Getting to Know NASFAA's Diversity Officer, Dr. Sharon Oliver
By Maria Carrasco, NASFAA Staff Reporter
With the U.S. Supreme Court ruling last year that race can not be considered in post-secondary admissions, and multiple states introducing or passing bans on diversity and inclusion programs at institutions, the conversation about the role of diversity, equity, and inclusion (DEI) efforts in higher education is more pertinent than ever.
NASFAA’s commitment to diversity and inclusion states that the association will pursue and promote, in principle and practice, the diversity and inclusion of its membership to represent the profession and the students we serve.
NASFAA currently offers a diversity toolkit for associations of financial aid professionals to use in support of national, regional, and state diversity initiatives within the profession. NASFAA also offers an implicit bias toolkit to assist institutions with identifying and reducing bias in the administration of financial aid.
Additionally, NASFAA's Diversity Leadership Program (DLP), which began in 2018, provides selectees from marginalized and underrepresented groups with a robust portfolio of benefits, mentorship, and guidance on how to develop as a financial aid association leader at the state, regional, and national level.
Today’s News recently spoke with NASFAA's new 2024-26 Diversity Officer Dr. Sharon Oliver, FAAC®, the associate vice chancellor for enrollment management at North Carolina Central University, about her experiences and what she believes are the biggest struggles facing aid administrators from minority backgrounds today.
Could you tell us a little bit about your background in financial aid?
I have 30 years of dedicated service as a financial aid director. I have found this position to be very rewarding and fulfilling because I am able to help students and families navigate what we consider to be complex financial aid processes. I am committed to making higher education more accessible, ensuring that students can pursue their academic goals without the overwhelming burden of financial obstacles.
What are your main goals as NASFAA's Diversity Officer?
In light of many entities repealing diversity, equity, and inclusion (DEI) initiatives, it is especially important today to reaffirm our commitment to equity, access, and inclusion at all levels, including national, regional, and the state level. Collectively, our focus this year will be to promote diversity, equity and inclusion by increasing awareness and education.
Why were you interested in serving as NASFAA's Diversity Officer?
I was motivated to serve as NASFAA’s Diversity Officer to actively promote and expand awareness, equality, and fairness across our association. I want to ensure that all voices are heard and valued.
Why is diversity important to higher education and the financial aid profession?
As the workforce continues to grow more diverse, it's essential for higher education institutions to mirror what we're seeing in the workforce and in the industry. By prioritizing diversity, institutions can better prepare graduates to thrive in various environments, ultimately improving employability and success in the marketplace. Our profession actively engages with a diverse population.
We inspire students to reach their full potential in higher education. As financial aid administrators, we should implement inclusive practices that cater to the unique backgrounds of our students and ensure their success, while maintaining cultural competency by understanding and respecting the diverse experiences of the individuals we serve.
What unique struggles do under-represented workers in our profession face?
Under-represented workers in our profession often encounter challenges when volunteering for committees and serving as presenters in financial aid events. They frequently struggle to develop a sense of belonging and inclusion within the organization. They also feel sidelined, like they don’t have a seat at the table. So, we want to be sure that we're creating a diversity board position at the state and regional level to help shift this dynamic. This will offer a platform for advocacy and ensure that diverse voices are heard and represented.
What do you think institutions of higher education need to do to foster a culture of inclusion?
To cultivate a culture of inclusion, institutions must critically assess their practices and policies to ensure they're truly inclusive. This involves actively identifying and addressing any barriers that may hinder participation in engagement from diverse populations. Additionally, institutions should develop safe and supportive spaces for students from diverse backgrounds as they share their experiences and concerns.
How can NASFAA's Diversity Leadership Program help frame a future of inclusion in higher education?
Participants in the Diversity Leadership Program will acquire a wealth of experiences that will be invaluable both within their cohort and beyond. They will leverage their lived experiences to foster inclusivity at their institutions and within their state and regional financial aid associations. They will also create meaningful connections and drive positive change in the landscape of higher education.
Send your thoughts, questions, and comments regarding NASFAA's Diversity & Inclusion efforts. We'd love to hear what you think.
Publication Date: 11/18/2024
Heather B | 11/18/2024 11:35:19 AM
Sharon - thanks for giving your time and energy to focus on this important topic! Always proud of you and am glad you are representing us at the national level.
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