KU Diversity Model & Diversity Indices (KUDI-I, II)
The KU Diversity Council develops a diversity model to assess the current standing of diversity at KU based upon the following definition: The Council defines “diversity” as a “value that accepts and respects differences in others with regards to their gender, nationality, physical, economic and social conditions, beliefs, ideologies, values, behavioral patterns, religion, and culture.”
The value of diversity can be accomplished by promoting openness, inclusion, and equity. The growth and development of the entire KU community and its members is achievable by promoting: “openness”--an organization that is open to anyone and conducive to exchanges among various people; “inclusion”--an organization where all members are welcome participants and are respected for the values they bring to the community; and “equity”--an organization that implements fair policies and systems, allowing each member to perform at one’s best regardless of an individual’s characteristics or circumstances. By championing the values of diversity, a university will seek excellence in research and educational efforts, spearhead social change, and ensure the sustainability of the organization. In a campus environment where diversity is promoted, its constituents display higher acceptance to diversity, develop creative problem-solving skills, and demonstrate a higher sense of belonging and satisfaction within the community.
Elements and Outcomes of Diversity
Below figure is a schematized presentation of the KU Diversity Model. An educational institution embodies diverse constituents and builds a distinct environment through systems (i.e. facilities, policies, and processes). Based on their experiences with other members of the campus community, as well as with facilities, policies, and processes, members can measure campus diversity on such dimensions as openness, inclusion, and equity. Both the school community as a whole and its individual members will benefit greatly when they are exposed to a campus environment where a mature human resource environment and objective systems are in place in terms of diversity.
Korea University Diversity Model
The diversity indices should be a compass for identifying the diversity status of Korea University, diagnosing its causes, and setting the future directions for improvement. The indices can also be useful in tracking changes and assessing policy effectiveness through longitudinal surveys.
The Korea University Diversity Indices are composed of two distinct types: Our first index KUDI-I is an “ecological diversity index” that indicates the level of diversity represented in key groups, i.e., faculty, staff, and the student body. Understanding diversity from a human resources perspective, this index measures how diverse and balanced a particular group’s composition is on various dimensions. However, the ecological diversity index alone does not offer a full picture of the diversity climate in a community. In this context, the Council developed a second index, KUDI-II, by compiling constituents’ subjective assessments of campus diversity culture and their actual experiences. KUDI-II refers to a “diversity climate perception index” derived from a survey of community members on their evaluation of diversity on campus. Serving as the key metrics for diagnosing diversity at KU, these indices have been generated by each category of constituent groups: faculty, staff, and undergraduate and graduate students. The indices have values ranging from 0 to 1, with a value nearing 1 indicating a higher level of diversity.
KUDI-I(KU Ecological Diversity Index)
The results of KUDI-I 2019 indicate the level of ecological diversity was 0.5 or less in all groups, with the faculty group showing the lowest score. Such a low score from the faculty group is attributed to a high level of gender imbalance compared to the other groups. Representation of different nationalities in the faculty group was also lower compared to the student group.
KUDI-I by Constituent Group (2019)
KUDI-II (KU Diversity Assessment Index)
The index generated from respondents’ subjective assessments of the organization’s openness, inclusion, and equity showed an above the midpoint score (0.5) in all the groups except for the staff group. The diversity climate perception index within the staff group was below the midpoint, indicating that diversity experience was more negative among staff members than in any other group.
KUDI-II by Constituent Group(2019)
For more information regarding KUDI-I, II, please refer to the <2019 Korea University Diversity Report – Summary (http://ibook.korea.ac.kr/Viewer/diversity_ENG/) >.
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