Transcript Affirming diversity in Arts Administration”

AAAE 2014 ANNUAL CONFERENCE
May 29-31, 2014, Montreal, Quebec, Canada
Theme
“BEING BOLD, EMBRACING CHANGE”
Panel
“Affirming Diversity in Arts
Administration”
Presentation by
Morenga Hunt, Adjunct Professor
MA in Arts Administration Program
College of Visual and Performing Arts
Winthrop University
KEY QUESTION:
What factors need to be considered
and addressed to increase diversity
among students and faculty within
university Arts Administration or
Management programs or courses,
and within the field of Arts
Administration or Management
generally?
PIPELINE VIEW
A holistic consideration of multiple factors relevant to increasing
diversity among students & faculty
Segments of the pipeline
K-12 Education
Sector
AAAE Institutions,
Programs & faculty
1. Diverse student body and faculty
2. Up-to-date & relevant curriculum &
pedagogy,
3. Jobs, Opportunities-current/future
4. Engaged community
Jobs, Opportunities
in arts admin and
management
ROLE OF HIGHER EDUCATION INSTITUTIONS AND ARTS
ADMIN/MANAGEMENT PROGRAMS
“TWO-WAY VALVES” IN THE MIDDLE OF THE PIPELINE
K-12 education
sector and
higher education
institutions
Education
institutions & arts
admin/management
programs
Real jobs or
entrepreneurial
options &
Opportunities
• Act as catalysts/models for systemic change (research-based
advocacy, share good practices/resources?)
• Engage in/promote meaningful dialogue with K-12 education
and H.E. sector
• Collaborate with job sources and entrepreneurial opportunities
FACTORS RELEVANT TO RECRUITING &
RETAINING A DIVERSE STUDENT BODY
Stigmatized students often perceive [and
experience] barriers to education and certain
career paths due to their minority status (Luzzo
& McWhirter, 2001; McWhirter, 1997; Mooney
& Rivas-Drake, 2008).
Importance of recognizing systemic and structural
aspects of exclusion
Student background, preparation, and interest in the
arts, and in arts administration/management?
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Community or Location
Cultural & Experiential Norms & Values
Systemic Social & Economic Realities
Group & Societal Expectations
Skills & Preparation for Higher Ed, Job Options &
Opportunities
The existence of a diverse student population does not in and
of itself ensure a diverse and inclusive educational experience
FACTORS RELEVANT TO RECRUITING &
RETAINING A DIVERSE FACULTY
Culturally inclusive institutional climate
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Institutional and departmental commitment to diversity and
inclusion
Culturally inclusive programs/courses/curriculum content &
pedagogy
Networks with institutions that attract substantial numbers of
diverse graduate students (HBCU’s, Techn. Colleges, etc.)
PR & Marketing materials that demonstrate commitment to
diversity and inclusion
Intentional focus on diversity in all aspects of the hiring process
External considerations for our
institutions and programs
o Active, strategic participation in a holistic process
of systemic change
o Advocacy
o Convening/hosting dialogue and collaborations among
pipeline sectors
o Relationship to external agencies and community
o Private Sector: galleries, theatres, trade organizations
o Public Sector: museums, K-12 arts magnet schools….
o Non-profit Sector: Arts Councils, visual & performing arts
organizations, professional associations
Internal considerations for our
institutions and programs
o Reality and goals of your institution or program
o Inclusive institutional climate (Accessible? Barriers?)
o Budgets (Diversity goals and policies as part of
business plan)
o Program/Course/Curriculum Content & Pedagogy
o Faculty & Advisors (process to recruit & retain)
o Research, documentation, and evaluation, etc.
o Competitive position and challenges, etc.
(Enrollment & Financial demands, perceptions, connections, etc.)
Reference Sources
o Niu, S., & Tienda, M. (2013). Delayed Enrollment and
College Plans: Is There a Postponement Penalty? Journal
Of Higher Education, 84(1), 1-27
o Cornell University – Current STRATEGIC PLAN (As Posted
online)
o Section on increasing faculty diversity
o Ball State University – A Guide to Recruiting and Retaining
a More Diverse Faculty
o The College of Sciences and Humanities Task Force on
Diversity, Ball State University
o Rice University – Diversity, Inclusion, and Cultural
Awareness for Classroom and Outreach Education -- By
Enrica Ruggs, Michelle Hebl; Rice University