beginning the journey to change organizational culture jeanette avery (averyj@ecu.edu)averyj@ecu.edu...
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Beginning the Journey to Change Organizational Culture
Jeanette Avery(averyj@ecu.edu)
Philip Julian(julianp@ecu.edu)
Annette Peery(peerya@ecu.edu)
Background and Literature
• Focus on teaching delivery of culturally competent care• Medical education literature > nursing education literature• Limited resources on practice of diversity within educational
environment• National League for Nursing (2007) – Diversity as core value
• Commitment to Diversity in Nursing and Nursing Education (2009)
Conclusion
“If we’re going to teach diversity and cultural competence…
We must live diversity and cultural competence in the education setting.”
A new beginning…
Diversity Advisory Committee
Diversity Advisory COUNCIL
Integrated Diversity Plan
CON Diversity Survey
2002
2006
2007
2008
2009
University Commitment
Fall 2007Diversity Advisory Council
Redefined!!
• Purpose: Discuss and examine issues related to diversity within the CON and make recommendations to the Dean
• Goal: Raise consciousness/awareness of faculty, staff and students regarding the value of diversity and issues
surrounding diversity.
Where to begin?
• Fall 2007 – DAC concluded that we needed to investigate and assess our current status with respect to diversity.
• Spring 2008 – CON Diversity Survey
Survey Strategy
Include faculty, students, and staff Task Force to develop & implement survey
4 faculty and 2 student representatives Use demographics similar to University survey Forced choice and opened responses
Implemented Feb 2008 Monkey Survey & hard copies
Demographic Snapshot288 respondents (26% of CON population)
Male
Female
Single Parent
Partner parent
No children
PhD
Staff
Faculty
MSN
Undergrad
Other
African Am
Caucasian
Per
cen
t
0
20
40
60
80
100
Summary of Results
Sorted by ECU Status Ethnicity Gender
60
65
70
75
80
85
90
95
100
Faculty
Staff
Student
AA
Cauc
Other
Men
Women
Is diversity important to you?( % Very / moderate )
SfS
AA
C
F
M
W
O
ECU Status Ethnicity Gender
Per
cen
t
P < 0.05
60
65
70
75
80
85
90
95
100
Is diversity valued within the CON? (% Very / moderate)
AA - 33% “Very / Moderate” - 57% “Minimally / Not at All”
ECU Status Ethnicity Gender
Per
cen
t
P < 0.05
Sf
S
AA
C
F
M
WO
How open is the CON to creating an environment that respects diversity?
(% Very / moderate)
60
65
70
75
80
85
90
95
100
Sf
F
O
S
M
AA
CW
AA - 48% “Very / Moderate” - 41% “Minimally / Not at All”
ECU Status Ethnicity Gender
Per
cen
t
P < 0.05
60
65
70
75
80
85
90
95
100
Are resources available in the CON to enhance successful progression by
individuals from diverse backgrounds?(% Always /sometimes)
Men - 61% “Always / Sometimes” - 24% “Rarely / Never”
ECU Status Ethnicity Gender
Sf
F
O
S
MAA
C W
AA - 57% “Always / Sometimes” - 31% “Rarely / Never”
Per
cen
t
Are all diverse groups supported equally in the CON?
(% Always /sometimes)
60
65
70
75
80
85
90
95
100
Sf
F
OS
M
AA
C W
AA - 59% “Always / Sometimes” - 31% “Rarely / Never”
ECU Status Ethnicity Gender
Per
cen
t
Does a caring, respectful environment exist at the CON?(% Always /sometimes)
ECU Status Ethnicity Gender
60
65
70
75
80
85
90
95
100F
Sf
CO
AA W
MS
Per
cen
t
P < 0.05
Thematic Categories Lack of minority faculty
Insensitive faculty attitude
Inequitable access to resources
Inconsistent support services for success
“Reverse” discrimination
Lack of knowledge [about diverse cultures]
The journey continues…
• University
• College of Nursing
University
• Equity, Diversity and Community Relations
– Chancellor’s Diversity Leadership Cabinet (MACRO)
– Diversity Liaison Group (MICRO)
• Each Academic Unit must reflect Diversity
Action Plan– Goals/Objectives with metrics
College of Nursing
• Mission Statement for Diversity Advisory Council
• New DAC Membership structure
• Heightened awareness of inclusiveness
• Working groups from staff, faculty and staff
Summary & Conclusion
Confirmed lack of diversity @ CON Homogenous population
Confirmed differences in perspectives ECU Status - Ethnicity - Gender
Heightened awareness of key issues Status silos Faculty insensitivity Disparity of resources
Changing(?) Diversity Profile (Staff)
2007 2008 2009 2010
Per
cent
Changing(?) Diversity Profile (Faculty)
Per
cent
2007 2008 2009 2010
Changing(?) Diversity Profile (BSN Student)
0102030405060708090
100
Cauc
Men
AA
Other
Per
cent
2007 2008 2009
Comments and Questions
???
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