• Embodies who you are.
• Focuses on equity and access for all of our students.
• Focuses on learning and the need to create collaborative structures where trust, respect and communication are promoted.
• Focuses on building relationships.
• Breaks down barriers and establishes opportunities for networking and problem-solving for the good of everyone.

 Defining Diversity

“Diversity" is a term often used, but without simple definition. In their review of diversity scholarship, Linnehan and Konrad (1999) identified four themes:

1.  Diversity broadly defined as individual differences among people;

2.  Diversity rationales devoid of "the difficult, emotionally charged issues of stereotyping, prejudice, discrimination" (p. 400);

3.  Definitions that strategically maintain distance from affirmative action debate or contribute to negative views of affirmative action, and

4.  Concern with "backlash against diversity programs" and subsequent minimizing of "the sense of loss experienced by privilege groups" (p. 401).

Diversity is often first defined demographically.  We see when this multiple identity statuses (race-ethnicity, gender, sexual orientation, disability, age, religion) are listed on forms and applications. These identity categories are typically without definition, leaving diversity to mean difference that is reflective of how those who are socially dominant define reality for themselves and others. (Yanow, 2003)

1.   Valuing people for their potential.

2.   Emphasis on the District’s mission and vision, and improving its organizational culture.

3.   Accountability for achieving results.

4.   Integration of human capital policies and information management into the mission of RCSD.

5.   View of continuous learning as an investment in success.

6.   Sustained leadership that recognizes change as a permanent condition, not a one-time event.