Building a Culture of Inclusion in Higher Education

When did DEI become a dirty word? I asked that question a couple of weeks ago as I was speaking to a group of senior education administrators dealing with the increased - and seemingly endless - level of stress in their professional environment. Most of us recognize the value that diversity brings to the team, we understand that inclusivity is a good thing, and we accept that everyone should have fair and equitable #opportunities to grow and develop. But mention DEI and you're going to get side-eye from a lot of people. In a January article in Harvard Business Review, Lily Zheng put the cards on the table: "the mainstream DEI strategy adopted by many organizations — marked by jargon-heavy communication, siloed programming reliant on burned-out volunteers, one-off workshops utilizing outdated tactics like blame and shame, and little measurement or accountability — often created the appearance of progress at best and substantial backlash at worst." https://lnkd.in/gQDDFRzg In other words, most people saw a significant disconnect between the promise and the delivery. So... how do you close that disconnect? That's where her article really hits stride. DEI is like a lot of initiatives, well intended and poorly executed. While there are organizations that have embedded it successfully in their culture, there are many more who are just going through the motions. People see that and react negatively. Not surprisingly, the answer - as it is with so many change initiatives - is #strategy. "Instead of the performative, individual-centered, isolated, and zero-sum methods of the current mainstream approach" it has to be deliberate, measure, and concrete. 𝟭. 𝗢𝘂𝘁𝗰𝗼𝗺𝗲𝘀-𝗯𝗮𝘀𝗲𝗱. It can't be squishy and hard to define. Hard, quantifiable targets. 𝟮. 𝗦𝘆𝘀𝘁𝗲𝗺𝘀-𝗳𝗼𝗰𝘂𝘀𝗲𝗱. "Rather than ask every person to align their individual beliefs with an arbitrary standard" use change management to build systems - policies, processes, practices, and norms - to achieve outcomes. 𝟯. 𝗖𝗼𝗮𝗹𝗶𝘁𝗶𝗼𝗻-𝗱𝗿𝗶𝘃𝗲𝗻. If you want buy-in, it has to come from a coalition of the willing. Engage and empower people to work together and find productive solutions. 𝟰. 𝗪𝗶𝗻-𝘄𝗶𝗻. Create a program that produces better and more positive outcomes from all, while communicating those wins credibly and transparently. Lastly, you need a name change. A model that works, yet doesn't stumble out of the gate with the baggage of the past. Zheng uses the acronym FAIR (Fairness, Access, Inclusion, Representation) as a model that captures the strategy, but in a way that might actually work. But... strategy is hard. Which is why so many organizations struggled with DEI and played a hand in the backlash.

When we talk about accommodations, there’s a critical gap we often overlook: the transition from high school to college. In high school, students with disabilities often have IEPs or 504 Plans, along with a team of teachers and counselors helping them navigate and advocate for accommodations. However, once they reach college, many find themselves in an environment that shifts the responsibility almost entirely onto them—with far fewer resources and support to back them up. Most college disability offices across the country are well-intentioned, but many aren’t fully equipped to bridge this transition effectively. Too often, students with disabilities are expected to know what accommodations they need, how to request them, and how to navigate complex systems—all without the guidance they once had in primary school. This expectation places an enormous burden on young adults who are already adjusting to new academic and social pressures. Instead of pointing the finger at students to have all the answers, college disability offices should be proactive allies. Imagine if colleges prioritized: • Proactive Orientation Programs for students with disabilities, covering available accommodations, self-advocacy strategies, and campus resources. • Staff Training on inclusive support that doesn’t assume students know what to request, but instead helps them explore their options. • Clear, Accessible Information on accommodations, eliminating the need for students to dig for resources they may not even know exist. As a disability advocate, and someone who has gone through the system to a professional program and now a career- I see firsthand the challenges students face in navigating this transition. We need a cultural shift in higher education where supporting students with disabilities isn’t about minimum compliance but about empowering them to succeed. #DisabilityAdvocacy #HigherEducation #Inclusion #Accessibility #Accommodations #StudentSuccess

Y’all, DEI feels like a leadership minefield right now, but I’m going to teach you how to navigate it. Here’s how: You don’t have to call it DEI to practice it. The truth is, leadership is evolving, and so is how we approach diversity, equity, and inclusion. Too many organizations have treated DEI like a box to check: They focused on policies and performative content. They made changes but missed the point. DEI is not about ticking boxes or changing policies. It’s about leading people. Right now, leadership needs to level up, and that level is called Personal Culture. Personal culture is about how you show up: the energy you bring, the values you embody, and how your team experiences your leadership. It’s not about labels—it’s about creating a space where people feel seen, heard, and valued. The leadership game has changed, and how you show up matters more than ever. Here’s how to level up your leadership with personal culture: Create psychological safety. Say: “Every perspective matters here. Speak up if you’re ready, or just share what’s on your mind.” By doing this, you create an inclusive space without having to announce it. Everyone knows they’re welcome to contribute, whether right away or later. Ensure every voice is heard. Say: “I want to hear from someone who hasn’t spoken yet.” If no one steps up, call on someone: “What’s your perspective, [Name]?” For those who need more time, remind them: “Feel free to submit thoughts before or after the meeting—I’ll make sure your voice counts.” You’re practicing inclusion by ensuring all perspectives are valued, without needing to label it. You don’t have to call it DEI to practice it. What really matters is how you create a culture where people feel included. When you focus on safety, ensure everyone’s voice is heard, and lead with clarity, your team will begin to feel the difference. Try this approach in your next meeting—your leadership will shift, and your team will rise.