A Conversation With ... Dr. Dwayne Van Rheenen

Original: AConversation With ... Dr. Dwayne Van Rheenen

Dwayne Van Rheenen is provost for Abilene Christian University(TX), recipient of the 2006 Racial Harmony Award. The award will bepresented during the 2006 CCCUInternational Forum on Christian Higher Education in Dallas,Texas, March 30 - April 1, 2006.

How significant is it for Abilene to be the recipient of the Racial Harmony Award in 2006?

VAN RHEENEN: It's something we deeplyappreciate. We've worked hard over the last six toeight years to try to change the nature of our institutionalculture, which included hiring new faculty and bringing newstudents to campus. To have an outside group acknowledge that isreally wonderful.

What have you done to attract and retain students of color since 1998?

VAN RHEENEN: We've done a variety of things.We've been intentional about reaching out tostudents of color and their parents. We'vetargeted regions of the country and particular cities andestablished relationships with African-American and Hispanicchurches, for instance. We've done that generallyas well as with students and parents from our own religiousheritage. We also have made sure that we have appropriate supportservices for students and faculty of color on our campus. We triedto establish a better environment.

We also hired Hispanic and African American recruiters (who areACU alumni) because we wanted prospective students to have contactwith people who understand their cultures. We worked with alumni invarious countries to recruit international students. In fact, ourinternational recruiter lived and worked in Asia for threemonths.

What difference has it made on your campus that the percentage of faculty of color has increased from 2.4% in 95-96 to 7% in 2005-06? What noticeable changes have taken place?

VAN RHEENEN: Students of color should have faculty mentors whoare able to identify with their experiences. The educationalexperience of all students is enhanced through living and learningin a multicultural university.  In particular, adding newfaculty of color has deepened   learning and enrichedconversations on campus-- in chapel, in classrooms, and in thestudent newspaper. We also believe that increasing our percentageof faculty of color strengthens our ability to recruit studentsfrom various ethnic and racial backgrounds.

What do you consider to be the most significant faculty enrichment opportunity that you offer?

VAN RHEENEN: A unique enrichment opportunity a few years ago wasthe production of an original play about ethnic diversity andstudent-faculty relationships at ACU. The play was the centerpieceof a faculty enrichment event as we opened the spring semester.Written by an ACU alumnus and performed by ACU theatre faculty andstaff, the play stimulated a lot of discussion among faculty, staffand students. Through the Adams Center for Teaching Excellence andthe Faculty Development Committee, we have enabled faculty toparticipate in conferences (on and off campus), workshops, andreading groups that address the significance of ethnic and racialdiversity in a Christian university. ACU's currentvision statement explicitly addresses the importance of ethnic andcultural diversity-- right alongside such goals as connecting faithand learning, globalization, and faculty size and quality.

Which curricular or co-curricular opportunities are you especially proud of?

VAN RHEENEN: The establishment of the Office for StudentMulticultural Enrichment (OSME) and the various events, activitiesand programs of OSME have changed the environment on campus. Forexample, we now have a NAACP student chapter. Other organizationshave been revitalized. Examples include Essence of Ebony, whichreaches out to African American students; and Hispanos Unidos,which celebrates Hispanic culture. We also now have an annualCultural Show, a high quality production where international andAmerican minority students celebrate various cultures of the USAand the world. I could cite many other examples. These are allstudent-driven activities, which is important.

What hard lessons did you have to learn before you could make the progress that you have made in the area of diversity?

VAN RHEENEN: We had to admit as an institution that weweren't where we needed to be. In 1999 ACU hosteda "One in Christ Conference,"where black and white leaders in Churches of Christ came togetherto seek reconciliation. During that event, Dr. Royce Money, ACUpresident, apologized for our failure to admit students of coloruntil the 1960s. As a Christian university we should have been aleader in the integration of higher education.  After theconference, President Money made public apologies both atSouthwestern Christian College in the Dallas area and at ACU.Southwestern Christian is a Historically Black College with aChurch of Christ affiliation.

There are differences of opinion regarding how to be amulticultural, Christian university and how to achieveorganizational change.  We need to listen to people fromdifferent backgrounds and hear what others have to say instead offocusing only on our own perspectives.

What advice would you offer other CCCU campuses trying to increase their diversity?

VAN RHEENEN: The rationale for increasing diversity must begrounded in a biblical theology and the Gospel. The university- from administrators, to department chairs, tofaculty and staff members - must be committed tohiring people from various ethnic backgrounds. At ACU all potentialfaculty members are interviewed by the Ethnic and CulturalEnrichment Committee to ascertain their commitment to thedevelopment of a Christian, multicultural community. For change topersist, the institutional history, culture and mission must beunderstood and taken into account as goals are formulated.  Asprovost, I ask deans and directors in academic affairs and studentaffairs to urge department chairs to conduct comprehensive searchesthat seek to identify potential employees from various ethnic,racial and cultural backgrounds who are committed Christians.