There generally remains a gulf between the way most Black faculty perceive the racial climate at their institutions and the recognition by non-Black faculty and administrators that there are problems and that these perceptions have merit. This book is intended to promote a productive dialogue.This book weaves the authors’ own experiences with the responses of 136 Black faculty to a questionnaire, and a smaller sample who were interviewed, to identify the factors that determine Black faculty’s satisfaction or dissatisfaction with their jobs and institutions.Recurring themes underscore the importance of a supportive work environment that is built on mutual respect, full inclusion in the decision-making process, and an institutional climate that does not tolerate cultural insensitivity or racism. The qualitative and quantitative information and the authors’ conclusions can help postsecondary institutions improve Black faculty satisfaction levels, and ultimately, retention rates.This book will resonate with any Black faculty who have felt frustrated enough to consider leaving a postsecondary institution and with those who are content at their current institutions. For non-Black faculty and for administrators of all races, the book illuminates the sources of job satisfaction and dissatisfaction, explains the reasons their Black colleagues leave or stay, and offers valuable recommendations for change. For anyone, at any level, interested in the issue of the racial climate at his or her institution, this book offers a constructive framework for discussion and action

Since the U.S. Civil Rights era, the racial composition of higher education has changed dramatically, resulting in an increase in the number of African American students and African American faculty in predominantly white institutions (PWI). Nevertheless, the number of African American endowed or distinguished professors remains small. Because it is difficult for African American faculty to attain these prized positions, those who have done so possess invaluable knowledge that may be beneficial to others. Reaching the Mountaintop of the Academy: Personal Narratives, Advice and Strategies from Black Distinguished and Endowed Professors, fills an important niche in the canon of higher education literature. In the autobiographical chapters that follow, numerous distinguished and endowed professors (1) describe their personal journey to the distinguished or endowed professorship; (2) explain important life lessons that they learned during their journey; (3) describe their current professional goals; and (4) offer suggestions and recommendations for graduate students, untenured faculty, tenured faculty, and college/university administrators. At a time when many predominantly white higher education institutions continue to have difficulty attracting and retaining African American faculty, and African American faculty continue to struggle for full inclusion in the academy, this book is timely and needed.

The current higher education policy and practice landscape is simultane-ously marked by uncertainty and hope, and nowhere are these tensions more present than in discussions and actions around general education. This volume uses an anthropological approach to contemplate ways of re-imagining general education for the 21st century and how faculty, teach-ers, administrators, and others can transform the educational endeavor to be holistic, comprehensive, and aligned with the needs of people and the planet in the decades to come. Included are analyses of general education concepts such as "diversity," case studies of general education and con-necting curricula, opportunities for faculty development, unique general education student populations, assessment strategies, and philosophical/ pedagogical challenges. Contributors make the case that far from receding from a central role in higher education, there is a need to strengthen general education curricula as key to the educational needs of students, for the skills and competencies they require in the workplace and for civic engagement.

How do faculty members include social justice issues related to race/ethnicity in their curricula? How are issues associated with race or ethnicity discussed in the classroom by students, as well as minority and nonminority faculty? This book deals with these questions.

Part of the "Emerald's Diversity in Higher Education" series, this volume presents discussions related to reports on research and theoretical views pertaining to Black males in higher education. It also includes discussions of intervention programs within or associated with institutions of higher education.

The world was dealt a blow that included a pandemic and economic crisis as well as racial unrest, initiating an energized charge for social justice advocacy. The United States is currently facing an unprecedented challenge in ensuring that all citizens live in a fair, inclusive, and opportunity-rich society. These issues have heightened questions about racial justice that have been placated but can no longer be ignored. Marginalized communities cannot thrive if they continue to be oppressed, neglected, disinvested, and isolated from economic opportunity. The culture of allyship needs to be enacted thoughtfully and not performatively to create sustainable change through a critical mass of engaged advocates and activists. Many organizations enable the status quo by not confronting issues around race, gender, and equity. Leaders of color want a seat at the table as highly valued contributors for the transformation of a just and equitable America. By listening to the voices of Black and Brown leaders, the promotion of change in an era of social unrest will finally occur. Black and Brown Leadership and the Promotion of Change in an Era of Social Unrest amplifies the voices of leaders who identify as Black, LatinX, Indigenous, or people of color as they navigate leadership during a time of tumultuous change and social unrest. More specifically, it portrays dilemmas that marginalized communities encounter while advocating for justice and social change within whitestream organizational systems. The chapters delve into the definitions, perceptions, and lived experiences of Americanism, identity, otherness, and racism as it relates to leadership and discusses the issues, dilemmas, struggles, and successes that persons of color experience in leadership roles in business and education. This book is valuable for practitioners and researchers working in the field of social justice leadership in various disciplines, social justice activists and advocates, teachers, policymakers, politicians, managers, executives, practitioners, researchers, academicians, and students interested in how leaders of color can succeed, navigate hostile spaces, and ultimately create a change in mindsets and practices that will lead to justice.

The purpose of this work is to advance understanding of intersectional theory and its application to research in education. The scholars whose work appear in this volume utilize intersectional theory and research methods to work in fields and disciplines such as Education, Sociology, Women’s Studies, Africana Studies, Human Development, Higher Education Administration, Leadership Studies, and Justice Studies. The book illustrates how intersectional theory can be used in both quantitative and qualitative education research on college student access and success, faculty satisfaction and professional development, and K-12 educational issues such as high school dropouts and bullying. This book is unique, as no other book ties intersectionality to the research process.Key Features:* Readers will learn the basic tenets of intersectionality and how it can be useful in education research.* Readers will learn how intersectionality can be used to analyze both quantitative (large scale survey) and qualitative (interview, participant observation, and ethnographic) data.* Lastly, readers will learn how intersectionality can be particularly useful in examining the experiences of diverse groups of students attending elementary schools, high schools, colleges and universities, and faculty working at post-secondary institutions.Intersectionality is increasingly being used in research and education. This theory holds great promise in exploring students’ experiences in terms of access, success, and outcomes for marginalized groups. In essence, application of the theory promotes critical complex thinking regarding the intersectionality of race, class, and gender and their outcomes.

This edited volume seeks to interrogate the structures that affect the perceptions, experiences, performance and practices of Black women administrators. The chapters examine the nature and dynamics of the conflict within that space and the ways in which they transcend or confront the intersecting structures of power in academe. A related expectation is for interrogations of the ways in which their institutional contexts and, marginalized status inform their navigational strategies and leadership practices. More specifically, this work explores mentorship as critical praxis; that being, the ways in which Black women’s thinking and practices around mentoring affect their institutional contexts or environment, and, that of other marginalized groups within academe. A discussion of Black women in higher education administration as critically engaged mentors will ultimately diversify thought, approaches, and solutions to larger social and structural challenges embedded within academic climates. Praise for Mentoring as Critically Engaged Praxis: Mentoring as Critically Engaged Praxis: Storying the Lives and Contributions of Black Women Administrators, the authors present insights on the challenges Black women face and how mentoring networks and strategies help them transcend professional and institutional barriers. Each chapter intentionally creates a space to elevate their voices, depicts the reciprocity on how they are transforming and being transformed by their institutional context, and offers hope for improving the status of women leaders. The power of this book is that it is an acknowledgement of Black women being the architect of their lives and is filled with meaningful content that is nuanced and offers a glimpse into how black women leaders continue to lift as they climb. - Gaëtane Jean-Marie, Rowan University Mentoring as Critical Engaged Praxis perfectly captures a process that Black women have been facilitating, practicing and innovating prior to and since their entry into the higher education. Deirdre Cobb-Roberts and Talia R. Esnard have assembled a strong cast of scholars who eloquently speak to the role that Black women administrators play in their daily practice of “Lift as we climb.” Despite the limited number of Black women in senior leadership roles across academe, most, if not all of them must consistently tackle institutional and societal injustices that shape their experiences and influence their capacity to mentor. - Lori Patton Davis, The Ohio State University

Why do we see so little progress in diversifying faculty at America’s colleges, universities, and professional schools? This book explores this important question and provides steps for hastening faculty diversity. Drawing on her extensive consultant practice and expertise as well as research and scholarship from several fields, Dr. Moody provides practical and feasible ways to improve faculty recruitment, retention, and mentorship, especially of under-represented women in science-related fields and non-immigrant minorities in all fields. The second edition of Faculty Diversity offers new insights, strategies, and caveats to the current state of faculty diversity. This revised edition includes: New strategies to prevent unintended cognitive bias and errors that damage faculty recruitment and retention Expanded discussion on the importance of different cultural contexts, political, and historical experiences inhabited and inherited by non-immigrant faculty and students Increased testimonials and on-the-ground reflections from faculty, administrators, and leaders in higher education, with new attention to medical and other professional schools Updated Appendix with Discussion Scenarios and Practice Exercises useful to search and evaluation committees, department chairs, deans, faculty senates, and diversity councils Expanded chapter on mentoring that dispels myths about informal mentoring and underlines essential components for formal programs. Moody provides an essential, reliable, and eye-opening guide for colleges, medical, and other professional schools that are frustrated in their efforts to diversify their faculty.

An all-in-one toolkit that empowers new teachers to meet the needs of diverse learners In this book, renowned experts give novice teachers the self-confidence and empathy they need to address what may be their greatest challenge: guiding disadvantaged students to success in the classroom. Yes, You Can! includes: Powerful vignettes about real teachers and students help promote teacher empathy and understanding Original research conducted by the authors on the confidence levels of new and experienced educators Targeted strategies for many student profiles: African American, Latino, Asian American, White, high-achiever, low-achiever, and more