SPEC Kit 356 Diversity and Inclusion

Today, diversity is defined beyond racial and ethnic groups and includes gender, sexual orientation, ability, language, religious belief, national origin, age, and ideas. The increase of published literature about cultural competencies, microaggressions, and assessment of diversity issues, as well as the inclusion of social justice movements in libraries, suggests diversity-related activities have increased and evolved over the last seven years. Over this time span, several libraries have obtained funding to support strategies to increase the number of minority librarians on their staff and support their advancement within the organization. There also appears to be an increase in the number of diversity or multicultural groups at the local, state, and national levels. However, these changes have not been consistently documented. Therefore, it is important to re-examine this topic to evaluate the impact of evolving endeavors, to see if more ARL libraries are involved, to see how diversity plans have changed over the years, and to document the current practices of research libraries. The main purpose of this survey was to identify diversity trends and changes in managing diversity issues in ARL libraries through exploring the components of diversity plans and initiatives since 2010, acknowledge library efforts since the 1990s, provide evidence of best practices and future trends, and identify current strategies that increase the number of minority librarians in research libraries and the types of programs that foster a diverse workplace and climate. The survey was conducted between May 1 and June 5, 2017. Sixty-eight of the 124 ARL member institutions responded to the survey for a 55% response rate. Interestingly, only 22 of the respondents to the 2010 SPEC survey participated in this survey, but this provides an opportunity to explore the diversity and inclusion efforts of a new set of institutions in addition to seeing what changes those 22 institutions have made since 2010. The SPEC Survey on Diversity and Inclusion was designed by Toni Anaya, Instruction Coordinator, and Charlene Maxey-Harris, Research and Instructional Services Chair, at the University of Nebraska-Lincoln. These results are based on responses from 68 of the 124 ARL member libraries (55%) by the deadline of June 12, 2017. The survey’s introductory text and questions are reproduced below, followed by the response data and selected comments from the respondents. The purpose of this survey is to explore the components of diversity plans created since 2010, identify current recruitment and retention strategies that aim to increase the number of minority librarians in research libraries, identify staff development programs that foster an inclusive workplace and climate, identify how diversity programs have changed, and gather information on how libraries assess these efforts

A Path to Visibility and Leadership: How Mentoring Relationships Impact Career Advancement in Student Affairs for Asian American Women

Asian American women who choose a career in student affairs within the field of higher education are severely underrepresented in both staff positions and top officer/administrator positions compared to White women and other women of color. As the Asian American college student population continues to rise and women make up the majority of undergraduate students in the United States, institutions of higher education must address the need for student affairs staff and administrators to proportionally represent their diverse student bodies. Unfortunately, with an average of 2% of the roles of higher education administrators filled by Asian Americans, few Asian American women are available to mentor and encourage other Asian American women through career advancement in student affairs. This dissertation study examines the mentoring relationships of Asian American women in student affairs and how those relationships impact career advancement within the context of multiple layers of culture. A qualitative biographical narrative inquiry approach and semistructured interviews provided story narratives as data, which were analyzed through open coding and categorization. The findings of this study revealed that mentoring relationships do in fact support Asian American women in student affairs as they navigate their careers, build professional networks, strengthen their skills, and pursue advanced degrees. This study also challenges the application of Kochan’s (2013) cultural framework for mentoring to Asian American women in student affairs, thus resulting in the creation of a multi-layered cultural framework for mentoring Asian American women in student affairs which expands Kochan’s framework

Utilizing Resilience and Persistence Strategies to Reduce African American Doctoral Attrition

The purpose of this qualitative phenomenological study is to explore the attrition rate of African American doctoral students and how to improve their retention and graduation using resilience and persistence. Across all disciplines, 40–60% of students who began doctoral programs did not persist to graduation (Falconer & Djokic, 2019; Mirick & Wladkowski, 2020). A semi-structured interview format was used to collect the data from 27 African American participants, 20 females and 7 males, who had already obtained their doctoral degrees. The study sought to explain the phenomenon of African American doctoral students who persevered to finish their degree, in spite of the overwhelming statistical attrition rate before them, and to identify the strategies they used to pull them through. The findings suggest African American doctoral students overwhelmingly relied on three strategies, time management, consistent communication with mentors/professors, and cohort/student support to push through their doctoral journey successfully. In addition, 81% of the participants, at one point or another, considered dropping out, a rate higher than the current attrition rate of 40–60%. The study provides recommendations for higher learning institutions, mentors, and students

A Qualitative Inquiry Examining The Lived Experiences Of African American Male Doctors

Despite the increased attention to diversity by the academic medicine community, African American men are still underrepresented in medicine. It is still being determined how or to what extent the projected physician shortage can be addressed by increasing African American men in medicine. This study explored the lived experience of African American male doctors who successfully matriculated and graduated from U.S. medical schools. The findings may provide valuable insight into how the lived experience of existing African American male doctors can be leveraged to increase African American men within medical pathways. The following research questions were constructed to guide the study: (1) What are the lived experiences of African American male physicians? (2) How do the academic medicine system factors influence an African American male\u27s trajectory into medicine? This study followed a thematic analysis to explore the lived experiences of African American male physicians. Keywords: descriptive phenomenology, qualitative research, African American Men in Medicine, medical school, racial underrepresentation in medicin

Distinguished, Endowed, and Underrepresented: A Phenomenological Exploration of Talent Development among Expert Black Scholars in Education

This purpose of this qualitative study was to explore and gain an in-depth understanding of the lived experiences of talent development toward successful outcomes among 10 expert Black scholars in the field of education. A transcendental phenomenological approach was employed to gather data through open-ended phone interviews. Research questions included: What are the talent development experiences of Black distinguished and endowed faculty in the field of education? How did contexts or situations influence or affect their path toward successful career outcomes? Five themes emerged from the interviews: (a) Background Influences and Preparation, (b) Connections, Mentoring, and Support, (c) Self-Preservation and Protection, (d) Purpose and Direction for Research, and (e) Navigation and Optimization for Success. The expert scholars utilized causal agency and social networking during their talent development process, and engaged in deliberate decision-making. They valued the influence and support of family and community, as well as teachers, mentors, and other role models in various capacities and contexts as they matriculated toward successful outcomes. Although participants received assistance from their families and mentors for dealing with challenges, each would have benefitted from formal psychosocial skills development training. School districts should emphasize the merits of developing interpersonal skills, as well as help-seeking and self-advocacy strategies for success. Colleges and universities should establish and maintain welcoming department climates centered on supportive and professional collegiality for productivity. Respect for research interests and the dissemination of implicit yet pertinent information to faculty of color may also help them to prepare for successful careers in academia

Student Success at One Borderlands Hispanic-Serving Institution

This study investigated the perceptions of student success of campus leaders at one Borderlands Hispanic-Serving Institution. The study incorporated 4 interviews, 9 observations, analysis of 23 documents as well as additional research to answer the research questions. The three themes emerged from the study were: (1) encouraging and empowering students to succeed, (2) removing barriers to student success, and (3) serving by default. Recommendations for educational leaders included serving by design, setting high expectations, getting to know students, encouraging and empowering students, and removing barriers to student success. Additionally, the findings of this study suggest that studying student success, investigating what is working at effective institutions, learning from effective educators and programs, and finding out more about barriers to student success will enable higher education and other leaders to better serve Latin* students

Faculty Agency: Departmental contexts that matter in faculty careers

The purpose of this study was to investigate the organizational factors that influence faculty sense of agency in their professional lives and whether the relationship between organizational factors and faculty agency manifests differently by gender. Past literature on faculty has largely taken an approach that was termed a "narrative of constraint," focusing on the challenges that faculty face in modern academe, such as increased academic capitalism, striving, and new technologies (O'Meara, Terosky, & Neumann, 2008; Schuster & Finkelstein, 2006). More recently, certain scholars sought to understand what keeps faculty satisfied and thriving in a higher education context with multiple challenges (Baez, 2000a; Neumann, Terosky, & Schell, 2006; O'Meara, Terosky, & Neumann, 2008). The construct of agency is a powerful perspective to uncover how faculty navigate academe and succeed in their own goals. Guided by the O'Meara, Campbell, and Terosky (2011) framework on agency in faculty professional lives, this study used Structural Equation Modeling to investigate which organizational factors (perceptions of tenure and promotion process, work-life climate, transparency, person-department fit, professional development resources, and collegiality) influenced faculty agency perspective and agency behavior and whether agency was associated with important faculty outcomes, such as intent to stay, satisfaction, and productivity. Then, this studied investigated whether the resulting model differed by gender. Results showed that work-life climate and person-department fit had a positive direct influence on agency perspective and a positive indirect influence on agency behavior. Professional development resources had a positive influence on agency perspective, but a negligible influence on agency behavior. Results also showed a very large effect of agency perspective on agency behavior. The invariance test by gender demonstrated that the relationships between organizational factors and faculty sense of agency were the same for men and women. This study illustrated the importance of departmental contexts in faculty professional lives, regardless of gender. It has important implications for administrators regarding departmental role in faculty agency, and also contributes to the continued development of a theoretical framework on faculty agency

What Factors Support Degree Completion For African American Women Students At A Land-Grant Historically Black College University (HBCU)?

There is minimal research conducted on African American women degree completion who attend a land-grant HBCU. This study investigated key factors that assisted 9 African American women and promoted their degree attainment. My research utilized the ethnography framework to observe a specific culture group, language, behaviors beliefs, and beliefs. The findings in this research identified 5 factors: culture environment, academic advising, student engagement, financial aid, and faculty mentoring. It was determined that cultural environment is a leading factor among the African American participants of this research, as connecting with peers that shared the same cultural beliefs as the participants do, and having faculty that looked like them was significant and contributed to the participant\u27s degree completion