Rationale for Chief Diversity Officers
As corporations contend with the changes of globalization, they have long sensed a need for Chief Diversity Officers. Businesses are ahead of higher education by incorporating diversity, making it an inclusive function of the organizational structure (Gose, 2006). In the past decade, colleges have followed suit out of obligation or modernization. The 2003 Supreme Court ruling regarding affirmative action, admission practices at the University of Michigan necessitated the increase for Chief Diversity Officers in higher education (Gose, 2006). The interpretation and need for a CDO is contingent upon the culture of individual intuitions, and in the case of Central Regional University, the accreditation board …show more content…
In that regard, campuses are compelled to build an open and accepting environment with someone at the helm navigating the numerous functions that captures the various matters of diversity (Figueroa, 2012). Universities are seeking qualified Chief Diversity Officers who are suitable for the precise culture and diversity essential to their campuses (Williams & Wade-Golden, 2007). Organizations recognize the significance of the position of the Chief Diversity Officer, as it aligns with the president and provost. The authors emphasize how the CDO hybrid labels, which encapsulates titles like provost, president, and chancellor among other names, have reached a new level in higher education (Williams & Wade-Golden, 2007). The goal is to present more authority in the decision-making process to influence the changes needed on college …show more content…
There is no structural diversity plan outlined, by WASC standards, at CRU. In contrast, the University of Maryland (2010) developed a document that outlined a comprehensive guide for meeting diversity and inclusion objectives, which provide distinguished leadership while giving forethought to future scholars. Although the last president made certain strides to incorporate important elements into the system at CRU, his sudden departure after only two years left a significant void in the area of diversity at the university. He was the first Hispanic President, which facilitated the increase in the Hispanic student population to be more reflective of the community; he had minimal influence concerning faculty and staff
As corporations contend with the changes of globalization, they have long sensed a need for Chief Diversity Officers. Businesses are ahead of higher education by incorporating diversity, making it an inclusive function of the organizational structure (Gose, 2006). In the past decade, colleges have followed suit out of obligation or modernization. The 2003 Supreme Court ruling regarding affirmative action, admission practices at the University of Michigan necessitated the increase for Chief Diversity Officers in higher education (Gose, 2006). The interpretation and need for a CDO is contingent upon the culture of individual intuitions, and in the case of Central Regional University, the accreditation board …show more content…
In that regard, campuses are compelled to build an open and accepting environment with someone at the helm navigating the numerous functions that captures the various matters of diversity (Figueroa, 2012). Universities are seeking qualified Chief Diversity Officers who are suitable for the precise culture and diversity essential to their campuses (Williams & Wade-Golden, 2007). Organizations recognize the significance of the position of the Chief Diversity Officer, as it aligns with the president and provost. The authors emphasize how the CDO hybrid labels, which encapsulates titles like provost, president, and chancellor among other names, have reached a new level in higher education (Williams & Wade-Golden, 2007). The goal is to present more authority in the decision-making process to influence the changes needed on college …show more content…
There is no structural diversity plan outlined, by WASC standards, at CRU. In contrast, the University of Maryland (2010) developed a document that outlined a comprehensive guide for meeting diversity and inclusion objectives, which provide distinguished leadership while giving forethought to future scholars. Although the last president made certain strides to incorporate important elements into the system at CRU, his sudden departure after only two years left a significant void in the area of diversity at the university. He was the first Hispanic President, which facilitated the increase in the Hispanic student population to be more reflective of the community; he had minimal influence concerning faculty and staff