· Describe the backlash that women face with the glass cliff and glass ceiling.
· Discuss the differences between public and private universities and their promotions of women and women of color.
· Identify the reasons why training programs that prepare underrepresented groups for top positions fail.
· Explain the inclusion of cultural humility as an addition to cultural competency training programs and the factors that encourage cultural sensitivity of higher education administrators and governing boards.
· Analyze the factors associated with the recruitment and hiring of women of color as campus presidents.
· Define the governing boards’ role with gender parity and hiring of women to hold the top positions in higher education.
· Discuss three solutions that may combat the systemic issues against diversity, equity, and inclusion in the hiring of women for campus president positions.
· Identify strategies to develop and foster cultural humility.
Full Answer Section
The glass ceiling is a metaphor for an invisible barrier that prevents women from advancing to top leadership positions. This barrier can be due to gender bias, discrimination, and systemic obstacles.
Public vs. Private Universities: A Comparative Analysis
Public Universities:
- Diverse Student Bodies: Public universities often have more diverse student populations, which can influence the hiring practices and leadership culture.
- Government Regulations: Public universities may be subject to specific regulations and affirmative action policies that promote diversity and inclusion.
- Political Influence: Political factors, such as state legislation and gubernatorial appointments, can impact leadership decisions.
Private Universities:
- Donor Influence: Private universities may be more susceptible to the influence of wealthy donors, who may have preferences for certain types of leaders.
- Institutional Culture: The institutional culture of a private university can shape the opportunities for women to advance to leadership positions.
- Board of Trustees: The composition of the board of trustees can play a significant role in shaping the university's leadership.
Why Training Programs Fail
Training programs for underrepresented groups may fail due to several factors:
- Lack of Follow-through: Insufficient support and mentorship after the training.
- Organizational Culture: A lack of inclusive organizational culture can hinder the advancement of underrepresented groups.
- Implicit Bias: Unconscious biases can still influence hiring and promotion decisions.
Cultural Humility and Cultural Competency
Cultural humility involves recognizing one's own cultural biases and limitations, being open to learning from others, and engaging in respectful cross-cultural interactions. It is a more nuanced approach than cultural competency, as it emphasizes continuous learning and self-reflection.
Factors Encouraging Cultural Sensitivity:
- Diversity Training: Regular diversity and inclusion training can help administrators and board members develop cultural sensitivity.
- Mentorship Programs: Mentorship programs can provide support and guidance to underrepresented groups.
- Data-Driven Decision Making: Using data to identify disparities and track progress can help to address systemic issues.
Recruiting and Hiring Women of Color as Campus Presidents
Factors associated with the recruitment and hiring of women of color as campus presidents include:
- Institutional Culture and Climate: A supportive and inclusive institutional culture is essential.
- Search Committee Composition: A diverse search committee can help ensure a fair and equitable process.
- Candidate Pool: A diverse pool of qualified candidates is crucial.
- Mentorship and Sponsorship: Mentorship and sponsorship programs can help women of color advance to leadership positions.
Strategies to Combat Systemic Issues
- Increase Representation on Governing Boards: Appoint more women and people of color to governing boards to promote diversity and equity.
- Implement Transparent Hiring Practices: Develop transparent and equitable hiring procedures, including clear job descriptions and objective evaluation criteria.
- Provide Mentorship and Sponsorship: Establish mentorship and sponsorship programs to support the advancement of women and underrepresented groups.
By addressing these systemic issues and implementing effective strategies, institutions of higher education can create a more inclusive and equitable environment for women and people of color.
Sample Answer
The Glass Cliff and Glass Ceiling
Women in leadership often face significant barriers. The glass cliff refers to the phenomenon where women are more likely to be promoted to leadership positions during times of crisis or organizational difficulty. This can be a risky proposition, as women in these roles are more likely to face increased scrutiny and higher expectations of success.
The glass ceiling is a metaphor for an invisible barrier that prevents women from advancing to top leadership positions. This barrier can be due to gender bias, discrimination, and systemic obstacles.