Implicit Bias and Explicit Need
Just as diversity and inclusion enrich the educational experience, so too do these values build knowledge, broaden perspectives, and foster the innovation needed to help institutions thrive when they are visible in college and university financial and business leadership. Personal experiences shape us all, informing everything from how we tackle obstacles to what subconscious attitudes we hold.
Without a diverse staff, it is difficult for colleges and universities to minimize the influence that implicit bias can have on institutional decision-making. College and university financial and business leaders need to work to create workplaces that reflect the communities they serve.
Ultimately we hope that chief business officers work to confront disparities in the business officer workforce, and endeavor to eradicate any gaps in access and achievement between majority and under-represented students, faculty and staff.
The NACUBO Diversity, Equity, Inclusion Statement outlines how we strive to ensure these principles are intrinsic to its programs and resources as we work to facilitate the achievement of our goals.
Diversity: We commit to increasing diversity, which is expressed in myriad forms, including race and ethnicity, gender and gender identity, sexual orientation, socioeconomic status, language, culture, national origin, religious commitments, age, (dis)ability status and political perspective.
Equity: We commit to working actively to challenge and respond to bias, harassment, and discrimination. We are committed to a policy of equal opportunity for all persons and do not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status.
Inclusion: We commit to pursuing deliberate efforts to ensure that our campus is a place where differences are welcomed, different perspectives are respectfully heard and where every individual feels a sense of belonging and inclusion. We know that by building a critical mass of diverse groups on campus and creating a vibrant climate of inclusiveness, we can more effectively leverage the resources of diversity to advance our collective capabilities.
We liken these definitions to attending a dance: diversity is where everyone is invited to the party; equity means that everyone gets to contribute to the music, inclusion means that everyone has the opportunity to dance.