Dr. Wright currently serves as a Senior Racial Equity Facilitator and Consultant for the Center for Equity and Inclusion (CEI). Kevin is responsible for raising consciousness, building skills, and developing strategies to socialize and operationalize equity efforts throughout organizations. Wright’s commitment to racial justice, equity, and inclusion is rooted in his approach with shifting cultures and processes one system at a time to advocate for individuals with historically marginalized identities.
Equity in higher education is crucial for fostering inclusive environments where all members of the academic community can thrive. By addressing systemic barriers and ensuring equal opportunities for students, staff, and faculty, institutions can cultivate a culture of belonging and support. This article explores the significance of equity in higher education, drawing on insights from my perspective as an educational consultant. It will highlight three key lessons learned in advancing equity and provide actionable strategies for institutions to enhance their equity-based practices.
Consulting as a practice
Consulting in education as a practice involves offering strategic guidance, expertise, and customized solutions to address the unique challenges faced by educational institutions. It requires a deep understanding of organizational dynamics, pedagogical approaches, and the diverse needs of students and educators. Throughout my career, I have specialized in integrating diversity, equity, and inclusion (DEI) principles into educational settings. I have led initiatives that transformed institutional cultures and processes, making them more inclusive and supportive for all campus constituents. This involves conducting comprehensive assessments, facilitating workshops, and developing strategic plans tailored to the specific needs of each institution.
My work has consistently focused on creating equitable environments where students from all backgrounds can succeed, and educators are empowered to foster inclusive learning experiences. Consulting in education also demands strong communication and facilitation skills to engage stakeholders, build consensus, and drive change. In summary, consulting in education is a multifaceted practice that combines theoretical expertise, practical experience, and a deep commitment to equity. My career reflects a dedication to enhancing educational institutions through strategic DEI initiatives, impactful teaching, and ongoing professional development, all aimed at fostering inclusive and thriving educational communities.
Diversity should not be just a trendy aesthetic
Prior to developing a working relationship with various colleges and universities, I noticed many of them had created their own diversity initiatives. The goal of these initiatives was to increase enrollment among students who come from historically marginalized communities while executing recruitment strategies to appeal to faculty and staff members from similar backgrounds. When reviewing the logistics and execution of these initiatives, I noticed that all of them did not consider the importance of sustainability and retention. These colleges and universities were able to attract huge waves of students, staff, and faculty from varied backgrounds, yet would lose at least half of them by the end of one semester.
These institutions were able to obtain diversity, but not sustain it. When thinking of diversity, it is important to develop clear outcomes about what an institution wants to do with it. Colleges and universities can enhance their execution of diversity initiatives and improve retention of individuals from diverse backgrounds by implementing comprehensive and inclusive strategies. These strategies should begin with a commitment from leadership, ensuring that diversity, equity, and inclusion (DEI) goals are integral to the institution’s mission and operations. Creating robust support systems, such as mentorship programs, affinity groups, and professional development opportunities, can help individuals from diverse backgrounds feel valued and supported. Additionally, institutions should conduct regular assessments of their diversity initiatives, using data to inform improvements and ensure that policies and practices effectively support retention. By prioritizing transparent communication, equitable policies, and ongoing support, colleges and universities can create an environment where diversity is welcomed and sustained.
Equity is not a bad word
Since 2020, there has been an increase in political turmoil, racial injustice, homophobic and transphobic mass movements, and acts of anti-semitism, just to name a few. This has led multiple colleges and universities to shift their focus on diversity, equity, and inclusion (DEI) initiatives to operate in a way that amplifies diversity and inclusion and discounts equity. It is important to understand that without equity, diversity and inclusion cannot progress. As a consultant, I collaborate with leaders of colleges and universities to understand that we are here to do equity work, not “chequity” work. Instead of checking a box and being satisfied with empty land acknowledgment statements and underfunded employee resource groups, the goal is to move thoughts into action and create systemic and transformational change that aligns with the needs of students, staff, and faculty.
For students, institutions should adopt inclusive curricula that reflect diverse perspectives and experiences, along with accessible and culturally competent support services. Creating safe spaces for marginalized groups to gather and receive support is also crucial. For staff and faculty, recruitment and retention of diverse personnel should be prioritized, with equitable salaries and professional development opportunities offered. Developing inclusive policies that address discrimination and harassment, conducting equity audits, and practicing work-life balance are important steps to create a respectful and supportive work environment. Institutional commitment to equity is key, with senior leadership actively engaged in DEI initiatives. This can be demonstrated through strategic planning, resource allocation, and regular reporting on progress. Building partnerships with local communities, establishing clear goals, and fostering open dialogue on equity issues are vital. Recognizing and rewarding efforts to advance equity and taking an intersectional approach to policies and practices will ensure that the diverse needs of the campus community are met effectively.
Inclusion is not just an invitation
In my line of work, I have seen colleges and universities execute inclusion efforts that were led with assumptions. The biggest assumption I have witnessed is when colleges and universities believe inclusion is simply involving as many people as possible within critical conversations. What then usually happens is that the final decision that is made is not in alignment with anything the conversation actually discussed. When it comes to inclusion, the goal is to not only invite people to a seat at the table. Rather, the ideal goal of inclusion is to make important decisions that reflect the varied perspectives of the people who were a part of the conversation.
Additionally, it is important for colleges and universities to do more practicing and less promoting. I’ve noticed that many campus leaders love to boast about how their campuses promote a robust scholarly community, promote an appreciation for diverse perspectives, or promote a strong commitment to diversity, equity, and inclusion. When it comes to this kind of work, colleges, and universities need to stop promoting ideas and start practicing actions that contribute to clear outcomes the campus community desires. Institutions should also regularly assess their practices and seek feedback from students, staff, and faculty to identify areas for improvement and ensure that their inclusion efforts are effective and evolving.
Conclusion
Through the lens of my experience as an educational consultant, this article has highlighted the significance of equity and shared three key lessons learned in advancing equity-based practices. It has also provided actionable strategies for institutions to enhance their diversity and inclusion efforts, ensuring that they are not only welcoming but also sustainable. By prioritizing comprehensive support systems, transparent communication, and an actionable commitment to DEI, higher education institutions can truly embody the principles of equity and inclusion, leading to a more just and equitable academic environment for all.