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The Diversity Collaborative: Frameworks & Tools to Achieve DEI
Jennifer Beckwith, Founding Director, American United School of KuwaitLiz Duffy, President, International Schools Services (ISS)
Ty Frederickson, Assistant Professor, School of Education, Wilkes UniversityBeth Pfannl, Vice President, Administrative Searches, ISS
#DiversityCollaborative
The Diversity Collaborative - Mission
The Diversity Collaborative is committed to creating a more diverse, inclusive and equitable environment among the leadership of the
international school community. This collaborative hopes to utilize the talents of leaders in education to create lasting changes in the way we
engage, support and promote educators who encompass a broad range of identities.
#DiversityCollaborative
The Diversity Collaborative – Benefits
Diversity in leadership is an educational and moral imperative because it improves education through role modeling, inclusive decision making, and equitable access and opportunity. Embracing diversity in leadership helps to improve our schools and the world. With diversity comes:• More Learning• More Innovation• Broader Opportunity• Broader Access to Talent• Better Decisions• Better Performance
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The Diversity Collaborative –Strategic Focus Areas
• Pipeline Development• Conferences and Training• Mentoring and Sponsorship• Data Gathering• Best Practices
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Diversity, Equity and Inclusion (DEI) –Definitions and Distinctions
• Diversity is the presence of difference within a given setting. It is about a collective or a group and can only exist in relationship to others.• Inclusion is about people with different identifies feeling and/or being
valued, leveraged and welcomed within a given setting.• Equity is an approach that ensures everyone access to the same
opportunities. It recognizes that advantages and barriers exist, and that, as a result, we don’t all start from the same place or have the same experience. It is a process that begins by acknowledging unequal starting places and corrects and addresses ongoing imbalances.
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Equality vs. Equity
Equity –giving everyone what they need to be successful
Equality –Treating everyone the same; intended to promote fairness, but only works if people starting from the same place and need same help
interactioninstitute.org & madewithangus.com
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The Leadership Pipeline
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Women in the Workplace, 2017
• Comprehensive study by Lean In and McKinsey & Company on the state
of women in corporate America – conducted annually since 2015
• 222 companies employing more than 12 million people shared their
pipeline data and completed a survey of HR practices
• Plus, more than 70,000 employees completed a survey designed to
explore their experiences regarding gender, opportunity, career and
work-life issues
• Key Findings:
In corporate America, women fall behind early and continue to lose ground with every step, and women of
color are particularly disadvantaged.
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Race & Gender Representation in the Corporate Pipeline (Women in the Workplace, 2017)
Entry Manager Senior Manager VP SVP C-Suite
17% 11% 8% 6% 4% 3%
36% 47% 54% 61% 70% 67%
31% 26% 26% 23% 18% 18%
16% 16% 13% 11% 9% 12%
White Men
Men of Color
Women of Color
White Women
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The Gender and Color of Leadership in NAIS Schools, 2016
0%
5%
10%
15%
20%
25%
30%
35%
40%
2000-2001 2005-2006 2010-2011 2015-2016
% Female Heads % Heads of Color
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Further Breakdown of NAIS Data, 2015
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Gender & Racial Data on International Schools
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The Education Pipeline
Entry Manager Senior Manager VP SVP C-Suite
Teacher TeacherLeader
Dept.Chair
Dean/ Director
Principal/Asst.Head
Head
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Strategies for Increasing DEI
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Assessing Where You Are & Starting the Conversation
What does diversity, inclusion and equity mean for your team, school, board and/or community
• Diversity- Identify the demographics…• Inclusion – Identify any conscious or unconscious biases
Unconscious bias refers to a bias that happens automatically, is outside of our control and is triggered by our brain making quick judgments and assessments of people and situations; influenced by our background, cultural environment and personal experiences.
• Equity – Identify what is needed for each demographic group to access the leadership pipeline in your school and be successful
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Moving Beyond Conversation to Meaningful Action• Post Your Diversity Data• Recruit Broadly and Develop Recruits• Find a Way to Keep Talented Teachers• Dismantle Inequities and Champion ONLY and ALL Those Deserving to
be Leaders• The Look of Leadership Changes• Tell Potential Leaders How to Navigate Pathways to the
Superintendency or Head of School Positions• Share with Potential Leaders What Successful Heads Must Know & Be
Able To Do• Train Your School Leaders and Community on DEI Issues
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Mentors and Sponsors
• Mentors are wise and experienced individuals who share insights and knowledge• Sponsors find or create opportunities for your development – and give
you the encouragement and push to take them
From Centered Leadership Part 3: Connecting
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You Get What You Give
Who are your mentors and sponsors?Who have you mentored and sponsored?How diverse are your networks?
Mentor Sponsor
For You
By You
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Your Personal Board of DirectorsName Relationship Purpose/Role Next Contact
