My topic is racial and ethnic diversity in institutions of higher learning. The following threethemes are related to the topic;

1. Female Leaders of Color in Higher Education
   Some women in leadership positions in academic institutions, especially from historically
   marginalized communities, experience:
    Dismissal
    Communication challenges
    Exclusion
    Condescension
    Dismissal
    Failure to receive due credit
    Lack of validation or appreciation
   Studies indicate that women of color who occupy leadership positions in higher education
   institutions would be more successful if the systems in place allowed for their professional
   advancement and consequent increase in their numbers (Mainah & Perkins, 2015). Women
   of color do not represent a significant number of leadership positions in higher education.
   They are a reluctant acquiescence in these male-dominated offices. Prejudice and the wage
   gap are most common in women of color. It is evident that not every qualified woman of

color can occupy a leadership position in colleges and universities. However, with the rise in
numbers in the women of color, graduating with doctoral degrees in recent years should at
least be reciprocated by having a rise in the number of women of color taking leadership
positions. By 2010, there was a 61 percent increase in doctoral degrees awarded to women of
color (Mainah & Perkins, 2015). Thus, the pool of qualified women of color is big, and they
should be represented in leadership positions. A well-balanced faculty is the beginning of a
well-balanced and diverse student population.

2. Instituting Resolutions to Lead for Social Justice
    Having diverse hiring committees
    Having a diverse admissions committee
    Have a supporting system to support diversity on campus
   A diverse hiring committee is highly likely to have a deepened and empathetic response to equity
   and social justice issues. Thus, they will give deserving candidates opportunities as they exercise
   equity (Cejda & Murrary, 2010). Consequently, when the admissions committee comprises a
   diverse team, all students of diverse backgrounds are ensured a fair chance during the interviews.
   When the institution is committed to enhancing diversity, it will put in place systems to support
   students and faculty members from diverse racial and ethnic backgrounds.
3. Promoting racial and ethnic diversity
    Foster a climate with colleges and universities that enhances the co-existence of diverse
   groups
    Have a staff that is ready and prepared to work in a diverse community

 Introduce practices and policies that are sensitive to a diverse student and faculty
population
Diverse around campus is an issue that can be tackled in different ways. It is critical to have
systems and practices that are founded on enhancing diversity. Diversity does not end at having
race-neutral admission practices. It also entails having an institution that is committed to raising
awareness and promoting diversity and equality. The learning environment should be founded in
an atmosphere that allows for diversity.
Personal Experience
I have grown and studied in an environment that has been rich in diversity. The
population was diverse, but practices were not. Lack of diverse practices and support has
affected my view on diversity and equality. I know that diversity cannot be enhanced through
having discriminative practices such as race-conscious admission practices. We can still achieve
diversity in higher education by having practices that are race-neutral.

References

Mainah, F., & Perkins, V. (2015). Challenges facing female leaders of color in US higher
education. International Journal of African Development, 2(2), 3.
Cejda, B. D., & Murrary, J. P. (2010). Hiring the next generation of faculty: New directions for
community college. San Francisco: John Wiley & Sons.