Abstract
Purpose: The purpose of this research is to deepen the understanding of DEI training and show how scholars across the nation incorporated DEI leadership into academic roles. Faculty and administrators' experiential experience in diversity, equity, and inclusion (DEI) plays a role in the success or failure of DEI training. DEI training at institutes of higher learning should include metrics that examine our bias for invisible and overt support for DEI.Methods: Robert Wood Johnson Foundation Nurse Faculty Scholars (RWJFNFS) were surveyed by The Gauda Group at Grayling. Data were collected from a diverse group of scholars across the nation. An online survey followed by an in-depth phone interview was used to assess participants' roles as leaders in academic nursing, challenges faced by scholars in addressing DEI, and perceived values of undertaking DEI activities.Results: Major themes emerged from the findings. The themes included championing for DEI comes with a personal and professional risk. Greater success was noted when DEI was supported by leadership and included in institutional strategic planning.Conclusion: DEI is important and necessitates commitment from all levels of leadership, faculty, and strategic planning initiatives. DEI training fills an important role and subsidizes leadership effectiveness as it relates to DEI.
Highlights
There is a distinct need for diversity, equity, and inclusion (DEI) training at institutes of higher learning for faculty, administrators, and staff
The purpose of this research is to deepen the understanding of how scholars perceive DEI training and how they incorporate DEI leadership in their academic lives as professors, researchers, and administrators within schools of nursing across the nation
From 2008 to 2017, the Robert Wood Johnson Foundation Nurse Faculty Scholars (RWJFNFS) program developed the generation of national leaders in academic nursing through career development awards for outstanding junior nursing faculty
Summary
There is a distinct need for diversity, equity, and inclusion (DEI) training at institutes of higher learning for faculty, administrators, and staff Never has this been clearer than in 2018, when a number of national events brought the issue to the forefront. The events occurred within institutions of higher learning (Yale dormitory, black student sleeping in her dormitory common area), coffee shops (Starbucks staff called the police on black men waiting for a friend to join them), television networks (ABC’s the Roseanne show), and retailers (Nordstrom Rack, shopping while black). Buzz created by these events illustrated a growing awareness of the problem. Evidence of such an initiative might include having a diversity officer in a high-level administrative position and including diversity initiatives in the strategic plan,[1,10] or developing a taskforce to measure DEI outcomes.[5,11]
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