Diversity In Higher Education Research Articles

Interest convergence and the maintenance of racial advantage: The case of diversity in higher education

AbstractOne of the major tenets of Critical Race Theory, the interest convergence hypothesis postulates that policies promising improvements for Black Americans are enacted only to the extent they advance White Americans’ interests. We elaborate and update Bell's argument by demonstrating that current diversity commitments in higher education are another example of interest convergence. First, we present empirical and theoretical evidence that ubiquitous approaches to diversity serve the psychological interests of White Americans more than those of Black Americans. Second, we advance a systemic framework for how social psychological processes intersect with normative ideologies in the law and in universities’ operations to facilitate the prioritization of White over Black interests. In so doing, our goal is to illuminate the primacy of White identity and power as fundamental to shaping American society's collective embrace of diversity.

Diversity in the United Kingdom: Quantification for higher education in comparison to the general population

AbstractDiversity in the United Kingdom is regularly quantified through Census data. The latest figures (2021) for England and Wales indicate that 82% of the population identifies as white, 51% are females, 17.7%–22.3% are disabled, 18.2% hold no qualifications and 51.7% of households are deprived in at least one dimension. Furthermore, the median age in England and Wales is 40. All of these figures vary significantly across local geographical areas. Diversity in Higher Education (HE) is also monitored yearly by the Office for Students. The latest figures (2020/2021) indicate that 68.4% of entrants are under 21 years old, 56.5% are females, 14.8% report a disability and 21.8% are categorized as severely deprived. Some differences were observed between these figures and those from previous years. The current study aims to highlight how diversity in HE has evolved since 2010 and how the current landscape can illustrate significant differences between courses. Furthermore, comparisons with the general population are also measured in an attempt to describe potential bias in HE, together with new avenues that should be explored to level the HE field in regard to diversity. Our results indicate that access to HE needs to be improved for males, while strong discrepancies were observed between disciplines. Ethnic diversity remains high throughout the HE sector, although subject‐specific biases were noted. An increase in students from the most deprived areas has been found, although it was not the case for all subjects within the sector. Finally, reported disabilities are on the rise, especially regarding mental health, warranting additional support for affected students. These findings are discussed and put into context. To conclude, HE providers might need to collegially address subject‐specific discrepancies.

Inequality of opportunity in selection procedures limits diversity in higher education: An intersectional study of Dutch selective higher education programs.

Selection for higher education (HE) programs may hinder equal opportunities for applicants and thereby reduce student diversity and representativeness. However, variables which could play a role in inequality of opportunity are often studied separately from each other. Therefore, this retrospective cohort study conducts an innovative intersectional analysis of the inequality of opportunity in admissions to selective HE programs. Using a combination of multivariable logistic regression analyses and descriptive statistics, we aimed to investigate 1) the representativeness of student populations of selective HE programs, as compared to both the applicant pool and the demographics of the age cohort; 2) the demographic background variables which are associated with an applicant's odds of admission; and 3) the intersectional acceptance rates of applicants with all, some or none of the background characteristics positively associated with odds of admission. The study focused on all selective HE programs (n = 96) in The Netherlands in 2019 and 2020, using Studielink applicant data (N = 85,839) and Statistics Netherlands microdata of ten background characteristics. The results show that student diversity in selective HE programs is limited, partly due to the widespread inequality of opportunity in the selection procedures, and partly due to self-selection. Out of all ten variables, migration background was most often (negatively) associated with the odds of receiving an offer of admission. The intersectional analyses provide detailed insight into how (dis)advantage has different effects for different groups. We therefore recommend the implementation of equitable admissions procedures which take intersectionality into account.

Promoting Health Equity Through Holistic Admissions in Occupational Therapy Education.

As the U.S. population shifts away from a White majority, it is imperative that the health care workforce reflect the diversity of client populations served. Increased diversity in the health care workforce fosters access to more personalized, culturally responsive, and client-centered care, thereby facilitating improved outcomes and reduced health disparities. Occupational therapy education programs function as gatekeepers for diversity and need to be accountable for representation in the profession and to produce graduates who reflect the diversity of the broader population. Holistic admission practices, which ensure that no single factor excludes an applicant from admission, are recognized as a meaningful strategy for increasing student diversity in higher education and provide a pathway to create a representative workforce with the ability to improve care disparities and client outcomes. As one of the largest occupational therapy programs in the country, and located in a diverse urban area, the University of Southern California's Mrs. T. H. Chan Division of Occupational Science and Occupational Therapy has embraced the profession's responsibility toward greater health equity through holistic admissions. In this column, we discuss holistic admission best practices and report diversity outcomes resulting from enactment of these practices within our occupational therapy education program.

Striving for Diversity of Leadership: Governance in UK Higher Education Institutions

Diversity of membership on boards and governance bodies in a range of sectors have been shown to be a key element in successful boards and effectively lead, monitor and advise their executive. Much progress has been made on improving gender balance on boards, including in universities and higher education institutions (HEI). However, the (scant) literature on HEI boards highlights that higher education or university boards in the UK need to do more to tackle all the other forms of under-representation where limited progress has been made on diversity, other than gender. This paper thus has two main aims, the first to locate the work on developing the diversity of UK university boards within the wider (corporate) theory and literature in this field. This is because the literature in the corporate sector is better established and therefore there is something to learn from practice in this area. The second aim is to develop a practical toolkit to expedite board diversity in higher education to bring it in line with other sectors to enable them to reflect what the OECD believe should be the role of universities: which is to be at the cutting edge of leading societal change.
 This paper reports on quantitative and qualitative data collected and analysed in order to develop a practical Board Diversity Toolkit - the first national scheme of its kind. Data were collected from 44 HEIs, representing a third of the UK’s HEIs and 104 governors to inform the development of the Toolkit. The paper discusses the issues raised in the data that might be a key barrier to achieving diversity and addressing chronic under-representation in UK Boards. This centred around deep-seated attitudes on how diversity may compromise the skills needed on Boards and importantly how to unseat these ingrained (often unconscious) attitudes if we are to achieve genuine change at Board levels. The Board Diversity Toolkit, designed as an output of work, could play a key role in changing such attitudes and develop the UK HEI sector in terms of conducting board business better, as well as meeting the need to be representative of staff and student bodies.

Different Cases of Leadership and Teaching in Higher Education

Higher education has a global structure including the influence of international trends. Such international composition naturally enrich diversity in universities. No doubt, generating diversified leadership team can help to establish scholarly environment in universities. Within this environment, scholarship of teaching and learning could be one of hot topic to empower international programmes. To this end, English language programmes expectedly gain importance to train students for global business sectors.
 
 In this issue of HEGP studies on different topics are covered. The first article, titled “English Language Teacher Education Programs at Turkish Universities: A Statistical Overview” by Asmalı analyzed the key characteristics of English Language Teacher Education programs in Türkiye. Asmalı stated that the decrease in the demand for English Language Teacher Education programs is a major challenge of these programs. Asmalı indicated that English Language Teacher Education in Türkiye needs careful planning in terms of academic employment and student quotas. The second article, titled “Striving for Diversity of Leadership: Governance in UK Higher Education Institutions” by Shafi, Clarke, Norman, and Andrews investigated the scholarship on developing the diversity of UK university boards and developed a practical toolkit to ensure board diversity in higher education. The study documented the barriers to achieving diversity in the UK higher education institutions boards. The third article of the journal, titled “Linking Sustainability and Spirituality: The University with a Soul” by Razak and Moten elaborated on key values that higher education needs to convey to link sustainability and spirituality. The fourth article of this issue, titled “Bibliometric Analysis of Research on Scholarship of Teaching and Learning in Higher Education” by Ertem and Aypay documented the results of a bibliometric analysis on research of teaching and learning in higher education. The study documented the influential outlets, topical foci, and key references in research on teaching and learning in higher education.

Learner Diversity in Higher Education: Articulations of Diverse Subjectivities Through Everyday Life Experiences

This paper explores how articulations of diverse learners’ identities and subjectivities emerge through everyday life experiences within a modern public university in India. The study adopts a constructivist grounded theory approach and, through in-depth conversational interviews, focuses on the voices of 35 learners belonging to diverse marginalised communities. Massification and the shifting demographics of learners in higher education have made university spaces a composite of heterogeneous identities. As learners belonging to diverse marginalised social groups began to increasingly navigate campus life, contestations emerged, due to the lack of recognition of these unfamiliar socio-political sensibilities and the emerging alternate discourses within these elite corridors of knowledge. Further, inherent elitism and meritocracy saliently dominating the normative cultural behaviour within the institutions, hindered the participation and inclusion of these learners, resulting in exclusivity and marginalisation in everyday life. As a result, the articulation and voice of learners emerged as acts of resistance and their agency freedom, leading to the emergence of a learner’s identity, an agential and assertive reflection of how learners articulate their self, succumb to or resist marginalisation, get excluded or participate and make choices for their future. Everyday life experiences, determined by learners’ situated articulations of their life course, became a framework explicating and articulating their distinct subjectivities, negotiations, challenges and aspirations. Therefore, learners’ capacity and will to negotiate, resist and persist, against the normativity in practice and processes in higher education, leads to cultivation of their agency freedom.

The moral economy of diversity: How the epistemic value of diversity transforms late modern knowledge cultures

We may well be witnessing a decisive event in the history of knowledge as diversity is becoming one of the premier values of late modern societies. We seek to preserve and foster biodiversity, neurodiversity, racial diversity, ethnic diversity, gender diversity, linguistic diversity, cultural diversity, and perspectival diversity. Perspectival diversity has become the passage point through which other forms of diversity must pass to become epistemically consequential. This article examines how two of its varieties, viewpoint diversity and educational diversity, have come to transform the moral economy of science. Both aim at multiplying perspectives on a given subject, but their political subtexts differ markedly. The valorization of educational diversity followed a US Supreme Court decision in 1978 that enabled universities to advance social justice, if they justified race-conscious admissions in terms of the pedagogic benefits of a more diverse student body for all. By contrast, the proponents of viewpoint diversity aim at the reform of scientific knowledge production and distribution rather than the reallocation of status and power among different social groups. We examine the political epistemology of viewpoint diversity by analyzing a controversy between social psychologists who, amid the American culture wars of the 2010s, debated how to rein in their political biases in a scientific field supposedly lacking political diversity. Out of this scientific controversy grew Heterodox Academy, an activist organization promoting viewpoint diversity in higher education. By relating and comparing viewpoint and educational diversity, we clarify what is at stake epistemically in the US-centric moral economy of diversity.

The diversity of university disciplinary profiles in research and teaching

AbstractIs the ideal of a one‐size‐fits‐all university model—where universities are capable of successfully performing all competencies simultaneously—ever achievable? Has the balance between teaching and research activities grown even more fragile or is such a balance unfeasible? In this paper, we review studies of institutional diversity in higher education and bibliometric analyses. We prose a two‐dimensional typology based on diversity in teaching and research by scientific fields. We investigate the diversity in teaching and research, respectively, at the disciplinary level and address whether these primary activities mirror each other. As a measure of mismatch between the two activities, we assess the distribution of students and publications by scientific fields through a clustering analysis. Our study of higher education institutions (HEIs) in Russia reveals that private universities are less diverse both in research and teaching and have high teaching intensity compared to state universities. Expectedly, universities in the rankings have more diverse profiles and they have a higher research intensity.

The diversity of the English higher education system: a multilevel quantitative analysis

ABSTRACT Although the diversity of higher education (HE) systems is a widely debated topic in literature, this has been rarely examined considering multiple levels of analysis. This article adopts both a multilevel and longitudinal perspective to study which dimensions of horizontal diversity diversified the English HE system most. Diversity, and how this has changed over time, is investigated at the level of the HE system (macro-level) at the level of homogeneous groups of universities, i.e. mission groups (meso-level), and at the level of individual universities (micro-level). The comprehensive multivariate quantitative analysis performed across the three levels of analysis shows the polarization between research and teaching orientation emerges as the dimension on which the HE system and universities horizontally diversify most together with the internationalization of the student body. The analysis furtherly suggests that mission groups well represent the diversity of the English HE system and universities’ membership in one of these groups emerged as an element that restrains distinctive institutional positioning patterns of universities. Younger universities and those not affiliated to any mission groups are indeed those that present changes in their strategic positioning paths over time, and thus affect more the diversity of the HE system. However, while the horizontal diversity of the HE system has slightly increased over time, this paper also suggests that competition has concurrently contributed to reinforcing the hierarchical stratification of English universities.

Projection of diversity in Higher Education. A study of an institutional communication media in a Spanish university

The way in which diversity is conveyed through the media can reflect the attitude of the communicators themselves and contribute to shaping society’s attitudes towards diversity. The aim of the study was to identify how diversity is conveyed by the University to the Society. A content analysis of diversity-related news items in the University’s Institutional Newspaper Journal of the Pablo de Olavide University (DUPO) (626 news items out of 3,186 published between 2016 and 2019, a full rector’s term) was conducted. Heterogeneity in diversity was identified: gender, functional, cultural, sexual, religious and age, with gender and functional or disability diversity being predominant. Dissemination of diversity was linked to the fields of social sciences, humanities and sport. Communicators were government teams, with a slightly larger role for women. In conclusion, the institutional communication of diversity carried out from the most common official communication channel of the university analysed is the majority compared to the actions of professors and researchers, and a heterogeneous conception of diversity was found, linking it to issues of gender, inequalities and violence.

Gutting Grutter: The Effect of the Loss of Affirmative Action on Diversity Among Physicians

Over the last four decades, race-conscious admission policies have been the subject of heated judicial and social controversy. In 1978, in the case Regents of the University of California v. Bakke, the consideration of race was held to be permissible to serve the compelling interest of promoting diversity in higher education. Since then, this issue has come up before the Supreme Court severaltimes. In October 2022, the Supreme Court of the United States heard oral arguments in two cases—Students for Fair Admissions v. President & Fellows of Harvard College and Students for Fair Admissions v. University of North Carolina. In the Harvard case, Students for Fair Admissions (“SFFA”), a conservative organization led by Edward Blum, argues that Harvard discriminates against Asian American applicants, thereby violating Title VI of the Civil Rights Act of 1964. In both the Harvard College and University of North Carolina cases, SFFA argues that the Supreme Court should overrule Grutter v. Bollinger, a case that cemented the proposition that narrowly tailored admission policies that consider race to achieve diversity are constitutional. On a second level, SFFA argues that both Harvard’s and UNC’s policies are not narrowly tailored due to their rejection of workable race-neutral alternatives.Part I of this Article provides an overview of past litigation concerning affirmative action policies. Part II discusses the two cases Students for FairAdmissions v. President & Fellows of Harvard College and Students for Fair Admissions v. University of North Carolina that are up for consideration before the Supreme Court. Part III discusses the importance of diversity in the medical workforce, and the potential impact of the SFFA lawsuits on medical practice. Part IV discusses arguments that may become important in these cases, potentialoutcomes of this litigation, and what the future of higher education looks like ifrace is prohibited from being considered in university admissions.

Inclusive excellence through digital learning: an undergraduate research experience to pilot cross-institutional collaboration between a historically black university and a predominantly white institution

ABSTRACT Increasing diversity in higher education and the workforce requires undergraduate students to learn to work together effectively to address scientific and social issues. Our goal is to learn how best to facilitate teamwork among students from Historically Black Universities (HBU) and Predominantly White Institutions (PWI) to promote collaborative learning. We analysed the evolving knowledge, perceptions, and attitudes of participating students as they developed close working relationships through a ‘study-within-a-study’ design where student pairs (one from an HBU and one from a PWI) conducted their own research project while we analysed how these students interacted with their partners. The Association of American Colleges and Universities (AACU) rubric of Intercultural Knowledge and Competence was used to develop a set of codes for assessing transcripts of student meetings. AACU defines six attributes of this rubric including cultural self-awareness, cultural worldview frameworks, empathy, verbal and nonverbal communication, curiosity, and openness. Our pilot results suggest that students willing to engage collaboratively with others from different cultural or educational backgrounds can display attributes of intercultural competence, while those not willing to engage in the collaborative process may not exhibit such competence. We also learnedthat students require the same initial preparation necessary for the assigned project.

Socioculturally attuned understanding of and engagement with Chinese international undergraduates.

This is the final draft, after peer-review, of a manuscript published in Journal of Diversity in Higher Education. The published version is available online at https://doi.org/10.1037/dhe0000240

Diversification of Higher Education as Policy Diffusion: The Rise of the Non-university Sector in China

Diversification of Higher Education as Policy Diffusion: The Rise of the Non-university Sector in China

COVID-19 and Interculturality: revisiting assumptions about intercultural competence and criticality development in Modern Language degree programmes

ABSTRACT The initial response to Covid-19 exposed widespread racism and Sinophobia across the world, which contributed to a rethinking of equality and diversity in Higher Education (HE) and beyond. Within Modern Languages, much attention has been placed on decolonising the curriculum. The death of George Floyd in 2020 further contributed to an increased awareness of the need to rethink racism and challenge current practice within the curriculum. This paper re-examines the findings of a doctoral study exploring students' development of Intercultural Competence (IC) and criticality in Modern Languages with the aim of revisiting ways in which students' intercultural development can be defined and fostered in Higher Education.

Embracing Thinking Diversity in Higher Education to Achieve a Lifelong Learning Culture

The Fourth Industrial Revolution requires global, structural, and technological changes in all economic and production fields. The most apparent adaptation requirements fall on Generation Z individuals, who will have more and more responsibilities within organizations. The international reports of the World Economic Forum and the Organization for Economic Co-operation and Development indicate that this training will mainly require a strong development of thinking diversity and lifelong learning skills. This study presents an analysis of the education in these future skills that these individuals will need to work successfully throughout their careers, taking into account the evolution of conditions toward the changes expected in the following years. The methodology used in this research belongs to the field of futures studies. Through strategies in the field of foresight, various scenarios are proposed that involve the expected changes in the short, medium, and long term, both in higher education institutions and in industries and companies, to ensure the adaptation of Generation Z individuals to changes in work, workplace, and workforce. The findings show the strong influence that other skills and attitudes, such as self-esteem, self-efficacy, initiative, emotions, and motivation, have on the capacity for self-managed development throughout professional life.

Does racial diversity improve academic outcomes? A natural experiment in higher education classrooms

This paper estimates the causal effect of racial diversity on academic outcomes in a higher education classroom setting. I exploit a natural experiment where first-year college students in a mandatory writing course are assigned to discussion conferences with varying racial compositions. Within-classroom diversity is effectively random conditional on scheduling availability. I find that a higher degree of classroom diversity increases GPA at graduation, improves first year grades of female students, and affects the major choice of white students. I develop a trimming procedure to bound estimates and account for selection into the sample of completers. My results highlight the potential value of racial diversity in higher education and contribute to the debate over race-based admissions policies.

Practicing Diversity in Higher Education in Geography: Exploring Spaces of Diversity and Their Barriers in a Geography Department in Switzerland

Recent feminist geographic scholarship has urged geographers to distance themselves from androcentric and Eurocentric approaches, and to open up the discipline to diverse perspectives. Whereas numerous studies have focused on diversifying and decolonizing geography through recruitment practices, mentoring, and knowledge production, only a few have analyzed how diversity translates into teaching practices, particularly in contexts where diversity is relatively well-established among staff. Based on a questionnaire survey among the teaching staff, a content analysis of course syllabi, and a quantitative analysis of the department’s employee data, this article explores to what extent diversity within the department leads to diversity in teaching practices. By developing a framework of spaces of diversity, we analyze three spaces that potentially enable practicing diversity in teaching: The department’s academic space promotes free choice of research and teaching topics and flexible working conditions; the department space enables individuals to engage in shaping geographical teaching; and the knowledge space promotes diversity as an ideal. We found, however, that practicing diversity in geography is challenged through traditional and neoliberal university structures and formal and perceived hierarchies. Moreover, there is a need for concrete diversity practices on individual and institutional levels to actively bring diverse perspectives into the classroom.

Underlife: Peer socialization agents’ resistance to higher education diversity narratives.

Underlife: Peer socialization agents’ resistance to higher education diversity narratives.