Research & Literature
SPECIAL ANNOUNCEMENT FOR IMMEDIATE RELEASE
DOIT (Diverse Organizational Impact
and Transformation)
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Fairfax, Va.— Coop Di Leu and Diverse: Issues In Higher Education are pleased to announce, via their partnership, the creation of the certification program. DOIT (Diverse Organizational Impact and Transformation) is a mechanism that will certify an institutions progress on diversity and inclusion. We are seeking to recognize institutional efforts by learning what institutions are doing, or not doing, to transform everyday experiences for their students, faculty, and staff.
The certification process will utilize four Institutional Pillars for Transformation (IPTs) and a Pillar Indicator Map (PIM) as a framework to identify institutional components that speak to intentionality, frequency, and policy associated with behaviors and expectations for executing transformation within core executive-level activities for recruitment, retention, reward, promotion, and pipeline.
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The four pillars are:
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RD - Representational Diversity
ILC - Institutional Leadership & Commitment
CCT - Curricular & Co-Curricular Transformation
CC - Campus Climate
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Qualifying institutions will be recognized as Emerging, Developing or Transforming based on their IPT scores. Institutions meeting the Transforming criteria in their respective IPT will be awarded this exclusive certification. Over the next six months, benchmarks will be established to determine the criteria for certification within each pillar. Diverse will release in November 2020, January 2021, and March 2021 those institutions that have met the criteria in each IPT.
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Find out about Coop Di Leu and Diverse: Issues In Higher Education and for more information, contact Coop Di Leu at transform@coopdileu.com, or (866) 988-COOP or Diverse at (703) 385-2419.
Drs. Coopwood were contributors to this widely-distributed volume. They draw upon their experiences as educators working to sustain diversity, inclusion, multiculturalism, and social justice on college campuses. They describe how they have designed successful diversity and inclusive excellence initiatives that profoundly impact all demographic populations. The volume is packed with insights, information, and initiatives in response to the tremendous challenges that Chief Diversity Officers face. It provides insightful accounts of the diversity program successes and promising practices of diversity officers working on college and university campuses in the United States. Get this book to learn more about how to deal with:
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Threats to Affirmative Action admissions and financial aid programs
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The dearth of faculty and staff of color in Predominantly White Institutions
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The scarcity of funds to carry out institutional diversity mandates
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The need to play mentor to a vast array of individuals--faculty, staff, students, and community stakeholders--with minimum staff support.
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Campus Diversity Triumphs - Contributing Authors
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Coop Di Leu Awareness & Readiness for Engagement Audit (AREA) for Transformative Diversity Leadership & Education
Participate in AREA beta testing!
Many factors influence progress and paralysis. The discovery process rarely yields findings in a linear form or a prioritized display. The discovery effort offers a profound ROI potential when factors relative to infrastructural transformation are found and afforded direct and focused attention. Factors such as human nature, overt and implicit biases, traditions, and community have invisible but tangible impacts on the speed of transformation. These and other aspects affect infrastructure alignments, ultimately dictating who gets recruited, hired, promoted, retained, and dismissed.
The impetus behind the development of the AREA instrument is not based on adverse experiences caused by the historical lack of access experienced by underrepresented groups. Instead, relevant auditing is essential for leadership awareness and empowered decision-making against traditional and well-ingrained processes and procedures that adversely operate against expansion with new talent, technology, and demographics.
Coop Di Leu endeavors to catalyze higher education about the cause and effect of climatic and infrastructural circumstances. We strive to focus on specific components of infrastructural assessment that impact efforts to transform traditional and well-ingrained patterns of thought and the resulting functionality. The AREA represents a truth-seeking method of inquiry in the same way truth was discovered after the windspeed over airplane wings was adequate to produce flight. The technique helps us rethink why organizations behave the way they do, where staple behaviors exist, and how to transform them into futuristic paradigms.
Purpose
The AREA is an inquiry experience that helps the respondent envision and identify institutional behaviors that help or hinder transformative and inclusive progress. It targets essential components of infrastructure that propel or paralyze mission-specific productivity, instruction, navigation, and retention benchmarks. A battery of questions helps institutions conceptualize pathways to conversion by identifying causes and assessing the resources available for change. The answers to these questions are revealed in digestible frames and in real time.
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September 2016 marked the start for research seeking the truth about lived experiences of chief diversity officers (CDOs) in higher education. Sponsored a nationally recognized magazine, researchers at Coop Di Leu (formerly CoopLew), LLC released findings from data compiled over three months at the National Conference on Race and Ethnicity (NCORE) in May 2017. An overarching implication from the research was that CDO’s harbor many untold and unseen perspectives about their work. These perspectives are often permeated by receptions they encounter after being hired, alternative presidential agendas, and misconceptions about the role CDO’s should play toward institutional transformation. However, “despite adversities, CDO’s persist to make gains in skill expansion, resource allocation, status, and centrality to the academy’s transformation,” says Dr. Ken Coopwood, Co-Author of the research.
The findings indicate that in higher education, the profession of CDO is facing a tremendous gap in bona fide talent for the work. “On one hand, Baby Boomer CDOs are set to retire in the next 10-15 years and on the other hand, the pipeline of Millennial CDOs is sparse, creating the need for serious attention to be paid to developing the next generation of leaders,” Dr. William Lewis, Co-Author of the study.
Funding Toolkit
Because finance governs the thought processes and actions of most decision-makers, it is important to think strategically about the approach you will use to request funds to attend a CoopLew professional development expereince. You will need to make your attendance and expanded expertise a relevant benefit and justifiable expense for decision-makers. This funding toolkit is designed to appeal to the values of the decision-maker, and your need for advanced exposure to diversity paradigms to forward you institution’s diversity agenda.
Articles and Publications
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THE IMPACT OF CAMPUS CLIMATE ON WIDENING ACHIEVEMENT GAPS
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PRELUDE TO THE NEXT PARADIGM SHIFT FOR CDO’S
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Building Accountability Systems: Matters, Metrics and Maturity
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Anatomy of a Climate Study
Chief Diversity Officers and the Wonderful
World of Academe
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PREPPING FOR “TRUMPED-UP” STUDENTS: PROACTIVE STEPS FOR COLLEGE PRESIDENTS
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WHY COLLEGES NEED TO CONDUCT CLIMATE SURVEYS
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Higher Education and Diversity: Ethical and Practical Responsibility
in the Academy
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