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Taking Multicultural Competence to the Next Level A Systems Approach

Taking Multicultural Competence to the Next Level A Systems Approach. Jeannie Stumne , CEHD Career Services Mackenzie Sullivan, Carlson Career Services. Career Development Network (CDN).

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Taking Multicultural Competence to the Next Level A Systems Approach

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  1. Taking Multicultural Competence to the Next LevelA Systems Approach Jeannie Stumne, CEHD Career Services Mackenzie Sullivan, Carlson Career Services

  2. Career Development Network (CDN) Goal: raise the quality, effectiveness and efficiency of career services and increases value to the overall student development and learning experience at the U of M • Professional staff development • Collaboration • Sharing of best practices

  3. CDN Diversity Committee Works to engage students from diverse and underrepresented backgrounds in career development, planning, and opportunities Work of the Diversity Committee: • Career Services 101 presentations • Workshop series for Hmong Student Association • Career Fair Prep sessions • Staff events, such as Multicultural Kick Off • Professional development for CDN members

  4. Why and how the program was developed? • Committee’s role in professional development – on-going discussion • IDI for career services staff (spring 2011) • 3 members met to discuss how to support CDN members in becoming more cultural competent (professional development)

  5. CDN Diversity & Inclusion Program • Program officially launched at the CDN Summer Retreat, June 2011

  6. Theoretical Framework • Awareness, Knowledge and Skills • Grounded in the multicultural competence theoretical framework (Sue et al. (1982) • one of seven core competencies for student affairs professionals (Pope and Reynolds,1997). • Self-assessment of current level of multicultural competency • A structure for meaningful engagement opportunities to further develop multicultural competence.

  7. Definition of Diversity • Adapt the framework and align our conceptualization of diversity with the University of Minnesota’s Office of Equity and Diversity vision as expressed in “Reimagining Equity and Diversity” to better reflect all students we serve. • It is our responsibility as an institution to serve and support the following individuals and groups at the University of Minnesota: • People of color, including historically underrepresented groups and new immigrant populations; • People with both visible and invisible disabilities; • Women; • People of various gender and sexual identities and expressions; • First-generation students from economically disadvantaged backgrounds. • We also address issues of access and climate for individuals who might encounter barriers based on their religious expression, age, national origin, ethnicity, or veteran status.

  8. Goals and outcomes • Excellent service to all students. • Provide a framework and structure to increase staff’s multicultural competence. • To motivate and support staff in reaching their equity and diversity goals. • Mechanism for accountability and recognition (individual and office).

  9. How was this achieved? Individual Office

  10. Individual Participation Participants… • Set goals and make a commitment • Choose from a list of activities (or create their own) that promote their growth in Awareness, Skills, Knowledge areas • Get recognized for completing the program

  11. ASK Model • Awareness • “Watch a documentary on a diversity related topic which you are not familiar.” • Knowledge • “Research a cultural group that you work extensively with within your unit…to address cultural communication differences.” • Skills • “Organize and facilitate a staff training on a diversity topic.”

  12. Recognition Levels • Silver • 1st year participants • Gold • 2nd year participants • Platinum • 3rd year participants

  13. Office Participation Offices… • Set goals and make a commitment • Choose from a list of activities that promote systems level change • Get recognized for the level of their accomplishment towards goals

  14. Systems Interventions • Assessment, Strategic Planning & Development • Hiring Practices • Training for Staff • Office Operations, Policies & Procedures • Communications & Marketing Practices • Relationships with Campus & Employer Partners • Services & Climate • Resources (content and accessibility)

  15. Example Activities • “Staff performance evaluations include a personal plan for developing cultural competency for the coming year…” • All full-time staff participate in at least one training per year to increase their multicultural competence.” • “Photos on website, marketing materials and presentations reflect the diversity of the campus.”

  16. Recognition Levels • Silver • Accumulate 15 – 29 points • Gold • Accumulate 30 – 59 points • Platinum • Accumulate 60 – 80 points

  17. Administration Timeline Brown Bags and Tips Moodle

  18. Timeline of the program • Launched June 2011 • Commitment forms due end of August • Professional Development Activities September - May • Commitment forms due end of May • Awards & Recognition June CDN Retreat

  19. Moodle Site • Program overview • Commitment forms • Resources

  20. Brown Bags and Tips Reflection, resources and reminders: • Discussions • Reflections • Tips

  21. Summary and moving forward • Awards and Recognition Process • CDN Retreat • Letters were sent to supervisors & administrators • Participates • 17 individuals received silver awards • 3 offices received gold awards & 2 offices received silver • Program for 2012- 2013 • Monthly diversity tips • Continue brown bags

  22. Individual Program Evaluation • 91.7% completed their four individual goals • 90.9% completed professional development goals beyond their four goals • 91.7% were supported by their supervisors/unit to participate • 83.3% completed more diversity related professional development activities than they would have without this program • 100.0% felt that engaging in professional development activities on their goal list made them better equipped to work with diverse students • 100% rated the program as effective (58.3% somewhat effective and 41.7% very effective) • 100% would recommend others participate in the program

  23. Individual Program Evaluation • “I really benefited from this program and I look forward to doing it again next year.” • “I appreciated that there were professional development brown bags offered occasionally. The timing was appropriate and didn't feel like it was too big of a time commitment. Yet, I felt very supported in the program.” • “I liked having some structure around my equity and diversity work and it was helpful to take the time to think about the type of opportunities that would be most helpful for me. It is also a good way to document my work in this area and be able to reflect on what I did and was not able to do and why.”

  24. Our Feedback & Experiences

  25. Implications • Office of Equity and Diversity • AAN • CEHD Student Services

  26. Thank You

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