Otherwise, even if we can see diverse individuals in the campus but there is no connection between each individual, we can say that diversity does not work in them. The physical existence of diversity is not important if there is no correlation between the being of diversity. Another example of diversity in Lehigh University, and where we can measure success of divesity, is the process of attracting women faculty to teach academics that were used to be taught by men faculty. The ability of the students to learn does not depend on the gender of the instructor. This is one principle that the Lehigh University perhaps believes when they started to attract women faculty to the academics of engineering, science, and business. This is in contrast to how the process or hiring used to exist in the institution, indicated as follows.

Too often hiring pools for faculty positions in these areas do not include women and minorities, and too often talented and successful women and minority faculty are wooed away by other institutions.

Even in terms of principle, belief, and reality, that diversity of people in an educational institution can provide wider learning experiences to students is a fact, because students are provided with larger information from the diverse origin of every student, it cannot be denied that the measure of diversity may not work properly.

Measuring the effectiveness of diversity in Lehigh University does not only include aspects in the existence of diverse students and faculty staffs. Also, diversity is supported by the institution in terms of accepting volunteers who can provide life examples to the students. This measure of Lehigh University, again, may work and may not work. Also, again, the success in this principle of diversity depends on the attitude of the students and the faculty staff to sincerely accept the commitment being shared by the volunteers. The potential perspective of leadership role, as provided by the volunteers, and if accepted by the school members, can lead to the success...

Because the school supports diversity, it is only proper to eliminate the old attitude of rejecting other groups of people who came from different religion, race, color, or culture.
The measures proposed by Lehigh University only shows that they definitely support the principles of diversity. One reason is because they see a straightforward advantage that diversity can provide a richer source of information, talents, and intelligence to its students. This can only be possible though if they and faculty staff that compose the institution will accept this viewpoint regarding diversity.

Diversity is an issue that can really present issues, not only in an educational institution but in any kind of institution as well. The issue in fact is not on the measures to support diversity. As what we have seen in Lehigh University, we can conclude that the success of diversity does not depend on the measures that the institution is practicing. Rather, it depends on the attitude of the involved individuals towards diversity.

Bibliography

Henze, Rosemary. Leading for Diversity: How School Leaders Achieve Racial and Ethnic Harmony. 2000.

http://www.crede.org/research/tier/rb6.shtml

Diversity is School Priority.

http://www.bus.wisc.edu/update/winter03/diversity.asp

Diversity and School Transfers: Diversity For Whom?

2003. Discriminations Online.

http://www.discriminations.us/archives/000423.html

Levers of Opportunity.

http://www.ilr.cornell.edu/cahrs/FacultyResearch.html

Ma Rhea, Zane, Lewis, Sue. The Personal Effectiveness in Diversity Program.

http://www.diversityaustralia.gov.au/_inc/doc_pdf/business/21c_9.pdf.