A snapshot of multicultural training in school psychology

With the rapidly increasing racial and ethnic diversity of the school-aged population, school psychologists must be properly trained to engage in culturally competent practice; however, little is known about how school psychology programs prepare their trainees to serve diverse populations. The purpose of this study was to update Rogers et al.'s study on multicultural training by examining the extent to which school psychology programs use multicultural training recommendations noted in the literature. Thirty-eight school psychology program coordinators completed the Multicultural Environmental Inventory-Revised (MEI) to assess their perceptions of their program's multicultural environment. Participants were also asked about their training in multicultural and diversity issues and how their program conducts multicultural training. Findings suggest that programs most frequently used the integration and separate course models for multicultural training along with clinical experiences serving diverse students. In addition, multicultural coursework was associated with higher scores on the MEI Curriculum and MEI Research subscales. With regard to program environment, the percentage of racial and ethnic minoritized (REM) students was positively correlated to the percentage of REM faculty and the number of required multicultural courses. However, programs lacked specific strategies to recruit and retain diverse students. Findings and implications for training programs are discussed.     

A Place Where People Care: A Case Study of Recruitment and Retention of Minority-Group Teachers Special Issue: Partnering for Equity

The need to increase the racial/ethnic diversity of the U.S. teaching force has been reported widely. This article documents the programs and practices implemented at one university to recruit and retain minority students in the teacher preparation program through the Teacher Education Advocacy Center (TEAC). The goals of the Center are to enhance the quality of the teacher education program, particularly by supporting the recruitment and preparation of students from minority groups (e.g., linguistic, cultural, racial and/or ethnic) into teaching. The practices and programs of the TEAC model meet the criteria of the four “Cs” of recruitment: concern for the various aspects of the issue and readiness to tackle them; commitment by the highest leadership to the recruitment program; collaboration among all those concerned about the problem; and creativity in program development (American Association of Colleges for Teacher Education, 1987).     

“I'm really quiet”: A case study of an Asian,language minority preservice teacher's experiences

Despite attempts to recruit and retain diverse individuals in teaching, current research is largely silent about personal experiences of ethnic and language minority preservice teachers. This case study describes Vivian, an Asian, language minority, and her experiences during two years of preservice preparation. Multiple data sources were collected, including informant, faculty, peer, and family interviews, participant observation field notes, student work, video tapes, course syllabi, and program documents. Constant comparative analysis revealed that Vivian faced many difficulties: conflicts among past and present experiences, language and communication problems, home/school tensions, financial concerns, social isolation, stereotyping and prejudice. Implications and recommendations for classroom instruction, policy, and future research in preservice education are discussed.     

Testing the Engagement Theory of Program Quality in CACREP‐Accredited Counselor Education Programs

This study examined the engagement theory of program quality ( Haworth & Conrad, 1997 ), which highlights positive student learning outcomes that result from stakeholder involvement in program evaluation within master's‐level graduate programs. A total of 481 master's‐level counseling students and 63 faculty members, representing 68 Council for Accreditation of Counseling and Related Educational Programs (CACREP)–accredited counselor education programs, participated in the study. Findings reveal that engagement theory is a potentially useful quality assessment resource for CACREP‐accredited programs in their efforts at enhancing and sustaining program quality.     

International minority ethnic academics at predominantly white institutions

Using critical race theory, this article examines the racial positioning of British international minority ethnic (IME) academics in predominantly White institutions (PWIs). Empirical data, in the form of 28 in-depth interviews with IME academics, is used to analyze the complex raced and gendered positionalities of IME academics in institutions of higher education in the United States. We argue that the institutional contexts of predominantly White universities continue to re-affirm White privilege in ways that reflect the struggles in higher education to diversify faculty at PWIs. As scholars call for more diversity across higher education campuses, we suggest that it is important to understand the interconnections between policy and practice surrounding attempts to recruit and retain IME academics.     

The Hispanic Experience in Physical Education Teacher Education Programs: A Qualitative Study

The purpose of this study was to describe the experiences of Hispanic faculty involved in physical education teacher education programs at predominantly White colleges and universities in the United States. The study was positioned in the theoretical framework of organizational socialization. Participants were Hispanic (n = 6) faculty from various kinesiology-based programs in tenure-track positions at institutions of higher education in the United States. Data were collected via semi-structured interviews and transcribed, triangulated, and analyzed with constant comparative procedures. We uncovered the following themes: (a) underrepresented, (b) socialized, and (c) cultured and determined. The study’s findings magnify the need for faculty and administrators to heighten their awareness and implement strategies to improve the organizational socialization of Hispanic faculty, particularly at predominantly White doctoral-granting colleges and universities. This means, for instance, identifying strategies to recruit, prepare, retain, and mentor Hispanic faculty at such institutions.     

Counseling Faculty Members' Involvement in Schools and School Reform: A National Survey

Counselor education faculty from programs in school counseling accredited by the Council for Accreditation of Counseling and Related Education Programs (CACREP) in school were surveyed and found to have substantial involvement in activities relevant to K-12 education.     

Ethnic Minority Representation in Counselor Education

Chairpersons of the counselor education programs listed in Counselor Preparation, 1980 were surveyed to determine ethnic minority representation among students and faculty. Compared to population statistics, Asian Americans were found to be underrepresented as faculty and Blacks and Hispanics were found to be underrepresented as both students and faculty. Compared to nonminorities in counselor education, minorities (particularly Blacks and Hispanics) are more likely to be enrolled in part-time and master's degree programs and less likely to be enrolled in full-time and doctoral degree programs. Minority faculty are more likely to hold nonacademic, nontenured, and part-time appointments than are nonminority faculty. For the most part, minority faculty are distributed regionally in the same proportion as are minority students. The difficulty in achieving parity on counselor education faculties in a period of no growth is discussed.     

CACREP-Accredited Programs: Survey Results

The faculty members of counselor education programs often seek data regarding accreditation. This survey was completed in 1984 in an effort to provide information on the effects of meeting CACREP accreditation standards.     

Faculty Perceptions of CACREP Accreditation

Faculty members in CACREP-accredited institutions were surveyed for the purposes of (a) determining common program characteristics; (b) determining if and how accreditation had influenced curricula, institutional support, and length and type of supervised experiences; (c) assessing faculty opinion concerning whether accreditation efforts had improved the quality of counselor preparation programs; (d) assessing faculty opinion concerning the effectiveness of the Standards as criteria for evaluating programs; and (e) assessing faculty opinion of the fairness and adequacy of the accreditation review process. The status of programs is summarized, with curricula and length of supervised counseling experiences having been most often influenced by accreditation efforts. Faculties were mixed in their reactions as to whether accreditation had improved the quality of their programs. Those faculties that had initiated change as a result of self-study thought that their programs were improved. Satisfaction with the Standards as criteria and with CACREP as the accreditation decision-making body was substantial.     

CACREP Accreditation Intentions

The authors discuss results of a national survey, conducted by the AACD Committee for Standards Review, of counselor preparation programs regarding their intentions related to CACREP accreditation. Programs were separated into four groups: Group 1—programs that held CACREP accreditation; Group 2—programs with definite intentions of seeking CACREP accreditation; Group 3—programs that were uncertain whether they would pursue CACREP accreditation; and Group 4—programs that did not anticipate seeking CACREP accreditation. Data were analyzed for patterns of response across groups. Size and type of program and reasons central to program decisions concerning accreditation provided focus for the study. Implications of the findings are discussed.     

Counselor Education and Counseling Psychology: Where are the Jobs?

Employment opportunities for persons with doctoral degrees in counselor education and counseling psychology were studied. Over 15 months, 708 positions were identified and analyzed to determine frequency of advertised positions calling for either degree, types of positions, and references to the Council for Accreditation of Counseling and Related Educational Programs (CACREP) or the American Psychological Association. Additional analyses were conducted for counselor education. Results found the counselor education degree to have a clear identity in the marketplace, especially for faculty positions, whereas the degree in counseling psychology was more often 1 of multiple degrees listed for an advertised position. Implications are discussed, including implications for CACREP‐accredited doctoral programs and needs for future research.     

Two Decades of CACREP and What Do We Know?

Since 1981, the Council for Accreditation of Counseling and Related Educational Programs (CACREP) has operated as the primary accreditation body for the counseling profession. In this role it has developed and revised its standards and processes for approval. During this time, many institutions with counselor education programs have applied to, and been reviewed and accredited by CACREP. This article examines some of the literature and research that has been published since the creation of CACREP and suggests future research that may help additional counselor education programs to consider the accreditation process.     

Diversifying Kinesiology: Untapped Potential of Historically Black Colleges and Universities

Increasing the involvement of African Americans in the field of kinesiology has been an ever present issue. While many colleges and universities are making attempts to diversify their undergraduate students, graduate students, and faculty, many are finding this a difficult task due to the lack of minority undergraduate kinesiology majors pursuing advanced degrees. There is a body of evidence that suggests that kinesiology programs should find ways to recruit African American students to undergraduate and graduate programs as a basis for diversifying the field. The three related problems discussed in this article are: (a) how to attract quality African American physical education teacher education students to the field of kinesiology; (b) how to identify African American students with the potential to thrive in graduate level coursework; and (c) how to recruit exceptional African American students to participate in professional organizations, such as the National Association for Kinesiology in Higher Education (NAKHE). Ultimately, I provide suggestions for recruiting African Americans to the field of kinesiology and ideas for involving them professionally in NAKHE.     

Affirmative action strategies and professional schools: case illustrations of examplary programs

Increases of women and minority students at professional schools have been reported but disadvantaged populations still suffer underrepresentation. The literature indicates that effective affirmative action may be realized through early identification programs and pre-professional contact during recruitment; role modeling, and mentoring used from early identification through professional licensure; resocialization techniques for both faculty and students used after matriculation; and academic, social, and psychological support services used during the program that aid retention. A survey of law, medical, dental, and veterinary schools revealed various affirmative action strategies used for the recruitment, admission, and retention of women and minorities. Seven case illustrations of affirmative action programs are detailed. These cases demonstrate that an eclectic grouping of strategies is less effective than a concise, directed program of strategies complementary to the professional school, its faculty, their geographic location, their targeted clientele, and their specific goals for cultural diversity.     

Identifying the required knowledge elements for the effective detection,investigation, and prosecution of high technology crime: The perspective of academe

This is a selective bibliography of 89 references on recruitment of minority students and faculty for graduate and professional schools and programs. Education, social sciences, and law literature were scanned for the years 1981 to 1991. Resources on recruitment in graduate and professional education are included, as well as a few relevant references of somewhat broader scope on diversity in higher education. This bibliography is divided into two parts: Part 1 is on student recruitment, Part 2 on faculty recruitment. Each part is subdivided into three sections—general literature, strategies and programs, and literature pertaining to particular fields of study or professions.     

RECRUITING AND RETAINING AN ETHNICALLY DIVERSE SAMPLE OF OLDER ADULTS IN A LONGITUDINAL INTERVENTION STUDY

This paper describes strategies developed to recruit and retain an ethnically diverse sample in a longitudinal intervention of 246 participants in the SeniorWISE study. The ethnic and socioeconomic differences of these participants necessitated the use of different methods of effectively communicating with this population. Recruitment benefited from the use of focus groups, media attention, and personal appearances in the community. Educational strategies included modification of language and examples. Testing sessions were called interviews, and team members were available to answer questions and to read the instruments to participants, when desired. Participants were sent birthday cards and a monthly newsletter. The study is 90% completed.     

突现民族特色 传承区域文化——畲族音乐融入地方高校音乐教育的思考和实践

丽水学院是浙西南唯一一所地方性本科院校,其植根于有着厚重的区域畲族音乐文化资源这一丰润的沃土,以民族学学科为依托,为传承畲族音乐文化搭建平台,在当今多元文化的世界艺术教育中寻求自身的定位,树立正确的教育意识,构建合理的教学机制,确立行之有效的教学模式,真正求得民族音乐文化与人类音乐文化的"回归"与"统一"。在教学理念、课程设置、教材建设、教学实践、教学科研、师资队伍、音乐创作等方面都为畲族音乐的传承和发展给予了足够的重视。     

Sources of career support for university faculty

A survey of faculty at a research-oriented public university in the midwest identified four major sources of support for faculty. These are off-campus personal supports including spouse or significant other, family, friends, a former professor, and the religious community; colleagues within the academic unit; professional supports outside the unit such as administrators, colleagues on campus with common research interests, and national and international networks; and a minority network including minority faculty in the unit and on campus and other ethnic or cultural groups off campus. The primary source of support for faculty was a spouse or significant other. Differences in types of career supports were examined for women and men and for faculty at different ranks.This research was partially supported by an Affirmative Action Grant awarded by The Ohio State University, 1987–88.