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"Inclusiveness in Graduate Education in the Post-Affirmative Action Environment: Challenges and Opportunities"

The first annual "Discussion of Inclusiveness in Graduate Education" was held on January 31, 2001, at the Nittany Lion Inn. Dr. Orlando L. Taylor, dean of Howard University’s Graduate School and graduate professor in the School of Communications at Howard, gave the keynote address titled "Inclusiveness in Graduate Education in the Post-Affirmative Action Environment: Challenges and Opportunities." In his talk, Dr. Taylor spoke about why diversity is important for future leaders and discussed some ways in which we can improve the diversity of our graduate programs.

Dr. Taylor has served as the graduate dean of Howard University since 1993. In this capacity, he has played a major role in assuring Howard’s continued national leadership in graduate education and research and in preparing future faculty for the nation’s colleges and universities. Howard now ranks among the nation’s largest producers of African American Ph.D. recipients.

Ideologically similar to "diversity," "inclusiveness" is meant to bring together people of diverse cultures in a way that encourages each individual to learn about and value cultures different from their own. Dr. Taylor suggested that inclusiveness in graduate education fulfills the ideals of social justice, aids in meeting work force needs and national interests, and provides a quality learning environment for all.

People of color currently comprise one-third of country’s total population. Some estimates indicate that, by 2050, half the nation will be people of color. Additionally, despite the national increase in the number of people of color earning baccalaureate degrees, only 15 percent of master’s recipients and 12 percent of doctoral recipients are people of color. Dr. Taylor provided staggering statistics regarding Ph.D. trends: of the 28,000 doctorates awarded to U.S. citizens and permanent residents each year, 60 percent go to men, 12.5 percent to people of color, 4.6 percent to African Americans, 4 percent to Asian Americans, and 3.4 percent to Latinos. Furthermore, university faculties continue to be largely male and white, and cultural issues need to be considered in course and curriculum content in all programs of study.

Dr. Taylor provided the following suggestions for addressing underrepresented students’ higher education enrollment and completion issues:

Institutions should reassess what is considered a "quality" student and "quality" education.
Help students of color overcome institutional and social isolation. The same suggestion goes for women in male-dominated fields.
Provide systematic retention mechanisms and mentoring for all.
Link curriculum and research agendas to the inclusiveness agenda.

The following ideas were offered to build an inclusive graduate faculty:

Conduct the "inclusive job search," actively recruiting women and people of color.
Debunk the following myths surrounding minority-status applicants:

"Why Come?" Faculty of color want to work in central Pennsylvania for the same reasons as majority applicants—to be a part of Penn State, to enjoy rural life, etc.
"The Presumed Bidding Wars." Search committees sometimes assume that an applicant of color is receiving so many employment offers that their institution should not even try to compete for the applicant. This scenario is rarely the case. Make your offer.
"The Revolving Door." Search committees often believe that minority applicants will leave their institution as soon as a "better" job opportunity arises. Again, just like majority applicants, people of color may or may not leave for greener pastures.
Respect divergent forms of scholarship and presentation venues.

Overcome the "Only One" syndrome. Hire more than one person of color or woman to build a truly inclusive faculty.
Build and maintain relationships with current students of color and women students.

Following an informative question and answer period, attendees had an opportunity to meet and talk with Dr. Taylor at a reception immediately following his address.

The "Discussion of Inclusiveness in Graduate Education" was sponsored by the Graduate School’s Office of the Dean, the Graduate School’s Office of Graduate Educational Equity, the Graduate School Alumni Society, the Commission on Racial / Ethnic Diversity, the Graduate Student Association, the Black Graduate Student Association, the American Indian Leadership Program, the Native American Student Association, and the Latino Caucus.

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