Diversity: Global Context at a Local School

Rebecca Curtis, MA Univ. of North Carolina Greensboro Cathryne L. Schmitz, Ph.D., MSW Conflict and Peace Studies Univ. of North Carolina Greensboro

Community Engagement
Resources: Research, Consultation, & Training Creating Interdisciplinary Learning Environments Community Action Projects Interdisciplinary Creativity Global Environment Practice, Development, & Research

Building Relationship
Consultation & Training Research Interdisciplinary Practice Teams Class Project: Evaluation Organizational Diversity Related Issues

Diversity
Diversity in the U.S. has been increasing over the last decade. There are more minority births than ever before (El Nasser, 2010). The U.S. is not only a country of complex diversity but also employs people from all over the world.

Why is it important?
Because the market is not stagnant, organizations cannot afford to be either Competitive organizations are adaptive ones, which practice inclusion in all areas People have different strengths and when combined can make an even stronger team

An example
Local school serves a unique and diverse population Local leadership at work Inclusive practices People open and willing to share

Local Leadership
Investigated through interviews Interviewed principal, art teacher, gym teacher, guidance counselor, secretary/interpreter, and social worker Looked at trends in answers

Interview Questions
What word do you use to describe diversity in your organization and how do you define it? Do you feel there is diversity among staff? Do you talk about it? Do you feel having diversity enriches the environment? What are some of the challenges diversity brings among staff? Do you feel the school is setup to facilitate discussions and allow for diversity? Is there staff support for diversity? What are some of the challenges diversity brings to the classroom? How does the organization deal with the language diversity among students and staff? What strategies do you feel are working? What improvements can be made?

Whats working?
Interpreters make it possible! We have a wonderful principal. He sets the tone for the organization Openness at all levels of the organization Teachers and staff were asked to join the team Diversity reflected in the staff Principal values employees feedback and expertise on topics

What can we learn?

It is necessary for people to be heard. People enjoy working in a place where they matter. Everyone is diverse. We need to determine what to focus on. Leadership models can help Diversity includes learning styles, presenting styles, and much more than looks. It includes experiences People know when they are appreciated

Where to go from here?

Let people know they matter through policy and daily interactions If you run an organization like an island or control freak, you will not be sustainable Sometimes it pays to listen you may learn something you didnt know We need to come together to find the answers

An inclusive model

Personal & Professional Needs

Accommodations for diverse learning and teaching styles Flexible holiday schedules Empowering people to share their ideas and concerns so they feel a vital part of the organization (Tropman, 1998)

Physical Environment
Office space needs to be considered Placement of the leaders office Communal areas such as break rooms and large rooms should be stocked to welcome and accommodate the needs of all employees Private space for personal needs such as nursing or religious considerations

Cultural Considerations
Support for cultural dress and hairstyle Accommodation for ableness, gender, age, and mindfulness of the holidays celebrated at the office (Kivel & Wells, 1998; Howard, 1998) Allowing flexible schedules to accommodate religious and personal needs is key

Summary
Local model of leadership can be applied to many other organizations Personal accounts of successes People need a chance to share their strengths People need opportunities to collaborate People need opportunities to educate themselves and others Combined we are stronger and more wellrounded

References
El Nasser, H. (2010, June 22). Minority births drive growth in U.S. diversity [Electronic version]. USA Today. Retrieved from http://www.usatoday.com/news/nation/census/2010-06-10-censusminorities_N.htm Howard, D. (1998). Organizational and social barriers confronting people with disabilities in the workplace. In A. Daly (Ed.), Work Place Diversity: Issues & Perspectives (pp. 56-60). DC: NASW Press. Kivel, B.D. & Wells, J.W. (1998). Working it out: What managers should know about gay men, lesbians, and bisexual people and their employment issues. In A. Daly (Ed.), Work Place Diversity: Issues & Perspectives (pp. 103-115). DC: NASW Press. Kouzes, J.M. & Posner, B. Z. (2007). The Leadership Challenge. CA: Jossey Bass. Tropman, J.E. (1998). Social issues, social policy, and workplace diversity. In A. Daly (Ed.), Work Place Diversity: Issues & Perspectives (pp. 88-102). DC: NASW Press. The Transnational Foundation for Peace and Future Research. (2004). Human Needs, Humanitarian Intervention, Human Security and the War in Iraq by Johan Galtung. Retrieved May 5, 2010 from http://www.transnational.org/SAJT/forum/meet/2004/ Galtung_HumanNeeds.html