Native Americans have always valued education and learning, and many are accomplished science and mathematics practitioners (traditional healers, herbalists, astronomers, builders, etc). Even so, it is ironic that today approximately 50% of Native Americans will graduate from high school, and only 17% will attempt college (National Science Foundation, 2000; Pavel, Swisher, & Ward, 1994). There are many cultural and social reasons for these low rates including reservations located in remote areas, a lack of successful Native American role models, English as a second language, and the low socioeconomic status of many Native Americans (Cajete, 2000).
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Without fail, institutions claim to value diversity. Yet institutions often limit their understanding of diversity to the inclusion of individuals from racial or cultural minorities. While seeking out under-represented individuals is an admirable response to a symptomatic lack of diversity, real enrichment is achieved not by counting heads, but rather through learning to prize individuals whose origins, viewpoints, values, and traditions may not be consistent with those of the campus majority. In this sense, transfer students are one of the most commonly encountered yet frequently overlooked sources of diversity.
We know that the most worthwhile discussions about diversity can be filled with disagreement and contradiction. Yet, we believe that as representatives of higher education institutions, we must model behavior where issues of diversity are discussed frequently and with increased ease. In turn, practicing such behavior is certain to inform our work as advisors and administrators, giving us something truly powerful to take away from NACADA and bring back to our campuses.
Over the past few decades, eighty-five percent of all immigrants to the United States have arrived from either Asia or Latin America; today Latinos are the largest American minority group. These demographic trends have impacted the recruitment efforts of many institutions and caused many campus administrators to incorporate diversity into their strategic plans. Furthermore, recognizing that diversity extends beyond race to include ethnicity, traditional/non-traditional status, military experience, disabilities, etc., administrators have increased recruitment efforts to attract an increasingly diverse population to our campuses. However, while administrations have focused on recruitment, the efforts to retain these students has largely become the responsibility of others, particularly those involved in academic advising.
As America ’s ethnic and racial demographics continue to shift, not only on college campuses but throughout the nation, it is essential that administrators and practitioners prepare to effectively deliver cross-cultural services. Professionals of all ethnic and racial backgrounds need to gain multicultural awareness and multicultural competency.... The preparation we receive should require a highly collaborative and interactive self-awareness and include a racial consciousness component that allows us to gain an awareness of our their beliefs and attitudes as they pertain to multiculturalism. This exploration provides an opportunity to to check biases and stereotypes that can affect our delivery of adequate cross-cultural service. Becoming aware of our values and biases is a move toward positive orientation of multiculturalism (Sue, et. al, p. 633)..
Here we will begin to explore how best to approach advising relationships in a multiculturally competent way, mindful of both the individual and cultural similarities and differences between advisor and advisee, and how those factors may influence the advising process. Suggestions are based on the author’s personal experience in helping relationships (i.e. mental health and career counseling), as well as the counseling psychology and intercultural communication literatures. The intention is to provide a description of a “both/and” approach to preparing for multicultural helping relationships. This approach can be useful with all students, regardless of how culturally similar or dissimilar advisor and advisee are, because all people are cultural beings. The objective of this article is to provide advisors with questions and principles to consider in interactions with students.
This article describes Sacred Heart University's Hispanic Adult Achievers Program, a program established to address the unique educational needs of Latinos who have immigrated to the United States as adults. The article includes student achievement and retention data, as well as a brief discussion of the advising and retention strategies used.
Nurtured Advising can benefit students at many colleges and universities, but it is essential at HBCUs. Although originally established to educate descendants of African slaves, historically black institutions have become a gateway of opportunity for black students to compete in today’s society. When the relationship between the student and the advisor is such that the student knows that the advisor cares for him as an individual, the student feels he has support.
Our world is becoming ever more interconnected, and the ability to examine life from a truly global perspective is a valuable skill that everyone should possess.
Academic cultural capital helps students more quickly glean an understanding of the academic society they are about to participate in and the new expectations of them. Acquired understandings to be successful in college are not equally accessible to every student walking into an advisor’s office.
The purpose of this article is to inform academic advisors about study away options, share the benefits of participating in study away programs, and give advisors tips on how best to promote study away programs to students.
The increased presence of international students means academic advisors must be aware of the unique issues facing international students in order to support and ensure success across the range of students they serve. The author shares six strategies that can help advisors working with international students.
Advisors who learn to assist students with alleviating and mitigating culture shock can contribute to students’ success and their enjoyment of their time in their host country. In order to do so, advisors must understand the cultural and individual characteristics that influence a student’s experience of culture shock.
First generation college students face a variety of social and conceptual barriers. The author contends that, in attempting to gain a greater profundity of understanding regarding the experiences of FGCS, it may be helpful to examine the experiences of other student groups who may, to an extent, have overlapping or similar experiences.
With the expansion of China’s higher education since 1998, more and more academic advisors are needed to work with Chinese undergraduates. Understanding their sophisticated social culture values is the first and necessary step for advisors in and out of China.
The author’s experience as a first generation female undergraduate of color highlights the complexities of marginalized identities as one experiences the administrative life of a student affairs professional.
HBCUs have been leaders in producing and leading African American students toward health professions. Advisors must recognize HBCUs like a catalyst for change and bastion of future health professionals that need to be cultivated and mentored.
