As leaders of our institutions, we need to have strategic vision and global understanding to manage meaningful change. What demographic and philosophical changes make diversity and inclusion an imperative value added rather than a desired additive? What factors help us understand where the school is on the spectrum of exclusive clubs to inclusive organizations? How do we move our communities strategically at the pace that is right for the school? What are some best practices for getting the right people to the school and leveraging their talents? How do we sustain our positive growth over time? Discuss these questions and gather tools to help our schools become the leading edge of cultural competency, inclusion, and equity.
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Norwood School Cultural Competency Leadership
1. Norwood School
Rosetta Eun Ryong Lee
Seattle Girls’ School
Culturally Competent
Organizational Leadership
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
3. Goals
Cultural Competency
Assessing Where You Are
Priming for Change (or Sustaining It)
Recruitment TO Retention
Assessing and Reassessing
Resources
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
4. Cultural Competency:
Many Models
Cultural competence is a set of
congruent behaviors, attitudes and
policies that come together in a
system, institution or individual and
enable that system, institution or
individual to work effectively in cross-
cultural situations.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Terry Cross
5. Cultural Competency: Key Elements
Value Orientation
Diversity as Value Added
Respect
Relationships
Equity
Thought Orientation
Knowledge
Awareness
Systems Thinking
Action Orientation
Consciousness Building
Capacity Building
Assessment
Adaptation
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
6. 21st Century Education and Excellence
Critical Thinking
Collaboration
Communication
Creativity
Cosmopolitanism
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
7. An Educational Imperative
The Moral Case
The Academic Case
The Economic Case
Institution Excellence
Teacher Excellence
Student Excellence
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
8. From Exclusive to Inclusive:
Developmental Stages
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
10. Hallmarks of Earlier Phases
People feel pressure to fit in
People fear speaking up
“Who you know” is more important than “what you
know” (relationship-based culture)
You only trust those closest to you (cliques)
Denial of differences is considered a virtue (“we
don’t see differences here”)
It’s hard for outsiders to learn the rules (sink or
swim to prove yourself)
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
11. Hallmarks of Later Phases
People can bring their full selves to school
The school encourages and welcomes people to
contribute different opinions and points of view
There is a performance driven culture
People form dynamic and diverse groups (trust)
Differences are seen as additive and productive
Success is explicitly defined, and the school supports
people in achieving it
The school has an interactive culture
People have the competencies to adapt to different
cultural contexts.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
12. Everybody Has a Role
CC of Non-Teaching Educator (Staff)
CC in Athletics (AD and Coaches)
CC in Finances (Business, HR, Admissions, and
Development)
Cultural Proficiency for Teacher Administrators
(Department Heads, Dean of Faculty)
Culturally Competent Leaders (Heads and Practitioners)
Culturally Fluent Organization Development (Heads
and Practitioners)
Inclusion Planning Tool (Policy, Practice, Event, etc.)
Inclusive Classroom Practices (Teachers)
Librarian Cultural Competency Standards (Librarians)
Recruitment to Retention (Admissions and Hiring)
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
13. Schools Have ZPDs, Too!
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Status Quo:
Reliance on what the
school does already
and naturally
Zone of Proximal
Development:
Mindful and strategic
change toward the
next stage of growth
Too Much, Too Fast:
Unrealistic demands
on the community
14. Getting There From Here:
Life Cycle of Initiatives
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Abe Wehmiller, NAIS Summer Diversity Institute
16. The 5Ps of Institutional Cultural
Competency
• Policy – Enumeration of the school’s cultural
competency commitment through mission, strategic
plan, handbooks, websites, etc.
• Programming – Cultural competency training and
programming for all constituencies (board, admin,
faculty, staff, students, families, etc.). Diversity and
inclusivity curriculum.
• Practice – Consistent and meaningful revisit of policy
and programs. Climate assessments, proactive
changes, and meaningful responses to incidents.
• People – Critical mass of people who are supportive
AND active on all levels.
• Pecuniary – Funding, people, and time allocated in the
strategic plan and daily life for supporting cultural
competency efforts.
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
17. Concentrating on the People:
Recruitment TO Retention
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
18. Stages of Recruitment to Retention
Recruiting
Interviewing
Admitting/Hiring
Starting before the first school year begins
Conducting professional development
Mentoring and collaborating
Assessing, supervising, observing and evaluating
Granting tenure/permanence/leadership
Sustaining the connection – “Stay Interviews”
Developing life-long learners
Renewing and reorienting
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
19. Leveraging Your People
Back up your enthusiasts 15-20%
Sanction outright resisters 15-20%
Work on your 60-70%
Be authentic about where you are
Support your pioneers
Cultivate your voices of conscience
Contribute your stubborn ounces
Constantly reference your mission
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
20. Keeping Up To Date:
Assessment and Training
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
21. Assess and Reassess
Demographic Trends
– Entrance Numbers
– Attrition Numbers
– Disciplinary Cases
– Academic Cases
– Financial Aid Breakdowns
Climate Surveys
Exit Interviews
Programmatic Surveys
Pre-Post Assessments
Every 1-2 Years
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
22. Cultural Competency Skillsets
Identity Development
Cross Cultural
Communication
Intercultural Conflict
Bias, Power, and Systems
Privilege and Allyship
School Culture and Change
Inclusive Curriculum
Leading and Following
Cultural Adaptation
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
23. Doing It on a Budget
Free Climate Surveys
Survey Monkey
Word Clouds
Task Forces and Focus Groups
Online Courses with Cohorts
Post Conference Share-Outs and
Trainings
Book Discussion Groups
Expertise Exchange
Forming Consortia With Other
Schools
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
24. Resources Available
at tiny.cc/rosettalee
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Common Vocabulary
Assessment Tools From Various Organizations
Links to Resource Websites
Professional Development Options
Must Read Books
Can’t Find What You’re Looking For? Contact Me!
25. Our School, Our Children
Old School Diversity or
21st Century Cultural Competency?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
26. Presenter Information
Rosetta Eun Ryong Lee
6th Faculty and
Professional Outreach
Seattle Girls’ School
2706 S Jackson Street
Seattle WA 98144
(206) 805-6562
rlee@seattlegirlsschool.org
http://tiny.cc/rosettalee
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
27. About Seattle Girls’ School
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Basic Definitions
Diversity: Difference, Variety
Diversity is Value Added:
Business Portfolio
Biodiversity
Creativity
Innovation
28. Dimensions of Identity and Culture
This model of identifiers and culture was created by Karen Bradberry and Johnnie Foreman for NAIS Summer Diversity Institute,
adapted from Loden and Rosener’s Workforce America! (1991) and from Diverse Teams at Work, Gardenswartz & Rowe (SHRM 2003).
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
29. About Seattle Girls’ School
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Basic Definitions
Inclusion: A sense of belonging,
worthiness, and value one feels in an
organization
Are you an owner or an employee?
Are you “in the family” or are you a guest?
30. About Seattle Girls’ School
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Inclusion Parable:
The Giraffe
and the Elephant
31. About Seattle Girls’ School
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
Basic Definitions
Equity: providing opportunities and
access to all so that every person can
achieve his/her full potential. Equitable
treatment involves acknowledging
diversity, recognizing and celebrating
our differences, and eliminating the
barriers that prevent the full
participation of all peoples.
32. Equality vs Equity
Everybody gets a shirt versus everybody
gets a shirt that fits.
Giving everybody some insulin in
equality. Giving only people who are
diabetic some insulin is equity.
What is “fair”?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
34. Culture [consists] primarily of the
symbolic, ideational, and intangible
aspects of human societies… It is the
values, symbols, interpretations, and
perspectives that distinguish one
people from another.
James A. Banks
What is Culture?
Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
35. Rosetta Eun Ryong Lee (http://tiny.cc/rosettalee)
The Jones Model of Cultural Competence
Cultural Self-
Awareness
Cultural
Intelligence
Cross-Cultural
Effectiveness
Skills
Countering
Oppression
through
Inclusion