Combined to rate black women high in dominance and

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combined to rate black women high in dominance and strength. The Asian women wereattributed to competence dimension of agency, positive intelligence, and agentic dominance as
AdamsL-EDU-8000-069passive. White women communal but not perceived as having possessed agentic dominance butagentic competence attributed were mixed and inconclusive.EvaluationThese results are exemplary as Black women are dominate but not competent; Asianwomen are competent but passive; White women are communal without being dominate orpassive. Black women suffer agentic penalties while others do not and Black women do notsuffer agentic deficiencies while other groups do. The premise of this study is that black womenare suffering from the perception that while they carry many of the necessary attributes that makea successful leader, agentic penalties will punish them for those leadership qualities and preventthem from achieving success in academia. This ties in with my research on CDOs as many arewomen of color and will help to explain that many of these positions are created to appear as aladder to women of color but are not really a place of cultural change within academia.Article FiveNagel, Mechthild. Pitfalls of Diversity Management within the Academy.Wagadu: A Journal ofTransnational women’s and Gender Studies.Vol. 16 (2016) ppgs. 40-76.Summary(hypothesis or research questions)“This historical overview is to discuss the conflict-laden approaches of managing diversevoices, identities and discourses within a risk adverse, increasingly corporate academy (Nagel,2016).” This article shows the shift from multicultural education towards diversity education;meaning turning from struggle to celebrating our differences.Methodology(research design and method(s) of analysis)This study uses the research of other researchers to discuss how the country has evolvedfrom the 1960s to now. It is a case study from State University of New York and City Universityof New York from the minoritized students and chief diversity officers that struggle to gain
AdamsL-EDU-8000-0610success. It discusses residency as a form of discrimination for private colleges to keep out thoseof color (Jewish, Blacks, Italians) to gain access to public colleges. Nelson Rockefeller asgovernor of New York in the 1950s established the State University of New York system toequalize discrimination based on residency. Then the move to segregation by tuition costs andthe creation of private prisons expenditures; creating the new Jim Crow era of funnelingminorities into prisons and thus shrinking diverse student populations. The ineffectual efforts ofthe Affirmative Action programs during the Reagan years and the creation of BLM movement.Findings and ConclusionsDiversity management ignores lived experiences of those minoritized, and it’s a risk-averse approach introduced into an institutional framework. There was a development of astrategic plan across all departments and management units within CUNY and SUNY to prevent

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Term
Winter
Professor
Dr. Bedford
Tags
Qualitative Research, chief diversity officer, chief diversity, Chief Diversity Officers

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