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4 measures to make diversity a priority in higher-ed IT


When it comes to diversity and inclusion in higher-ed IT departments, different employee groups have varying opinions

Higher-ed IT is not keeping pace with the U.S. workforce when it comes to employing underrepresented groups, according to survey data from EDUCAUSE.

EDUCAUSE asked the 1,592 respondents in its 2019 Higher Education Workforce Landscape study several questions related to diversity, equity, and inclusion to learn more about how IT professionals in higher education view these issues and efforts at their institutions.

Related content: 2 effective methods to increase campus diversity

Key findings from Diversity, Equity, and Inclusion in the IT Workforce reveal that 47 percent of survey respondents say their IT organization reflects the diversity of their campus community and the community in which the campus is located–but nearly one-third disagree.

Millennials and those with disabilities disagree at higher rates, and more women than men say their central IT organizations don’t reflect the diversity of on- and off-campus communities.

Diversity, equity, and inclusion workshops or training can have a positive impact on employees and the workplace as a whole–employees who are encouraged to participate and/or who do participate are more likely to see diversity, equity, and inclusion as an important component of their professional development. The more they consider it key to their professional development, the more likely they are to consider it a priority.

Fifty-seven percent of respondents say they have attended a workshop or training program in the past two years–a finding consistent across genders and ethnicities.

Only 36 percent of respondents say their supervisors encouraged them to participate in a workshop or training program. This could be due to the regular workflow of an IT unit being unable to accommodate the time and resources necessary to incorporate diversity, equity, and inclusion measures or outside programs. It also could be that leadership doesn’t see this as an IT issue that can or should be addressed by the IT organization.

The report offers four recommendations to keep diversity, equity, and inclusion (DEI) a priority:

1. Offer DEI training programs to address unconscious bias or other diversity “blind spots” to better align employee perceptions of diversity with organizational realities. Track data related to underrepresented groups across ranks, and share these metrics with the workforce to raise awareness and promote accountability.

2. Make DEI education a priority by dedicating time and space for employees to engage in training, and communicate the benefits of these programs. Offer employees multiple opportunities to attend, and plan workshops at various times to accommodate different schedules.

3. Allow participation in training to be voluntary to decrease resistance and increase the receptiveness to the importance of DEI messages. IT leadership and managers can lead by example by participating in DEI training themselves and sharing widely the advantages of this professional development opportunity within and across units.

4. Encourage and support DEI training as a continuing, ongoing pursuit. A one-time DEI workshop or training program is not a silver bullet. Combine training with additional initiatives that foster awareness of and sensitivity to issues of diversity, equity, and inclusion, and offer opportunities to develop skills in these areas to deepen the impact of the initiative. Pairing training with periodic assessment of the impact of DEI programs on staff attitudes and behaviors could help sustain these efforts.

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Laura Ascione

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