Areas of Practice

Aligning Leadership Teams through a Equity, Diversity, & Inclusion Lens

Key Motivators for Change in Higher Education.

With the murder of George Floyd and other African Americans, threats to Historically Black Colleges and Universities, and structural racism embedded in higher education institutions, a racial reckoning is unfolding across the country and on college campuses. Over the years, there have been challenges to include race as a factor in admissions and hiring practices, yet the underrepresentation of persons of color persists. The numerical increase in the Latinx college-going population needs to be factored into planning as well.

The term diversity is now invoked more often, signaling a desire for greater inclusivity of individuals from historically marginalized groups, including white women and individuals with LGBTQ++ and disability identities. Discussions today also must be about intersecting identities to recognize that individuals have different identities they inherently possess. However, the visible presence of diversity is different from integration through appointments of senior administrators or hiring of faculty and staff from underrepresented groups. Leadership appointments will signal one change factor.

One goal is to enroll, most importantly is for them to succeed.

 A Hispanic Serving Institution (HSI), for example, can have an HSI designation with 25% of the student body being of Latinx/Hispanic heritage but this does not mean that students are treated equitably or that attending this institution will lead to graduation versus a pile of student loans. Advancing equity policies and practices is a long-term process that requires intentionality, accountability, resources, and leadership.

How can the Arredondo Advisory Group help?

AAG collaborates with colleges and universities to plan their racial and gender equity strategy. We customize a roadmap to delineate plans, processes, activities, and a timeline to follow. AAG senior consultants with extensive higher education backgrounds and consultation in EDI spaces, guide processes of culture change.

What to expect:


      • Unilateral leadership alignment for leaders
      • Inclusion taskforce creation
      • Data gathering from stakeholders’ institutional experiences
      • Data gathering on enrollment and retention, faculty and staff hiring, and advancement and retention
      • “Equity Plan” for all functional areas—academic, student services, and so forth
      • “Accountability Plan” – leader responsibility for KPI’s.