Advising Students of Color: The Do’s and Dont’s by DA Global | Sep 28, 2017 | Education Abroad Resources, Support & Advising Advising Students of Color: The Do’s and Dont’s From Live Session on September 28, 2017 Session Description: Diversity and Inclusivity are often (mis)characterized as synonymous concepts. In this community discussion, we seek to deconstruct and redefine these terms as they relate to study abroad. As professionals in the field, we must adopt tailored advising (taking into account the intersection of race/ethnicity/identity and study abroad) rather than a “one size fits all” approach when it comes to underrepresented and diverse students. We will also discuss different ways to be more open-minded while recruiting students to go abroad through the lens of intercultural competence. We seek to promote more inclusive and customized advising for students of color through intentional marketing and outreach, returned student feedback and the provision of resources (on-campus, provider-developed, and on-site). Ultimately, this discussion will begin preparing you with the tools to create more inclusive study abroad cohorts for racially and ethnically diverse students. Facilitators: Brett Chin, Education Abroad Advisor, Babson College Hernando Sevilla-Garcia, Diversity Relations Manager, IES Abroad Candice Snowden, Education Abroad Advisor, University of Massachusetts Amherst Download Presentation
Disability Studies Abroad by DA Global | Sep 22, 2017 | Articles Posted: September 22, 2017By: Julia Karpicz, MA, PhD Student in Higher Education and Organizational Change at UCLA How is disability constructed across cultures? How do these constructions shape the lives, cultures, histories, and politics of disabled and non-disabled communities around the world? As an interdisciplinary academic field, Disability Studies “examines the concept of disability as a social, cultural, and political phenomenon” (University of Utah). Over the past two decades, more than forty North American colleges and universities have created Disability Studies programs at the undergraduate and graduate levels. In recent years, several universities have also begun offering study abroad programs with a comparative focus on disability, access, and culture. For students with an interest in Disability Studies, Deaf Studies, and/or Disability Culture, this blog post will introduce a few opportunities to explore disability-related themes in a global context. Please note the list below is not exhaustive and study abroad offerings can change throughout the year.China: Disability in a Global ContextNew York University, Summer 2018, Graduate-level “This course explores the implications of disability in global contexts with varying levels of industrialization. It examines how local public and private sectors, including schools, hospitals, markets, or transportation systems, affect the lives of people with disabilities in Shanghai, China.” Tanzania: Disability & Culture in TanzaniaGeorgia College, Summer 2018, Undergraduate-level“Explore the geography and culture of one of Africa’s most stable and culturally diverse nations through the lens of disability. Observe and volunteer at local schools and community centers serving individuals with disabilities. Experience life with the Maasai as you learn about their cultural understanding of disabilities.”Japan: Studying Disability in Japan and the U.S.: A Comparative Approach to Laws, Policies, and PerspectivesSyracuse University, Summer 2018, Undergraduate-level“Travel to Tokyo, Kyoto, and Hiroshima to compare Japan and the United States under a disability studies lens. You will draw on a number of disciplines, including policy, law, and education, for a close-up look at policies and practices in Japan.”Note: At the time of writing, the following programs have been offered for at least two consecutive years, but do not yet have available information for 2018 offerings.Ireland: Culture and Disability Penn State University, Summer 2017, Undergraduate-level (PSU-Only)“Throughout the program students will be comparing attitudes and stigma toward people with disabilities as well as policies, services and resources that exist in the U.S. and Ireland.” Recipient of the GoAbroad – Innovative New Program Award in 2016.India: Disability in Limited Resource Settings (Exploration Seminar) University of Washington, Fall 2017, Undergraduate-level“This study abroad program addresses disability within low and middle income countries. Using India as a cultural, political and socioeconomic context, students will explore a wide range of issues related to disability including prevalence and demographics, measurement, access and barriers to health care and rehabilitation, availability of assistance and support, accessibility of built environments and information technologies, and access and barriers to education and employment.”Sign Language and Deaf CultureDeaf culture can be defined as “a set of learned behaviors of a group of people who are deaf and who have their own language (ASL), values, rules, and traditions” (Gallaudet University). Students who are interested in comparative sign language and Deaf culture studies, are encouraged to explore the programs included below. For more information about organizations, schools, and programs that are involved with the Deaf/Hard of Hearing community, please see the Mobility International USA article, “Deaf International Exchange Opportunities.” United Kingdom: Comparative Sign LanguageUniversity of Pittsburgh, Summer 2018, Undergraduate-level“This four week, six credit program, based in the heart of London, will give you the opportunity to examine the differences in British and American Sign Languages as well as British and American Deaf Culture. Designed for students who have completed at least ASL 0002 (by the start of the program), you’ll have the opportunity to practice your ASL skills both in and out of the classroom – the program is ‘voice off.’”Deaf Culture, History, and Sign Language in FranceUniversity of Rochester, Summer 2018, Undergraduate-level“The American Sign Language (ASL) Program at the University of Rochester offers a unique study abroad experience in France during the summer for Deaf and hearing college-level ASL students and professionals. This two-week program gives ASL users an opportunity to learn French Sign Language and French Deaf culture in a formal setting and further their understanding of the international Deaf world.”
The Future of DACA by DA Global | Sep 13, 2017 | Education Abroad Resources, Support & Advising The Future of DACA From Live Session on September 13, 2017 Session Description: On Tuesday, September 5, 2017, the Trump administration announced that the Deferred Action for Childhood Arrivals (DACA) program, established by the Obama administration in 2012, would be rescinded. This community discussion will serve as a platform for the Diversity Abroad community to address this evolving situation and its implications for the students and families we serve. What do we know about the current status and potential future of DACA? How might the administration’s announcement to rescind DACA impact students? What are the implications for the Global Education and Education Abroad community? What questions should institutions should be asking right now to prepare? What are opportunities for the Diversity Abroad community to advocate for students and families impacted by this announcement? Presenters: Paige E. Butler, Ed.D., Assistant Professor, International Education Management – Middlebury Institute of International Studies at Monterey Prerna Lal, J.D., Staff Attorney and Clinical Instructor – UC Berkeley Undocumented Student Program Project Meggan L. Madden, Ph.D., Assistant Professor of International Education and Higher Education Administration – The George Washington University Dan Siefken, M.Sc., Assistant Director for Faculty-led Programs, Study Abroad – The University of Texas at Austin Download Presentation
In Education Abroad Quantity Without Quality Does Not Equal Success by DA Global | Sep 8, 2017 | Articles Posted: Friday, September 8, 2017By: Andrew Gordon – CEO & Founder, Diversity Abroad As the new academic year kicks off it’s heartening to know that an increasing number of colleges and universities are engaged in initiatives – from robust scholarship programs to assessing the education abroad office’s diversity practices – to increase participation in education abroad and other global education opportunities. Increasing student participation in meaningful global education programs is essential for their engagement with and success in our interconnected world. Expanding participation is also requisite if the field of education abroad is to be considered part of the solution to ensuring equitable access to high impact practices, the type of practices that promote student success for all students, particularly those from diverse backgrounds (1). Yet, our success in these endeavors does not merely depend on the quantity of students we send abroad. We must also consider the quality of their experiences. The relation between inclusion and quality must be regarded with the same level of commitment as the relation between diversity and quantity. Focusing on Diversity Leads to Increased Quantity A well known saying by Vernã Myers is “Diversity is being invited to the party; inclusion is being asked to dance.” In regards to education abroad, this saying would mean increasing the composition of participants from diverse demographics — or the quantity — as well as ensuring support systems are in place to facilitate the success of diverse students who pursue education abroad — the inclusive quality of the program experience. There is an intrinsic connection between increasing participation in education abroad and reaching parity between the demographics of participants and that of students enrolled in higher education. One only has to look at reports of the changing demographics in college enrollment to appreciate that higher education will serve an increasingly diverse population of students, the very populations who traditionally have not pursued education abroad in representative numbers. Thus, as a field if we are to reach lofty goals, such as doubling the number of students studying abroad by 2020, it’s imperative that there be a significant increase in participation by diverse students. This calculus has not gone unnoticed in the field of education abroad. A growing number of institutions as well as service providers are working with Diversity Abroad to connect their message to diverse populations as well as developing their own innovative scholarships and targeted marketing campaigns to reach diverse students. This trend will continue and such engagements will become mainstream as the field embraces the future of education abroad, one in which our only trajectory for meaningful growth is through significant increases in the number of diverse students pursuing education abroad. Therefore, one cannot have a serious conversation about increasing the quantity of participants in education abroad without focusing on the diversity. Focusing on diversity leads to increased quantity or participation. Focusing on Inclusion Leads to Enhanced Quality In the past decade a focus on diversifying education abroad has yielded positive results. In 2006 when Diversity Abroad was founded, the Institute for International Education reported that only 17% of students pursuing education abroad were ethnically or racially diverse students. By 2015 the percentage had jumped to 27.1%, a positive trajectory and one that should be celebrated. However, the goal of the thousands of professionals who work in international education isn’t simply the transactional aspect of our work – sending students from point a to point b for a fixed period of time – but it’s the opportunity for growth and development afforded to students through the education abroad experience. This is the type of growth that prepares students for success after they leave our institutions. Thus, as our field focuses on increasing the quantity of students going abroad, which is linked to diversity, it’s essential that we simultaneously enhance the quality of the experience, which is inherently linked to inclusion.Quality in education abroad is often equated to the academic quality of a program abroad. This makes sense as the underlying activity, education abroad, is an academic venture in nature. Yet, as the education abroad participant diversifies, it’s imperative that we also approach any discussion of quality through an inclusive lens. In order to provide diverse students with equitable access to high impact practices it isn’t enough to simply have them participate in an education abroad experience. International education professionals in the U.S. and abroad must be prepared to support diverse students’ success. Particularly during the pre-departure and in-country phase of the education abroad process we can ask: Is the information I’m providing to support students’ success inclusive of students from a variety of diverse backgrounds? Do the curricular and co-curricular opportunities offered through our education abroad programs take into consideration students from diverse backgrounds? Are we adequately prepared to support diverse students who face racial or other discriminatory incidents abroad? Examining our practices through an inclusive lens allows us to identify areas of the education abroad process where there is room for improvement. As we work to improve the education abroad experience for diverse students we ultimately enhance the learning and support provided to all students. Thus, by focusing on making education abroad programs and the overall process more inclusive, the quality of the experience is enhanced. Aiming for Equity In both the quantity and quality discussion of increasing participation in education abroad, and providing inclusive support, the end goal is educational equity. Education abroad is a high impact practice that can positively impact academic achievement, graduation rates and post-graduate employment. As such it’s imperative that the field of education abroad not lose sight that the ultimate goal is for us to do our part to provide equitable access to an educational opportunity that, upon graduation, will help ensure that diverse students are as prepared as their peers to take on the challenges and opportunities of our global society.(1) For the purpose of this article diverse students refers to students of color, from lower socioeconomic background and those who are first in their families to go to college.
CET Academic Programs: Good Practices by DA Global | Aug 31, 2017 | Education Abroad Resources, Support & Advising CET Academic Programs: Diversity and Inclusion Knowledgebase CET Academic Programs is a study abroad organization that has been developing and delivering innovative educational programs abroad since 1982. Originally “China Educational Tours,” CET began operations in Beijing, later expanding to other locations around the world. Today, CET offers a varied portfolio of semester, summer, and short-term customized programs in Asia, Europe, Latin America, and the Middle East for college, high school, and pre-college students. Focus Areas: Pre-departure; In-country; Orientation; Online Resources; Advising Organizational Profile How many students (undergraduate) are enrolled in your institution? 1,300 Describe your initiative/project To create a central knowledgebase of information relevant to diverse student identities and experiences on CET programs. The detailed information should be easily available internally to all CET staff, allowing them to respond to questions and guide students using up-to-date, accurate information. The information should also be provided to a public audience via the CET website. What need does this initiative/project intend to meet? What conversations/other projects led to its creation? It was at Diversity Abroad and Forum 2015 that we became inspired to create “essential eligibility criteria” for each of our overseas sites–details about local conditions, laws, possible accommodations, and resources that would allow students to make informed decisions about how their needs matched the criteria of any given program. Our first thought was to collect information specifically for students with disabilities, but we soon decided to extend the information to students with other experiences and identities. We also originally intended to simply make this information available to students on our website. But it soon became apparent that we needed to facilitate greater staff knowledge, not just student knowledge. Our goal became to collect information in such a way that would be available to all staff and subject to regular update and review. Because we already maintain an on-line knowledgebase about all of our programs, we had a structure and format in place. Our job was to expand the parameters of this existing structure to fit new information about inclusion. Which student group(s) did your institution target as part of your initiative/project? LGBTQ+, racial and ethnic diversity, people with disabilities, student athletes, religious students, and students with mental health conditions Why did your institution feel that it was necessary to target this group? In the past, we have received questions from students who identify with each of the above-mentioned groups. We wanted to proactively share answers to some of the more common questions we’ve received, and have information at the fingertips of all staff (be they in the main office or visiting a campus) so that they might respond to any additional questions promptly and accurately. Tell us step by step the process taken to implement this initiative/project? The first step of this project was creating a team of staff who were interested in diversity and inclusion to lead this project. All staff were eligible to join, and we ended up with a team of roles that reached across the organization. Researched how other organizations and institutions collect and share information on inclusion and access. Identified the student groups we wanted to address. Determined what information we were missing about local conditions for the identified student groups. Created a draft list of questions, and had it reviewed by staff in different roles. Added a final list of questions to our on-line knowledgebase of programs. Presented the questions to all US staff in a staff meeting. Answered questions, and sent out a CET-wide deadline for responding to all questions. Overseas staff and US Program Managers answered the questions. Diversity & Inclusion team members reviewed responses and asked for clarification when necessary. Using the information, we wrote draft Essential Eligibility Criteria for each program. Drafts were shared with Diversity & Inclusion team members, US Program Managers, and overseas staff. Final Essential Eligibility Criteria were posted on the CET website. http://cetacademicprograms.com/category/questions/diversity-inclusion/ All information in the on-line knowledgebase is updated annually. Communications staff fact-check Essential Eligibility Criteria against knowledgebase information each year to ensure accuracy. All staff use the inclusion information stored within the on-line knowledgebase regularly. Which obstacles were encountered throughout the planning and implementation phases? Differences of opinion in the initial topic selections and methods of delivery. Initial funding sources and program site logistical matters. Fluctuating airfares and visas matters Although there are some models within the field, we did not have many examples of information collection practices to work from. We initially toyed with the idea of asking open-ended questions about accommodations and conditions at each site, but since these kinds of open-ended questions tend to be more challenging to answer (particularly for non-native English speakers), we moved towards shorter questions, including several multiple choice questions, instead. This allowed the process to feel accessible to staff, which, in turn, provided a more complete response rate. In the beginning of the process, we found that some overseas staff did not understand the motivations behind the inclusion-related questions. We belatedly created a guide detailing why we added the questions, what we planned to do with the information, and the meaning of certain questions and terms. Which faculties, departments, centers and/or student groups on campus were involved in the process? Initially, the Diversity & Inclusion Team. Program Managers worked with overseas staff to answer knowledgebase questions. All staff refer to the information stored in the knowledgebase throughout the year. Were there any new assessments and/or procedures produced due to the initiative/project? Although our on-line knowledgebase is not a new tool, its parameters were expanded for this project. The Your Questions Answered section of CET’s website now contains Essential Eligibility Criteria for most sites (with the last few in the works) and we have created internal procedures to maintain and craft these pages in the future. How would your institution approach this initiative/project differently if you were to start over? This initiative is only recently complete, and we are generally very proud of the approach we took. We expect to find that we’d like to alter the format of some questions or add more space for clarifying notes as time goes on. In retrospect, we might have identified a key overseas staff member to advocate for the project, or created our “how-to” guide for overseas staff earlier in the process. What were the results of your initiative? We now have standard information for diverse students available to all staff and users of our website. US-based staff have expressed excitement about this new resource and have already been able to use both the internal information and external-facing webpages to advise students. Going into a new academic year, we plan to encourage partner institutions to refer to the public webpages, both for advising purposes and for their feedback when conducting site visits. What would you recommend to other institutions interested in implementing a similar initiative? Our Diversity & Inclusion team, comprising staff from different teams within CET, was absolutely essential to completion of this project. It was not the project of one team or one individual, but instead a CET-wide undertaking that had an automatic representative on each US-based team. One team member from the CET Executive Team shared updates at the top level of the organization to help enforce the importance of the initiative. It was also helpful to have staff with information-collection experience helping create our final list of inclusion questions for the on-line knowledgebase.