These frameworks are meant to be a helpful guide in our understanding of diversity, 股本, 包容, 和归属感, by providing context through which these inclusive systems can thrive and be fully present in the community and the individuals existing within the institution. We encourage you to view them and and add them to your library of resources about DEIB topics.
框架
多样性的四个层次 model created by Gardenswartz and 罗 has influenced and broadened the conversation about diversity. It sets the tone for 包容 by reflecting each person’s reality in the organization.
* Gardenswartz & 罗，工作中的多元化团队(第二版，SHRM, 2003)
*内部的尺寸 and 外形尺寸 are adapted from Marilyn Loden and Judy Rosener, 美国的劳动力! (Business One Irwin, 1991)
琼斯,维. (n.d.). 为什么Gardenswartz & 罗? 为什么Gardenswartz & 罗. 检索自2022年7月11日 http://www.gardenswartzrowe.com/why-g-r
个性 是最里面的圆吗. Each circle from the middle to the outermost layer represent dimensions of diversity in the following order: 内部的尺寸, 外形尺寸, 组织维度
内部的尺寸 include: 年龄, Gender, 性取向, Physical Ability, Ethnicity, Race
外形尺寸 包括:地理位置, 收入, 个人习惯, 休闲习惯, 宗教, 教育背景, 工作经验, 外观, 父母的地位, 婚姻状况
组织维度 包括:功能等级/分类, 工作内容, 部门单位/部门/组, 资历, 工作地点, 联盟关系, 管理现状
麻省理工学院人力资源部.d.). 多样性的四个层次 [PDF from PowerPoint Presentation]. 麻省理工学院人力资源部， http://hr.mit.edu/diversity-equity-inclusion/resources
*Adapted from Marilyn Loden and Julie Rosener, “美国的劳动力!(Business One Irwin, 1991)
自我 is in the innermost circle, representing individual dimensions of diversity. Each circle from the middle to the outermost layer represent dimensions of diversity in the following order: 内部的尺寸, 外形尺寸, 组织维度
内部的尺寸 包括:种族, 年龄, 性别认同, 性取向, 能力/ Able-bodiedness, 民族/种族, 及移民身份
外形尺寸 包括:地理位置, 社会经济类, 个人习惯, 爱好/业余活动, 宗教/信仰, 教育, 经验, 外观/尺寸, 父母的地位, 婚姻状况
组织维度 包括:功能等级/分类, 工作内容/字段, 资历, 部门/部门/单位/组, 工作地点, 联盟关系, 管理现状
多样性的其他方面包括:
- 通信方式:内部处理器(i.e.三思而后言?)，外部处理器(i.e.边说边想?),代码转换
- 个性 “Tests”: MBTI, StrengthsFinder, Enneagram, DISC
- Conflict-handling Mode: Competing, Collaborating, Compromising, Avoiding, Accommodating
多样性框架, that lends itself to indicators that can facilitate the monitoring of institutional effectiveness with respect to diversity.
来源:S麻省理工学院h, D. G. (2020). Diversity's promise for higher education: Making it work. 约翰霍普金斯大学出版社.
“使命”是中间的圆心圆, and to the left is “全球 Context” and to the right is “Local Context”
从“使命,” on the left side above “全球 Context” is “Climate and Intergroup Relations.下面是“访问和成功”
从“使命,” on the right side above “Local Context” is “教育 and Scholarship.以下是“机构的生存能力和活力”
来源:Wilson Pickett, C.奥尔蒂斯，E.F.爱达荷州埃德吉尔-瓦尔登.费尔顿，J.A.加西亚，D。.H.古登，A.郊游，郊游，D.A.张，K.A.诺兰·杨，P.史蒂文森，T。.N.德克斯特.R., & 冬天,T. (2021). A framework for advancing anti-racism strategy on campus. National Association of Diversity Officers in Higher 教育. 查看源文件PDF
NADOHE的反种族主义框架 addresses ten (10) priority areas where anti-racism strategies would significantly improve conditions for Black, 土著, 以及有色人种(BIPOC)学生, 教师, and 工作人员 and that are applicable for a variety of college and university types. It should be noted that there is no prescribed order in which these priority areas should be addressed. It is important to take inventory of your community to determine initial focus and development of a plan to prioritize the needs of your organization.
- Institutional Structure - PURPOSE To create equitable systems by identifying and eliminating structural barriers within the higher education organization that prevent access to education.
- 政策 and Procedures - PURPOSE To replace structural and systemic policies and practices that impede the success of BIPOC and historically marginalized groups with anti-racism policies and practices
- Resource Allocation - PURPOSE To require the institution to audit its allocation of resources with an 股本 lens to fund diversity 股本, and 包容 (DEI) efforts appropriately and ensure that the overall spend is in alignment with anti-racism practices.
- Academic Equity and Student Success - PURPOSE To create equitable systems that promote academic 股本 and student success for BIPOC students inside and outside of the classroom in any higher education organization.
- Curriculum and Pedagogy - PURPOSE To ensure curriculum and pedagogy are used to design the classroom experience for academic 股本
- 招聘, 保留, and Promotion - PURPOSE To implement safeguards within institutions of higher education that promote equitable processes and to eliminate racist practices in hiring, 保留, 以及晋升决策.
- Institutional Programming - PURPOSE To provide essential knowledge and the necessary tools to act towards repairing historical wrongdoings along with restoring autonomy based on pride, 领土权, 民族自决, 和自卫.
- 教育/Training/Employee Development - PURPOSE To provide anti-racism training and professional development opportunities to the students, 教师, 工作人员, 以及更广泛的社区.
- Campus Climate/Culture - PURPOSE To gauge the institution’s racialized temperature to illuminate and address inequitable conditions (policies and practices relating to both institutional and interpersonal interactions) that affect the well-being of all members of the campus community, 包括BIPOC学生, 工作人员, 和老师.
- 电子游戏软件s and Access - PURPOSE To use anti-racism strategies to increase admission and access of BIPOC students to institutions of higher education.