Winter 4-22-2024

ESRP 9000 Professor

Dr. Sandy Underhill

ESRP 9001 Professor

Dr. Sandy Underhill

Executive Summary

This strategic research project was designed to emphasize the need to address the lack of staff diversity. Diversity is a matter that continues to influence all fields, and staff diversity promotes an inclusive environment where all constituents feel valued and validated. Education is a career field that continues to experience increasing student diversity; however, staff diversity persists to be a challenge in many schools and school districts. After a comprehensive investigation of the internal and external factors through the utilization of a SWOT analysis, it was revealed that the critical issue facing Royse City High School, a suburban high school, was the lack of staff diversity. To address this issue, consultancy was selected from four alternative solutions after a meticulous review of literature evaluated the impact of each alternative solution. Strategy consultancy and management consultancy were the two strategies selected to implement this solution. Through the performance of the Quantitative Strategic Planning Matrix (QSPM), strategy consultancy was selected as the strategy after receiving the highest total attractiveness score (TAS) of 5.65 rated for its appeal or attractiveness against the internal and external factors. An action plan was produced to outline the required action steps to effectively implement the strategy. These steps include (a) evaluating the hiring and recruiting practices, (b) organizing a diversity advisory group, (c) creating a cultural wall, and (d) hosting a cultural awareness fair. The goal is to implement this action plan during the 2024 to 2025 school year with the anticipation of creating and maintaining a diverse staff.

After a thorough review of the literature, strategy consultancy was highlighted as an effective means to address the lack of staff diversity. However, limitations with effective evaluation of the impact of the consultancy were identified. Thus, the recommendation is for impact monitoring and evaluations to be implemented over a period of years. This longitudinal tracking can assess the impact of attitudes and bias towards diversity and the participation in the efforts to increase diversity. Based on the review of literature, the action steps provide an effective means to address the lack of staff diversity.

Document Type

Strategic Research Project-NSU Access Only

Degree Name

Doctor of Education (EdD)


Abraham S. Fischler College of Education


Educational Leadership