DIVERSITY AND INCLUSION

Transcription

1 DIVERSITY AND INCLUSION 63

2 Introduction Membership endorsement at 2015 NCAA Convention. Working group formed in March members, includes presidents, athletics directors, athletics administrators, commissioners, coaches and student-athletes. 64

3 Working Group Members Nnenna Akotaobi, SWA Heather Benning, commissioner Sharon Beverly, asst. VP, AD Keith Brandon, asst. AD Jason Fein, AD Callie Olson, student-athlete Swarthmore College The Midwest Conference The College of New Jersey Penn State - Abington Drew University Lakeland College 65

4 Working Group Members Joe Onderko, commissioner Chris O Rourke, student-athlete Dennis Shields, chancellor Natalie Winklefoos, AD Nicolle Wood, SA affairs Presidents Athletic Conference Becker College Wisconsin - Platteville Oberlin College Salem State University 66

5 Division III Philosophy Institutions seek to establish and maintain an environment that values cultural diversity and gender equity among their student-athletes and athletics staff. Provide equitable athletics opportunities for males and females. Supports ethnic diversity for all constituents. 67

6 2013 Membership Survey Over 60% agreed or strongly agreed: Division III should expand programming and resources to enhance opportunities for ethnic minority and female coaches. Division III should enhance programming and resources for female and ethnic minority students to become involved in coaching and athletics administration. 68

7 Working Group s Charge Evaluate the current diversity and inclusion landscape within Division III, evaluate current initiatives and propose next steps (e.g., resources, new initiatives, policies, etc.) to the governance structure and to the membership. 69

8 Working Group s Goals 1. Informed decision making. 2. Evaluation of existing diversity and inclusion programs. 3. Develop a resource tool. 4. Encourage intentional engagement and promotion. 70

9 The Case for Diversity Diversity in the workplace fosters innovation and competitiveness. Diversity on campus benefits all students. Research shows positive impacts, ranging from higher levels of academic achievement to the improvement of intergroup relations. 71

10 Financial Implications A 2012 report, noted that more than half of all newborns are people of color and people of color make up about 36% of the workforce. A lack of diversity (administrators, coaches and studentathletes) could negatively impact recruiting and enrollment management. 72

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12 Current Landscape AD turnover rate and lack of female and ethnic minority diversity. Lack of diversity in head and assistant coaching positions. Student-athlete diversity versus student-body. 74

13 Intentional Engagement Presidents and chancellors. Athletics Direct Reports (ADRs). ADs hiring coaches and educating coaches who hire assistant coaches. Build the pipeline. 75

14 Next Steps 1. Enhance current programming (ethnic minority and women s internship and strategic alliance matching grant SAMG). 2. Collaborate with the NCAA s Office of Inclusion, NCAA affiliates and higher education organizations. 76

15 Next Steps 3. Develop a hiring best practices resource. 4. Develop assessment tools. 5. Develop new programming and initiatives. 77

16 Straw Poll Question In which area should the division prioritize additional funding for new diversity and inclusion programming and initiatives? No. 1 = Coaches No. 2 = Administrators No. 3 = Students 78

17 Comments and Feedback If you have additional comments or feedback for the Diversity and Inclusion Working Group, please forward them to: Louise McCleary 79