Academic Administrators’ Beliefs About Diversity

As our nation and society becomes more racially and ethnically diverse, college campuses are experiencing a dynamic shift in the student demographic on campus as well. Purposes of the study were to: (a) analyze the beliefs of kinesiology academic unit leaders (i.e., chairs, directors, heads) regarding faculty and student diversity within their programs and departments and (b) inquire about strategic goals for faculty and student diversification within their programs and departments. The participants were 68 administrators (43 men, 25 women) and all current members of the American Kinesiology Association (AKA) as of 2015. Thematic content data analysis of the open-ended probes exposed the recurrent themes: (a) advocacy, motives, and actions; (b) diversity identified, but rarely defined; and (c) history, status, and outlook. Implications of the findings are that issues associated with diversity in kinesiology programs and departments should be addressed with vigor and progressive actions.     

Diversity in Sport? Utilizing the Business Literature to Devise a Comprehensive Framework of Diversity Initiatives

Diversity in sport, especially in relation to those who hold positions of power in interscholastic, intercollegiate, and professional sport, seems to be some what of an oxymoron. There is ample evidence that those who are not similar to the status quo that has long dominated such sport settings (i.e., white, heterosexual, male) are far less represented within positions of power in sport than they are in the population at large (Acosta & Carpenter, 1996; Washington. 1998). Furthermore, some suggest that the maintenance of the status quo goes beyond demographics and that homologous reproduction exists in attitudes. values, and leadership priorities among those in leadership positions in sport (Boutlier & San Giovanni, 1994). Because diversity and valuing diversity have received a greal deal of attention in the corporate world, this paper utilizes the business literature in an attempt to obtain a fresh perspective regarding the lack of diversity in one of the most criticized areas of sport, Division IA intercollegiate athletic organizations. A review of the literature resulted in a framework comprised of three dimensions: 1) noncompliance/compliance. 2) reactive diversity management; and 3) proactive diversity management. The framework is presented and described and its application to kinesiology, physical education. and sport is provided.     

Is Diversity Necessary for Educational Justice?

In this article William New and Michael Merry challenge the notion that diversity serves as a good proxy for educational justice. First, they maintain that the story about how diversity might be accomplished and what it might do for students and society is internally inconsistent. Second, they argue that a disproportionate share of the benefits that might result from greater diversity often accrues to those already advantaged. Finally, they propose that many of the most promising and pragmatic remedies for educational injustice are often rejected by liberal proponents of “diversity first” in favor of remedies that in most cases are practically impossible, and often problematic on their own terms. New and Merry argue that schools that are by geography and demography not ethnically or socioeconomically diverse still can successfully confront the obstacles that their students face in creating a life they have reason to value.     

Diversity and Performance: A Shotgun Marriage?

Books and articles promoting “diversity” abound. Many of their authors are not clear what they mean by diversity. Many seem to be naive about the amount of conflict “diversity” can engender. And almost all authors assume–without presenting any meaningful evidence–that diversity is somehow good for organizations. This article attempts to define diversity, suggest the conflict that is often associated with it, and then investigate the conditions (if any) under which diversity with its attendant conflict can benefit the organization.     

Diversity and peer selection: Where do they intersect?

Abstract

A common criticism of accountability schemes that are based on comparisons is that they fail to address legitimate and practical questions about how differentiation among institutions can be measured and promoted, and about how distinctive institutional mandates and roles ‐ some of them determined by government mandate ‐ can be recognised and appropriately funded within single systems of higher education. Responding to these queries and suggestions requires some yardstick by which to express and measure similarities and dis‐similarities among institutions. At the same time individual institutions, for a variety of reasons ranging from accountability to the allocation of scarce resources, attempt to compare or ‘benchmark’ themselves against other institutions. Both activities involve measurement, classification, and the selection of peers. Although customarily addressed apart from one another, diversity and peer selection can be conceptually closely linked within single scales of similarity and dis‐similarity. Existing paradigms that explain diversity might be too simple for reliable peer selection and comparison, and might fail to account for all expressions of diversity.     

A Christian Value? Faculty Diversity at Southern Evangelical Campuses

This case study research project examined efforts at three member institutions of the Council for Christian Colleges & Universities (CCCU), all located in the southern United States, to increase faculty diversity. The study also explored how these efforts related to institutional mission and what aspects within the history of evangelicalism were perceived to promote or hinder the hiring of diverse faculty at these institutions. The study participants consisted of eleven faculty members, seven administrators, and two students from the three case study universities, and one administrator from the main office of the CCCU. Data were analyzed from a combination of personal interviews, observations, field notes, documents, and textual analysis, resulting in the identification of themes related to faculty diversity. Although these institutions had made great strides in diversity efforts, the study findings revealed that more intentional and systematic processes need to be established in order to increase faculty diversity. Given that faculty diversity efforts can be enhanced by implementing better recruitment and retention strategies, the discussion section highlights initiatives that have been effective at these universities, including the active pursuit of faculty of color and the purposeful management of mentorship programs.     

When Race and Class Both Matter: The Relationship between Socioeconomic Diversity, Racial Diversity, and Student Reports of Cross–Class Interaction

This paper delves into a facet of socioeconomic diversity relatively unaddressed in the literature: student reports of cross–class interaction (“reported CCI”). Previous research has found that student interaction across social class is a significant predictor of cross–racial interaction, but it is unknown whether the actual socioeconomic heterogeneity of a student body is significantly related to reported CCI. We use hierarchical linear modeling to identify predictors of reported CCI in the 2003 Freshman/2007 College Student Survey from the UCLA Higher Education Research Institute. In the final model, students who attended more socioeconomically diverse institutions and more racially diverse institutions reported higher levels of CCI. Findings suggest that reported CCI is linked to the actual socioeconomic heterogeneity of a student body. Measures of racial diversity (percent of students of color and diversity engagement), both at the institutional and student level, also predicted reported CCI. Thus, reported CCI is likely influenced by the racial diversity of a student body and other aspects of the campus racial climate, in addition to socioeconomic diversity. Implications for campus climate, diversity, and equity research are discussed.     

From Tradition to Diversity： Educational Transition of American Higher Education

The United States is extremely diverse include whites, blacks, Native Americans, Alaskans, in the racial and ethnic backgrounds of its citizens, which Asians, Pacific Islanders, and Hispanics. Such a diverse combination of different racial populations makes the characteristics of accessibility and diversity in American higher education important. The necessity of educating such a vast and diverse population in a climate of competing social demands on limited public resources presents the United States with serious challenges. This paper discusses and analyzes educational transition, innovation and future development in American Higher Education.     

Can Technology Offer a Means of Mentoring Pre-service Teachers about Diversity?

This article discusses a project which has the goal of raising the awareness of pre-service teachers about the needs and potentials of low-income minority students through using technology to develop a comentoring community composed of teacher educators, teachers, pre-service students and elementary students. Using the interactive capabilities of video conferencing over the Internet, pre-service teachers engage in a 'virtual' field experience with a bilingual grade three classroom in a distant inner-city school. Pre-service teachers involved in the programme have the opportunity to be involved with students they would not experience in the local area, to be mentored by a teacher with knowledge of diversity, and to use technology in meaningful, productive ways. Benefits for participants—faculty, pre-service teachers, teachers in the school, and students in host classrooms—implications for pre-service teachers' understanding of diversity and limitations of the technology are discussed. 1     

Diversity and multiculturalism in Japan: what is called into question?

This study explores the different ways in which the notion of multiculturalism in Japan has been influenced by various social and historical trajectories. Since the Japanese government started to promote “internationalization” in the 1980’s, slogans such as “international exchange,” “cultural exchange,” and “understanding of other cultures” have become the most popular expressions among policy makers and educators. This article demonstrates that the notion of Japanese multiculturalism is intricately and deeply embedded in the society, culture, and education system of Japan. It also points out that this particularly Japanese style of multiculturalism excludes some immigrants who have lived in Japan for generations, and that this exclusion is not the result of ideological products, but rather the effect of multiple power relations.     

Missing Voices: African American School Psychologists’ Perspectives on Increasing Professional Diversity

Since the mid 1960s, there has been a noticeable decrease in the percentage of African American educators. Although a sizeable literature is dedicated to understanding how to recruit African American teachers, fewer studies focus on recruiting and retaining African American school psychologists. Therefore, this exploratory qualitative study investigated factors important to African American school psychologists when they were selecting a school psychology graduate program to attend and their perspectives on strategies that might facilitate an increase in their numbers. Four major themes of Location, Raise Awareness, Recruit, and Support emerged. Based on the results, a three-prong approach for recruiting African Americans into school psychology graduate education is presented.     

When and How Do Students Benefit From Ethnic Diversity in Middle School?

The effects of school‐based ethnic diversity on student well‐being and race‐related views were examined during the first year in middle school. To capture the dynamic nature of ethnic exposure, diversity was assessed both at the school‐level (n = 26) and based on academic course enrollments of African American, Asian, Latino, and White students (n = 4,302; M = 11.33 years). Across all four pan‐ethnic groups, school‐level ethnic diversity was associated with lower sense of vulnerability (i.e., feeling safer, less victimized, and less lonely) as well as perceptions of teachers’ fair and equal treatment of ethnic groups and lower out‐group distance. Underscoring the role of individual experiences, exposure to diversity in academic classes moderated the association between school‐level diversity and the two aforementioned race‐related views.     

“Really Just Lip Service”: Talking About Diversity in Suburban Schools

Suburban school districts are in the midst of rapid racial/ethnic and socioeconomic diversification, although the teaching force remains much more homogenous. This article examines how educators in increasingly more diverse suburban schools conceptualize diversity. Qualitative data comes from interviews of 40 teachers, 23 principals and assistant principals, and 16 other school staff in six suburban school districts across the country. Using critical discourse analysis (van Dijk, 1993), I identify three primary discourses: an aspirational commitment to preparing students for a diverse society; color-muteness and insistence on individuality; and a deficit perspective on students from diverse racial/ethnic, linguistic, and socioeconomic backgrounds. In particular, educators perceived cultural deficits in students’ families and communities (Valencia, 2010). Finally, a small number of participants recognized structural forces that impeded the achievement of students of color. The discussion analyzes how such discourses threaten to reproduce educational inequality as suburban districts continue to diversify and concludes with recommendations for districts and schools.     

Does the MBA Experience Support Diversity? Demographic Effects on Program Satisfaction*

Using data provided by graduates from 128 MBA programs, we examined the extent to which age, gender, and ethnicity predicted student perceptions of the MBA experience. We found that women and minorities were more likely to see program costs and the availability of financial support as significant factors in their program enrollment decisions than were Caucasian males. The most consistent predictor of students’ perceptions of their educational experience was whether the MBA program was full time or part time, with full‐time programs generally perceived more favorably. Our findings suggest that because diversity measures of age, gender, and ethnicity were not consistent predictors across the different perception areas, at minimum, MBA programs presently do not consistently inhibit diversity. However, given the increasing percentage of women and minorities that comprise the undergraduate population, maintaining the present path in program accessibility may create enrollment problems for MBA programs perhaps in the very near future. Therefore, we conclude with a discussion of the changing demographics in higher education and their potential implications for MBA programs and suggestions for how MBA programs might respond.     

The Translation Diversity of Qiu Si—in the Perspective of Fuzzy Linguistic

Fuzziness is universal in all human language in the world.It provides the literature works with inexhaustible beauty and charm.Chinese classical poetry is characterized by its suggestive,subtlety and implicitness.Therefore the author tries to study the fuzziness of Ma Zhiyuan’s Qiu Si and its translation from the perspective of fuzzy linguistics.     

Teaching Through Collaboration: Flexibility and Diversity in Caregiver–Child Interaction Across Cultures

Teaching supports the high-fidelity transmission of knowledge and skills. This study examined similarities and differences in caregiver teaching practices in the United States and Vanuatu (N = 125 caregiver and 3- to 8-year-old child pairs) during a collaborative problem-solving task. Caregivers used diverse verbal and nonverbal teaching practices and adjusted their behaviors in response to task difficulty and child age in both populations. U.S. caregivers used practices consistent with a direct active teaching style typical of formal education, including guiding children’s participation, frequent praise, and facilitation. In contrast, Ni-Vanuatu caregivers used practices associated with informal education and divided tasks with children based on difficulty. The implications of these findings for claims about the universality and diversity of caregiver teaching are discussed.