1 / 14

Collaborative Leadership for Diversity: Peer Learning 2004-2005

Collaborative Leadership for Diversity: Peer Learning 2004-2005. Collaborative Leadership for Diversity. Developed in Consultation with Dr. Nanette Reynolds and Dr. Cami Zawacki a. Leadership Development b. Employment Processes c. Student Success. Leadership Development Initiative #1.

charlottebarnes
Download Presentation

Collaborative Leadership for Diversity: Peer Learning 2004-2005

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Collaborative Leadership for Diversity: Peer Learning 2004-2005

  2. Collaborative Leadership for Diversity Developed in Consultation with Dr. Nanette Reynolds and Dr. Cami Zawacki a. Leadership Development b. Employment Processes c. Student Success

  3. Leadership DevelopmentInitiative #1 Strategy: Prevention of Discrimination and Harassment Champions: LCC Executive Leadership Description: • Peer dialog sessions on EO, diversity, multiculturalism • Discussions regarding mediation training, conflict resolution and outreach

  4. Expected Outcomes • Consensus definitions established • Leaders learning from each other • Leaders increasing awareness • Leaders are more responsible for “the work” • Leaders improving ability to discuss diversity issues • Establish collaborative problem solving model

  5. Leadership Development Initiative #2 Strategy: Careers for Nontraditional Students: Recruitment and Retention Champions: Academic and Student Services Leaders Description: • Review data to guide program planning • Form cross disciplinary teams to jointly recruit and improve retention of non-traditional students

  6. Expected Outcomes • Increase in the number of nontraditional students attending LCC • Increase in success and retention of nontraditional students

  7. Employment Processes Initiative #1 Strategy: Support for Search Teams Champions: HR Leaders Volunteer Employment Coaches Description: Reformulate current employment process to balance legal compliance and flexibility. Provide recruitment role clarification between HR and hiring authority.

  8. Expected Outcomes • Ownership by leaders for more effective hiring processes • Expanded HR services to search teams • Clarified and articulated legal responsibilities • Prepared script for use in all search team orientations

  9. Employment Processes Initiative #2 Strategy: Diversify Applicant Pools Champions: Hiring Decision Makers Description: • Identify sources of diverse candidates • Contact potential candidates, helping them to understand the College, its mission and the open position

  10. Hiring Process Pilot Projects • Use a consultant familiar with the discipline or program area to enhance recruiting. • Use the newly-hired Human Resources Employment Manager to enhance recruiting. • Use department members where the position is housed to enhance recruiting.

  11. Expected Outcomes • Increase in number and quality of minority applicants • New local, state and national networks identified for future recruitment • Identification of “best practices” at LCC to be shared amongst Divisions

  12. Student SuccessInitiative #1 Strategy: Serving our Diverse Students through a Student Success Center formed through a merging of several existing centers Champion: The Student and Academic Support Division

  13. Student SuccessInitiative #1 Description: • Identify strengths in serving diverse populations • Form a team from units to be merged, provide a neutral facilitator and appoint a team leader • Implement an input process • Develop training modules for cultural competency

  14. Expected Outcomes • Engaged leaders • Optimal use of shared resources • Student services personnel able to remove barriers for students • Training needs determined • Responsibility for serving diverse students infused through all college offices • Services are regularly assessed

More Related