Journal of College & University Student Housing "Housing While Black" Theme Issue - 85

Black Exodus
Finally, the skeptical responses to the experience of non-white professionals when
giving voice to their harm leads to distrust and disengagement in the work environment.
This skepticism manifests in a typical and oft-occurring response of the majority
(or white) environment when learning of injustice, inequity, or harm: the assumption
that the action must be overt, malicious, or conscious in order to be considered oppressive
or supremacist. As Participant A in the present study explained, when asked if her
Black identity contributed to her departure, " I was the person advocating for all things
Black all the time. Considering diversity often meant LGBTQ or 'people of color,' but
anti-Blackness was only addressed when I brought it up, if then. "
THE BLACK EXODUS
One of the reasons most often identified for leaving student affairs is the lack of mobility
or advancement perceived to be available to Black staff. While Black women are the
highest educated demographic, both in the number of graduates and in the level of educational
attainment, they are disproportionately underrepresented in non-entry level
roles (Davis, 2020). In a study of Black mobility in white organizations, Collins (1997)
found that many Black professionals stagnate in their climb to managerial positions,
which adds to the imbalance of power across identity at the top of the organization.
Participants C and G noted that the lack of upward mobility and unclear career pathways
were causes for their departure from housing. Additionally, Participant C noted
the lack of Black upper-level administrators and that support of Black, Indigenous, and
people of color (BIPOC) was a cause for her departure from campus housing. Participant
K noted that she felt supported, not by her department or institution but " just my
direct supervisor who was a Black woman. " The mattering that employees feel for being
represented and included goes beyond just numbers. It could be the determining
factor for whether or not someone remains at the institution.
Several factors have impacted the advancement of Black staff into upper administrative
positions. Participant J shared his reasons:
One, I had the opportunity to pursue a position that oversaw two functional areas
outside of housing. This position afforded an opportunity to move closer to my overall
goal of becoming a VPSA [vice president of student affairs]. Two, the institution I was
at did not value the housing staff, and three, I had a professional opportunity that did
not include being on call.
Black staff career advancement is impeded by situations in which someone is the only
or first Black person in the role, department, or division; feels a lack of optimism for
their future based on their past experience and their environment; lacks readily available
and applicable strategies to employ for professional growth; and feels the burden
of increased expectations from white colleagues, superiors, and administrators about
their output or performance (Webster & Brown, 2019).
82 The Journal of College and University Student Housing

Journal of College & University Student Housing "Housing While Black" Theme Issue

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