As the Oregon student population in P-12 schools becomes increasingly more diverse, the population of Oregon teachers has changed little over the last 30 years and remains largely white. The percentage of teachers of color does not even approximate the percentage of students of color in any state with a sizable population of diverse residents except Hawaii.
Furthermore, statistical projections show that while the percentage of students of color in public schools is expected to increase, the percentage of teachers of color is not expected to rise (National Collaborative on Diversity in the Teaching Force, 2004).
A small but growing body of research suggests that the lack of racial and cultural diversity among teachers impedes the success of minority students. Minorities tend to do better in class and face higher expectations when taught by teachers from their racial or ethnic group. Teachers of color often serve as role models and cultural brokers who help students connect to their school through shared identities.
The GSE’s goal of diversity and inclusiveness, therefore, must extend to increasing the numbers of candidates from underrepresented groups that come into programs for school professionals and complete them successfully. The GSE values diversity because it generates a multiplicity of ideas and viewpoints, leads to more creative and efficient problem solving, fosters an understanding and acceptance of individuals from different backgrounds, and recognizes the contributions that a variety of individuals and groups can make. A diverse group of candidates will ensure that the Graduate School of Education can better serve the needs of our increasingly diverse communities.
The university and the GSE have structures in place to promote its efforts to increase candidate diversity:
1. Structures
PSU University-wide Support GSE Plan
• The President’s Office of Equity and
Compliance
• The Diversity Action Council
• Disability Resource Center
 Diversity Committee:
To promote the consideration of diversity and social justice issues within the GSE, gather data on the extent to which diversity is represented in the GSE, and assist in the preparation of diversity documents for accreditation.
The goal of the Graduate School of Education is to recruit the most promising candidates who reflect a diverse range of interests, abilities, life experiences, and worldviews to enhance the mission of the GSE. Past and current recruitment efforts include two successful
“pathways” programs that provide encouragement and financial support to candidates of
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color interested in education careers. Effective recruitment efforts require extensive informal networks with local and national organizations and personal contacts with diverse members of the professional community. The university and the GSE have these strategies to recruit diverse candidates:
2. Recruitment Strategies
PSU University-wide Support GSE Plan


PSU Human Resources
Campus Centers www.pdx.edu/diversity/welcome-ourcampus (includes multicultural center, casa
Latina, Native-American center, etc.)
 Pathways programs: The Portland
Teachers Program (PTP) and the Bilingual
Pathway Program (BTP) to recruit candidates of color from local communities.
Districts provide financial support, placements and advisory personnel.
 PSU displays and presentations at state and local conferences
 Teach for Diversity scholarship
 Scholarships in which diversity and/or cultural competence is considered as a criterion for awarding.
The Graduate School of Education is not only committed to minority recruiting but also in retaining candidates of diverse backgrounds. The GSE needs to identify retention problems that have a negative impact on candidate diversity by examining those conditions under which students leave our programs.
One of the most effective variables in retaining minority candidates is having instructors who also come from minority communities and provide recognizable role models for young professionals. Candidates of color and those with disabilities are also more likely to stay in programs where colleagues and instructors create learning environments characterized by openness and respect. Some students and instructors need assistance in becoming more sensitive to cultural differences and aware of their own biases and prejudices. PSU provides programs with these instructional aims. Programs in place to promote the retention of diverse candidates include:
3. Retention Strategies
PSU University-wide Support GSE Plan
 SAGE: Sexual and Gender Equality Task
Force http://www.pdx.edu/dos/qrc/partners/sage
 Student groups and centers http://www.pdx.edu//diversity/welcomeour-campus (includes multicultural center, casa Latina, Native-American center, etc.)
 Having a diverse and supportive faculty
 Initial preparation programs offered through cohorts, fostering collaboration and mutual support among diverse students
 Accommodations statements included on the first page of every syllabus.
 Maintaining a data base on student
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demographics and monitoring trends in ethnic/racial representation
 Working with Disability Resource Center to provide appropriate accommodations for student success
 Assisting students in locating University resources and supports
 Mentoring students to assist in success
Useful Links:
PSU Diversity Action Council: http://www.pdx.edu/diversity/diversity-actioncouncil
PSU Office of Diversity and Compliance: http://www.pdx.edu/diversity/
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