AAAE 2014 ANNUAL CONFERENCE May 29-31, 2014, Montreal, Quebec, Canada Theme “BEING BOLD, EMBRACING CHANGE” Presentation by Morenga Hunt, Adjunct Professor MA in Arts Administration Program College of Visual and Performing Arts Winthrop University Panel “Affirming Diversity in Arts Administration”

KEY QUESTION: What factors need to be considered and addressed to increase diversity among students and faculty within university Arts Administration or Management programs or courses, and within the field of Arts Administration or Management generally?

PIPELINE VIEW A holistic consideration of multiple factors relevant to increasing diversity among students & faculty Segments of the pipeline K-12 Education Sector AAAE Institutions, Programs & faculty Jobs, Opportunities in arts admin and management 1.Diverse student body and faculty 2.Up-to-date & relevant curriculum & pedagogy, 3.Jobs, Opportunities-current/future 4.Engaged community

K-12 education sector and higher education institutions Real jobs or entrepreneurial options & Opportunities Education institutions & arts admin/management programs ROLE OF HIGHER EDUCATION INSTITUTIONS AND ARTS ADMIN/MANAGEMENT PROGRAMS “TWO-WAY VALVES” IN THE MIDDLE OF THE PIPELINE Act as catalysts/models for systemic change (research-based advocacy, share good practices/resources?) Engage in/promote meaningful dialogue with K-12 education and H.E. sector Collaborate with job sources and entrepreneurial opportunities

Stigmatized students often perceive [and experience] barriers to education and certain career paths due to their minority status (Luzzo & McWhirter, 2001; McWhirter, 1997; Mooney & Rivas-Drake, 2008). FACTORS RELEVANT TO RECRUITING & RETAINING A DIVERSE STUDENT BODY Importance of recognizing systemic and structural aspects of exclusion

Student background, preparation, and interest in the arts, and in arts administration/management? Community or Location Cultural & Experiential Norms & Values Systemic Social & Economic Realities Group & Societal Expectations Skills & Preparation for Higher Ed, Job Options & Opportunities The existence of a diverse student population does not in and of itself ensure a diverse and inclusive educational experience

Culturally inclusive institutional climate Institutional and departmental commitment to diversity and inclusion Culturally inclusive programs/courses/curriculum content & pedagogy Networks with institutions that attract substantial numbers of diverse graduate students (HBCU’s, Techn. Colleges, etc.) PR & Marketing materials that demonstrate commitment to diversity and inclusion Intentional focus on diversity in all aspects of the hiring process FACTORS RELEVANT TO RECRUITING & RETAINING A DIVERSE FACULTY

External considerations for our institutions and programs o Active, strategic participation in a holistic process of systemic change o Advocacy o Convening/hosting dialogue and collaborations among pipeline sectors o Relationship to external agencies and community o Private Sector: galleries, theatres, trade organizations o Public Sector: museums, K-12 arts magnet schools…. o Non-profit Sector: Arts Councils, visual & performing arts organizations, professional associations

Internal considerations for our institutions and programs o Reality and goals of your institution or program o Inclusive institutional climate (Accessible? Barriers?) o Budgets (Diversity goals and policies as part of business plan) o Program/Course/Curriculum Content & Pedagogy o Faculty & Advisors (process to recruit & retain) o Research, documentation, and evaluation, etc. o Competitive position and challenges, etc. (Enrollment & Financial demands, perceptions, connections, etc.)

Reference Sources o Niu, S., & Tienda, M. (2013). Delayed Enrollment and College Plans: Is There a Postponement Penalty? Journal Of Higher Education, 84(1), 1-27 o Cornell University – Current STRATEGIC PLAN (As Posted online) o Section on increasing faculty diversity o Ball State University – A Guide to Recruiting and Retaining a More Diverse Faculty o The College of Sciences and Humanities Task Force on Diversity, Ball State University o Rice University – Diversity, Inclusion, and Cultural Awareness for Classroom and Outreach Education -- By Enrica Ruggs, Michelle Hebl; Rice University