school that had a student body of over 2000 students, in which diversity was not really an issue. As time passed I found that diversity affected my life more and more. As college neared filling out applications became more of a ritual, and I found that by being born into a white middle class family would hinder my financial status rather than help it. Recently an article appeared in the Iowa State Daily, which addressed the issue of a white-only scholarship. In addition to the scholarships offered to members of the minority races, a scholarship should be offered to the members of the decreasing majority.
My name is Maria Jose Garcia I am currently 38 years old and was diagnosed with a common behavioral disorder known as Attention Deficit Hyperactivity Disorder since childhood.According to Doctor Hallowell(2009),…”is neurological condition that is usually genetically transmitted.It is characterized by distractions, impulsiveness and hyperactivity.’’ Life has been extremely difficult for me, being able to adapt to society’s expectations, but at the same time I was being criticized, emotionally unstable and feeling out of place through these traumatic years.
“There is exactly one sentence about why schools should want to discriminate… It reads, ‘When the state’s most elite universities are less diverse, [a school official] said, it doesn’t provide our students with a level of diversity they need in order to learn about other cultures and other communities’…And that’s supposed to outweigh all these costs of discrimination; It is personally unfair, passes over better qualified students, and sets a disturbing legal, political, and moral precedent in allowing racial discrimination.”
Affirmative action policies were created to help level the playing field in American society. Supporters claim that these plans eliminate economic and social disparities to minorities, yet in doing so, they’ve only created more inequalities. Whites and Asians in poverty receive little to none of the opportunities provided to minorities of the same economic background (Messerli). The burden of equity has been placed upon those who were not fortunate enough to meet a certain school’s idea of “diversity” (Andre, Velasquez, and Mazur). The sole reason for a college’s selectivity is to determine whether or not a student has the credentials to attend that school....
Those efforts improve students' learning and experiences by cultivating key behaviors and knowledge and by providing a unique educational context. Published in the American Educational Research Journal, this paper gives insight into how racial diversity stretches beyond educational engagement and social composition. The significant difference made by diversity-related efforts, such as hybridized racial interactions and policies, is fully explored. The findings of the study presented can be generalized to the argument of institutional racism, as this piece presents rationale against it. The limitations of this paper are the insufficient detail regarding educational context needed to illustrate the steps institutions can take to apply diversity.
Diversity has become an important topic of conversation among members of the education profession, as well as an issue that presents great concern within other areas, professions, and fields of study. While diversity is a multi-tiered entity with multiple elements including but not limited to socio-economic, gender, sexual orientation, religious, physical differences, and cultural intricacies, perhaps the most inclusive of the composition of diversity is that of race and ethnical diversity in regards to a variety of aspects, but none so dramatic as that of the educational process and educational system in general (Jorgan & Ross-Vega, 2010). In addition to the entity known as diversity, an increasingly trending topic of interest, the research has been presented the opportunity to live in what most experts within the context of diversity would consider and refer to as a vapidly diverse geographic location. The location in question is the region known as Appalachia, more specific, Central Appalachia, and within its population of citizens, it has a minute percentage of those that would be categorized as racial minorities. In putting this into context to location would include, African Americans, Hispanics, First Generation Americans(Native Americans), Asian, bi-racial, an d those whom identify themselves as multiracial or considered “other” (Pollard, 2004).
Diversity is a notion, when applied to the majority of circumstances, can create a positive conclusion. The trick to producing a positive outcome is often how the different aspects are brought together. Consider a classic dinner combination peas and carrots, the two colors look appealing and the two flavors comes together as one making a superb side dish. Now consider oil and water, these two substance are not often considered a good combination. Although, this is not always the case; olive oil and vinegar (which is water based) when mixed, come together into a delectable salad dressing. Diversity and inclusion should also apply to humans by bringing people together who are different it can creates a whole that is enhanced by the uniqueness of each individual.
Attaining a higher education is the dream of many, but for underrepresented students in the United States, dreaming is only half of the battle to get into many prestigious universities. Most recently, all eyes have been on diversity in college campuses around the United States. The questions about the lack of diversity stem from many factors: not only external but also internal. Although students are motivated, their surroundings are a major factor as to why many don 't get in to schools and in most cases don 't even apply. Similar to the exterior forces that deter underrepresented students to apply and affects their admission is the internal forces they encounter. Some of the socioeconomic factors that lead to inaccessibility for underrepresented students are: lack of outside motivation, social stigma, perfectionism, financial barriers and lack of resources in low-income schools.
Diversity in the workforce is an extremely powerful tool for companies to use. It promotes a new way of thinking. One company that I believe effectively manages diversity is Starbucks. Diversity and inclusion has been at the heart of this Fortune 500 business since its beginning. “Embracing diversity only enhances our work culture; it also drives our business to success.” Diversity is part of the 2nd principle of the company. They state “Together, we embrace diversity to create a place where each of us can be ourselves.” Starbucks has relations with multicultural Food and Hospitality Association; National Association for the Advancement of Colored People; and National Council of La Raza.
Garcia, E. (2002). Student cultural diversity: Understanding and meeting the challenge (3rd Ed.). New York, NY: Houghton Mifflin Company.