Diverse Administrators in Peril:
The New Indentured Class in Higher Education
This qualitative research study is the first to examine in depth the work experiences of minority, female and LGBT administrators in public and private research universities from the inside out. Its purpose is to provide concrete recommendations for more inclusive leadership practices that will sustain the rich resources of diverse administrative talent in the university.
Diverse Administrators in Peril is the first in-depth examination of the work experiences of minority, female, and LGBT administrators in higher education. Written by two award winning practitioners in higher education, this vivid and intensive study of American leadership from the inside out illuminates how the collision between everyday life and systems of power takes place in patterns of subtle discrimination. Based on scores of interviews with diverse administrators, the book examines patterns of racism, sexism, and heterosexism that persist in the highest administrative ranks and provides concrete strategies and models for inclusive leadership practices.
Upcoming Book Accepted for Publication by Jossey Bass:
Creating a Tipping Point: Strategic HR in Higher Education
By Alvin Evans and Edna Chun
In an era of severe budgetary constriction, the public research university is struggling to realign resources and programs to fulfill its educational mission and maintain academic quality, while simultaneously responding to complex, external legislative and accreditation mandates. Yet unlike private industry, public higher education has been slow to realize the impact of strategic human resources upon organizational success, despite the fact that human capital investments represent the largest expenditure in higher education today.
The primary goal of the monograph is to assist educational leaders, policy makers, Chief Human Resource Officers, Chief Financial Officers, Executive Officers, Boards of Trustees, and HR practitioners in the transformation from transactional HR operations to strategic HR. The creation of a strategic HR operation will build institutional capacity through programs and practices that fulfill organizational capabilities, optimize human capital resources, and build an empowering culture of engagement. This increased capacity will enhance institutional viability and agility in the current economy and position the public research university to fulfill its educational mission of teaching, research, and service.
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