Navigating barriers to equity: Resources for NADOHE Members
The work of NADOHE members is under relentless attack. The Navigating Barriers to Equity page lists information and resources that diversity officers and practitioners will find useful as they navigate the many legislative attacks spreading across the country. These calculated efforts to dismantle equity, diversity, and inclusion work mean we must help each other understand the changing laws and share ideas on how to advance inclusive excellence in spite of the new barriers.
Framework for Advancing Racial Equity and Anti Racism Strategy on Campus
The Framework for Advancing Racial Equity and Anti Racism Strategy on Campus is a signature framework of the National Association of Diversity Officers in Higher Education. It addresses ten priority areas where anti-racism strategies would significantly improve conditions for Black, Indigenous, and People of Color (BIPOC) students, faculty, and staff and that are applicable for a variety of college and university types.
Each priority area includes areas of concern in which diversity officers should concentrate their focus, as well as areas of effort where changes can be enacted and resources allocated at their respective institutions. The framework also poses several questions that diversity officers should consider as they implement anti-racism strategies into campus operations. The Framework is a living document, which will expand over time. The Framework represents the ongoing sustained work to be embedded in the infrastructure of these institutions. The Framework also confronts policies through action to advance equity.
Access the Framework here.
Standards of Professional Practice
The National Association of Diversity Officers in Higher Education established its signature Standards of Professional Practice for chief diversity officers (CDOs) in higher education. Given the complexities of differing institutional types, missions, historical legacies, and current contexts and the varied professional backgrounds and trajectories of CDOs, institutions will inevitably differ in the details of the application of these standards. While these Standards exist to guide the profession, the highest levels of commitment, responsibility, and accountability reside throughout institutional leadership, in which cabinet-level CDOs serve as the principal administrators to advance diversity initiatives through highly specialized knowledge and expertise.
Standards of Professional Practice Institute
The Standards of Professional Practice Institute (SPPI) is designed to prepare the next generation of research- and practice-based diversity higher education leaders to become proficient in the Standards of Professional Practice for Chief Diversity Officers in Higher Education. SPPI is directed by leading scholars as well as faculty and administrators who have served in a senior chief diversity officer role.
Chief Diversity Officers Fellows Program
The National Association of Diversity Officers in Higher Education (NADOHE) Chief Diversity Officer Fellows Program is a professional leadership program of mentorship for new and early career chief diversity officers. The goal of the Fellowship is to provide each fellow with mentoring from a senior level chief diversity officer (CDO) for guided professional development opportunities and experiences.
The Fellowship is highly selective and collaborative with NADOHE member colleges and universities. Fellows are selected from a pool of applicants from NADOHE member colleges and universities, based upon recommendations of the Fellowship Selection and Advisory Committee. Seven fellows will be selected for each cohort. Fellows are expected to continue in their role as CDO for at least two years after the Fellowship.
Academic Diversity Officer Fellows Program
The National Association of Diversity Officers in Higher Education (NADOHE) Academic Diversity Officer Fellows Program (ADOFP) is modeled after the highly successful NADOHE Chief Diversity Officers Fellows Program. The ADOFP is a professional leadership program of mentorship for new and early career Academic Diversity Officers. The purpose of this one academic year ADOFP is to provide each Fellow with mentoring from an ADO, or where appropriate a CDO with at least five years of experience for guided professional development opportunities and experiences. The ADOFP is highly selective and collaborative with NADOHE member colleges and universities. NADOHE is investing in the current and future careers of new and early-career ADOs working in higher education and requires an academic year-long commitment on the part of the Fellow and Mentor.