Transforming Curriculum in a Hispanic-Serving Institution

Introduction

Bringing about change in a Hispanic Serving Institution (HSI/HSIs) can be a complex process that requires careful consideration of various factors, including the needs and perspectives of the Hispanic student population, the cultural context of the institution, and the broader goals and objectives of higher education (Garcia & Okhidoi, 2015). This is no easy task and requires the active participation of all relevant stakeholders, including students, faculty, staff, administrators, and sometimes the community.

This chapter presents a case study of two leaders at a Hispanic Serving Institution (HSI) in California who seek to advance diversity, equity, and inclusion (DEI) by transforming the curriculum to be more culturally responsive. To do so, they collaborate with faculty, co-author a curriculum assessment instrument, and adopt an inclusive, engaging, and transformational leadership style. To assess the effectiveness of their efforts, the leaders select a mixed methods research design, become observer participants in a faculty development series, and utilize duoethnographic methods to document their journey. All of this brings about intrinsic changes within the study participants and within themselves. Constructs that delineate transformational leadership are also presented and discussed.

Research suggests that the involvement of students in particular, can be a key driver of change in higher education institutions (Berger & Milem, 2019). For example, in a study by Thornhill et. al. (2023) students who participated in a campus-wide initiative to improve the academic experiences of underrepresented students reported that their engagement in the process led to greater feelings of connectedness and belonging, as well as a more supportive and inclusive campus environment.

Another important factor in bringing about change in an HSI is the leadership of the institution. Effective leaders in HSIs must be able to understand and respond to the unique needs and challenges faced by the Hispanic student population, as well as the broader goals and objectives of higher education (Clayton et al., 2019). This requires a deep understanding of the cultural context of the institution and the broader community, as well as a commitment to promoting diversity, equity, and inclusion (DEI).

To be successful, any effort to bring about change in an HSI must also be grounded in data and evidence (Vargas & Villa-Palomino, 2019). This means that leaders must be willing to gather and analyze data on a regular basis to identify areas for improvement and track progress over time. Furthermore, they must also be willing to engage in continuous improvement, using data and feedback to refine and adjust their strategies as needed. Formative and summative data generated from focus groups, questionnaires, and ethnographic methods can be particularly effective in analyzing the disappointment impact that policies and educational practices have on minoritized students.

Inclusivity is crucial for mitigating disruptive change, cultivating workplace engagement, and improving the overall institutional environment. Leaders play a critical role in promoting inclusivity, which is essential for enhancing collaboration, performance, and a learning culture. This is particularly true in diverse institutions. As individuals engage and interact across cultures, they naturally adapt and incorporate elements from others and this blurs the cultural boundaries between each (Royall, 2022).

The success of an organization depends on the beliefs, preferences, and development of its leaders. Leaders need to have a practical approach to expanding engagement and relationship skills, embracing differences, and directing diverse talent capital toward organizational goals. This is important because when employees are engaged, they tend to demonstrate higher levels of organizational commitment, positive behavior, and overall job satisfaction (Sun & Bunchapattanasakda, 2019). Additionally, this leads to a workforce that is more committed and motivated, instills trust and loyalty, and infuses within employees a deeper sense of connection and purpose (Chaudhary and Sisodia, S., 2022).