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From the desk of the MACUHO President,
Inside this issue:
Hello MACUHO!
Career Advancement
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I hope you had a fantastic time with opening your new semester, or reopening your winter quarters after the holiday break! Our association is filled with great opportunities through the people that are involved in MACUHO, and I am sure our students are excited to be back on our campuses!
Taking Charge with R.A.D.
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Setting the Tone
page 7
40 Years of MACUHO
page 8
Money Matters
page 12
We have some new projects coming along for MACUHO that I am excited to share. The first is our MACUHO “40 for 40” Campaign which is now available on our website at www.macuho.org. This is our opportunity to raise funds for the ACUHO-I MACUHO Endowment that has been created to support programs such as the Lisa Pierce V.I.P. Program, the ACUHO-I Talking Stick, NHTI, and many other wonderful initiatives through ACUHO-I and MACUHO. We in Housing and Residence Life have an opportunity to leave our mark in history as our Association’s 40th Anniversary is approaching, and I am putting a personal challenge out for MACUHO to raise $10,000 for the year. This is an unprecedented effort for our Association, as we normally try to raise $1,000 during our Annual Conference. I know we can do this, and we need everyone’s help to accomplish this. So, for the name of the 40th Anniversary, we are asking if people can donate $40 to the Foundation, which the link has been set up on our website. This is the “40 for 40” program that I would like your support. I will continue to talk about this throughout the year, and also leading up to the November 2012 conference in Baltimore, MD.
Diversity Blog Post
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Reflections from SSLI
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Summer Conferences Spotlight
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Creating Unity through Diversity
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Magazine Editor
Matthew Le Brasseur
Magazine Editor
Debbie Scheibler
MACUHO President
Shigeo Iwamiya
The MACUHO Magazine is created and developed by the MACUHO membership. All contributions are from MACUHO members or our sponsors.
Also, please participate in our newly established Webinar programs as well! We have many coming up in the months of February and March, and please take advantage of this opportunities! Please check the MACUHO website for more information about webinars in the next coming weeks! This is all part of the M:375 program that is featured on the front of the website, and if you see, there is an official countdown clock towards our next conference ticking down as well. So, for those of you that are participating at the Mid-Atlantic Placement Conference in February 23 & 24 as a candidate or recruiter, I will see you there, and also wish you the best of luck at the conference! Please travel safely to Reading, PA, and thank you as always for your continued MACUHO Support!
Shigeo J. Iwamiya MACUHO President, 2011-2012
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I recently had the opportunity to participate in the Stony Brook University’s Resident Assistant conference the weekend of November 12, 2011. It was amazing to see so many student and professional staff exploring the work that we do through a social change/ social justice lens. I was asked to join the conference as a moderator for the professional staff roundtable discussing the best practices of “moving up in higher education”. I have learned through research that Career Advancement is a major area that millennial staff want mentoring on and expect career coaching to be a component of the professional development conversation (Levit & Licina, 2011). As I reflected on my career and the fortunate experiences that I have had being groomed by exceptional Residence Life & Housing and Student Affairs professionals, I pondered what are the “best practices” for moving up? I thought of a former Resident Assistant of mine who is now a successful professional staff member in our region. She recently mentioned to me that as I left Douglass College to move on to Philadelphia University, she asked why I needed to leave so soon and remembered my response was “up and out in three years”. As I reflect back on that conversation I wish that was not my response, but that statement now haunts her as she enters her third year at her institution. That very same advice that was given to me by a former supervisor has guided much of my professional development throughout my career. I have worked to make my mark on a program, department, the institution, so that it will provide me the opportunity for advancement or to move on every three years. However, I now ask myself with the current state of the economy and availability of positions (or lack thereof), what does this mean for career advancement? Is “up and out in three years” a cautionary tale not to be
static in one position or one place for too long in the hope that continued progression will make you more marketable in the future? I cannot say for certain, but it has made my career quite rewarding thus far. It has pushed me to stay vital and relevant in my work, to progress my department and my expertise, to be innovative and creative, and to become an active leader in MACUHO. Whether or not, you agree with “up and out in three years” having an intentional professional
development plan will be a benefit to your career advancement at any stage. I will share with you what I shared with the participants of the roundtable discussion in the chance that you too may be considering your career advancement for now or for the future. I would also challenge you to think about what you value in your career, what your goals are, and what steps you are taking to reach those goals and milestones. And I encourage you not to think about the years at an institution or in a position, but the impact that you have been able to make
Stay Relevant- Stay relevant in your knowledge and skill set. Be cognizant that higher education and student affairs are academic disciplines. Are you abreast of current trends and research in the field? We are a practice driven field but there is value in continued education. In regards to improving your skill set, what can you master in profession of generalist? “Understand how to compete…is an important career step”.- Russ Hagey, Bain & Company Blueprint- Conduct informational interviews with accomplished colleagues who have successfully navigated career advancement and have obtained positions you aspire to attain. This can prove to be a blueprint for success. Seek out professional development- Identify the competencies you want to gain or enhance and seek out opportunities to improve in those areas. Professional development can be formalized training, conferences, webinars, additional degrees and certificates, committee 5
work, involvement in professional organizations, etc. You must research what works best for you, and diversify your experiences. Mentor up- I will categorize two types of mentors that I will define for the purpose of the discussion: (1) traditional mentors/ coaches- those who have expressed vested interest in your professional development that have far surpassed you in experience and expertise; (2) peer coaches- those who are colleagues close in experience to you yet allow you to “shadow” and “partner” with them in a hands-on learning experience; peers often coach to help you learn culture and to navigate your present situation; partnering with creative and competent colleagues can be enriching, rewarding, and a great learning opportunity. Tip: Have both types of mentors at your disposal, there is value in a diversity of approaches, experiences and perspectives. Be Present- Recognize, appreciate, reflect and learn from your current experience, position and institution. Be mindful of focusing so much on where you want to go that you fail to appreciate and value what is happening and what you learning now. “Be planted where you are”..
Be Strategic- Creating an individual development plan (I.D.P.) or a professional development action plan are essential to strategically detail your plan for advancement. Completing inventories that focus on identifying competencies necessary for advancement can be useful in developing said development plans. Complete visioning exercises and develop short and long- term goals to assist in developing an action plan. Partner with your supervisor in guidance on developing an IDP. Tip: Build your engagement over time.
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It’s On You- The onus is on you to take responsibility for your own career development and advancement. The responsibility is not that of your supervisors. Ideally this responsibility would be shared mutually and approached as a partnership. Approach this dialogue as an opportunity to advocate for yourself, communicate to your supervisor your expectations in regards to their involvement in your professional
development, your areas of interest, and future aspirations. “What you don’t know will hurt you”Seek out feedback both formally and informally. Identify colleagues and mentors who are constructive and will be direct and honest. Tip: Offer feedback to enhance the professional development program at your institution. Tell us what you need. Contribute to a Culture of Collaboration & Engagement- Wow, that’s not asking too much is it? Foster collaboration, dialogue, an exchange of ideas, and creativity. This type of environment produces forward thinkers and innovators. Being an innovator helps you to develop a niche for yourself in a competitive market and progressive field. Participate in committee work, think-tank & simulation activities, curricular and cocurricular partnerships, collaborate with faculty and other student affairs departments, reach out to regional colleagues for joint training opportunities, participate in
professional organizations. Tip: “Think outside the box.” The box is selfcreated, only you can limit you. - Shana Alston Networking- “…it’s actually who you know, who knows you and what you do…”. Move beyond conventional networking (meet & greet) to powerful partnerships. Maximize on your relationships with colleagues, what makes you memorable, how can you continue to communicate or partner with those colleagues? Tip: When you get a colleague’s business card find a reason to contact them later, ask if they would be open to the future communication, and follow-through. I recognize how challenging it can be to continual think about our career advancement and to balance that with being present and dedicated to your current position and institution. Yet, ultimately I believe if you invest in your own professional development and work towards the advancement of your department and institution that you will
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find great reward. And in that reward you will learn what aspects of your work that you are most passionate about and take steps to pursue those passions. My advice to any young professional or colleague thinking of their career advancement is to be creative, collaborative and intentional in all that you do, and to seek out new opportunities in which to challenge yourself for now and for what’s next.
Levit, A., & Licina, S. (2011) How the recession shaped millennial and hiring manager attitudes about millennials’ future careers. [PDF Document]. Retrieved from http://newsroom.devry.edu/images/20004/ Future%20of%20Millennial%20Careers% 20Report.pdf.
Taking Charge with R.A.D. By Ann Destefano, Resident Assistant Stevenson Institute of Technology
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nspiring our staff members to take an active role in the MACUHO region should be a goal of every supervisor.
According to a recent ABC news clip, in
We all have the intentions of empowering them as profession-
2010 an alarming 1 in 5 college females
als, encouraging them to attend conferences, present sessions
were the victims of rape or attempted
and become published in the MACUHO Magazine, the Talking
rape on their campus. What this means
Stick or other publications in our field. So often though, the
is that we have students on our
daily obligations of their jobs (and ours) can get in the way of
campuses who could be silent victims of
being as active in the region as we would have hoped. This is
sexual assault. While I am fortunate
why I have been so impressed with Steven Couras who is the
that my campus, located in Hoboken,
Assistant Area Coordinator in the Office of Residence Life at
New Jersey, is very safe, not all
Stevens Institute of Technology. Every time we have a call for
campuses are so lucky. R.A.D (Rape
articles, Steven is always one of the first to send in a long list of
Aggression Defense) is a self-defense tactic taught across the
submission from his staff. Additionally, Steven takes his staff to
country that empowers women to take a more active role in
almost all MACUHO functions and always has pictures and a
their own safety. As a resident assistant at Stevens Institute of
kind word to send our way. Most importantly, Steven supports
technology, I felt that I had an obligation to educate my
his staff in their MACUHO and professional development en-
students about taking a role in their own safety.
deavors.
The stage was set. A brightly lit student lounge had
Supervisors like Steven and staffs like that at Stevens
been turned into a mysterious dark alley, emulating a possibly
Institute of Technology are what our region needs to hear more
dangerous situation college females may find themselves in. The
about, and I know that there are amazing people and staffs at
program ‘Learn Self Defense’ was directed towards female
all of our campuses! Indeed, it is what our organization is built
students on the Stevens Institute of Technology campus. Led by
upon. I wish to applaud Steven for always encourage his staff
Area Coordinator Tomasita Jallad, the program gave a basic
and for letting our membership know about the great programs
tutorial in R.A.D. Through their participation in the event,
that are going on at his campus… and I’d like to challenge each
female students were provided with tips such as the proper way
of us to do more of the same. We sincerely thank each of you
to walk home alone and how to take down a possible aggressor
who have sent in submissions for this issue and for past issues
by a twist of the arm. Participants were also asked to volunteer
and we want to hear from more MACUHO members about the
to learn how to project their voice to shout ‘NO! Stay Away!’ to
great things going on at your institutions such as your RA selec-
an aggressor.
tion process, CHO issues for discussion, innovative programming
Tomasita, our expert R.A.D. specialist, provided
efforts, graduate student research, conferences/sessions that
additional tips as well as pamphlets and numbers of hotlines to
you have attended, regional updates, new campus construction
aid in coping with a possible rape situation. The event was well
and facilities updates, and what sets your campus and staff
received and residents left confident and empowered! Check
apart. Consider submitting an article to tell us all about it!
out http://www.rad-systems.com/ or contact your own Campus/University Police or Public Safety Office for more information on hosting your own R.A.D. program.
Setting the Tone: A spotlight on Steven Couras By Deborah Scheibler MACUHO Magazine CoEditor 7
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Money Matters: Helping Students get Financial Edge through Programs By Derek Mulvey, Resident Assistant
Stevens Institute of Technology Today’s financial world can be very confusing. From choosing a bank account to trading complex equities, it is difficult to understand what’s what. This is why in September of 2011 I organized a program for 30 of my first-year residents which helped explain money management basics. As a senior business student at Stevens Institute of Technology, I have a good idea about most of the current money management tools, but I knew I needed a little help from a professional. This is why I brought in a professional, Brandt. Brant is a recent Stevens Institute of Technology graduate who now works for a large investment bank. To start the program out, Brandt started with a true story of a group of bankers turning $1 million into $20 million within just weeks. That got the attention of the residents in attendance. Within seconds, Brandt and I had the undivided attention of 30 first-year students. The program then progressed into discussing the basic knowledge of credit cards and bank accounts and then rolled into more complex stock-trading options. Throughout the event, Brandt and I would ask financial “brain teaser” questions. When a resident answered one of these five questions correctly, they received a slice of pizza. Keeping each resident locked into their seat, Brandt and I started to explain the most important lesson of all: your personal financial success is up to you regardless of the major you studied. To illustrate this point, Brandt listed countless financial CEOs and managers who had studied engineering in college. Brandt stated, “The degree you get only gives you the tools you need. It is up to you to shape your future.” Our speaker took his experiences and knowledge of finance and broke them down into terms that were easy to understand for this group of first-years. This event was a highly successful program that is easily duplicated on any college campus within the MACUHO region, simply reach out to your business department or recent alumni! Programs such as this are a great way to connect to those students who might not otherwise attend a more typical craft night or movie night program. Who would have thought that talking about numbers could actually be fun?
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adaptation and mimicking. Many are natural cultural chameleons, have a sneaking suspicion about something...
blending into wherever they live and effortlessly picking up social cues
and I'm working (gradually) on a presentation
(incidentally, they tend to make very good diplomats and spies!).
on this issue, so pardon my initial
Many are readily able to see things from multiple perspectives, having
experimentation on all of you! I have a sneaking suspicion that
lived in parts of the world with widely varying worldviews. This can
the largest un-served student group on campuses today are
make TCKs phenomenal RAs, as they tend to be quick to make friends,
Third Culture Kids. For any unfamiliar with the term, you are
diverse in their own experiences, understanding of other students and
not alone. The definition developed by David Pollock goes as
compassionate.
follows: A Third Culture Kid (TCK) is a person who has spent a
There are drawbacks, however, to their experiences. TCKs
significant part of [their] developmental years outside the
can, at times, be harsh and critical of those who speak out of an
parents' culture.
ethnocentric or narrow framework. Often, these students also
The TCK frequently builds relationships to all of the
struggle to build and maintain close, intimate friendships and
cultures, while not having full ownership in any. Although
relationships. Moving often and changing social groups so frequently
elements from each culture may be assimilated into the TCK's
can lead to distrust of the intimacy that comes with the life-long
life experience, the sense of belonging is in relationship to
friendships experienced by many who grow up in one place. After all,
others of similar background. (quoted from Wikipedia simply
in their experience, such a close friendship would only lead to pain
because my copy of Pollock's book is not in my office at the
when they inevitably moved again. Lastly, and important for those
moment) Considering that few in Student Affairs are familiar
concerned with retention, TCKs can feel flighty and may have difficulty
with the term TCK, let alone express familiarity with their
committing to staying in one geographical location for more than a
strengths and struggles, and also considering that these
year or two. A note on that last point - one of the greatest
students come from business, military families, diplomatic
opportunities for those who hope to work with and support TCKs lies
The Largest Un-served student group? A MACUHO Diversity Blog Post By David Stuebing Washington College posted on January 11, 2012 backgrounds, humanitarian, refugee/immigrant, religious and
in bringing them together as a group. As seen in the above definition,
beyond, I feel relatively confident that they are more common
TCKs tend to feel connections more readily with other TCKs, regardless
in higher education than most people are aware. When it is
of where they grew up or were originally from. It is the experience of
taken into account that an article published in 1993 stated that
multicultural change that bonds them. Therefore, those schools most
TCKs were 4 times as likely as other students to earn a
concerned with making TCKs feel welcome and most interested in
bachelor's degree, that TCKs are remarkably good at blending in
keeping them around (they tend to be good students and a
and going unnoticed as well as the shrinking nature of our
disproportionate number continue to graduate school) must take into
world... I tend to think that they are very possibly the largest un-
account the value of connecting them with each other.
served group of students on campus today. I am still developing many of the sources of research
That connection comes with its own challenges, however, as some TCKs revel in their uniqueness while others pour all of their
for such a claim, but if there is any truth there, then we need to
efforts into being "normal" - so it's important to let them self-select to
at least be aware of the particular struggles and potentials of
be part of a TCK group. I think that's probably enough for an overview
these students who live in our halls and pass through our
- but I leave you with this: TCKs are a model for the future. As our
campuses. I will attempt (as briefly as possibly) to give an
world shrinks, our businesses become more global and people adopt
overview. Please keep in mind that every individual is unique -
increasingly mobile lifestyles, more and more students will walk
and these are simply broad generalities summarizing the
through our doors having experienced the high-mobility, multi-cultural
spectrum of TCK experiences. The benefits of TCKs are many.
lifestyle of the TCK. We need to be prepared to support these
Having experienced multiple cultures, they are skilled at
students, and if we are, we open a new realm of opportunities in them and across our campuses. 13
were the performances from different organizations at Penn State University. It served as a reminder that as RAs, we serve an important purpose on our campuses: to integrate our Assistant Area Coordinator Steven Couras and the following Resident Assistants represented Stevens Institute of Technology by attending the 2011 MACUHO-SSLI Conference at Penn State University: Dan Tipaldo, Joel Oquendo, James Holden, Bill Capon, Daniel Sherry, Dayton Rhymes, Sean Richards, Shawn Flanders, Sara Savoia, Melissa Matos, Molly Bennett, George Lehaf, Jen Field.
residents and promote participation in the life of the campus.”
Reflections of SSLI
It might be the start of the spring semester, but SSLI 2011 is Melissa Matos, Resident Assistant
still fresh in the minds of the RAs from Stevens Institute of
Stevens Institute of Technology
Technology. To help renew themselves and plan for this new
“Attending SSLI gave us the
semester, they are reflecting on their SSLI experiences at
unique opportunity to sharpen our
Penn State and sharing what is inspiring them now.
leadership skills through the help of our peers and professionals in the
“MACUHO-SSLI 2011 for me was an empowering
field. Sitting in sessions led by fellow Resident Assistants
experience because it made me realize the resources and
hinted at an informality that allowed us to be ourselves,
potential I have to make a difference on my campus. As RAs
being honest with our struggles in the job and even
we are leaders for the student body and with conferences
sometimes off the job. Improving our skills as an RA is a
like MACUHO-SSLI we are able to learn and apply new
never ending is process and I could not have learned all the
techniques and acquire new tools to take our campuses to
valuable information I learned by myself. You can never be
greater heights. It was interesting to see how different
the best Resident Assistant you can be without constant
universities throughout the country managed disciplinary
training; attending conferences like MACUHO-SSLI will not
policies, communication and programming procedures.
only further develop your skills and teach you knew ones for
Through the different workshops and seminars at the
the job, but it will also provide you with numerous
conference you were able to hear different perspectives and
networking opportunities with other RAs from different
learn from one another. This was also an amazing bonding
colleges.”
opportunity for us as well. Although it was only a brief
“I wholeheartedly believe that attending SSLI will
weekend trip there was a greater sense of unity amongst
better any Resident Assistant, whether it is your first year on
our staff afterwards. What I loved most about MACUHO-SSLI
the job or your last. The job we have is not an easy one, we 14
face struggles of our own but most of the time we need to hide those to show strength for our residents and help them with their issues. The collective knowledge of all Resident Assistants is massive; every one of us had dealt with certain aspects of the job, but it is less than likely that anyone has seen it all. The value of MACUHO lies in us, the Resident Assistants, because collectively, we really have seen it all. That helps gets me ready for the new semester with the confidence that I have great resources out there.” James Holden, Resident Assistant Stevens Institute of Technology “Conferences such as MACUHOSSLI allow college students to branch out and explore the lifestyles of other college campuses, which can be difficult to do when schools are typically isolated from each other. The conference provided forums for discussion and comparison about methods and procedures at different institutions, giving the attendees the ability to
Stevens Institute of Technology Complied by Deborah Scheibler MACUHO Magazine CoEditor gain new perspectives for policies and programming within residence life. Comparing experiences and views with college students from other universities allowed me to expand my personal view of residence life. The lessons and discussions of the workshops provided us with useful concepts to share with the other staff members from our schools, and have been very valuable in the past few months since the conference.” Molly Bennett, Resident Assistant Stevens Institute of Technology As you are beginning your 2012-2013 RA Selection process, consider incorporating the SSLI drive-in conference as well as the Annual Conference in Baltimore, Maryland as part of your training resources next fall. Involving our student staff in the MACUHO region now will help ensure the success of MACUHO and will help to build future leaders in Student Affairs.
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It might only be January, but like many of us, you are already looking
working with colleagues in other departments on campus to ensure all of
toward the summer. During the summer months, many colleges
our customer needs are met and communication is easily streamlined. To
and universities rent out their residence halls and academic
achieve this, we build strong professional relationships with the Office of
spaces to clients that own or manage camps or conferences with
Events and Conferences, Office of Facilities and Department of Public
many different focuses. In these troubling financial times, added
Safety.
Summer Conference Spotlight: Ramapo College of New Jersey By Lisa Gonsisko Assistant Director of Resident Life, Ramapo College & Anne Greenip Residence Director, Ramapo College Su
income from summer rentals is always appreciated, and in some
Within our own internal staff we focus on training proper
cases depended on to meet a college’s bottom line. We have
customer communication, service and satisfaction. We also produce an
several years’ experience working directly with the residential
extensive Summer Guide to Community Living document that gives our
portion of the summer conference services and would like to
clients a wealth of information about on-campus resources and local
share with you some general information about our operation.
attractions off-campus. We keep the lines of communication open between
Ramapo College of New Jersey is a liberal arts college
clients, specifically by having a student manager assigned to each camp,
located in northern New Jersey approximately 30 minutes from
providing a unique personal touch. Year after year, we receive
New York City, which makes our location ideal for
compliments and feedback from clients acknowledging that our staff is
clients. Overall there are approximately 3,000 beds on campus,
easy to work with and very helpful.
and for the conference season we use approximately 1,500 beds.
We recognize and have lived through many challenges and
We have new guests every year as well as many long standing
growing pains that come with a summer conference operation. This
clients. Our camps range in number of nights stayed, with as few
requires us to use outside-the-box thinking in order to facilitate a solution
as two nights to several weeks.
to our challenges. We take these situations into consideration when
The Residence Life Summer Conference Staff consists
planning and preparing for future seasons. For instance, in order to keep
of one Assistant Director of Residence Life, one full-time
our residence halls in high quality condition, our conference season lasts
Residence Director, two student Conference Mangers and five
approximately six weeks. This allows our facilities staff to perform any
student Conference Assistants. This team works together to
maintenance and upkeep during the downtime that needs to be
provide a high quality experience for our summer camps and
completed. We are diligent and intentional when closing up at the end of
conferences. In addition to other responsibilities, the Assistant
the summer and assess our needs in order to be the best conference
Director works on the Conference operation all year long and
service team we can be.
ultimately oversees the entire Residence Life conference
We would like to continue to share and learn from others
operation including scheduling and billing. The Residence
involved in their college or university’s summer conference operations. If
Director oversees the day to day operations of the Summer
you have any questions about our Summer Conference operation, or need
Conference Office. The Student Managers oversee and delegate
help solving a conference related issue, please feel free to contact Lisa
the daily work that needs to get done in order to maintain our
Saita Gonsisko (lsaita@ramapo.edu). Thank you for taking the time to read
camp needs. The conference assistants work to ensure that all
this article and we look forward to hearing from you.
projects and tasks are completed. Our student staff also serves in an on-call rotation so that they are available to our customers 24 hours a day.
We hold our client relationships and customer service to a high standard. While Ramapo College does not have a “one stop shop” conference service, we take pride in partnering and
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Do you have an interesting story for the MACUHO Magazine? Would you like to see your company’s information in the MACUHO Magazine? Have you always thought about writing but never knew what to do? Are you a photographer or graphic designer and want to showcase your work for all of MACUHO? For more information contact us at magazine@macuho.org
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than to conform to a bland monochromatic patchwork?
The Spring Semester always provides a plethora of challenges
More often than not, staff and students will appreciate
and opportunities for Housing and Residence Life. Staffs have established a solid foundation for building-wide programs, new
your risk to ‘break the mold’ and do something different. Perhaps
RAs are no longer overwhelmed with ongoing training, and
you are able to adjust the language in your recruitment efforts
conferences kick into high gear for professionals to sharpen
away from ‘Freshmen’ and toward First Year Students. Perhaps
their skills or move onto that ‘next position.’
your residence halls could incorporate gender neutral restrooms or housing in the years to come. Your efforts will not go unnoticed
As departments prepare for new staff recruitment, it can be easy to do ‘what has always been done before.’ We
and for those who do not yet understand, it can provide a
repeat our standard questions and expected answers, queue up
teachable moment for anyone who wants to be more inclusive. In
the quota of a designated male-to-female ratio, and try to
the end, you will have to develop a strategy for your department
recruit a few ‘diverse staff’ through our candidate pool.
or institution to meet the needs of your students and staff. Discuss your ideas with a colleague or your supervisor to gauge how
Wouldn’t it be better to take a more integrated approach by recruiting multiple staff identities to our team? A
realistic they would be for this year or for the long term. Email me
growing trend in Student Affairs is to reject a presumed binary
at bmedina@towson.edu to discuss what other schools have done
Creating Unity through Diversity: Building the Best Team by Embracing Multiple Identities During Recruitment By Brian Medina, Residence Life Coordinator Towson University system (male/female, white/black, heterosexual/homosexual)
and to share resources. Or, you could always go back to interviews
that often alienates and disenfranchises one group under the
with the tired old ‘describe your strengths and weaknesses.’ You
other. Instead, we could appreciate our identities along a
decide…
spectrum which helps to create inclusive, welcoming communities on our campuses. It also builds on the understanding that the root cause of the ‘isms’ in society relies less on our physical characteristics, but rather our collective perceptions and biases of difference that often go back centuries. On a practical level, this poses both a challenge and an opportunity for institutions willing to embrace change. It is certainly difficult to transition students, staff, and faculty away from the old binary paradigm. However, starting with how you recruit a solid and representative staff makes an immediate impact for those individuals and for the talents and experiences they bring to your department. Rather than creating artificial ‘quotas’ for gender, sexuality, or race, why not work with your supervisor or colleagues to match individuals by their uniqueness. Given our multiple or overlapping identities, would it not make sense to weave a colorful fabric of staff members
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