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> academic diversity

In 2015 the Black Lives Matter movement has brought to many campuses a new sense of urgency regarding understanding the experience of students, faculty and staff of color and the ways in which the institutions is or is not advancing equity and social justice. As administrators are rethinking their commitments to diversity and inclusion Cambridge Hill Partners is partnering to develop in house capacity for shared leadership on diversity. This means finding innovative ways to engage faculty, staff and sometimes student organization leaders in educational and professional development to enhance cultural competency and a shared ability to lead.

Cambridge Hill Partners has worked with institutions of Higher Ed to develop strategic road maps for diversity and inclusion that create a clear understanding of the current state and build engagement and commitment for a shared compelling vision of the future. The Diversity Strategic Plan for City University of New York is an example of this work.

City University of New York - Diversity Action Plan

Cambridge Hill Partners works with organizations to assess their competitive position regarding diversity, improve their ability to attract and retain the best and brightest staff, and design programs that eliminate the glass ceilings that limit advancement of minority and women managers to leadership positions.

Our approach to diversity adopts a systemic perspective that empowers people to take action and avoid the potential paralysis of guilt. We create programs that integrate change at the individual, institutional, and cultural levels. (A complete description of our approach is available on our web site www.cambridgehill.com .)

> Key components of our diversity practice include:

  • development of an organizational business case in diversity to sustain a change initiative and to connect diversity to strategic directions
  • identification of best practices in diversity management as they relate to policies and practices
  • helping senior managers use their positions to leverage diversity related change and model new behaviors
  • development of diversity related critical competencies for managers
  • creation of multi-cultural partnerships
  • development of mentoring programs to accelerate the advancement of minority managers and women
  • integration of executives and managers into diversity strategies
  • organizational cultures that earn reputations for a "great place to work"

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