Equity Case Studies Report - School of Social Work - University of ...

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UBC school of social work equity and diversity strategic plan: A compilation of case studies 47 (Bissoondath, 1994). The Faculty is also in the process of changing the AMNI Committee to the Diversity Committee. The Organizational Change Model The operational framework behind the Diversity Initiative is based on an organizational change model, with incorporates Minors’ (1996) six-stage anti-racist model of organizational development and Perisco’s (1990) eight steps to creating a diverse institutional climate that honours diversity (George, Shera, & Tsang, 1998). Minors’ model is based on the concept that changes in organizations occur along a continuum of growth, from Discrimination, to Non- Discrimination, to Anti-Discrimination (George, Shera, & Tsang, 1998). The six stages include: the excluding organization; the passive club; token acceptance; symbolic equity; substantial equity; and the inclusive organization (George, Shera, & Tsang, 1998). Perisco’s eight steps comprise establishing institutional commitment; creating a culturally diverse faculty; creating culturally diverse administration; creating a culturally diverse student body; creating student faculty support systems; generating financial-aid funds; altering the core curriculum; and preparing for the consequences of change (George, Shera, & Tsang, 1998). Utilizing an adapted version of such organizational change models, the Factor-Inwentash Faculty of Social Work developed their five areas of focus in the AMNI Initiative. Processes and Practices: Working Strategies The Diversity Initiative has refined its goals since it was first established under the AMNI Initiative. The Diversity Initiative’s five components are as follows: student admission, recruitment, and retention; faculty recruitment and development; curriculum and teaching;
UBC school of social work equity and diversity strategic plan: A compilation of case studies 48 community building; and research (University of Toronto, Factor-Inwentash, Faculty of Social Work, 2009). Student Admission, Recruitment, and Retention The U of T Faculty of Social Work values the role that student outreach has in improving equity and diversity initiatives (C. Williams, personal communication, August 2, 2012). The Faculty began to ask the question, “Where have we not been putting Social Work on the agenda to get more diversity?”. The Faculty then began to increase their student outreach strategies by going to other programs at various universities to speak to undergraduate students in different programs, such as Women’s Studies and African Studies, where students were already studying social justice. Another strategy has been recruitment of minority students in various ethnocultural and Aboriginal communities. The Faculty’s extensive outreach strategies have also included recruitment through the Bridging Program, which is a mentoring program that provides opportunities for high school students to familiarize themselves with the Faculty and community agencies and to create an interest in Social Work as a profession. Students, alumni, faculty members, and field instructors are all involved in the Faculty’s outreach initiatives. Faculty Recruitment and Development Faculty recruitment and development are high priorities in the Diversity Initiative. Strategies used in attempts to diversify the faculty have involved developing and maintaining relationships with other programs in the University to recruit potential candidates, as well as relationships with members in the community who may be interested in teaching and researching at the Faculty of Social Work. Faculty development strategies have included faculty members participating in workshops on antiracism and working with diversity, maintaining relationships with other
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