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Through philanthropic support from Bank of America, EAB is partnering with 12 institutions to elevate and accelerate the path for Hispanic adults entering health care careers.
Hallmarks of an Anti-Racist Institution: The Behaviors and Actions that Promote Racial Justice in Education for Independent School Leaders
The national conversation about the impact of racism following the murder of George Floyd and others has created an urgency around the need for change.
The 18 fellows in the 2020 Rising Higher Education Leaders Fellowship cohort tackled a wide range of issues in their capstone projects, reflecting the diversity of institutions and professional experiences of the participants. Several fellows deeply examined student success at their institutions, specifically focusing on equity issues. Others made recommendations for improving campus sustainability, building stronger online programs, and adjusting graduate tuition rates.
Advancement leaders have honed the skills necessary to attract top talent and close transformative principal gifts. Today, they can leverage those strengths to create a more diverse, equitable division and marshal resources for DEIJ on campus.
Learn how universities can leverage governmental and corporate funding currently available, collect necessary data, and organize community partnerships now to better prepare their communities for broadband development in this interactive infographic.
To fulfill the promise of student success we must eliminate persistent equity gaps at our colleges and universities. Watch the video to hear from Deborah Ford, Chancellor of University of Wisconsin-Parkside about why she made the decision to have her institution participate in closing equity gaps in her region.
Learn about each of the seven hallmarks of an anti-racist institution through the lives of four BIPOC community members in this interactive infographic.
These scorecards tend to provide to the public demographic data about the makeup of the student, faculty and staff populations as well as graduation and retention data that is disaggregated by demographic. These data provide a critical starting point for examining equity gaps at institutions of higher education. However, these data don’t measure the full experience of undergraduate students during their undergraduate careers.
Diversity, equity, and inclusion skills are defying the COVID-19 labor market: See 3 ways universities can help meet this new demand
Human resources professionals must contend with particularly fragile job security during a recession. However, demand for diversity and inclusion professionals defies this trend, driven by widespread protests calling attention to nationwide systemic racism.
Use the competency-based hiring to identify qualified transferable-skills candidates and attract them to your open positions.