Minority Representation Of Minority Minorities

Dr. Cephas Archie is the Diversity & Inclusion Program Coordinator for Houston Community College (HCC), where he assists in the implementation of the colleges 7 + campus Diversity & Inclusion Plan. Collaboratively working with all institutional stakeholders – both internal and external, Dr. Archie spearheads the institution’s diversity and inclusion efforts for the near 81,000 students, faculty and staff. As an employee of the Office of Institutional Equity at HCC, his efforts are accompanied by the college’s Diversity & Inclusion Council.

For over a century the University of Texas (UT) has served as a leading institution educating America’s leaders, however; the lingering effects of prior discrimination haunt the campus. Due to perceptions that UT’s environment is not supportive of underrepresented minority students, the University lacks diversity within its student body. Regardless, UT continues to receive an overwhelmingly selective applicant pool. However, without student diversity UT deems it difficult to perform its mission of providing superior educational opportunities while aiding the advancement of our society.

Affirmative action, and race-based admissions standards, are the best way to increase (or maintain) diversity at institutions of higher learning. In spite of its perceived flaws, it has increased the diversity at previously all-white institutions of higher learning, such as the University of Texas at Austin, and that diversity has allowed friendships to be formed that otherwise would not have been, has allowed students to learn from professors they otherwise would never have and allowed professors to learn from students from a wide variety of

Faculty Development Today, “the lack of URM [underrepresented minority] promotion in academic medicine might be the result of bias, specifically the stereotype that minorities are inferior” (Nivet el al. 492). The first step in promoting diversification in the medical field is diversifying medical school faculties and administrations, but with these biases, stereotypes, and ethnic rankings, medical schools aren’t able to establish the range of cultures necessary for minority success in medicine. With fewer minority faculty members being acquired or retained, one leads to the conclusion that racial biases, segregation, and elitism still exist in medical schools, and these faculties continue to pursue the wants and needs of the majority and tend to dismiss the problem of diversity in the medical field. As mentioned in the article found in the Mount Sinai Journal of Medicine, “In 2006, the percentage of full professors who were white was 84%; the percentage of full professors who were URMs was 4.2%” (Nivet el al. 492). Tenured

First, the possible causes for this lack of diversity must be shown as to expose this structure of privilege here at Southwestern. One factor that plays a major role in the hiring of racial minorities especially at positions thought of as very professional, which professors fall under is how society defines professionalism. The way we visual the word professional in American society is very stigmatized and obviously benefits the dominant group. Most of the time we picture a white male body in a suit with short, straight hair and is well groomed. None of these indicators point to a minority body as being professional. This becomes a form of colorblind racism where the inequality of racial minorities is contributed to things that are not racial

Furthermore, Ms. Dixon serves currently as the Interim Chair for the Diversity Staff Alliance. Prior to this position, Ms. Dixon served as Office Coordinator for the Center for Leadership and Civic Engagement at ECU. Additionally, she worked previously at ECU’s Ledonia Wright Cultural Center as the Program Assistant. Ms. Dixon is a graduate of Liberty University's School of Business with a Master of Arts in Business Management and Leadership. Ms. Dixon is also a graduate of The University of North Carolina at Chapel Hill where she received a Bachelor of Arts in Sociology with a minor in African American Studies.

The African American professors attempt to prove themselves to their students by demonstrating their knowledge and competence. If they succeed, then they do not reinforce negative attitudes towards black people and their intelligence (Harlow, 2003. 368-370). The inequality African American professors experiences includes being underestimated and challenged by their students and possibly their colleagues.

A few of the leading universities are making a concerted effort to increase faculty diversity. One of the big names striving to make a difference is Yale. The university

Within the next 10 years, 75% of community college presidents plan to retire; with 15% more to retire within 11-15 years (McNair, 2015). Due to retirements, there will be a need to fill many new academic leadership positions (Eddy, 2013; Lennon, 2013). The struggle to find and retain highly qualified leaders will be a challenge for community colleges (Jones & Taylor, 2013). An additional concern related to the community college leadership crisis is the gender leadership gap; where few females are appointed as community college leaders (Dahlvig, 2013; Hannum, Muhly, Shockley-Zalabak, & White, 2015). When community colleges seek candidates for president and associated leadership positions, women are considered in the same light as men as per hiring requirements (Fujii, 2014). Yet, in 2012, only 26% of women held university and community college president positions; suggesting that equal representation among women leaders has not yet been realized in higher education (Hannum et al., 2015).

CRT utilizes narratives to provide real life accounts of the experiences of people of color (Taylor, 2006), and these narratives provide voices for the voiceless and nameless (Lynn & Parker, 2006). People of color are marginalized and isolated in academia, and these narratives are crucial for whites to understand the experiences of minority faculty members at PWIs. For example, one African American was denied tenure because her white chairman thought her research lacked rigor (Turner et al., 2011). She reminded her chairman about the college’s mission to promote diversity and multiculturalism. However, he stated that he was not a champion of affirmative action. Thereby, this white male upheld the white supremacy of society by denying tenure

Coupled with previous information on why Affirmative Action policies can help promote diversity and give minorities improved opportunities overall is a statement from former Secretary of the United States Condoleezza Rice. Rice emphasized on how Affirmative Action has given her the perfect opportunity to prove herself in academics, in a time and place where African-American women were not taken seriously. Rice goes on to say that “I myself am a beneficiary of a Stanford strategy that took Affirmative Action seriously.”(Rice) Given the opportunity Rice excelled in academics especially in government where she rose up the rank and became Secretary of State under the Bush administration. Even President Barrack Obama excelled at an intuition that used Affirmative Action to propel qualified minority applicants. Comparatively these reasons alone help identify how Affirmative Action plays a key role in giving opportunities to

As I was walking past the Daily Tar Heel newspaper holder, I noticed an African American male on the front page. It easily caught my attention because it seems that blacks often are not featured on the front covers of newspapers and magazines. Usually, I see pictures of whites covering the front page of most newspapers. I grabbed the newspaper and began to read because of my interest in African American news around the Chapel Hill area. According to the Daily Tar Heel, the University of North Carolina at Chapel Hill is ranked quite high for percentage of minority faculty when compared to its peer institutions. “UNC ranks first in percentage of minority faculty among 13 peer schools to which it’s frequently compared, the closest being the University

In most professions, White males remain tremendously represented in administrative positions. Although this is not the case primarily for minorities racial groups (African Americans, Hispanic, Asian, American Indians). In particular, what are some boundaries facing minorities males with attaining leadership for positions in higher education. What are some challenges faced by the universities achieving minorities in leadership? What are some known difficulties facing minorities obtaining leaderships administrative positions? How can institutions of higher learning address this issue moving forward to ensure that leadership position has true parity and inclusion?

March 6th, 1961 Affirmative Action policies in higher education were implemented (Infoplease). Affirmative Action was designed to provide equal access to universities for historically underrepresented minorities. The argument of whether Affirmative Action should be decimated is a simple one. Students who have the academic credentials and earn their way into college deserve to be accepted. For no reason should previously excluded minorities gain unfair leverage in an attempt to “right past wrongs”. But with Affirmative Action banned in only eight states, we are left with two questions; how exactly Affirmative Action affects the culture within universities to have it seen as an unjust policy, and can diversity continue to survive without this program.

Harvard Business Review September, 1996 / October, 1996 HEADLINE: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston, Massachusetts. Robin J. Ely is an associate professor at Columbia University 's School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race, gender, and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID A. THOMAS and ROBIN J. ELY Diversity efforts in the workplace have been undertaken with great goodwill, but, ironically, they often