For decades, there has been what was considered to be an impalpable barricade encrusting the halls of academia from the embrace of Black scholars. These defenses, per se, that have hypothetically guarded the gates of the institution
from Blacks and people of color were developed with a definitive aim of upholding the prestigious culture of the academy and the vision from which it was created. Black scholars who desired roles as tenured-faculty and admission into doctoral programs were out selected by their counterpart and colleagues. However, more recently positions have been filled by these scholars only to be greeted by a new barrier, which ultimately has the potential to also constrict achievement.
Novel obstructions such as those mentioned above are perceived as a higher expectation of performance, accompanied by a bounty of duties that might impose on their ability to meet the requirements for tenure if the faculty member is not attentive to her/his own research agenda and career fruitions. From mandatory meetings and leadership roles on committees to scholarly works that do not necessarily coincide with their own investments. Inadvertently, Black faculty may lose focus and end up with quantity versus quality. This idea of quantity versus quality might be an attempt to prove themselves worthy for admittance in the halls, but is not necessarily an area of evaluation when it comes to successfully obtaining tenure.
While some argue this idea of manipulation of Black faculty to be absurd, around the United States you may hear sidebar conversations of issues that are often referred to as the unmentionables. These taboo topics include feeling overworked while others are not, feeling unappreciated and under acknowledged over their counterpart’s achievements, and even feeling left out.
Yet, stories suggest there is a root that goes beyond the surface and highlights why conversations on ownership and success-hood are often avoided. Perhaps this lack of discussion can be grounded in fear or an unwillingness to be portrayed as the “typical” antagonists. Or maybe an unwillingness to sound ungrateful or incapable of doing the job unless things are made to be more “fair.” Instead, Black faculty members face this decision to accept every offer extended to them or to balance tasks that are beneficial to their personal success as well. This discussion focuses on two of the many issues that Black faculty encounter. Instead of spending too much time on the issues, we offer potential solutions.
The increase of Black faculty into academia is a great improvement; however, additional efforts are required in order to recruit, retain and support the success of Black faculty members in years to come. A well-known odd that stands against Black men can also be considered a prophecy of the likelihood for a prison sentence to occur at some point in their life. This is proclaimed over them at the innocent age of 3. Before Black male scholars can even apply as candidates for the academic arena, it seems that they have to first prove the prophecy wrong by working through the many obstacles to show themselves as productive members of the learning environment.
