The purpose of this study is to examine the intersectionality of race and gender for African American women working at predominately white institutions as faculty, staff, and/or administrators. Many Black women working in higher education often experience marginalization, social exclusion, and lack effective mentoring in academia. Using a theoretical approach, I will use the critical race theory and black feminist thought as the framework to explore the effects race and gender has on African American women professional careers in higher education. Throughout this research paper, the terms Black and African American are used interchangeably and PWI is an acronym for Predominately White Institution(s).
Critical Race Theory (CRT) …show more content…
In this qualitative study, the author examines the lived experiences of five Black women leaders in higher education (presidents, vice presidents, and deans). Five themes emerged from findings of this study: predestined for success, sponsorship from the unexpected, double jeopardy of race and gender, learn how to play the game, and pay it forward. Predestined for success is a theme that is commonly found in the research of Black women in all professional areas. Black women are expected to overcome adversity, and remain resilient because that is the survival tactics that has been instilled African Americans since childhood. The experiences of the participants helped develop them as leaders and the support of a mentor and sponsorship was crucial to their success. In addition to black women leaders, studies of black women faculty in certain areas were scarce. Many black women faculty focused their research on race and gender which can be seen as a barrier to …show more content…
(Annual Report 2013-2014) When addressing the problem of the need for mentors, PWI’s lack diversity in faculty and staff members which makes networking difficult. Predominately white institutions should adhere to the affirmative action plans and seek a more diverse workforce so that more mentors are readily available for black women faculty. If PWI’s hired more faculty and staff of color, the African American women that works at the institution would not feel socially excluded or marginalized. Affirmative Action policies are in place to help the historically excluded and underrepresented groups of people in society have the same opportunities as everyone else. These policies usually adhere to education and employment opportunities (National Conference of State Legislatures, 2014). Statistics are in place to help assess the effectiveness if predominately white institutions diversified their workforce. Qualitative and quantitative research can also be conducted to assess the effectiveness of adhering to affirmative action policies. I am aware of the extensive research on affirmative action that has already been conducted, but the lack of African American faculty and staff at PWI’s is why affirmative action is needed. African Americans are educated and have the skills and credentials for the job, but the
Critical Race Theory (CRT) …show more content…
In this qualitative study, the author examines the lived experiences of five Black women leaders in higher education (presidents, vice presidents, and deans). Five themes emerged from findings of this study: predestined for success, sponsorship from the unexpected, double jeopardy of race and gender, learn how to play the game, and pay it forward. Predestined for success is a theme that is commonly found in the research of Black women in all professional areas. Black women are expected to overcome adversity, and remain resilient because that is the survival tactics that has been instilled African Americans since childhood. The experiences of the participants helped develop them as leaders and the support of a mentor and sponsorship was crucial to their success. In addition to black women leaders, studies of black women faculty in certain areas were scarce. Many black women faculty focused their research on race and gender which can be seen as a barrier to …show more content…
(Annual Report 2013-2014) When addressing the problem of the need for mentors, PWI’s lack diversity in faculty and staff members which makes networking difficult. Predominately white institutions should adhere to the affirmative action plans and seek a more diverse workforce so that more mentors are readily available for black women faculty. If PWI’s hired more faculty and staff of color, the African American women that works at the institution would not feel socially excluded or marginalized. Affirmative Action policies are in place to help the historically excluded and underrepresented groups of people in society have the same opportunities as everyone else. These policies usually adhere to education and employment opportunities (National Conference of State Legislatures, 2014). Statistics are in place to help assess the effectiveness if predominately white institutions diversified their workforce. Qualitative and quantitative research can also be conducted to assess the effectiveness of adhering to affirmative action policies. I am aware of the extensive research on affirmative action that has already been conducted, but the lack of African American faculty and staff at PWI’s is why affirmative action is needed. African Americans are educated and have the skills and credentials for the job, but the