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Presented at ACPA 2014, Indianapolis, IN

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Presentation Overview Literature Review Overview of Research Methodology Discussion of Research Findings Attendee Action Planning Resources and Next Steps

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Ground Rules Be respectful of others This is a learning environment Step outside of your comfort zone Engage If were talking to fast, let us know Feel free to Tweet

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Literature Highlights Campus Climate New Professionals and Supervision Multicultural Organization Development Checklist (MCOD) Multicultural Organization Development Template (MODT) A Multicultural organization is a healthy organization because it reflects the contributions and interests of diverse cultural and social groups in its mission, operations, andservice delivery; acts on a commitment to eradicate social oppression in all forms within the organization (Jackson & Hardiman, 1981 p. 1).

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Methodology General Overview Participant Selection MCOD Research Questions Presentation Analysis of data [A] single residence hallcan create lasting multicultural benefits for the people involved with that unit. The key is to focus on the areas for which one has both responsibility and authority. (Pope, R.L., Reynolds, A. L, & Mueller, J.A., 2004, p. 70)

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Participant Demographics n= 12 participants n 1 = 6 new professionals n 2 = 6 supervisors [P]eople need to learn about the value of difference. Difference is ok and people who are different should be taught to embrace it and thats ok. People who are part of the majority, that is also an identity.

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Participant Demographics

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Supervisor Demographics

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Definition of Social Justice Definition from Literature Participant Definitions Commonalities Such multidimensional definitions and conceptualizations of multiculturalism more accurately reflect the complexity of diversity and demand that we transform our assumptions about race, multiculturalism, and differences. Reynolds & Mueller (2004) Such multidimensional definitions and conceptualizations of multiculturalism more accurately reflect the complexity of diversity and demand that we transform our assumptions about race, multiculturalism, and differences. Reynolds & Mueller (2004)

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Mission Statements--divisional [T]hey arent in tune with best practices. So for that, I think it isnt a big focus to give a frame of reference or set of values that we all strive to follow. Regardless what fancy words are used in a mission, one of the ways it could be interpreted is exactly what I dotrying to create ethical leaders in our diverse society Challenging them to not be ashamed of who they are and what theyre dealing with.

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Mission Statements--departmental [O]ur broad mission statement may not do the best job of telling our story, but we all know why we are here and do so.

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Social Justice in Departmental Mission Mission is intentional and inclusive Mission supporting divisional/institutional mission Revising Your Mission Living Your Mission We talk a lot about being inclusive, creating programs, organizing staff, we are constantly doing our best to not leave people behind, even though we arent perfect we arent afraid to put a mirror up to ourselves. I am advocating for this to be included into the statement to align with the divisional mission and my personal beliefs. The previous version did not have anything about social justice. I do not know at this point if the new one will include this. We are doing 5 and 10 year strategic plans. It will depend how the institution determines its priorities.

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Investment in Social Justice by Top Institutional Leadership I feel the social justice decisions made are because they are the standard. It is what you should do to move a university forward instead of making decisions because it is the right or important thing. [The President] is living it out by supporting our students to respond to injustice in all that they do. I see it in our professional development opportunities, how we receive funding, how our funding is prioritizedand every time we convene we are constantly being pushed to improve on issues of social justice. I think that maybe one Dean, who happens to be a man of color, seems pretty interested in it.

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Investment in Social Justice by Top Institutional Leadership I think they are invested in diversity. I think they are interested in making students feel good around issues of diversity that are comfortable to them. Our president talks about diversity in public forums; however, he doesnt see the larger picture of how to diversify the community around us. No. There are other priorities. When I think of our Chancellor, and when Ive heard her speak, I get very excited because she includes diversity and inclusivity among her top strategic priorities.

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Top Leadership & Campus Climate Creating a plan for addressing campus climate and large scale incidents When things go wrong [An incident] impacted the institution as weve now been stereotyped as an institution that is and supports racism and is not inclusive...Right now we are in a lot of heat for not being there, although I dont think a lot of institutions will ever be there. Something that sticks out is that I havent seen much face time from [the President] about what happened with [a recent negative incident]I didnt see much from the institution regarding the behavior and impact. I can think of many examples where we are not making changes and recognizing them. I dont know if it is philosophical differences, blind spots, or commitments to work on certain topics.

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Demonstrating social justice through supervision Intentionality Take responsibility Role Modeling

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Policy Review Impact of policy Equity through athletic compliance policies [W]e have 3 different room rates and there is a significant cost difference. We have many students that cant afford the most expensive apartments. Early this year I proposed to try and flatten the rates from the context of SES diversity to enable students to live in apartments as seniors (with senior experience). A flatter model would allow more people the opportunity. I can think of many examples where we are not making changes and recognizing them. I dont know if it is philosophical differences, blind spots, or commitments to work on certain topics.

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Recruitment & Retention Implications of staffing structures Impact of culture and climate Values aligned hiring I am one of probably five people of color in the division with 70+ staff. So, I think something worth noting is that I have always felt comfortable and supported. It is hard because I realize that a lot of my white peers dont pay attention or refuse to acknowledge there privilege. It makes it tougherbecause I feel on an island with no support. T]his campus is incredibly diverse I picked an institution that would challenge me in that way so that is how I strive to educate myself.

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Social Justice Training Received by Supervisors There was no job training beyond basic software usage. It was all specific job responsibilities with nothing on social justice or other soft topics.

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Social Justice Training Received by New Professionals [Social Justice Training?] Thats a great question. I dont think I have.

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Social Justice Training/Development from Grad School & Assistantships (New Pros) I learned a hell of a lot more as a professional than I did in graduate schoolI think that in graduate school your preparation is heavily based on the multicultural competence of the facultyif they are not multiculturally competent then it will reflect in the curriculum. After working there I really have become a stronger advocate for students..helping to advocate..in regards to policy creation amongst other things. It wasnt just about learning it [social justice] was about living it and they were intentionalthat fueled my fire about how we could incorporate it with students.

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Social Justice Training from Graduate School, and Prior Employment (Supervisors) Social Justice as a term didnt exist when I was in grad school. I had some pluralist diversity training which has some of the same principles but it is clearly not the same thing. It was diversity 101: recognizing my identity instead of looking through other lens. Anytime being an advisor or a mentor has made an impact for me because it is personal as I feel that sense of responsibility to that person versus a book, article, or conference. Any of the relationships Ive had have been impactful without a doubt.

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Expectations & Training Demonstrating Priority Creating language Intentional Training Models All levels On going Inclusive We often go in one of two places and we either go really, really broad and nobody knows enough. Or we go far too specific so we've privileged that one topic. So I think that part of it might be looking at social justice broadly, lets examine identities and then see what we need to explore. The division of student affairs does a great job in engaging professionals. We have an initiative from our Chancellor and she is a person who recently was attacked on an identity level[.] She has also identified diversity and social justice among her strategic priorities for this campus.

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Scholarly Activities Area for growth How to incentive Office Culture Personal Responsibility I have attended AFA and will be going to NASPA this year for professional development but I havent done anything specifically focused on social justice. I take initiative to ask questions and attend conferences and engage in those conversationsI dont assume I know everything about topics and take the initiative to engage.

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Departmental/Divisional Programs & Services Assess needs Formal Programs and Opportunities Informal Opportunities This year we have more folks of color that have had the courage to share more outwardly about their experiences. We have had more voices coming forward about needs. I was tapped to see how we could create a space. We came up with Learning Circles and I ran with it. My caution is doing more harm than good. When do I wait for the community to be ready versus when do I push the community forward when I know there will be negative consequences and where do I put people who are in the situations in harm because of my policies and practices.

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Physical Environment Intentionality Creating and defining affirming space Students Staff Personal space vs. affirming space [It is] a welcoming space with comfortable furniture, but its not a dedicate affirming environment. I make sure my behaviors and language reflect that I dont make assumptions about identities. I have a sign outside my door that has a list of topics Im willing to talk about. There are like 30 different things: relationships, sex, gender identity, sexuality, academics Students often look at it and then come in. That sign lets them know that Im open to talking about whatever they want to talk about.

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Assessment [Professionals] need to learn about themselves before trying to do the work. They dont know what to do with their own identities. That is the key to unlocking their potentialfinding out how they show up. For those that are passionate and interested in this work need to be able to own, name, and speak about their own identities. Self Department Division Institution External

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Areas to Learn About I dont think it could hurt but I dont know that it is integral. I think a general knowledge is what new professionals need. They can develop their competencies if they want to but I dont see it as integral.

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Action Planning Utilize MCOD handout What will you do? Although I think that we are all majority always looking to make this a better, safer, and more inclusive environment, what it looks like can be difficult. I think its very difficult to work for change in a critical way while still defending everything that there isTo say that there is an issue or work to be done, doesnt it mean that work hasnt been done, which I think can cause kind of a road block.

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Questions or Feedback Brian R. Lackman (@BrianRLackman) Area Coordinator, Davidson College brlackman@davidson.edu Amanda Mollet (@AmandaMollet) Assistant Director of Residence Life, University of Idaho amanda.mollet@gmail.com

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