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Resource Materials - Edna Chun, Ph.D.

The following resource materials were authored or co-authored by LEAD Fund Board Member Edna Chun.  Professor Chun is a lecturer at Columbia University, School of Professional Studies. Her entire bio is found on the "People" page for Board Members.


  • Edna Chun, Columbia University, "Systemic Racism hasn’t always been in the news."  With many nationwide demonstrations about police brutality, greater recognition of systemic racism has entered national consciousness. When Joe Feagin first introduced and developed the systemic racism framework through his research, the term was considered controversial on and off college campuses. By contrast, today systemic racism has become part of our vocabulary in a national reckoning about race....  (Academic Minute) Link  

  • Edna Chun, Columbia University, School of Professional Studies, Leveraging Multigenerational Workforce Strategies in Higher Education.  (Publication).  Dr. Edna Chun, Lecturer in the M.S. Human Capital Management program, has co-authored Leveraging Multigenerational Workforce Strategies in Higher Education, an in-depth examination of the impact of generational and ageist framing in behavioral interactions of classroom dynamics, departmental culture, and workplace outcomes in higher education.  In the wake of economic uncertainty resulting from the pandemic, higher education institutions are challenged as perhaps in no other time in U.S. history with maximizing talent resources. Dr. Chun's new book provides a clear pathway to implementing comprehensive HR and diversity talent strategies that ensure equity in employment decisions, diminish stereotypical ageist expectations that can influence organizational outcomes, and build an inclusive, multigenerational culture that values the contributions of all members.  Based on empirical studies, qualitative research, and in-depth interviews with faculty and administrators, Leveraging Multigenerational Workforce Strategies in Higher Education addresses the creation of leading-edge multigenerational strategies in the higher education workplace via the lens of institutional context and first-person narratives. HR and higher education leaders and faculty will benefit from the proposed strategies to combat structural inequality, eliminate process-based discriminatory practices, and optimize intergenerational talent. At the conclusion, you will gain practical insight into best-in-class HR and diversity policies and strategies in higher education that will help overcome generational and ageist barriers, tap into the wealth of intergenerational expertise, and bolster institutional capacity to educate and inspire the new centennial generation of students.  June 2, 2021. Link​​

  • Edna B. Chun and Alvin Evans, The Power of Reverse Faculty Mentoring Programs, Academic Leader, April 5, 2021. Reverse mentoring is a prominent example of intergenerational partnership in which students and faculty from recent generations share knowledge, perspectives, and expertise with more seasoned and veteran faculty. In essence, it reverses hierarchical relationships and creates a level playing field for the transmission of knowledge and skills. Although such mentoring programs are not widespread in higher education, a number of corporations—such as BNY Mellon, Dell, Estée Lauder, Procter & Gamble, and Time Warner—have realized its value in the retention of talent and in promoting diversity.  Link​

  • Edna B. Chun, DM, and Alvin Evans,  The Need for Multigenerational Workforce Strategies during the COVID-19 Crisis, Academic Leader, July 20, 2020.  Higher education leaders tasked with determining whether to reopen campuses in fall 2020 or spring 2021 face a myriad of challenges. With dramatic budget reductions, decreased tuition revenues, reduced state support, and declining enrollment, a shock wave of staff layoffs and furloughs has ensued. Decisions are being made about closing academic programs and departments and potentially even terminating tenured faculty. Link

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