A college campus, when infused with novel ideas that test the preconceptions of its pupils, can become a never-ending source for inspiration and progressive development. To fortify the influx of fresh ideas, a university must expose students to varying points of view.
BAA BAA BLACK SHEEPA college campus, when infused with novel ideas that test the preconceptions of its pupils, can become a never-ending source for inspiration and progressive development. To fortify the influx of fresh ideas, a university must expose students to varying points of view.
Diversity among peers in a college setting is essential to the creation of forward-thinking, globally minded citizens. Portland State understands the responsibility of educational institutions to provide as much diversity as possible.
According to the PSU Diversity Action Plan, the university is “Oregon’s most diverse campus,” which charges PSU with the task of “seeing that diversity is represented in all facets of its enterprise.”
PSU is fostering a rapidly growing reputation as a university committed to community service. Such dedication of civic involvement inspired the Princeton Review to include PSU on a list of “colleges with a conscience.” Conscience, of course, begins with the ability to empathize. A leader should be capable of empathizing with those she/he serves.
Certainly, the data shows that the student body at PSU is becoming more diverse, with students of various colors and backgrounds coming together to increase the vibrancy of this campus. However, it seems appropriate to wonder whether this trend of variance is evident in the makeup of the administration of this college, as well.
When PSU uses diversity as a selling point for the institution, it stands to reason that students want the same clear dedication to diversity within the bureaucracy of the university. And one clear indicator of diversity within a particular group is the presence of distinct ethnic and cultural differences among its members.
According to PSU’s Global Diversity and Inclusion office, there are 53 members of the administrative staff at the university. Five identify as “nonwhite.”
Statistically this means that 90 percent of PSU management are white Americans, compared to 65.7 percent of the student population who identify as white. Administrators at the executive level see similar statistics, with one out of 10 identifying as “nonwhite.”
It’s important for students to see people from vastly different walks of life being represented within the leadership of their university. Seeing education infrastructure change on a national (and ultimately a global) level requires a greater degree of difference among the policy-makers of educational institutions.
It detracts from the progressive image of PSU that a majority of its leadership positions are held by white men.
Truthfully people my age may be less likely to take seriously a group of bureaucrats primarily composed of middle-aged, upper-middle-class white people. While it’s never fair to judge a person or a group by their ethnicity, age or socioeconomic status, the numbers belie the mission of diversity.
However, it’s important to look at how our leaders exemplify the ability of a state-college graduate to succeed.
Beyond demographics, PSU administrators have a vast array of experiences and qualifications. Many have demonstrated lifelong dedication to student advocacy, environmental sustainability and civic responsibility. They are real-world role models for the students they serve.
Despite the lack of ethnic diversity, can you expect this administration to have varied points of view impacting the direction of its policies and procedures? Yes. Are there people within this administration who could offer valuable advice to a prospective state-university graduate?
Absolutely.
As college students in an era of education reform, it’s pertinent to know our campus leaders. By understanding who designs your education, you can better affect the outcome to your benefit.
