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Update on WCE Diversity Initiatives Woodring College of Education Western Washington University

Update on WCE Diversity Initiatives Woodring College of Education Western Washington University. David Carroll and Molly Lawrence February 15, 2011. Out of the R&R Task Force Report, strategic initiatives were designed to make the mission real, which requires more than:

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Update on WCE Diversity Initiatives Woodring College of Education Western Washington University

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  1. Update on WCE Diversity InitiativesWoodring College of EducationWestern Washington University David Carroll and Molly Lawrence February 15, 2011

  2. Out of the R&R Task Force Report, strategic initiatives were designed to make the mission real, which requires more than: good intentions, rhetoric and a vision of the desired change knowledge, skills and a sociocultural consciousness to teach a diversity of students heroic individual initiatives It requires a strong institutionalized process of recruitment, selection and intensive support for underrepresented populations of students.

  3. We believe change in student demographics requires engagement in strategies for institutional change in Woodring College • Evidence from past and present application and enrollment data indicates that most programs are not consistently attracting a pool of underrepresented students that match the WA state P-12 population of color, which is at approximately 30% and rising.

  4. Application Percentages from Self-Identified Students of Color*

  5. Executive Summary of Implementation (grew out of R&R Task Force Recommendations; generated by dean in conjunction with WLC last year)

  6. Ongoing Initiatives That Grew Out of the R&R Task Force Recommendations • Professional Development Plan • REACH Training (College Level) • Departmental Action Projects – Appreciative Inquiry Through Collaboration (Departmental Level & Individual Level) • Upcoming All College Meeting this spring (College Level) • Infusion of ELL Content (Departmental Level) • Menu of Individual Development Options (TLA, MCFF, CEED Events, Travel, etc.) (Individual Level)

  7. Call for Leadership Support • Continued need for departments to focus on attracting a diverse applicant pool • Continued need for leadership to support ongoing diversity initiatives (Professional Development Plan – future REACH training, Departmental Action Projects, collaborative inquiry within departments, TEAAC interviews, etc.)

  8. Questions? What might we address that would support you in leading the college in achieving these aims and successfully completing these initiatives? (period of transitional leaderhip)

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