Their roots differ in many ways, but their career paths and commitment have placed Michael Adams and Jane Norbeck on common ground.

Tracing his roots back at least five generations in the US, Adams grew up in a segregated Omaha, Nebraska, when African-Americans were just beginning to break some barriers. He was the first black newspaper courier in his neighborhood. While his father was denied appointment as the first black city attorney after posting the top score on a civil service exam, the younger Adams later became the first black city planner in Omaha’s history.

Michael Adams

Jane Norbeck, third generation Norwegian-American, was raised in rural South Dakota where people had shed cultural ties in the name of assimilation. In most towns, there was one language and one skin color.

Adams went on to hold important civil rights enforcement posts in Nebraska, and eventually came to UCSF to direct affirmative action programs. Norbeck became a public health nurse who studied access to care in inner cities, and is now the Dean of the School of Nursing.

They are the new co-chairs of the Chancellor’s Steering Committee on Diversity, whose 36 members -- faculty, staff and students -- truly reflect a campus of people of many backgrounds.

The committee held an all-day retreat last month in preparation for a crucial year in which recommendations will be put into action. In one session, each committee member spoke freely of her or his cultural heritage. It was more than an exercise -- members learned about the person behind the labcoat, suit and tie, or work title.

“The fact that so many people with busy schedules are willing to invest their time speaks a lot about their commitment,” said Norbeck.

The retreat, she said, helped committee members establish a trust among themselves that will be important as they tackle sensitive and important issues this year.

Barbara Gerbert with other committee members at
last month’s retreat.

It would be easy for advocates of diversity to be discouraged by the current and uncertain political climate -- Proposition 209 and the Regents’ action three years ago to end UC affirmative action programs put up roadblocks, and future legislation may present even more obstacles. But the committee’s co-chairs and members offer a refreshing optimism.

If there are more obstacles, “we’ll redouble our efforts,” said Norbeck. “Our goal is to achieve diversity.”

“Many in this line of work have been committed to optimism for 20 years,” said Adams, who is confident that diversity and affirmative action efforts can survive the constant attacks. Their optimism here comes partly from the fact that the campus in general embraces the idea of diversity, said Adams.

The new committee was appointed by Chancellor Haile Debas to follow up on the work of the previous ad hoc Steering Committee, which conducted a campuswide survey last year and offered a series of recommendations.

Debas has asked the new committee to come back to the Chancellor’s Cabinet with its own recommendations of specific actions to improve diversity at UCSF.

Last year’s survey found that most people at UCSF think that students, faculty and staff should be required to receive training to better understand cultural differences. Although those surveyed differed over the effect of affirmative action polices, most agreed that diversity should be valued and promoted at UCSF.

More than three-fourths of faculty and staff reported positive experiences due to the diversity of people at UCSF, and students choose to come to this campus because of its rich pluralism.

Among the recommendations by the previous committee are that campus leaders take direct responsibility for promoting diversity, training programs be made available to all campus members, and a system be established to monitor and evaluate the efforts of departments.

A faculty subcommittee has urged expanded recruitment and mentoring programs for junior faculty in an effort to hire and then retain minority and women faculty.

“I feel both sober and hopeful about the growth toward diversity at UCSF,” said Barbara Gerbert, professor and chair of the division of behavioral sciences in the School of Dentistry and chair of the faculty subcommittee. “I personally have been affected by and miss those valuable colleagues -- women and ethnic minorities with impeccable credentials -- who left UCSF schools for more nurturing environments.

“Following in the path of some of our cutting edge leaders in several departments, we must integrate programs to mentor junior faculty who are women and ethnic minorities and to foster the delivery of culturally competent care to those who seek care from our institution,” said Gerbert, who is serving a second term on the committee.

Twelve, or one-third of the new committee, are repeat members, which should ensure continuity between the group that has made recommendations and the one that will act on them, said Norbeck.

“We must be experts in positive policies that move us in the right directions,” said Adams. “This committee is one of the best vehicles to do this.”

This is the first in a series of articles about diversity that will appear in Daybreak. Future stories will track the committee’s progress and feature individuals and departments whose work is helping promote the campus’ diversity goals.

By Andy Evangelista

1st appeared 1/14/98

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