Creating an Intentional Culture of Inclusiveness:‎ A Conversation with ACUA Leadership on Diversity and Inclusion ‎

Publication Date: March 16, 2022

For many, 2020 will long be remembered as a year of reckoning and change in the U.S., marked by a global pandemic, an economic crisis, political unrest and racial tension. In response to a year like no other, ACUA’s President, Julia Hann issued a call for volunteers on July 2, 2020 as ACUA prepared to launch its first-ever Diversity and Inclusion Leadership Committee. In her note to the ACUA family, Julia stated that “the board is deeply committed to examining our core values and making sure inclusivity, respect, appreciation and embracing our differences is part of our foundation as an association,” and that the board wants “to ensure ACUA is welcoming to everyone.”

The group began by exploring the definition of diversity and inclusion (D&I) and identifying the committee’s goals and objectives. 
Within weeks, the call was answered. Approximately 15 members convened at the initial meeting. The group began by exploring the definition of diversity and inclusion (D&I) and identifying the committee’s goals and objectives. As the conversation unfolded, it was clear that D&I is a multi-faceted construct that extends beyond gender and race. It continues to gain importance as consumers hold organizations accountable for creating a measurable culture of inclusivity.

ACUA conducted a baseline membership survey and identified ACUA’s membership demographics are approximately 55% female and 41% male, with 4% providing no response or preferring not to answer. In terms of race, 67% of the members identified as white (not Hispanic or Latino), 12% Black or African American, 7% Asian, 6% Hispanic, Latino, or of Spanish origin and 1% Native American. The remaining 7% identified as multiracial or preferred not to answer. The survey also explored other aspects of diversity including age, religion, ACUA volunteerism and the size and location of members’ institutions.

In addition, studies show that D&I committees are most successful when leadership is on board with the initiative.
A 2020 study published by McKinsey & Company, a global management consulting firm, found that “the greater the representation, the higher the likelihood of outperformance and the likelihood of outperformance continues to be higher for diversity in ethnicity than for gender.”[1] In addition, studies show that D&I committees are most successful when leadership is on board with the initiative. Therefore, the work of the committee, in collaboration with the board, includes examining how to use this information to identify and shape ACUA’s strategic priorities and desired outcomes. During the board meeting, Deidre Melton, D&I Committee Chair, detailed the committee’s conversation in order to gain insight on how ACUA leadership ranks the importance of D&I work and what they expect to gain by creating the sub-group. The board spoke candidly on the topic as reflected in the summary below.

Q: When you hear the words “diversity and inclusion,” what does that mean to you?

A: Taking different viewpoints, membership needs and perspectives into consideration. Allowing all voices to be heard, while making room at the table and creating a safe space. Proactively supporting a platform and opportunities (in the structures and processes of the organization) for people from different groups or backgrounds, including those who have been excluded.

A: Accepting all people, irrespective of group affiliation. Willingness to listen to and acknowledge our differences in order to confront issues that create barriers to addressing and eliminating bias.

There are many different aspects of diversity, but inclusion comes first.
A: There are many different aspects of diversity, but inclusion comes first. How do we ensure we welcome everyone who wants to be involved? Once people feel included, they may be more interested in volunteering and taking on leadership positions.

Q: Why is it important for ACUA to tackle this sensitive topic as an organization and within our separate institutions?

A: We don’t know what we don’t know, and we owe it to our membership to be intentional about ensuring that all members feel included, supported and valued, and to make sure they can participate as much as they want to.

A: Higher education is sensitive to the cultural climate; therefore, this topic is important to our campus communities. Not every university offers training on D&I, but ACUA is positioned to train our members, offer education and provide resources.

A: We had more questions than answers and felt like we had a lot of growing and learning to do. We recognized possible issues, but also knew we needed help.

 A: As this is an important topic for everyone, for our growth as an organization and as individuals, we need to create processes and protocols that will support this issue. We need to act, not just put out a statement: walk the walk, not just talk the talk!

Q: What are some of the most beneficial things that can move the needle on inclusion or shift the culture within ACUA?

A: Being proactive and intentional with our plans to put this initiative at the top of the priority list for everything we do. Practicing [inclusivity] until it is second nature and an embedded part of our processes, planning and programming.

A: Adding D&I training at all levels, including the board, committees, members and volunteers. It should also be included as part of the volunteer recruitment process.

A: Building a future speaker’s program to help increase speaker diversity at our conferences and webinars.

A: Push our working partners to further their diversity initiatives and raise awareness of what steps they are taking at their organizations. Focus our work with likeminded groups that prioritize D&I as well.

Q: When thinking of successful outcomes for this committee, what does that look like to you?  What activities or initiatives would you like to see the committee lead?

A: Creating an intentional culture of inclusiveness where we encourage members to speak out.

A: Offering education and resources. Assisting members in evaluating their institutional D&I programs.

We all have a role to play, but we need the expertise of the D&I committee to help lead the association in the right direction.
A: Consultation, thought leadership and partnership with ACUA’s board and membership.

A: Diversifying speakers for conferences and webinars. Breaking the cycle of using the same people in the same way.

The conversation closed with this thought: We all have a role to play, but we need the expertise of the D&I committee to help lead the association in the right direction. As the committee’s final charter, goals and objectives take shape, the vision of creating a better tomorrow has never been clearer.

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References

[1] https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters