New diversity officer: ‘I am very aware that I have to learn from others what discrimination does to you’

Jacco van Sterkenburg began this month as Chief Diversity Officer. Four questions for the first man in this role. “A safe, inclusive university is a task for all of us.”

The fourth Chief Diversity Officer of Erasmus University is Jacco van Sterkenburg. Since 1 February the Inclusion, Diversity, Equity & Access Centre – or IDEA Centre – has been under his leadership. The people on this team work towards an inclusive university. Van Sterkenburg is also professor of ‘Race’, inclusion and communication. Among other things, he researches racism in sport and in the media. His best known research looks at differences in football commentary for white players and players of colour. White footballers are relatively often described as clever and tactical, while players of colour are more often given physical descriptions such as fast and powerful.

Your predecessor Jane Murray Cramm said she was a suitable Chief Diversity Officer because she had all the boxes ticked. What made you apply?

“For a long time, I decided not to respond. Me, as a white man? I thought it was not for me to take that position, even though the subject is close to my heart. It falls within my expertise, I have been researching this for 25 years. After encouragement from IDEA and from Jane herself I applied. A safe, inclusive university is a task for all of us. The three women before me have done fantastic work, but if men still have advantages in this society, then it is precisely also up to us to make our contribution.”

“I am very aware that I also have to learn from others what discrimination, sexism or racism does to you. I personally do not have direct experience of that. For example: I am not treated in a racist way in the Netherlands. But I know from stories, theory, and the many interviews I have done that those forms of exclusion can be very subtle. I already hear a lot from my team within the Erasmus School of History, Culture and Communication. There I am coordinating a diverse team for some time now, where we talk about experiences of different forms of exclusion.”

How are people reacting to the appointment of the first white man in this post?

“I don’t really get reactions about that. So far, I have received many congratulations, only positive messages. I suspect many people think: oh, a white man in this position? But no one says it to me out loud. That is why I bring it up myself and explain that I am aware of it.”

Which issues are you itching to tackle?

“We are now working on a new strategy, which I think is important. The new strategy must align with that of the university. That everyone can be themselves here is part of that. When you feel at home and safe, that stimulates creativity for teaching, writing grant applications, in everything actually. This university has many students and staff; to reach everyone we need the help of all services and faculties. Fortunately, IDEA is widely supported.”

“If you talk about specific themes, I think of leadership. Because who do you associate with a leader? Often and wrongly people think of white men. In stereotyped imagery women would often be seen as more emotional, men as more rational. This image is not based on reality, but it continues to play a role. And people often choose successors who resemble them, so diversity does not arise. That happens everywhere, and it will therefore also be the case at this university. I think it is important that people become aware of these mechanisms. That they ask themselves: which future leaders do we have here in the pipeline and who decides about that and in what way?”

Which question do you hope I will ask you in three years’ time and what do you hope to be able to answer then?

“Then I hope we will talk about the different parts of our Strategy, for example diversity in leadership positions and how that process went. My idea is that we can make those positions more diverse and also achieve even more. In the coming period we will investigate which groups are still being overlooked too much in policy. Who are we missing? I would like to examine that. For that we will look at data from, for example, student surveys and staff surveys. So, if you then ask me: what has been done? I expect to be able to tell you a lot.”