Diversity Advisory Council

• Representation (faculty, staff, students)
• Education and training
• Celebration and observance
• Annual report
• Ensure students feel welcomed, heard, valued
• Conflict management
• Communication
• Provide an ear and a voice to Lander faculty, staff and students

• Age
• Gender
• City/State/Region of Residence
• Ethnicity
• Nationality
• Marital status; family responsibilities
• Cultural heritage
• Socio-economic status
• Physical appearance
• Physical ability

Socio-Cognitive Diversity

• Religious beliefs
• Tradition
• Sexual orientation
• Intelligence level; mental challenges
• Language
• Beliefs
• Thinking patterns
• Knowledge level; education
• Personality characteristics
• Political beliefs

Organizational Diversity

• Occupation, functional or job portfolios
• Job status
• Job tenure or seniority
• Hierarchical ranking
• Work experience
• Functional experience

[*] William KW Choy, "Globalisation and Workforce Diversity: HRM Implications for Multinational Corporations in Singapore."

Charged with expanding the scope of diversity assessment and appreciation to better-prepare students for success in life and the workplace, the Council’s work is of strategic importance to the University.

As perhaps the most diverse group of leaders on campus, the Council is expected to demonstrate how diversity works for the good of our students, faculty and staff, setting out to be positive models of diversity in action, especially for students.

The Council’s recommended objectives include:

• Provide clear communication to the campus community on the value of diversity as it relates to Lander’s mission, vision and strategic plan.
• Provide wise, representative advice and practical resources on a wide variety of diversity issues to key university stakeholders, including:
  • President’s Cabinet
  • Board of Trustees
  • Faculty Senate
  • Staff Senate
  • Student Associations and Clubs
  • Alumni
• Work with the President and University Relations to develop an Annual Report on Diversity.
• Identify and assess key diversity-related challenges for Lander University both now and in the future.
• Identify and help promote Lander’s current strengths with regard to diversity.
• Work with Human Resources to promote and help managers understand key EEO laws.
• Work with Student Affairs and Human Resources to recommend a set of protocols and procedures for handling diversity-related incidences or crises.
• Foster open communication and early dispute resolution in coordination with Student Affairs and Human Resources.
• Propose a Diversity Speaker Series.
• Work with Lander librarians to organize and recommend resources for a “diversity resource library.”
• Showcase and emphasize the benefits of diversity with regard to team-building and team decision making:
  • Common-ground decision-making (in the workplace and in government, for example)
  • Complementarity (how collaboration of diverse interests and voices creates new opportunities)
• Diversity conflict-management practices and principles. 
  • Advice and information on how to de-escalate diversity-related conflict.
• Diversity in relation to the university experience. 
  • Evaluate how all areas of diversity affect student success.
• Survey top local employers about the diversity measures and objectives most important to them; investigate partnership opportunities that facilitate diversity initiatives, knowledge-sharing, and internships.
• Create a framework for managing work-life effectiveness (e.g., flexible work schedules).