beginning the journey to change organizational culture jeanette avery ([email protected])[email protected]...
TRANSCRIPT
![Page 1: Beginning the Journey to Change Organizational Culture Jeanette Avery (averyj@ecu.edu)averyj@ecu.edu Philip Julian (julianp@ecu.edu)julianp@ecu.edu Annette](https://reader035.vdocuments.net/reader035/viewer/2022062217/5697bf7b1a28abf838c83455/html5/thumbnails/1.jpg)
Beginning the Journey to Change Organizational Culture
Jeanette Avery([email protected])
Philip Julian([email protected])
Annette Peery([email protected])
![Page 2: Beginning the Journey to Change Organizational Culture Jeanette Avery (averyj@ecu.edu)averyj@ecu.edu Philip Julian (julianp@ecu.edu)julianp@ecu.edu Annette](https://reader035.vdocuments.net/reader035/viewer/2022062217/5697bf7b1a28abf838c83455/html5/thumbnails/2.jpg)
Background and Literature
• Focus on teaching delivery of culturally competent care• Medical education literature > nursing education literature• Limited resources on practice of diversity within educational
environment• National League for Nursing (2007) – Diversity as core value
• Commitment to Diversity in Nursing and Nursing Education (2009)
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Conclusion
“If we’re going to teach diversity and cultural competence…
We must live diversity and cultural competence in the education setting.”
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A new beginning…
Diversity Advisory Committee
Diversity Advisory COUNCIL
Integrated Diversity Plan
CON Diversity Survey
2002
2006
2007
2008
2009
University Commitment
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Fall 2007Diversity Advisory Council
Redefined!!
• Purpose: Discuss and examine issues related to diversity within the CON and make recommendations to the Dean
• Goal: Raise consciousness/awareness of faculty, staff and students regarding the value of diversity and issues
surrounding diversity.
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Where to begin?
• Fall 2007 – DAC concluded that we needed to investigate and assess our current status with respect to diversity.
• Spring 2008 – CON Diversity Survey
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Survey Strategy
Include faculty, students, and staff Task Force to develop & implement survey
4 faculty and 2 student representatives Use demographics similar to University survey Forced choice and opened responses
Implemented Feb 2008 Monkey Survey & hard copies
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Demographic Snapshot288 respondents (26% of CON population)
Male
Female
Single Parent
Partner parent
No children
PhD
Staff
Faculty
MSN
Undergrad
Other
African Am
Caucasian
Per
cen
t
0
20
40
60
80
100
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Summary of Results
Sorted by ECU Status Ethnicity Gender
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60
65
70
75
80
85
90
95
100
Faculty
Staff
Student
AA
Cauc
Other
Men
Women
Is diversity important to you?( % Very / moderate )
SfS
AA
C
F
M
W
O
ECU Status Ethnicity Gender
Per
cen
t
P < 0.05
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60
65
70
75
80
85
90
95
100
Is diversity valued within the CON? (% Very / moderate)
AA - 33% “Very / Moderate” - 57% “Minimally / Not at All”
ECU Status Ethnicity Gender
Per
cen
t
P < 0.05
Sf
S
AA
C
F
M
WO
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How open is the CON to creating an environment that respects diversity?
(% Very / moderate)
60
65
70
75
80
85
90
95
100
Sf
F
O
S
M
AA
CW
AA - 48% “Very / Moderate” - 41% “Minimally / Not at All”
ECU Status Ethnicity Gender
Per
cen
t
P < 0.05
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60
65
70
75
80
85
90
95
100
Are resources available in the CON to enhance successful progression by
individuals from diverse backgrounds?(% Always /sometimes)
Men - 61% “Always / Sometimes” - 24% “Rarely / Never”
ECU Status Ethnicity Gender
Sf
F
O
S
MAA
C W
AA - 57% “Always / Sometimes” - 31% “Rarely / Never”
Per
cen
t
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Are all diverse groups supported equally in the CON?
(% Always /sometimes)
60
65
70
75
80
85
90
95
100
Sf
F
OS
M
AA
C W
AA - 59% “Always / Sometimes” - 31% “Rarely / Never”
ECU Status Ethnicity Gender
Per
cen
t
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Does a caring, respectful environment exist at the CON?(% Always /sometimes)
ECU Status Ethnicity Gender
60
65
70
75
80
85
90
95
100F
Sf
CO
AA W
MS
Per
cen
t
P < 0.05
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Thematic Categories Lack of minority faculty
Insensitive faculty attitude
Inequitable access to resources
Inconsistent support services for success
“Reverse” discrimination
Lack of knowledge [about diverse cultures]
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The journey continues…
• University
• College of Nursing
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University
• Equity, Diversity and Community Relations
– Chancellor’s Diversity Leadership Cabinet (MACRO)
– Diversity Liaison Group (MICRO)
• Each Academic Unit must reflect Diversity
Action Plan– Goals/Objectives with metrics
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College of Nursing
• Mission Statement for Diversity Advisory Council
• New DAC Membership structure
• Heightened awareness of inclusiveness
• Working groups from staff, faculty and staff
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![Page 21: Beginning the Journey to Change Organizational Culture Jeanette Avery (averyj@ecu.edu)averyj@ecu.edu Philip Julian (julianp@ecu.edu)julianp@ecu.edu Annette](https://reader035.vdocuments.net/reader035/viewer/2022062217/5697bf7b1a28abf838c83455/html5/thumbnails/21.jpg)
Summary & Conclusion
Confirmed lack of diversity @ CON Homogenous population
Confirmed differences in perspectives ECU Status - Ethnicity - Gender
Heightened awareness of key issues Status silos Faculty insensitivity Disparity of resources
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Changing(?) Diversity Profile (Staff)
2007 2008 2009 2010
Per
cent
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Changing(?) Diversity Profile (Faculty)
Per
cent
2007 2008 2009 2010
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Changing(?) Diversity Profile (BSN Student)
0102030405060708090
100
Cauc
Men
AA
Other
Per
cent
2007 2008 2009
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Comments and Questions
???