Missouri State University

Skip to content Skip to navigation
a b c d e f g h i j k l m n o p q r s t u v w x y z

Residence Life, Housing and Dining Services Blog

  • Residence Life, Housing and Dining Services

Residence Life Diversity Committee Consider This: November 19, 2021

November 19, 2021 by Rachel Brinley

Diversity Committee Consider This Logo

Consider this, The ‘Missing White Woman Syndrome’ still plagues America. When Black and Brown Women go missing, police and mainstream outlets do very little, if anything, to recover them. When the  late Gwen Ifill used the phrase “Missing White Woman Syndrome” at a 2004 journalism conference, she was responding to news anchor Suzanne Malveaux’s concern that US media outlets had failed to cover international genocides early on, including Rwanda and Kosovo. Malvaeux told the diverse crowd: “In 1994, during Rwanda, we were looking at Nancy Kerrigan and Tonya Harding.” The two figure skaters had received more coverage than a million genocide victims and survivors. “Missing White Woman Syndrome” has found a life of its own. Commentators widely use it now to describe the disparity in media coverage that missing young, conventionally attractive white women, receive over missing Black and brown people. As Charles Blow recently stated: “It is not that these white women should matter less, but rather that all missing people should matter equally. Race should not determine how newsroom leaders assign coverage, especially because those decisions often lead to disproportionate allocation of government resources, as investigators try to solve the highest-profile cases. Disparity and visibility are such fickle things. We can safely assume that the exorbitant alarms around particular kinds of white women who go missing and the silence around missing Black and Indigenous women presents racial, gender, and class equity issues. But what is missing from the popular disparity discourse surrounding “Missing White Woman Syndrome” is that cops and cover stories were never meant to rescue our loved ones. Black people and indigenous people have launched organizations to help families and communities find their loved ones all over the world. We find faces of the disappeared on websites, social media, electricity poles, and grocery store board.

Invisibility and disparity can make someone believe that what someone else has is desirable, so then we fight for it, too, not asking whether it’s poison. The demand for more policing to see people of color as human, and as people worth searching for, will marshal resources for police. Federal, state and local authorities will undoubtedly decide to give more money to police to become body searchers, rather than investing in eliminating the reasons why people go missing in the first place, including interpersonal abuse, homophobia and exploitation.

Diversity Committee Logo with embedded Twitter

Filed Under: Residence Life Diversity Committee Tagged With: Consider This

Residence Life Diversity Committee Consider This: November 12, 2021

November 12, 2021 by Rachel Brinley

Diversity Committee Consider This Logo

During this recent Veterans Day celebration, I wanted to call attention to a growing problem – homelessness.

An annual Point In Time survey of homeless in Springfield, MO in 2020 found:

  • There were 247 unsheltered individuals
  • More than 75% were white males over the age of 35
  • About 10% were veterans
  • More than 80% said they were suffering from a disability

Ten percent were veterans. Note that in 2020, there were 247 unsheltered individuals. Looking at the data from 2021 shows there are 540 unsheltered individuals in Springfield, MO on any given night, double that reported for 2020. This study also showed that unsheltered veterans were up 9%.  It’s time to stop talking about unsheltered humans as statistics and time to consider taking action to make a change. Consider advocating for reducing hostile architecture. Consider getting involved in Eden Village, Habitat for Humanity, or give back to our campus veteran’s center. Our campus veterans center is looking for donations of: coffee, coffee cups, plates, spoons, forks, or snacks (you can take donations to Meyer Library Room 108). It’s time to start giving back in ways big or small to a community who gave us freedom.

Diversity Committee Logo with embedded Twitter

 

Filed Under: Residence Life Diversity Committee Tagged With: Consider This

Residence Life Diversity Committee Consider This: November 5, 2021

November 5, 2021 by Rachel Brinley

Diversity Committee Consider This Logo

The Social Justice Sticker Initiative created through the Residence Life, Housing and Dining Services Diversity Committee was begun as an attempt to raise funds for the Bear Pantry and the Mary Jean Price Walls Multicultural Resource Center. There are currently two planned sticker opportunities remaining—Friday, November 5th from 11am-1pm in Garst and Friday, November 12th from 11:30am-1:30pm in the Plaster Student Union. Your donation can go towards either one or both of these fantastic on-campus resources!

 

Food is a necessity that not everyone can afford. A report published by the Government Accountability Office reviewed 31 studies and found that 22 studies indicated that more than 30 percent of college students face food insecurity. The Bear Pantry is a free resource that is available to all students, staff, and faculty. Their mission is the serve the members of the Missouri State Community who face food insecurity. Patrons need only to fill out a form and then they are allowed to choose any food or good that they want for free. They offer pantry items, health and sanitary items, fresh produce, and more.

More information about the Bear Pantry can be found online.

Bear Pantry 2021-22 Hours of Operation

Monday 10 a.m.-3 p.m.
Tuesday 10 a.m.-3 p.m.
Wednesday 12 p.m.-5 p.m.
​​​​​​​Thursday 10 a.m.-3 p.m.

According to the National Transgender Discrimination Survey (NTDS), when surveying nearly 6,500 trans respondents, found that participants experienced a variety of barriers to attendance in school—including “financial issues related to transition and lack of financial aid.” In another study by Stolzenberg and Hughes (2017), 19% of trans first-year students reported major concerns about financing their college education which marks a distinct spike compared to the 12% of a national sample. The Transitions Closet is a space within the Mary Jean Price Walls Multicultural Resource Center and began in the Spring of 2016 and aims to support students going through some form of life transition, including but not limited to:

  1. Transgender students beginning or continuing to change clothing choices
  2. International students transitioning into the United States from abroad
  3. Students preparing to transition out of Missouri State into full-time employment

Transitions Closet 2021-22 Hours of Operation

Monday – Friday 8 a.m.-5 p.m.
After-Hours Reservation (Director approval required) 5 p.m.-8 p.m.

More information about the MRC and Transitions Closet can be found online.

Diversity Committee Logo with embedded Twitter

Filed Under: Residence Life Diversity Committee Tagged With: Consider This

Residence Life Diversity Committee Consider This: October 22, 2021

October 22, 2021 by Rachel Brinley

Diversity Committee Consider This Logo

Appropriation vs. Appreciation

As we approach Halloween, please consider your costume; there is a difference between cultural appropriation vs. cultural appreciation. Here’s how you can determine the difference.

Appropriation vs. Appreciation

What is Cultural Appropriation?
The adoption of elements of one (often minority) culture by members of another (often dominant) culture. This is harmful and offensive because it:

  • Reduces a culture to a narrow stereotype.
  • Sexualizes, trivializes, and mocks groups of people who often face oppression and/or marginalization.
  • Allows the participant to adopt the aspects of a culture they find appealing while ignoring the struggles of the people to whom that culture belongs.
  • Removes the context that makes those cultural elements meaningful.

Ask yourself:

  • Does my costume mock cultural or religious symbols such as dreadlocks, headdresses, Afros, geisha, etc.?
  • Does my costume reduce a cultural or ethnic group to a stereotype?
  • Do I completely understand the cultural significance of what I want to wear?
  • Do I only want to wear this because of how “exotic” and “different” it is?
  • Does my costume trivialize human suffering, oppression, or marginalization?
  • Would my actions allow me to profit from cultural elements that are not my own?

How can I appreciate without appropriating?

  • Consider the context. Don’t adopt sacred artifacts or practices as accessories.
  • Do your research. Fully understand the cultural, historical and religious significance of the items and actions you are engaging with.
  • Put your money where your mouth is. If you want to participate in an aspect of a different culture, do it by supporting people and businesses that belong to that culture.
  • Engage with a culture on a more than aesthetic level. Don’t “cherry pick” only the elements that you find fashionable.

Unsure if your costume might be offensive?

Don’t be afraid to ask questions! There are many campus resources that offer great opportunities for you to learn about other cultures and engage with them respectfully. One great source is the Multicultural Programs Office – MulticulturalPrograms@MissouriState.edu, missouristate.edu/MulticulturalPrograms, @MOStateMP.

Diversity Committee Logo with embedded Twitter

Filed Under: Residence Life Diversity Committee, Uncategorized Tagged With: Consider This

Residence Life Diversity Committee Consider This: October 15, 2021

October 15, 2021 by Rachel Brinley

Diversity Committee Consider This Logo

A report produced earlier this year and released widely last month sheds light on the experiences of young diverse professionals in the Springfield community regarding the climate of inclusion in the city. Specifically, the study, led by MSU Assistant Professor of Sociology Dr. Lyle Q. Foster, sought to explore “how inclusive Springfield is – and to what extend residents from underrepresented backgrounds feel safe, respected, and comfortable in being themselves and expressing all aspects of their identities.”

The results from this study show the need for significant progress toward inclusion for the city of Springfield. 68% of the individuals surveyed (103 in total) said that Springfield is either “not inclusive” or “not very inclusive,” while just 2% said that Springfield is “very inclusive.” Of the specific identities participants were asked about, the groups that were perceived as being least welcomed in the community include diverse religions (15% considered Springfield a welcoming community for this group) and racially diverse people (16% considered Springfield a welcoming community for this group).

The authors of this study provided seven recommendations to make Springfield a stronger, more inclusive community:

  1. Minority representation in local leadership roles can empower individuals who have traditionally been excluded from decision-making spaces.
  2. Anti-racism and implicit bias training in schools, workplaces, and churches can help build capacity to understand societal inequities and help individuals learn to oppose identity-based injustices.
  3. City-wide efforts to incentivize, support, and empower minority-owned and minority-supported businesses would help diversify Springfield’s community offerings.
  4. Voices of underrepresented groups in the city should be amplified to showcase the successes and promote minority inclusion in social, legal, and political conversations.
  5. Policies and ordinances, such as protections for members of the LGBTQ+ community, law enforcement evaluation and training, and changes to punishment systems in schools should be evaluated and protections expanded to improve the city’s climate.
  6. Embracing of diverse cultural expression – radio stations, cultural events, murals, and other forms of art – will help to create a sense of belonging and inclusion for individuals of diverse backgrounds.
  7. Change starts with open and honest education to acknowledge the history of systemic inequalities in this country and in the Springfield area specifically, through fact-based and unbiased curriculum both in local schools and for all Springfield citizens.

Read more about the 2020 Community’s Young Professional Survey Report and access the full report on the MSU Diversity, Equity and Inclusion webpage.

Diversity Committee Logo with embedded Twitter

Filed Under: Residence Life Diversity Committee Tagged With: Consider This

Next Page »

Archives

  • July 2025
  • June 2025
  • April 2025
  • October 2024
  • April 2024
  • March 2024
  • October 2023
  • November 2022
  • October 2022
  • September 2022
  • July 2022
  • May 2022
  • March 2022
  • January 2022
  • December 2021
  • November 2021
  • October 2021
  • September 2021
  • August 2021
  • May 2021
  • April 2021
  • March 2021
  • February 2021
  • January 2021
  • December 2020
  • November 2020
  • October 2020
  • September 2020
  • March 2020

Meta

  • Log in
  • Entries feed
  • Comments feed
  • WordPress.org
Make your Missouri statementMake your Missouri statement
  • Last Modified: October 14, 2021
  • Accessibility
  • Disclaimer
  • Disclosures
  • Equal Opportunity Employer and Institution
  • © 2025 Board of Governors, Missouri State University
  • Contact Information
  • Healthcare MRFs