Defunding Diversity: How Academia Is Failing Black Faculty

Across the U.S., lawmakers are working to defund DEI efforts within higher education. In Iowa, lawmakers have proposed a bill to prohibit state universities for funding DEI efforts. Florida Governor Ron DeSantis is leading the charge to defund all DEI-related initiatives within colleges and universities around the state. DEI bans within the workplace are also gaining momentum. In Texas, Governor Greg Abbott has taken aim at DEI policies within hiring. In a memo, Abbott’s chief of staff, Gardner Pate, wrote that state agencies that engage in DEI practices within hiring are violating both federal and state employment laws. The dismantling and defunding of DEI will have disparate impacts across higher education. Black faculty are most at-risk.

Black faculty are severely underrepresented within higher education. According to 2020 data from the National Center for Education Statistics (NCES), Black faculty represented only 7% of all faculty in the U.S. According to the same data, 74% of faculty members in 2020 identified as white. Similar trends were seen within the different faculty positions and ranks across higher education. Dismantling DEI efforts means less attention and effort will be placed on increasing the racial diversity of faculty members. It is no secret that academia has struggled to retain Black faculty. Implementing strategies like equity audits, engaging with DEI practitioners, and mentorship programs can be effective ways to both recruit and retain Black faculty but requires resources and funding. Deconstructing DEI efforts will only exacerbate these pervasive issues within academia.

Efforts must be put into ensuring that Black faculty members are not only able to advance but are given the tools to thrive, especially during a time when it feels like there are repeated attacks on Black humanity. Decolonial educator Joquina Reed worked in higher education for nearly two decades and reflected on her experiences with racialized tension. “I can recall my former department chair, an actual tenured professor, telling me that I needed to teach the white folks in my department how to act. She stated this out loud and in a public space. My response was to simply smile and nod. I frequently revisit that moment. The bulk of the negative emotions I feel alongside these memories isn't directed at her but at myself. I still carry so much shame and guilt for not advocating for myself. No one tells us about the self-infliction that comes with racial battle fatigue.”

Racial battle fatigue (RBF) is a persistent issue that many Black faculty members have to face. The term RBF was coined by Dr. William A. Smith who, in an email explained RBF to be “a systemic racism-related repetitive stress injury. It is part of a biopsychosocial explanation of the effects of racism and why racially minoritized groups suffer from increased and unnecessary mental and physical health issues.” Smith highlighted that RBF can manifest as a result of a number of different experiences. “Black employees often face racial stereotypes in the workplace, such as the idea that they are lazy, unprofessional, or not as capable as their white counterparts...they may face assumptions that they are only present in specific roles because of affirmative action or that they are only successful due to ‘playing the race card...Black employees may experience physical exhaustion, stress, and anxiety due to the constant pressure to perform in a racially hostile environment.”

Despite the DEI detractors that seem to grow louder with each day, the viability of the academy depends on the prioritization of DEI. A report by The Education Trust indicates that faculty diversity and student success go hand in hand. Colleges and universities that want to remain desirable cannot ignore this fact. Because Black faculty experience some of the highest turnover rates, their needs must be centered. In a piece for Times Higher Education on how universities can support Black faculty and staff, professor and critical race scholar Dr. Angel Jones explained the importance of culturally competent counselors as well as relationship-building with Black faculty. “Having a relationship with people you claim to want to help will increase the likelihood of them feeling comfortable enough to [verbalize] their needs with you,” Jones wrote. Intentionality is also necessary part of cultivating safer spaces for Black faculty. “Don’t assume you know what they want or need...anti-blackness is intentional, so your efforts to combat it must also be.” Despite rising calls to abandon DEI, if institutions want to be sustainable, the needs of Black faculty members must be prioritized.

This article was originally published in Forbes.

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