Research about university performance regarding diversity and climate matters is ongoing. However, few surveys inquire directly about performance matters specific to intentionality about the plight of diversity professionals who are responsible for instilling and modeling transformative leadership.
Diverse: Issues In Higher Education and CoopLew are pleased to introduce the DOIT (Diverse Organizational Impact and Transformation) certification program. DOIT is a mechanism that will certify an institution's 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.
As a part of the DOIT certification process, a series of surveys have been designed to reveal degrees of intentionality regarding university performance in four areas, collectively referred to as Institutional Pillars for Transformation (IPTs). Each IPT addresses institutional behaviors and associated behavior frequencies. A Likert scale is presented to respondents to record where institutions rank on a continuum from idle to advanced positioning for transformative diversity leadership.
The intents of the research are to:
(1) Set IPT national benchmarks for institutions that prompt targeted reviews of components related to overall Pillar criteria for excellence.
(2) Illuminate variations among respondents for the purposes of establishing a national performance scorecard.
(3) Advance literature on the gap between what a university commits to about diversity and the intentionality of practice associated with those commitments.
(4) Illuminate perceptions about components of university infrastructure that serve to advance the plight of underrepresented diversity professionals.
The DOIT certification process utilizes IPTs as a framework to identify institutional components that speak to intentionality, frequency and policy associated with behaviors and expectations for executing transformation within essential activities for recruitment, retention, reward, promotion and pipeline development.
Phase II of the CoopLew and Diverse: Issues In Higher Education research is complete. Our national inquiry about higher education diversity institutional infrastructure continues as a series of surveys designed to measure intentional behaviors specific to senior-level representation and composition on six different levels: Attraction, Recruitment, Onboarding, Retention, Promotion, and Pipeline Development. Phase II brings forward CoopLew and Diverse: Issues In Higher Education's prior effort, which asked...