Media Analysis Paper

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Liberty University *

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Medicine

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Dec 6, 2023

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1 MEDIA ANALYSIS PAPER Media Analysis Paper Ashley Stadel School of Education, Liberty University Author Note Ashley D. Stadel I have no known conflict of interest to disclose. Correspondence concerning this article should be addressed to Ashley D. Stadel. Email: adstadel@liberty.edu

2 MEDIA ANALYSIS PAPER Abstract The topic of diversity, or the lack of it, in higher education administration, has been a subject of discussion and debate for quite some time. To ensure successful diversity leadership initiatives across colleges and universities, several suggestions have been proposed. In this paper, we aim to explore the perspectives of various media outlets on the issue. It is of utmost importance that higher education institutions follow the best practices for recruiting, mentoring, and retaining minority faculty members to enhance student learning experiences and maintain a positive institutional culture. These faculty members should be groomed to transition into senior leadership roles within their institutions. Neglecting the importance of diversity in higher education administration can lead to negative consequences on student learning experiences and institutional culture. Keywords : diversity, higher education, governance, administration, education

3 MEDIA ANALYSIS PAPER Media Analysis Paper In today's diverse society, it is crucial for higher education administrators to represent the student population they serve. In recent years, there has been a growing demand for higher education institutions to prioritize diversity in their leadership teams. Research has shown that having a more diverse university faculty, staff, and administration is essential for improving student learning outcomes and creating a more inclusive campus environment where discrimination and bias are less likely to occur (American Council on Education, 2012). In this research media analysis paper, we will examine three different media sources to gain perspective, identify biases and uncover significant findings related to the importance of recruiting, mentoring, and retaining diverse leadership in higher education. Analysis To address the issue of insufficient diversity in senior leadership roles, educational institutions have formed committees that focus on recruitment and retention. These committees aim to promote greater racial diversity across all aspects of the organization. Despite an increase in diversity among undergraduate students, there remains a lack of diversity in faculty and leadership roles within higher education. A study conducted by Gasman et al., (2015), found that only 20.4% of individuals earning master's degrees in the United States were people of color, underscoring the urgency for concerted efforts to improve diversity in master's and doctoral programs. As per the American Council on Education (2012), it is essential to assess the culture and attitudes in higher education systems to promote diversity among senior-level administrators. Currently, the senior leadership does not reflect the significance and importance of diversity. To address this issue, administrators and faculty members are advised to express their dissatisfaction

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4 MEDIA ANALYSIS PAPER with the lack of congruency between the hiring practices and verbal commitments to diversity (American Council on Education, 2012). To promote diversity in higher education leadership, institutions have adopted proactive hiring practices. These include engaging external talent agencies and forming committees to facilitate cluster hiring, which seeks to recruit cohorts of faculty from underrepresented minority groups. Such practices have received attention from major higher education news sources, such as Inside Higher Education, which highlights their benefits. To achieve success in cluster hiring, Chilton (2020), recommends a multiyear strategy that purposefully transforms department culture and contributes to comprehensive inclusion efforts. Additionally, Chilton advises implementing a network-based mentoring model to sustain progress over the long-term. To analyze the author's main point, cluster hiring can be beneficial in addressing the need for diversity among faculty. However, in my opinion, it doesn't fully resolve the lack of diversity in higher education's senior leadership. I believe that implementing an effective mentoring program can support and provide opportunities for faculty members from diverse cultural and ethnic backgrounds to build their confidence and view themselves as capable of transitioning into senior leadership roles. According to Yarrow and Millwater (1997), a well-executed mentoring program can have a significant impact on mentees' self-perception and overall professional development. Therefore, the focus of such programs should be to equip faculty members with the requisite skills and knowledge to smoothly transition into senior leadership positions. When it comes to promoting diversity in leadership within higher education, one perspective to consider is a biblical worldview. The Bible consistently emphasizes the importance of inclusion, love, understanding, and sympathy for all people. For instance, 1 Peter

5 MEDIA ANALYSIS PAPER 8:8-9 (New International Version) advises, "Finally, all of you, be like-minded, be sympathetic, love one another, be compassionate and humble. Do not repay evil with evil or insult with insult. On the contrary, repay evil with a blessing, because to this you were called so that you may inherit a blessing." Christian colleges and universities should prioritize establishing formal mentoring programs that prioritize diversity in leadership roles within higher education. Discussion There are several reasons for the lack of diversity in higher education administration. Despite the increase in diversity among students, the number of minorities in senior leadership positions remains low. This can be attributed to a shortage of qualified minority candidates, inadequate recruitment strategies, and low retention rates. Unfortunately, research has shown that post-secondary education in the US has a significant underrepresentation of minorities. Because of this lack of diversity, the number of minority candidates in the academic pipeline is limited, which ultimately hinders opportunities for growth and advancement. Clearly, this situation demands urgent attention. Diversity in higher education is a topic that the media often discusses, but effective solutions are rarely provided. Educational administrators should take proactive steps to address the barriers that prevent diversity in senior leadership. They should prioritize the recruitment, mentoring, and retention of a diverse group of academic leaders for the future. As suggested by Koch et al., (2014), we need to reform professional education and increase awareness of the positive impact of diversity. Ignoring diversity can significantly affect students' learning experiences and their future professional practices. Therefore, diversity in higher education administration is an ongoing topic of discussion and research in the field.

6 MEDIA ANALYSIS PAPER References American Council on Education. (2012). The American college president: 2012 ed. Washington, DC: Author Chilton, E. S. (2020). How cluster hires can promote faculty diversity and inclusion (opinion) . Inside Higher Ed | Higher Education News, Events and Jobs. https://www.insidehighered.com/views/2020/02/06/how-cluster-hires-can-promote- faculty-diversity-and-inclusion-opinion Gasman, M., Abiola, U., & Travers, C. (2015). Diversity and senior leadership at elite institutions of higher education. Journal of Diversity in Higher Education, 8 (1), 1– 14. https://doi.org/10.1037/a0038872 Koch, J., Everett, B., Phillips, J., & Davidson, P. M. (2014). Diversity characteristics and the experiences of nursing students during clinical placements: A qualitative study of student, faculty and supervisors’ views. Contemporary Nurse , 49 (1), 15–26. https://doi.org/10.1080/10376178.2014.11081949 Yarrow, A., & Millwater, J. (1997). Evaluating the effectiveness of a professional development course in supervision and mentoring. Journal of In-Service Education , 23 (3), 349–361. https://doi.org/10.1080/13674589700200027

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