1.)Cultural diversity means equality of opportunities regardless of race and ethnic origin.

Specifically, it means that all human beings are created equal, with liberty, and justice for all.
This means that all faculty members are able to seize opportunities for higher salaries and
benefits. Cultural diversity also opens up a closer cooperation among academicians so as to gain
more knowledge. Thus, society has more qualitative respect for academicians, because the
reputation of academicians is not bounded with the administrative status of academic positions
and or political support (Parmizghar, 2007).
Cultural diversity also means that regardless of the faculty members' demographic and social
characteristics such as race, sex, age, color, ethnicity, wealth, religion, personal and social values,
and political ideologies, they strive for advancement of knowledge, promotion of humanity, and
enhancements of global civilization. It is essential to note that the faculty members' academic
objectives are focused on serving professions rather than their respective institutions and/or their
respective interest groups.
2.)Cultural diversity becomes an important issue for all organizations since it has a considerable
impact on the hiring, retention, and separation of faculty members in colleges and universities.
There is also the impact of black and White students with respect to university admissions and
scholarship and fellowship opportunities. There are many potential disadvantages of ignoring it
as an issue. One disadvantage is that many of the black faculty members and students will leave
the school if the cultural diversity program is non-functional. A second disadvantage is that the
White members will end up enjoying all the benefits of the school and it will lead to potential
organizational conflicts. The third disadvantage is that there will be a considerable decrease in

the enrollment of black students in the school and hence there will be less exposure for students
on cultural diversity. People will lose out on the level of interaction.
There are different steps that one should take for a proactive organization take to respond to
this
challenge is to ensure that all faculty members have access to university support for research
development. The organization can take a proactive means to promote cultural diversity by
giving appropriate credit where credit is due. This specific strategy means that the faculty
members' highest level of recognition comes through their personal and inherent achievements in
both areas of research and writing in the given domain of their expertise. The proactive stance of
the university organization will empower the faculty members to strive for cultural diversity and
yield its positive benefits. A working cultural diversity program results in the faculty members'
intellectual power and reputation that are further enhanced based upon their research and
scholarly activities.
3.) I believe that the training program just focuses on the minimum requirements for cultural
diversity. Dr. Jennifer Barnes needs to suggest very specific suggestions that will encourage the
promotion of cultural diversity. There is a need to incorporate very doable and timely suggestions
such as these: a.) increase the hiring of black teachers by 5% every year; b.) increase the
admissions of black university students by 3% every year; c,) foster faculty development and
scholarships for black teachers and students every year; and. d.) open up at least five university
positions both for teaching and non-teaching personnel for professional promotion to black
people every year. All of these strategies will encourage the promotion of cultural diversity on
campus. This will encourage people of different ethnic backgrounds to enroll in the school.

References:
Parhizgar, Kamal. (2007). Comparative Analysis of Cultural Diversity and Multiculturalism in
Colleges and Universities. Competition Forum, 5, 1:211-219.