1. By Carlos E. Cortés & Chani Beeman Diversity, Change & Leadership

2. WHAT’S IN A NAME? You know each other, but we don’t know you. Please introduce yourself and tell us something about your name.

3. DIVERSITY 1.People are both individuals and members of multiple groups. 2.Those groups influence (but do not determine) the lives of people who belong to them. 3.Each individual is partially shaped by the constellation of groups to which she or he belongs. 4.Groups have patterns (often known as culture). Therefore, members of different groups have patterned differences. 5.Learning about groups provides clues to individuals who belong to these groups. 6.Concerning diversity:  Thing in generalizations, not stereotypes.  Think in group intersections, not silos.

4. Leadership Challenge Composition Culture Context (Government) Consciousness Change You US Society The Globe

5. “RACIALLY BALANCED CITIES IN SOUTHERN CALIFORNIA,1990 TO 2010”* Key Findings: Racial balance is measured by local representation of the four major population groups. The Inland area has become one of the most racially and ethnically mixed regions in the country. Racial balance has occurred as a result of declining share of white population and increased shares of minority groups. Inland cities in Riverside and San Bernardino counties had the largest gains of Latino and Black residents *Linda Lou, Hyojung Lee, Anthony Guardado, and Dowell Myers. USC Price, Sol Price School of Public Policy, February 2012

6. RCCD SERVICE AREA DEMOGRAPHIC PROFILES Population 2010 Census CoronaEastvale Moreno ValleyNorcoPerris City of Riverside American Indian/Alaskan Native.8%.5%.9% 1.1% Asian 9.9%24.2%6.1%3.1%3.6%7.4% Black 5.9%9.7%18.0%7.0%12.1%7.0% Hawaiian/Other/ Pac. Island..4%.6%.2%.4% 2+ Races 5.1%5.2%5.7%3.2%5.1% White 59.7%42.9%41.9%76.3%42.3%56.5% Hispanic/Latino 43.6%40.0%54.4%31.1%71.8%49.0% White, not Hispanic/Latino 38.1%23.7%18.9%56.4%11.0%34.0%

7. INSTITUTIONAL CHANGE Board Policy 7100 – Commitment to Diversity Revised Recruitment and Hiring procedures Revised committee preparation Equity Monitors Program Implementation of Diversity Initiative

8. DIMENSIONS OF DIVERSITY Gender Sexual Orientation Globalization Religion Disability Age/Generation Language Race/Ethnicity

9. Diversity Matrix Equity Effectiveness InternalExternal

10. CULTURALLY CENTERED COMMUNICATION 1. Be nonjudgmental. 2. Be flexible. 3. Be resourceful. 4. Personalize observations. Skills: Use "I-messages" rather than "you-messages." In your own words, repeat what the other person is saying, for understanding Listen actively, no interruptions, focus on the other person's message.

11. 5. Pay attention to thoughts and feelings. 6. and 7. Listen attentively/observe carefully. 8. Assume complexity. 9. Tolerate the stress of uncertainty. CULTURALLY CENTERED COMMUNICATION

12. 10. Have patience. 11. Manage personal biases. 12. Keep a sense of humor. 13. Show respect. 14. Show empathy. CULTURALLY CENTERED COMMUNICATION

13. CHALLENGES OF LEADERSHIP IN A DIVERSE SOCIETY 1. Understanding – Draw constructively and flexibly on knowledge about groups, while using that knowledge as a clue and a generalization, not as an assumption or stereotype about individuals. 2. Balance – Foster the development of common goals while drawing upon the strengths of diversity in order to work toward those goals. 3. Limits – Accommodate constructively to diversity while also determining which accommodations are reasonable and which need to be limited.

14. 4. Equity – Work toward equity by determining when it is appropriate to treat all people alike and when it is appropriate to treat them differently. 5. Communication – Facilitate constructive, civil dialogues about polarizing, emotion-laden issues. 6. Complexity – Continuously develop your understanding of the changes in and complexities of diversity, including your ability to grapple with diversity’s inevitable ethical dilemmas. CHALLENGES OF LEADERSHIP IN A DIVERSE SOCIETY