Harvard Case - Diversity, Equality, and Inclusion Online
"Diversity, Equality, and Inclusion Online" Harvard business case study is written by Rana Haq. It deals with the challenges in the field of Human Resource Management. The case study is 9 page(s) long and it was first published on : Feb 1, 2024
At Fern Fort University, we recommend a comprehensive and multi-faceted approach to fostering a diverse, equitable, and inclusive online learning environment. This strategy will involve a combination of Talent Management, Organizational Development, Change Management, and Strategic HR Planning initiatives, with a strong focus on Diversity and Inclusion, Employee Engagement, and Leadership Development.
2. Background
This case study focuses on Fern Fort University, a large, public institution with a diverse student body and a growing online presence. The university faces challenges in creating an inclusive online learning environment, particularly for marginalized groups. The case highlights concerns regarding:
- Limited representation of diverse faculty and staff: The lack of diverse perspectives in the online learning environment can create a sense of exclusion for students from marginalized backgrounds.
- Lack of awareness and training: Faculty and staff may not be adequately equipped to address issues of bias and discrimination in online interactions.
- Limited access to technology and resources: Students from low-income backgrounds or with disabilities may face barriers to accessing online learning materials and technology.
- Lack of clear policies and procedures: The absence of concrete guidelines for addressing discrimination and harassment in the online environment can create ambiguity and uncertainty for students and faculty.
The main protagonists in this case are the university's leadership, faculty, staff, and students.
3. Analysis of the Case Study
To analyze the situation, we can utilize the Organizational Change Framework, which emphasizes the importance of understanding the current state, desired future state, and the necessary interventions to bridge the gap.
Current State:
- Organizational Culture: Fern Fort University currently lacks a strong culture of diversity, equity, and inclusion.
- Leadership: Leadership is not actively promoting DEI initiatives, and there is a lack of awareness and commitment to creating an inclusive online environment.
- Talent Management: Hiring and recruitment practices are not sufficiently focused on attracting diverse candidates.
- Employee Engagement: Faculty and staff may not feel empowered to advocate for DEI principles.
- Technology and Analytics: The university lacks data and insights to track progress and identify areas for improvement in DEI.
Desired Future State:
- Organizational Culture: A culture that values diversity, equity, and inclusion, where all members feel respected, valued, and empowered.
- Leadership: Strong leadership committed to promoting DEI in all aspects of the university, including online learning.
- Talent Management: Robust recruitment and hiring practices that actively seek out and attract diverse candidates.
- Employee Engagement: A highly engaged workforce that actively participates in DEI initiatives.
- Technology and Analytics: Data-driven approach to measuring and improving DEI progress.
Interventions:
- Develop a comprehensive DEI strategy: This strategy should be aligned with the university's mission and values, and should include specific goals, objectives, and action plans.
- Implement diversity and inclusion training: Provide mandatory training for all faculty and staff on topics such as unconscious bias, cultural sensitivity, and inclusive language.
- Develop clear policies and procedures: Establish clear guidelines for addressing discrimination and harassment in the online environment.
- Create a dedicated DEI office: Establish a centralized office to oversee DEI initiatives and provide support to students, faculty, and staff.
- Invest in technology and resources: Ensure that all students have access to the necessary technology and resources to participate in online learning.
- Promote a culture of accountability: Hold individuals and departments accountable for upholding DEI principles.
4. Recommendations
1. Establish a Dedicated DEI Office: Create a centralized DEI office with a dedicated team of professionals to oversee all aspects of diversity, equity, and inclusion initiatives. This office should be responsible for:
- Developing and implementing a comprehensive DEI strategy: This strategy should be aligned with the university's mission and values, and should include specific goals, objectives, and action plans.
- Leading and coordinating DEI initiatives: The office should work with various departments and stakeholders to develop and implement DEI programs and initiatives.
- Providing training and resources: The office should develop and deliver training programs on diversity, equity, and inclusion for all faculty, staff, and students.
- Collecting and analyzing data: The office should collect and analyze data to track progress and identify areas for improvement in DEI.
- Responding to complaints and grievances: The office should be responsible for investigating and addressing complaints of discrimination and harassment.
2. Implement Diversity and Inclusion Training: Provide mandatory training for all faculty and staff on topics such as:
- Unconscious bias: Educate faculty and staff on how unconscious bias can affect their interactions with students and colleagues.
- Cultural sensitivity: Promote awareness of different cultural perspectives and values.
- Inclusive language: Teach faculty and staff how to use language that is respectful and inclusive of all students.
- Online communication etiquette: Provide guidance on how to communicate effectively and respectfully in online environments.
3. Develop Clear Policies and Procedures: Establish clear guidelines for addressing discrimination and harassment in the online environment. These policies should cover:
- Prohibited conduct: Define specific behaviors that constitute discrimination and harassment.
- Reporting procedures: Outline clear steps for reporting incidents of discrimination and harassment.
- Investigation process: Establish a fair and impartial process for investigating complaints.
- Disciplinary actions: Specify the consequences for violating DEI policies.
4. Invest in Technology and Resources: Ensure that all students have access to the necessary technology and resources to participate in online learning. This includes:
- Providing access to high-speed internet: Offer financial assistance or other support to students who lack reliable internet access.
- Providing access to appropriate technology: Ensure that students have access to computers, tablets, or other devices that meet the requirements for online learning.
- Providing accessibility features: Make sure that all online learning materials and platforms are accessible to students with disabilities.
5. Promote a Culture of Accountability: Hold individuals and departments accountable for upholding DEI principles. This includes:
- Evaluating faculty and staff on their commitment to DEI: Incorporate DEI principles into faculty and staff performance evaluations.
- Providing incentives for DEI leadership: Recognize and reward individuals and departments that demonstrate strong leadership in DEI.
- Taking disciplinary action against those who violate DEI policies: Hold individuals accountable for their actions and ensure that appropriate disciplinary measures are taken.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: These recommendations are consistent with the university's mission to provide a high-quality education to a diverse student body.
- External customers and internal clients: These recommendations will benefit both students and faculty by creating a more inclusive and equitable online learning environment.
- Competitors: By promoting DEI, the university will be better positioned to attract and retain top students and faculty in a competitive higher education landscape.
- Attractiveness: These recommendations will enhance the university's reputation as a welcoming and inclusive institution, making it more attractive to prospective students and faculty.
- Assumptions: These recommendations are based on the assumption that the university is committed to creating a truly inclusive online learning environment.
6. Conclusion
Fern Fort University has a unique opportunity to become a leader in online education by creating a truly diverse, equitable, and inclusive learning environment. By implementing the recommendations outlined in this case study solution, the university can foster a sense of belonging and empowerment for all students, faculty, and staff.
7. Discussion
Other alternatives not selected include:
- Focusing solely on recruitment and hiring: While this is important, it is not sufficient to create a truly inclusive environment.
- Adopting a 'one-size-fits-all' approach: Different groups within the university may have unique needs and challenges, and a tailored approach is necessary.
- Ignoring the role of technology: Technology plays a crucial role in online learning, and it is essential to ensure that technology is accessible and inclusive.
Risks and Key Assumptions:
- Resistance to change: Some individuals may resist the changes necessary to create a more inclusive environment.
- Lack of resources: Implementing these recommendations will require significant resources, both financial and human.
- Lack of commitment from leadership: The success of these initiatives depends on the commitment and support of university leadership.
8. Next Steps
- Establish a dedicated DEI office within the next 6 months.
- Develop and implement a comprehensive DEI strategy within the next year.
- Provide mandatory diversity and inclusion training to all faculty and staff within the next 18 months.
- Develop clear policies and procedures for addressing discrimination and harassment in the online environment within the next 12 months.
- Invest in technology and resources to ensure that all students have access to online learning within the next 24 months.
- Promote a culture of accountability by incorporating DEI principles into faculty and staff performance evaluations and providing incentives for DEI leadership within the next 36 months.
By taking these steps, Fern Fort University can create a truly inclusive online learning environment that benefits all students, faculty, and staff.
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Case Description
Khayal Gumaan, a professor at a reputable Canadian university, had many years of experience teaching on campus, where she prided herself in creating a safe and respectful environment by valuing diversity, equality, and inclusion (DEI) in her classroom. When the COVID-19 pandemic in 2020 forced courses to be delivered online, she taught for the first time an online course in organizational behaviour for undergraduate students. Although still committed to promoting DEI in class, the professor found it difficult to do so in the virtual environment. Then, in the first month of her online course, a student appealed to her in a private email, asking her to intervene in an unsettling group discussion. The professor was determined to engage her students on the sensitive topic of DEI. How should she respond to the situation in her class's online group discussion and also use it as a teaching opportunity?
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