Staff editorial: One hopeful step forward

After a bumpy ride the last couple years, it seems the university finally has someone to navigate the complex issue of diversity on the campus. In January, Kumea Shorter-Gooden began her tenure as the university's first-ever chief diversity officer. The position was created by university President Wallace Loh based on recommendations from the Diversity Strategic Plan, a 10-year road map for improving equity and diversity among faculty and staff at the university.

Issues of diversity have been a hot topic on the campus in recent years: In 2008, then-Provost Nariman Farvardin almost eliminated the position of associate director of the Office of LGBT Equity. In 2009, more than 600 students, staff and faculty members protested the ousting of Cordell Black, the university's top diversity administrator. In 2010, the University Senate finally approved the long-awaited diversity plan, which was delayed for months after harsh criticism; more than 300 attended a town hall to voice their displeasure with an early draft that was seen by many as vague.

And although diversity issues at the university have somewhat quieted down since Loh became president in November 2010, the administration has still been criticized on issues ranging from workers' rights to parental leave. Shorter-Gooden will no doubt have a full plate in the coming months. But in addition to her roles implementing the strategic plan and overseeing numerous diversity organizations on the campus, the administration's newcomer should focus on aspects of diversity that can be difficult to grapple with: Most members of the community probably agree diversity is a good thing, but its role in — and affect on — higher education can seem nebulous.

This institution has come a long way since 1916, when white women were first admitted, and 1951, when the university was racially integrated. Today, about 38 percent of students identify as a minority, and that number is sure to grow because Maryland is one of the country's most diverse states: More than 50 percent of residents under the age of 15 are minorities, and experts estimate the population as a whole will become majority-minority — that is, traditional minorities will outnumber whites — in less than a decade.

Maintaining lines of communication with the university's many diversity organizations is important, but trust us — if they have something to say, Shorter-Gooden will be sure to know it. Which is why it's even more important for Shorter-Gooden to reach out to those students who aren't active on diversity issues. Not every student is going to be vocal about diversity on the campus, but every student has a role in diversity on the campus, whether they realize it or not. Shorter-Gooden's plans to integrate diversity issues more deeply into the curriculum and bridge minority gaps among the faculty and student body are promising because they will cultivate diversity, rather than preach it.

Like the university, Shorter-Gooden has come a long way. As an undergraduate in 1969, she belonged to the first class of women admitted to Princeton University. After earning her master's and doctorate at this university, Shorter-Gooden established herself in California, eventually heading diversity efforts for the nine campuses of Alliant International University. With a new leader and a fresh perspective, the university has a fighting chance of leaving its rocky past behind.

There's no doubt the university is diverse — just look around. Students of all races, religions and sexualities traverse the campus every day. But there's a big difference between having diversity and truly appreciating diversity; the university still has a ways to go in the latter. Let's hope Shorter-Gooden is up to the challenge.