This study sought to understand how post-secondary students experience and process issues of diversity, to discover what those views of diversity are, and how those views might change. The two issues that participants felt most strongly about were homosexuality and scholarships for students of color. Their views on homosexuality ranged from admitted homophobia, to ambivalence, to tolerance, to full acceptance. Religion seemed to play a part among those who were ambivalent, but not for those who were homophobic. Views were not static, but shifted depending on the circumstances. A participant who might object to a homosexual serving in the military might have no problem having a homosexual as a neighbor. Regarding scholarships for students of color, some of the 27 White students agreed that this was fair, while others seemed to resent the idea and questioned its need. Two of the four multi-racial students were somewhat sympathetic to the latter view. A high degree of acceptance on one diversity issue did not necessarily mean high acceptance on other issues. A participant who advocated for gays to have equal admittance and acceptance in the military was against scholarships for students of color. Participants' views were most influenced by their personal experiences. Interventions such as coursework, workshop, panel presentation, and social contact seemed to have a less influence than personal experiences. Those pivotal moments, as discussed by Young Y. Kim, seemed to have caused stress, adaptation, and growth, which resulted in a greater awareness of an issue, of themselves, and of others. The rejection of experiences and interventions might be explained by encapsulation, as proposed by C. Gilbert Wrenn. Encapsulated individuals seem to choose to reject information or experiences that might challenge their views. The implication for educators is to provide more opportunities for students to have personal experiences involving diversity that might lead to pivotal moments. Thirty-one undergraduates at a small, liberal arts university in the Pacific Northwest were interviewed three times over an average of seven weeks. All had participated in a nationally known diversity workshop and had also participated in regular courses that addressed diversity issues. / Graduation date: 2002

This phenomenological research study focused on educational change as perceived by 16 Liberal Arts faculty members at a Pacific Northwest community college. Research data were collected through in-depth dialogic interviews and a follow-up dialogue session with six participants. The principal guiding research questions comprised the following: 1) What is the context of the community college? The institution is facing severe budgetary restrictions, widening diversity of students, the implementation of new technologies and distance learning, changing faculty and administrator roles, competition from the private sector, and the redefining of the community college role. 2) What is the background of the faculty participants? In the past, faculty have experienced a collegial culture and a shared sense of purpose, which no longer seems to exist. Their values are deeply connected to the social responsibilities of education and student needs, which they feel is at odds with the trend toward commodification of education. 3) What are faculty's perceptions of change and its effects? Change is constant; and instructors adapt incrementally. Mandated changes are seen to have fuzzy meanings and hidden agendas, which sometimes go against the core values of higher education. 4) What do faculty want? Faculty want to wrestle with the issues and solutions for dealing with change collaboratively, and they need the time and space to do so. They also want administrators to hear their voice, and to include faculty priorities in educational decision-making. Faculty participants had clear ideas on ways that would make the implementation of change more successful and meaningful in their lives and in the future of their community college: 1) Make change for a worthy or merited purpose. 2) Listen to what faculty have to say. 3) Allow faculty to wrestle with the challenges. 4) Provide faculty with support and recognition. 5) Keep student needs as a central priority. 6) Maintain the human values and social purpose of education. Most important, faculty feel that the human element cannot be discounted or forgotten in the rush to transform higher education, for faculty are the ones charged with the implementation of most change initiatives and they must deal with the consequences. / Graduation date: 2002