Diversity Policy at Lehigh This Term Paper

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Diversity Training

The school aims to recruit students that will balance the spectrum of diversity. Before this can be accomplished however, existing and future employees of the university will need to be prepared. "Diversity is about encouraging and enabling all employees to draw on their talents, skills, and experience for the benefit of the business." (Bruno, 2004) Schools that are diversity sensitive will more often be prepared for the competitive recruitment markets and thus attract higher potential students and employees. The school has implemented the necessary training that will bring the entire student recruitment process together.

No matter what the level of need, a good diversity training program will maintain the most important aspects of the school's initiative. Diversity training has been proven to reduce the potential for misunderstandings, conflict and litigation which is often related to basic differences in communications and expectations. "All of the admissions staff has been charged with the responsibility of achieving greater diversity among the entering class of students. Admissions officers have been informed that they will be evaluated on their success in increasing the diversity of their applicants/matriculants. Naturally, some are responsible for regions that have fewer potential candidates than others, but the goal will be to increase the numbers within the context of the area regardless of the volume. The entire admissions staff will have a formal program of diversity training before they begin their fall travel." (Lehigh President's Speech)

Recruiting

The new approach to student and employee recruitment must be multifaceted. Lehigh has addressed this by looking to many perspective areas for recruiting. "It relates to women and men; people of different races, ethnicity, and religions; people from different intellectual perspectives and socioeconomic backgrounds; those from the U.S. And those from other countries; people of different sexual orientation; and persons with disabilities.

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" (Lehigh President's Speech)

Since the internet has become such a major aspect of the communication, recruiting and marketing aspects of the both businesses and educational programs, Lehigh has begun to communicate their openness and understanding of diversity. Consider that the first thing one sees when logging on to the Lehigh Web Page is an obvious Asian female playing a violin. The school's page also promotes that in regard to religion, governance and coordinating councils that there is a great level of diversity. Merely pointing out that people are black or white, male or female does not cover the full spectrum of diversity. Other changes such as hiring a female director of the minority recruitment program, having the dean of admissions and financial aid coordinate the school's diversity preparedness for financial aid and the many other steps taken all show a sincere dedication to establishing the correct atmosphere that supports diversity.

Conclusion

This report aimed to argue that the recently implemented measures to increase diversity and multiculturalism at Lehigh University have been and will continue to be effective. The university has clearly made the necessary efforts to incorporate a diversity program that will create a foundation of the social atmosphere needed. The program has been strongly advocated and supported by the managerial levels of the faculty and administration and as demonstrated by the university's Mission Statement, the leadership understands that the school's future can be directly linked to programs that promote diversity and multiculturalism. The school did not approach this concern by implementing a quick fix so Lehigh University will be a much more diverse environment that will continually promote high levels of social acceptance as well as creating situations where interaction of various cultural segments of society can live and work together in harmony.

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