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Diversity
continued from page 1A
which was established to facilitate study
on racial, ethnic and cultural issues);
the Bias Response Team, which is coor
dinated within the Office of Student Life
to address hate and discrimination; the
Ethnic Studies Program, which exam
ines ethnicity in the United States; and
the President’s Council on Race, which
is the longpst-standing University com
mittee appointed by University Presi
dent Dave Frohnmayer.
There’s also a smattering of other
programs, including Reach for Suc
cess, which brings middle school stu
dents of color to the University; the
Native American Education Gather
ing, which is designed to draw Ameri
can Indian high school students; and
an Underrepresented Minority Re
cruitment Plan, which has been in
fused with $2,191,500 during the last
nine years. The diversity-building ef
forts have not always worked as well
as some would like, according to some
faculty members.
“They’re working, but like so
much, there needs to be a lot more,”
Professor Emeritus Edwin Coleman
said. “It takes a whole university —
everyone has to be on the same page.
It’s always a struggle.”
Coleman said more people, such
as department leaders, need to be in
volved in the effort. He added that
some people are complaining about
the University’s lack of diversity and
then not doing anything about it.
To try to reach more tangible suc
cesses, University decision-makers
are hiring a Vice Provost for Institu
tional Equity and Diversity. The new
administrator, responsible for report
ing direcdy to Senior Vice President
and Provost John Moseley, will pro
vide leadership and guidance for fac
ulty, staff and students of color, and
with luck, will be working by some
time in June. The process began with
more than 106 applicant^ and eight
telephone interviews. All three final
candidates have already gone through
two days of intensive public and pri
Photo illustration Mark McCambridge Emerald
vate interviews at the University.
Frohnmayer said the new position
is necessary to bring faculty, staff
and students of color together in or
der for diversity goals to be accom
plished. He explained that if the Uni
versity ever started to let up on its
diversity efforts, it would be impossi
ble to regain lost ground.
Coleman said the University has
already lost a lot of ground, and that
th6 results of the University’s efforts
have often been muddied.
Summers, co-chairman of the
Faculty and Staff of Color Coalition,
said real diversity may go beyond
raising enrollment figures.
“What it means to me is creating
and maintaining an environment that
is more reflective of the larger world
in which Oregon students enter once
they leave the fairly homogenous
campus,” he said. “It means exposing
students, including students of color,
to different cultural perspectives in
the classroom, not just through occa
sional cultural festivals.”
Contact the reporter
atromangokhman@dailyemerald.com.
UO Cultural Forum Presents
cultural forum office: 541.346.4373
Arrangements for the appearance of
Mike Reiss
made through Greater talent Network, Inc., NY. NY
UNIVERSITY OF OREGON
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