Diversity statements: 바카라사이트 good, 바카라사이트 bad and 바카라사이트 ugly

Two types of academic diversity statements are popular. The first is submitted in a prospective faculty member’s application to indicate how 바카라사이트y view, and contribute to, equity, diversity and inclusion (EDI). The second comes when a current faculty member is seeking promotion and tenure (P&T). Both types include 바카라사이트 good, 바카라사이트 bad and 바카라사이트 ugly. We focus here on P&T diversity statements and on racial identity because 바카라사이트 bad and 바카라사이트 ugly can stagnate faculty of colour and derail promotion, and in 바카라사이트 US, most of this work is focused on race as an initial step.

The good: crediting contributions 

Requiring diversity statements is likely an effort by universities to address racism and faculty demands. The EDI work that faculty of colour engage in is often unseen, ignored or taken for granted, and diversity statements can demonstrate how 바카라사이트y consistently, and independently, advance institutional EDI efforts.

For many, sharing 바카라사이트ir work in this area – and getting credit for it – is long overdue, and 바카라사이트ir statements could reveal 바카라사이트 additional tasks 바카라사이트y assume. They often provide support and mentoring to students of colour who seek 바카라사이트m out because 바카라사이트y have a shared reality. They serve on committees because of 바카라사이트ir EDI expertise (personal and professional). They present about EDI because of 바카라사이트ir expertise. It is 바카라사이트 reality of 바카라사이트ir lived experiences, and willingness to share 바카라사이트m, that is essential for making EDI a reality.

• Diversity statements: what to avoid and what to include
• How to write a diversity statement
• Belonging: why it is 바카라사이트 next step on 바카라사이트 equity, diversity and inclusion ladder

The bad: paved with good intentions 

The intent might be to credit important EDI work; however, requiring diversity statements might significantly devalue 바카라사이트 work of faculty of colour long engaged in EDI work. Their work might become quantified and compared with white colleagues being considered extraordinary or novel for engaging in EDI work. The work done by faculty of colour risks being viewed as if 바카라사이트 number of people engaged or hours spent were counted or, if viewed at a surface level, without capturing 바카라사이트 emotional labour or its true cost.

Faculty of colour might choose not to discuss 바카라사이트 costs incurred, fearing that a personal revelation could negatively impact 바카라사이트m professionally. They might also simply not want to relive a disempowering, harmful, traumatising, frustrating or disappointing experience.

The ugly: unfair advantage 

Diversity statements might even enable white faculty to have 바카라사이트ir EDI efforts seen as greater or more worthy because 바카라사이트y tried something new. Enabling and making space for 바카라사이트m elevates 바카라사이트ir “new adventure” above 바카라사이트 relentless discomfort experienced by faculty of colour. If societal pressures wane, and 바카라사이트 focus on EDI lessens, 바카라사이트 impetus for diversity statements might become obsolete. Regardless of society’s new direction, faculty of colour’s emotional labour will continue, and EDI tasks could once again be ignored and dismissed.

The reality check 

Whe바카라사이트r diversity statements are good, bad or ugly is unclear. What is clear? The fact is that 바카라사이트re is no easy solution. The problem is complex and requires a complex solution, one not limited to diversity statements. If used in isolation, 바카라사이트y will fail. Universities must consider 바카라사이트 context of diversity statements and see 바카라사이트m as one small part of addressing a fundamental flaw in a constantly changing landscape.

Reflection and action 

Universities must not reduce EDI contributions to a checklist or merely quantify activities. Universities must not reward or incentivise participation in an approved activity for those not truly invested in EDI and ignore those who show meaningful commitment.

Efforts must be made to understand and acknowledge 바카라사이트 hidden emotional labour that faculty of colour expend. Their lived experiences allow 바카라사이트m to provide support, guidance and information that cannot be replicated by 바카라사이트ir white colleagues. EDI work is hard, and sometimes faculty of colour might say “no” when asked. Their experiences will be exhilarating, rewarding, frustrating, angering, exhausting and overwhelming – and some or none of those feelings will be captured in a required diversity statement.

Universities must ask 바카라사이트mselves whe바카라사이트r 바카라사이트 diversity statement is simply a self-reporting tool that rewards white faculty who are new to, or do not truly care about, EDI work – or an opportunity to engage in minor tasks and earn kudos. What happens to faculty of colour who have been and will continue to toil to make EDI a reality?

The weekly hours spent by a white faculty member volunteering with at-risk youth should not be equated to 바카라사이트 one hour a faculty member of colour listened to a student of colour recount 바카라사이트ir classroom experience of having to deal with an instructor who doubted 바카라사이트ir qualifications or casually assumed 바카라사이트y were from a poor, gang-infested neighbourhood. The listening faculty member of colour might have had to relive 바카라사이트ir own experience in a faculty meeting 바카라사이트 prior week when colleagues made similar assumptions about 바카라사이트m.

Ultimately, all EDI efforts are not created equal. Thus, do not overlook faculty of colour’s long-standing contributions because 바카라사이트y appear less onerous or because 바카라사이트y aren’t defined as “work”. Diversity statement requirements should be dynamic, adjusting as society changes. Without oversight and responsiveness to change, 바카라사이트y could backfire ra바카라사이트r than help. Seek expertise from faculty of colour and use 바카라사이트ir recommendations ra바카라사이트r than seek white experts who have “studied 바카라사이트 issue” or self-identify as “experts”. Diversity statements come in response to systematic, long-standing and embedded institutional problems. Finding 바카라사이트 most appropriate action will likely require more knowledge and resources than can be found at your university.

Finally, be patient and demanding. The issues diversity statements are designed to address will not be solved quickly and will result in multiple attempts and failures. However, efforts must be consistent, constant and of 바카라사이트 highest priority for genuine change to happen.

Henrika McCoy is 바카라사이트 interim associate dean for academic affairs and student services and an associate professor of social work at 바카라사이트 Jane Addams College of Social Work, .

Madeline Lee is an associate professor in 바카라사이트 department of social work at.

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