Groundbreaking Research on CDO Lived Experiences
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.
Research & Literature
SPECIAL ANNOUNCEMENT FOR IMMEDIATE RELEASE
DOIT (Diverse Organizational Impact
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.
The four pillars are:
RD - Representational Diversity
ILC - Institutional Leadership & Commitment
CCT - Curricular & Co-Curricular Transformation
CC - Campus Climate
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.
Find out about Coop Di Leu and Diverse: Issues In Higher Education and for more information, contact Coop Di Leu at email@example.com, or (866) 988-COOP or Diverse at (703) 385-2419.
Coop Di Leu Awareness & Readiness for Engagement Audit (AREA) for Transformative Diversity Leadership & Education
Participate in AREA beta testing!
Many factors influence the progression or paralysis of institution and diversity administrations. While all aspects do not appear in a linear or prioritized display, groups of factors relative to institutional and diversity infrastructures need direct and focused attention. Other factors, such as human nature, overt and implicit biases, traditions, and community, have invisible but tangible impacts on the speed of transformation. All aspects take a toll on infrastructure alignments, which ultimately dictate who gets hired, fired, and retained.
The idea that drives the need for the AREA is not based upon adverse experiences 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 diversification.
Coop Di Leu endeavors to be catalysts of education about the cause and effect of campus climate circumstances. We strive to focus on specific components of institution life that impact efforts to transform traditional and well-ingrained patterns. The AREA presents a truth-seeking method of inquiry. The technique helps rethink why institutions behave the way they do, where staple behaviors exist, and how to change institutions and diversity paradigms.
The AREA is an inquiry experience that helps the respondent envision and identify institutional behaviors. It targets essential components of infrastructure that support progress or paralysis toward transformative institutional and diversity leadership. A battery of questions helps institutions conceptualize pathways to conversion by assessing the resources available. The answers to these questions are revealed in digestible frames and in real-time.
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
THE IMPACT OF CAMPUS CLIMATE ON WIDENING ACHIEVEMENT GAPS
PRELUDE TO THE NEXT PARADIGM SHIFT FOR CDO’S
Building Accountability Systems: Matters, Metrics and Maturity
Anatomy of a Climate Study
Chief Diversity Officers and the Wonderful
World of Academe
PREPPING FOR “TRUMPED-UP” STUDENTS: PROACTIVE STEPS FOR COLLEGE PRESIDENTS
WHY COLLEGES NEED TO CONDUCT CLIMATE SURVEYS
Higher Education and Diversity: Ethical and Practical Responsibility
in the Academy