'Diversity, equity and inclusion' are for everyone

The words, "diversity, equity and inclusion," and programs associated with them are often assumed to be just for people of color, but those words "are for everyone," asserted Roberta Wilburn, who started as interim chief diversity officer at Whitworth University in the summer of 2021.

"Building cross-cultural and cross-racial understanding is a journey, not a destination," she said.

Roberta wants Whitworth to be Martin Luther King Jr.'s beloved community.

So she has been immersed in bringing those words—diversity, equity, inclusion—to life in people's lives through her life and ministry, but particularly through her years at Whitworth.

During her nearly 14 years at Whitworth, she has met one-on-one with students of color and white students.

She helped hire and support her predecessors Larry Burnley and Lorna Hernandez Jarvis during her years as dean of the department of education.

After leading a recent book study with Whitworth leaders, she told them the next step was implementation.

"We are all brothers and sisters in Christ at Whitworth, even though not all students are Christian. There are Muslims, Jews, agnostics and more," she said.

In 2020, Roberta retired to develop Wilburn and Associates, a consulting company with her husband James to promote diversity, equity and inclusion. They were also thinking of moving nearer their grandsons.

"God and Whitworth had something else in mind," said Roberta, who helped start Diversity, Equity and Inclusion at Whitworth, hiring Larry and Lorna, and working with them.

When Lorna left in June 2021, Whitworth President Scott McQuilkin asked her to be interim.

"I did not want the program to backslide," she said, but she waited to start after spending a month with her new grandson and his brother in Mississippi and two weeks with another grandson in Maryland.

When Larry left, Roberta debated applying, but liked what she was doing in education, plus she was on the Diversity Committee and working with students.

In early September, she hosted a delegation of five members of parliament from Kenya.

"Interested in diversity, equity and inclusion, they looked us up and found we were serious about it. They wanted ideas they could implement to apply it to cross-cultural conflicts among their tribes," she said. "Most were women, so they were also interested in gender equality."

They spoke to classes, met the mayor for a government perspective; met African American leaders on city council, in churches and on the school board; met with Native Americans at Northern Quest, and met with the Spokesman Review to learn how they cover issues of diversity.

In February, she arranged events for Black History Month.

A key part of Roberta's role is diversity advocacy, which means ensuring search committees look at diverse candidates and treat them fairly.

She also meets with the president and provost's monthly "courageous conversations," because she believes diversity starts at the top.

"Leaders must understand diversity, equity and inclusion for the university to be effective," Roberta said. "Before activities comes awareness, but I want practical implementation.

The president's cabinet did an intercultural assessment of where they are, and then she talked to each to help them develop their own intercultural plan.

Recently, they read Subtle Acts of Exclusion by Tiffany Jana and Michael Baran on how to understand, identify and stop micro-aggressions. Then they discussed how to implement ideas.

"We always try to make sure we are sensitive to different groups, not just African Americans," said Roberta, who meets with different campus cultural groups to learn their perspectives and how they are doing, what their concerns are and what changes are needed.

"Students should flourish and have good experiences on campus," she said, noting that Shawn Washington, the associate dean of student success and equity, focuses on student diversity equity and inclusion.

In the summer, Whitworth offers Bucks Bridge, a weeklong orientation to acclimate incoming BIPOC and first-generation students and parents to campus.

"Whitworth intentionally recruits diverse students. When I came to campus, I was one of very few African Americans on campus," said Roberta, who raises funds for scholarships.

"We are intentional about recruitment and programs recruiting students and faculty. It's important but not enough to draw students and faculty. We want them to stay," she said, knowing from years of working with students how hard it is for many to be away from home for the first time in a new environment.

Roberta told of encouraging an African-American student to apply early for the Act Six leadership program, which offers a full scholarship. The student thought she would have to enter the military to afford to go to college. Roberta helped her with the strenuous application process.

In their first year of college in Spokane, many students of color want to go home, so Whitworth's diversity, equity and inclusion staff help them acclimate and overcome uncertainties about whether they can succeed. During students' second year, Whitworth wants to be sure students feel included as they acclimate to the lifestyle on campus.

"The first two years are critical. Students need to work through the 'imposter syndrome' —the belief that they do not belong here," Roberta said.

With support in studies, students make friends and participate in campus life. Then they learn they can do it and become leaders and academically successful the last two years.

"Some things are in place, but there are gaps. We need to do more," said Roberta. "What it takes for each to succeed differs. In conversations, we can draw out needs and address them before their concerns become problems."

After George Floyd's murder, she heard students' racial trauma.

"It's also important to address issues with white students. Many grew up in mono-cultural communities. All they know about people of color is what they see on TV, and it's skewed," she said.

"We need to educate white students to understand and accept students of color," she said. "We need to see potential conflicts and say no to trends that are inappropriate or offensive.

"White students are part of diversity. Some think 'white' is not a culture, but white students have cultures," she said.

"Many have not been taught about experiences of people of color in elementary to high school," she said.

"We teach the administration, faculty and students to understand why they respond as they do," said Roberta, as we seek to live Whitworth's mission "to provide its diverse student body an education of the mind and the heart, equipping its graduates to honor God, follow Christ and serve humanity."

"God calls us to love our brothers and sisters, and help as best we can," she said. "While many students are Christian, many are not, but Christian faith guides our work."

Faculty integrate faith into lessons without proselytizing by encouraging students to ask questions.

"Some white students don't want to deal with diversity, equity and inclusion because they don't want to be blamed for slavery, residential schools or the Japanese incarceration. It's not about blame, but going forward to build the beloved community in which we care for our brothers and sisters," Roberta said.

When one student wrote in a paper that he was racist and didn't like women, she said, "Let's talk."

The next year, they met monthly to talk about race and gender. It turned out he was afraid of being like family members who did not embrace diversity, she said.

"We move the diversity needle by building authentic relationships with people of diverse backgrounds. I get to know you and you get to know me. It's not as threatening as some think," Roberta said.

For information, call 777-4215 or email rwilburn@whitworth.edu.