How Professional Development and Inclusive Education Combine to Create a Welcoming and Diverse Classroom
By Giselle Castaneda and Dr. Benjamin M. Drury
Professional development opportunities for faculty and administrators in higher education that focus on leadership mindsets valuing diversity of thought and inclusion of ideas from people of different backgrounds are becoming increasingly rare these days on college and university campuses. Some colleges and universities have entire offices dedicated to the reduction and eradication of racism and discrimination based on race from the educational experience of Black and Latino students…especially when they are students at a Predominantly white Institution. An overwhelming majority of faculty at colleges and universities today are white (and mostly men…but that is a different topic for a future article, of course). It is not to say this is inherently a bad thing. Problems do occur when faculty who experienced a higher education system that was full of people that looked like them and supported them and opened doors and shared resources and opportunities are far more likely to assume that this is the normative college student experience. It makes perfect sense why faculty who have this mindset cling tightly to the “Bootstrap Mentality” that we are all capable of easily improving our situation with the exertion of effort. What is most interesting to me based on conversations had with colleagues over the years is just how distorted their view of effort is for the modern college student.
College students today — especially those on community college campuses and other spaces where non-traditional aged college students are more likely to enroll — are living a terminally jangled lifestyle that prevents them from having any form of consistent and reliable schedule to insert a college experience…yet they still enroll in classes every year. For Black and Latino students who are far more likely to experience racism and discrimination in all areas of American society as comparted to their white peers. Professional development today must emphasize diversity and inclusion because it helps faculty and administrators create inclusive learning environments. By understanding the value of diverse perspectives and experiences, they can actively promote an inclusive classroom climate where all students feel respected, heard, and valued. This leads to enriched discussions, increased engagement, and improved learning outcomes for students from diverse backgrounds.
As a collective academic community, we need to enhance the cultural competence among faculty and administrators. Cultural competence involves having knowledge, understanding, and skills to effectively engage with individuals from different cultures and backgrounds. By developing cultural competence, educators can navigate cultural differences, challenge their own biases, and create inclusive educational experiences that cater to the needs and experiences of a diverse student body. A focus on diversity and inclusion in professional development helps address equity and access issues in higher education. It enables faculty and administrators to recognize and dismantle systemic barriers that may hinder the success of students from marginalized backgrounds. By understanding the unique challenges these students face and adopting inclusive practices, educators can create equal opportunities for success and help close achievement gaps.
Embracing diverse perspectives and ideas fosters critical thinking and innovation. When faculty and administrators value diverse thought and actively seek input from individuals with different backgrounds, they broaden the range of ideas and approaches available. This leads to more innovative solutions, encourages creative problem-solving, and prepares students for an increasingly diverse and complex world. Higher education plays a vital role in preparing students to be global citizens. Professional development that emphasizes diversity and inclusion helps faculty and administrators cultivate students’ global awareness and intercultural competencies. By embracing diverse perspectives, educators prepare students to navigate a diverse global society, fostering empathy, respect, and a deeper understanding of different cultures and worldviews.
Professional development focused on leadership mindsets valuing diversity of thought and inclusion of ideas promotes inclusive learning environments, enhances cultural competence, supports equity and access, fosters critical thinking and innovation, and cultivates global citizenship. It equips faculty and administrators with the knowledge and skills necessary to create educational experiences that celebrate diversity, empower students, and prepare them for success in an increasingly interconnected and diverse world. Although professional development programs may provide knowledge and skills, implementing inclusive practices within educational institutions can be challenging. Faculty and administrators may face resistance or lack institutional support when trying to introduce inclusive policies or curriculum changes. Without systemic changes and ongoing support, professional development efforts alone may not lead to substantial transformation. Some professional development programs may adopt a superficial approach to diversity and inclusion, treating it as a checklist item rather than a deep and meaningful commitment. If the focus is solely on meeting diversity quotas or avoiding legal issues, the potential impact may be limited. True inclusion requires a deeper understanding of systemic issues, unconscious biases, and power dynamics. Perhaps the most cited reason for lack of professional developments centered on the issue of equity and inclusion based on race are financial. Professional development programs focused on diversity and inclusion may not receive adequate resources and funding. Limited budgets, time constraints, and a lack of institutional support can hinder the comprehensive implementation of inclusive practices. Without sufficient resources, professional development efforts may not be sustained or scaled up to create lasting change.
Professional development is intended to engage teachers and school leaders with learn new things to become better at their jobs. When they focus on valuing different ideas and including everyone, it helps create a classroom where everyone feels welcome and can learn together. It also helps teachers understand different cultures and be fair to all students. This is important because it gives everyone a chance to succeed and helps us think in new and creative ways. Sometimes teachers and leaders meet resistance or don’t get enough support from the school. This means that even if they learn new things, it might not make a big difference in the school. Some programs just want to show that they are being diverse without really understanding why it’s important. It’s not just about checking a box, but really understanding and changing the way things are done. One reason why schools might not have enough professional development about diversity and inclusion is because it can cost a lot of money. Schools might not have enough money or time to do these programs well. Without enough resources, it’s hard to make real and lasting changes in the school. So, while professional development can help make schools better and fairer, there are challenges to making it happen. We need to make sure that schools support these changes and understand the importance of really valuing diversity and inclusion.