Higher Education and Shifting U.S. Demographics: Need for Visible Administrative Career Paths, Professional Development, Succession Planning &amp; Commitment to Diversity

Betts, Kristen; Urias, David; Betts, Keith A.; null, null

doi:10.58809/movn5237

Cited by 10 publications

(3 citation statements)

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“…Because of his exceptional performance, he was tapped for midlevel administrative positions. Contrary to literature on the accidental administrative route (Betts et al, 2009), by which we mean administrators who do not chart a specific strategic plan to end up in administration, most of our participants had a clear vision for their rise. As these cases substantiate, Black faculty used their midlevel positions to test the waters for senior leadership roles.…”

Section: Discussionmentioning

confidence: 60%

Factors contributing to Black engineering and computing faculty’s pathways toward university administration and leadership.

McGee¹,

Jett²,

White³

2022

Journal of Diversity in Higher Education

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Black engineering and computing faculty face a host of racialized professional barriers, yet some do assume positions in university administration. Black engineering and computing faculty who transition into administrators are dual science, technology, engineering, and mathematics trailblazers, in their disciplines and in university leadership positions. Informed by social capital theory, their pathways from engineering and computing faculty to administrators reveal their ambition to: (a) increase Black representation by assuming administrative roles; (b) effect change, particularly in terms of diversity and equity; and (c) dynamically support students, faculty and staff members, and other administrators. Black faculty who transition to administrative positions contribute to the university's overall mission and vision of diversifying the leadership team, but it signals a loss of a Black faculty member whose primary duty is to teach and train future Black computing and engineering students and postdocs. This study expands the use of social capital theory into the domain of higher education administration by examining Black engineering and computing administrators at Historically White Institutions and Historically Black Colleges/Universities who drew from racially affirming social capital to secure upward mobility. We found that robust social networks and participation in leadership training programs were key features of the path from engineering and computing faculty to administration. Recommendations for practice and future research are shared to contribute to Black engineering and computing faculty's pathways toward university administration and leadership.

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Section: Discussionmentioning

confidence: 60%

Factors contributing to Black engineering and computing faculty’s pathways toward university administration and leadership.

McGee¹,

Jett²,

White³

2022

Journal of Diversity in Higher Education

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“…With 86% of academic librarians identifying as white 1 (American Library Association [ALA], 2012), academic librarianship is one of the whitest areas of academe, even whiter than instructional faculty who make up 75% of the professoriate (National Center for Education Statistics [NCES], 2020). Whiteness is further exacerbated as 83% of governing boards and 86% of administrative positions are held by people who identify as white (Betts et al, 2009). Consequently, and as a direct reflection of the wider higher educational landscape, library collections, spaces, cultures, values, and ways of knowing sustain whiteness (Brown et al, 2018; Espinal et al, 2018; Oates, 2020).…”

mentioning

confidence: 99%

Battered But Not Broken: A Composite of the Experiences of Black Librarians at Public, 2-Year Colleges – Dissertation of the Year

Oates

2023

Community College Review

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Objective: Black librarians account for just 5.4% of academic librarians in the U.S. in a period in which enrollments for Black students steadily increases. While national programs aimed at recruitment exist, too little attention is focused on the environments and cultures that influence the attrition of racially minoritized groups. This study investigated the experiences of Black librarians at public, 2-year colleges in the U.S. to better understand how they navigate, cope, and succeed amongst the challenges of academic librarianship. The following question guided the study: what are the experiences of Black librarians at public, 2-year colleges? Methods: Using Critical Race Methodology’s composite counterstory (CCS) and through two, ninety-minute interviews with four narrators, the experiences of Black librarians were leveraged to construct and reconstruct the storied lives of Black librarians in community college libraries. Results: The findings show the hostile environments Black librarians encounter in their work as educators at community colleges. Across and within their stories, four themes were found: retaliation, derailment, gendered racism, and violence. The narrators reported their work is made difficult in these environments, often creating barriers to retention (profession), promotion (organization), professional acknowledgment, and success. Conclusions: Implications for practice and research suggest bold action to counter the cultures of white supremacy to include intersectional audits for the organization, changes in HR policies, training and practices, and an emphasis on cohort hiring from national organizations among other recommendations.

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“…For the purposes of this research study and to establish common language across the various sections, the term interim role refers to a temporary arrangement for which an employee who may be internal or external to the organization is appointed to fill a vacancy that has resulted from planned or unplanned change (Farquhar, 1995). Reliance on interims in response to leadership turnover is a common practice (Browning & Boys, 2015), particularly within higher education where turnover rates of senior leadership are ongoing and even increasing (Betts et al, 2009). The term acting interim is commonly used to indicate the temporary fulfillment of the role for which the original employee is expected to return, following a leave of absence (Chapman et al, 1988), however the terms acting, and interim are often used interchangeably.…”

Section: Section One: Introductionmentioning

confidence: 99%

Minding the gap: understanding the role and needs of interim appointees in higher education

Charkes

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This project was undertaken with enormous interest, excitement, and some trepidation; its completion is the result of the many who cheered me on, for which I am deeply grateful. Heartfelt thanks go to colleagues and friends, beginning with study participants who were generous with time, insights, and contributions. This project would never have been possible without their commitment.Colleagues at and beyond the research site were vital in their contributions, wisdom, and support. Thank you especially to Drs.

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Higher Education and Shifting U.S. Demographics: Need for Visible Administrative Career Paths, Professional Development, Succession Planning & Commitment to Diversity

Cited by 10 publications

References 0 publications

Factors contributing to Black engineering and computing faculty’s pathways toward university administration and leadership.

Factors contributing to Black engineering and computing faculty’s pathways toward university administration and leadership.

Battered But Not Broken: A Composite of the Experiences of Black Librarians at Public, 2-Year Colleges – Dissertation of the Year

Minding the gap: understanding the role and needs of interim appointees in higher education

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