Journal of College & University Student Housing "Housing While Black" Theme Issue - 86

There are several specific barriers that confront Black professionals in campus
housing and contribute to their attrition: " (a) lack of professional identity, (b) lack of
career path, (c) poor working conditions, (d) inadequate compensation, (e) competition
from outside of the academy, and (f) competition from within the academy " (Wolfe &
Dilworth, p. 676). As Participant E recalled,
I was treated pretty decently at my PWI, but the Black tax was so heavy at the height of
the pandemic [COVID-19] that I had to look at other options as they were presented.
I thought I was years away from leaving the field, but when an opportunity popped up,
I saw how much greener the grass could be.
There is no recruitment without retention, and there is no progress without evaluation.
The commitment that housing has to adding dimensions of diversity to all their
roles and positions must also be executed in a way that creates a sense of belonging,
safety, and care for their current Black staff (Squire et al., 2020). When discussing
whether or not they felt supported in their work environment by their supervisor, department,
or institution, Participant C said, " No. I had a new supervisor, and she did not
take the opportunity to get to know me, my work, or lived experiences. " Participant A
noted that she felt supported outside the department but not within it: " From my direct
supervisor, yes, I felt supported but not often from the department. Depending on
the connection with the dean of students or VP to the Black community, the campus
support varied. "
Understanding the motivation to leave a position is crucial in understanding the
experience of Black campus housing professionals. When asked if they would return to
campus housing, the majority of participants were clear about what they needed if they
came back: better pay, work/life balance and boundaries, less toxic work environments,
more representation in leadership, and new, competent leadership. Participant C
noted that she would come back " in a leadership role over residence life, [with] higher
pay, and depending on time. Time with family means way more to me now that I am
a mother. " Some indicated a need for a break, while others expressed no interest in
returning to campus housing. Participant J stated,
There are times that I miss housing, but I do not think I would return. I would love to have
housing in my portfolio as a VPSA [vice president of student affairs] in the future, but do
not see myself having housing as my primary job responsibility.
There is no recruitment without retention, and there is no progress
without evaluation. The commitment that housing has to adding
dimensions of diversity to all their roles and positions must also
be executed in a way that creates a sense of belonging, safety,
and care for their current Black staff.
Volume 48, No. 3 * 2022 83

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

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