Two-Day Symposium | Part 1

September 20, 2024

LAND ACKNOWLEDGEMENT

�Portland State University is located in the heart of downtown Portland, Oregon in Multnomah County. We honor the Indigenous people whose traditional and ancestral homelands we stand on, the Multnomah, Kathlamet, Clackamas, Tumwater, Watlala bands of the Chinook, the Tualatin Kalapuya and many other indigenous nations of the Columbia River. It is important to acknowledge the ancestors of this place and to recognize that we are here because of the sacrifices forced upon them. In remembering these communities, we honor their legacy, their lives, and their descendants.

HONOR SONG

Marlin Suppah (suh-puh)

(Wasco) from Warm Springs, OR

LET’S ARRIVE AND WELCOME A FULL USE OF SELF

Using the Chat feature, please introduce yourself [if you choose] and share…

• What stories are you holding on to, keeping your attention?
• Speaking from your identities, what HOPE or ENERGY brings you here?

PRESIDENTIAL ADDRESS

Dr. Ann Cudd

STUDENT VOICES

Sarah Rodriguez, Masters of Social Work student, First Generation Student Trainer

Brady Roland, 2nd Year, Public Health, ASPSU President

Michaela Loggins, Senior, Access Mentor, First Generation Student Trainer

Nura Salah, 3rd Year, Public Health, First Generation Student Trainers

REFLECTIONS

Dr. Ame Lambert

SETTING CONTEXT

THE DATA

Student Demographics

Note on Duplicate Counts and Incomplete Data

OVERALL Snapshot (Fall 2023)

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Unduplicated Counts

• 47.5 % BIPOC at the Undergraduate level
• 34% BIPOC at the graduate level
• 49.2% Full Time Undergraduate
• 37.0% Full Time Graduate

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Duplicated Counts

50% BIPOC

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LGBTQ+

• PSU student body – 27.8% (4,969/17,901)
• Undergraduate – 29.4% (3,990/13,586)
• UG Full-time – 30.1% (3,082/10,230)
• Graduate – 22.7% (979/4,315)
• GR Full-time – 25.7% (596/2,322)
• BIPOC 34.5

LGBTQ+ REPRESENTATION PER RACIAL GROUP

• American Indian or Alaska Native: 36.9% (286/775)
• Asian: 18% (500/2,780)
• Black or African American: 20.4% (288/1,412)
• Hispanic or Latino: 24.1% (873/3,617)
• Native Hawaiian or Other Pacific Islander: 23.8% (89/374)
• White: 34.6% (4,140/11,979)

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VETERANS

• 894 Registered Veterans
• 45% BIPOC
• 32% Women
• 2% Non Binary

FIRST-GENERATION STUDENTS

• Overall: 35.3% (6,320/17,901)
• % of this number that is BIPOC: 60.1% (3,798/6,320)
• 42.6% First generation at the Undergraduate level
• 12.5% First generation at the graduate level
• 44% First generation Full time Undergraduate
• Representation in each racial/ethnic group
• American Indian or Alaska Native: 46.1% (357/775)
• Asian: 32.7% (909/2,780)
• Black or African American: 46.5% (657/1,412)
• Hispanic or Latino: 61.7% (2,233/3,617)
• Native Hawaiian or Other Pacific Islander: 45.7% (171/374)
• White: 31.7% (3,796/11,979)

BIPOC FOLKS ARE PART OF EVERY IDENTITY

BIPOC TOUCHES EVERY IDENTITY

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No guilt or shame: BDT’s picture analogy

What you do to support minoritized people lifts the whole

We must wrestle with the what about……….. question?

Wrestling in 2020 and beyond: General vs. specific

Push back against binary and zero sum game thinking

Recognize the need for agency, trust and accountability

OUR REALITY AS A MSI

WE ARE A MINORITY-SERVING INSTITUTION

• 11 MSI designations created since the Higher Education Act of 1965
• Mission: HBCU, TCU
• Enrollment: AANAPISIs, HSI, PBI, Native American Serving, non tribal institutions etc.,

Three Enrollment Based Designations open to us:

• AANAPISI: Asian American, Native American, Pacific Islander Student Institution (10%)
• HSI: Hispanic Serving Institution (25%)
• Minority Institution (50% BIPOC)
• Specific to STEM and other special programs

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DID YOU KNOW…

• AANAPISI is the newest and has the smallest funding pool

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• According to 2022 data, we are one of 192 Institutions eligible to apply for AANAPISI funding, but only 32 had received grants

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• There are currently less than 90 institutions that are dual designated (AANAPISI and HSI) as we hope to be

ENROLLMENT-BASED MSIS CAN [SHOULD] HAVE MISSION IMPACT (SERVINGNESS)

Both federal data and independent research show the influence �of the AANAPISI program in broadening opportunity and putting higher education �within reach for underserved AA and NHPI communities, many of whom are low income and the first in their families to attend college.

In addition, AANAPISIs employ and cultivate many of America’s top AA and NHPI leaders in higher education, including college and university presidents, administrators, and faculty. And as efforts to promote the teaching of AA and NHPI history continues to grow, these institutions have been at the forefront of groundbreaking scholarship and research, developing tools and sustaining initiatives to better tell our communities’ stories.

-Dept of Education

Their efforts have also yielded progress in other ways – including improved retention and degree attainment rates for underserved communities.

The facts are clear. �Though AANAPISIs make up a small percentage of U.S. colleges and universities, they �enroll nearly half of the nation’s AA and NHPI undergraduate students. AANAPISIs also confer almost 50 percent of the associate degrees and nearly 30 percent of the baccalaureate degrees attained by all AA and NHPIs in the United States.

MOST LATINE STUDENTS ATTEND HSIS

• More than 600 HSIs. Largest group of MSIs
• Concentrated in the west, Southwest and PR, but everywhere
• 60% of HSIs are 4 year colleges
• One third of the top 20% of institutions for high social mobility are HSIs
• HSIs educate nearly 60% of Latine STEM students and 40% of Latine STEM graduates attended HSIs
• HSIs excel at holistic support (servingness) and access (44% of students at 4 years HSIs fall within the lowest income quartile)

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Third way HSI Report, 2024

REMEMBER, IT IS

�MSI

+

MAJORITY BIPOC

WE ARE ALSO THE INSTITUTION WITH THE LARGEST NUMBER OF:

• Native students (Joseph Bull: Defacto Tribal College)
• Black Students (Vanelda Hopes: Provide an experience as close to an HBCU as possible)
• High Return rate from actual HBCUs
• Pacific Islander students (Supporting transitions for new arrivals, understanding context)
• Latine Students (Servingness)
• We have equity gaps to close (opportunity gaps/opportunities)

OUR HISTORY MATTERS

• Broken Treaties, Terminated Tribes, Large Relocation center
• Exclusion Laws (white Utopia). Eminent domain and gentrification’s impact on the black community
• Internment site
• Exploitation of migrant workers, coming in to work, but not own
• U.S Impact on/intervention in Pacific Islands

TAKING STOCK

FROM THE 2020 PARTICIPANT GUIDE

• For exhausted individuals and communities of color (or BIPOC communities), while there is faith in the passion and persistence of the next generation leaders, it is hard not wonder if this will be like prior seasons of ‘awakening.’ Intense focus, grand promises, visible allies, a few quick, peripheral actions with grand flare…and then nothing…a fading back to status quo.
• How will we, the Portland State University community, ensure that this time is not like last time? What will it take for us to respond in ways that last longer than the news cycle? How do we move closer to our aspirations and live our mission even more intentionally?
• You want action and not just words. You want meaningful change and transformational efforts. So do we.

A MOMENT TO LOOK BACK

• We hope you were able to take a moment to review the co created dream headlines from the 2020 equity summit (emailed to you earlier in the week).
• We have also linked the slides and part of the summary document in your participant guide
• Please take a few minutes to reflect on the dreams for 2025. This is late 2024, so we are close to the time we envisioned. Reflect:
• In what ways have we gotten closer to our dreams?
• In what ways are we still far off, or even farther away than we envisioned 2025?
• In the places we are closer to our vision, what helped us get there?
• In the places where we are far from our vision, what has gotten in the way?

INSIGHTS

BREAK

IMAGINE: �THE FUTURE AND THE THRIVING OF BIPOC COMMUNITIES AT PSU

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Pause, close your eyes and listen

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It is 2030. The headline is about Portland State University as the best place in the region for BIPOC students and employees, a place where they come to thrive.

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We have become nationally known as the most flourishing place in the region. BIPOC students and employees in the region are thriving, as measured by all critical indicators. People are amazed and are flocking to our university from around the world to learn how we transformed our Institution, policies, practices, mindsets, heartsets and skill sets to support our aspirations. It was the people in this room, who did the work and served as the catalyst for these phenomenal outcomes.

Tell the story about PSU 2030. What is happening? Who is involved? How does it look and feel? What are people experiencing? Saying? What practices and policies exist? What outcomes and metrics speak to equity? Be as detailed as possible.�

• What did we keep from our history and daily lives at PSU?
• What would it look like to co-create a PSU that is BIPOC centered and affirming, full of practices that advance all communities? A PSU that centers and advances its values and aspirations to be just and equitable? That fully embodies its unique opportunity and responsibility and embraces its majority BIPOC future and leads the state and region in serving minoritized students?
• What will PSU do to embrace its majority BIPOC future?

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• Building on your DISCOVERY (taking stock) and guided imagery in DREAM…
• Share your VISIONS as a group. What aspects compel you to be a part of the change?
• Co-create a headline/lead-in story to capture your DREAM.

LET’S HEAR SOME HEADLINES

WHAT WILL GET IN THE WAY?

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And how can we interrupt it now?

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TWO THEORIES RELATED TO CHANGE

• Espoused theories vs. theories in use (Argyris)
• Immunity to change (Kegan and Lahey)

LET’S APPLY THE LESSONS FROM OUR EARLIER REFLECTION ON OUR 2020 VISION

• How do we mitigate or interrupt the things that get in the way?
• What must we do to ensure we do not have our foot on the gas and the break at the same time (Kegan and Lahey: Immunity to change. Chris Argyris: Espoused Theories Vs Theories in Use)
• What unconscious competing commitments do we need to make visible and address?
• Where are our theories in use contradicting our espoused values?
• Where are there tailwinds that we should amplify to support our progress?
• How do we grapple with the what about…..? Questions? What do non BIPOC folks need to support these efforts without feeling left behind/underserved?

INSIGHTS

LOOKING AHEAD

• Day 1 (today) was all about the What and Why
• Day 2 (October 24) is about the how and where we want/need to expand our capacity to lead

THANK YOU SO MUCH!

• To GDI team members for their incredible work (there is no such thing as a small event): Travis Spencer, Amy Prince, Vanelda Hopes, Araceli Cruz, Perla Pinedo, Albert Roberson, Becky Chiao, Francisco Farias, Jeffrey Smith, and the whole team
• OIRP, Zach Markiss
• To our student speakers and facilitators: Michaela Loggins, Sarah Rodriguez, Nura Salah, Brady Roland.
• Kate Baker and Emily Mills for our written and graphic recordings
• To our performers: Joaquin Lopez, Marlin Suppuh, Darrell Grant
• To you for investing the time

SEE YOU IN OCTOBER FOR PART II

October 24, 2024