The following post is written by guest blogger Judi Brown Clarke, Diversity Director of BEACON Center for the Study of Evolution in Action, Michigan State University.
Working in the field of diversity and inclusion for the past ten years has been both rewarding and frustrating. Rewarding in the fact that I get to recruit, train, and retain talented individuals; provide educational, mentoring, and leadership opportunities; increased efficacy of existing initiatives, programs, and communications; and leverage diverse perspectives and experiences to develop innovative and creative ideas and solutions. Frustrating in the fact that I have to constantly convince people that diversity and inclusion does not exclude anyone, and is a sound and effective business practice.
The first strategy is to create operational definitions for a common understanding. Diversity is valuable because it generates differing points of view, leads to innovation, fosters understanding and acceptance of individuals from different backgrounds, and recognizes the contributions that a variety of individuals and groups can make. Inclusion means promoting an environment in which contributions and strengths are recognized, optimized and valued in a way that generates opportunities for adaptability, problem solving, growth, and ultimately increased success.
The second strategy is for teachers to become knowledgeable about the culture and background of their students, and to acquire the necessary skills and training to translate this knowledge into effective instruction and curriculum. This reflects broad definitions of diversity including ethnicity, gender, religion, disabilities, sexual orientation, socioeconomics, etc.
The third and final strategy is to develop a metrics for success to answer the question, “How do you know you are making a difference?” Conduct formative and summative assessments that evaluate programs utilizing qualitative and quantitative methods. This will allow you to effectively measure both short-term and long-term outcomes, which is important when looking at (and reporting on) broad incremental goals.
If you embrace diversity and inclusion, and create a culturally competent environment, all students will have an equitable opportunity to learn and meet high standards. Doesn’t that sound like the core values of an effective afterschool program?
Judi Brown Clarke serves as the Diversity Director of BEACON Center for the Study of Evolution in Action, NSF Center for Science and Technology, Michigan State University. She has an extensive background in diversity, including Director of Multicultural Affairs and Inclusion in the College of Communication Arts and Sciences at Michigan State University’s (MSU). Judi has a unique portfolio of experience including her current membership on the U.S. Olympic Committee’s Diversity Workgroup and chair of the Michigan Afterschool Partnership’ STEM committee.
Judi earned a BS in Audiology and Speech Sciences and Masters in Education at MSU. She earned a PhD in Public Policy and Administration, specializing in health policy at Western Michigan University.