Amplifying Black Women's Voices: a Womanist Approach to Transforming Academia
Transforming Academia
Recent events have cast a spotlight on the obstacles Black women face in attaining and sustaining leadership roles in academia. The resignation of Dr. Claudine Gay as Harvard's first Black president, following accusations of anti-Semitism and plagiarism, and the tragic suicide of Antoinette Candia-Bailey, a vice president at Lincoln University of Missouri, after alleging racism and bullying, serve as sobering reminders of the challenges and scrutiny Black women endure.
Through the lens of womanist ethics, which centers the lived experiences of Black women, we must confront the systemic barriers, biases, and lack of support that impede their advancement. The article "Black Women Struggle to Find Their Way in a Job World Where Diversity is Under Attack" illuminates the hostile landscape they navigate, even as the value of diversity, equity, and inclusion (DEI) initiatives comes under attack.
One insidious barrier is the phenomenon of being the "Only" – the sole Black woman in leadership, facing isolation, heightened scrutiny, and immense pressure to prove herself continually. This absence of representation perpetuates a narrow understanding of knowledge and leadership in academia.
Moreover, the assumption that the presence of White women in leadership inherently creates greater opportunity for Black women is misguided. Too often, White women function as gatekeepers, failing to amplify the voices of their qualified Black colleagues or challenge the biases that impede their advancement. We must recognize that we cannot achieve true excellence and innovation in academia if we refuse to embrace and uplift the unique perspectives and lived experiences of Black women.
To effect lasting change, we must call upon those in positions of power to actively dismantle systemic barriers and create pathways for Black women's advancement. This requires critically examining institutional policies, practices, and criteria for leadership positions to ensure they are inclusive and equitable, rather than perpetuating biases.
Beyond Performative Allyship
Allies must take concrete actions to truly support their qualified Black women colleagues in academia. This includes actively advocating for their hiring, promotion, and tenure. It means intentionally supporting and amplifying the scholarly work of Black women in academic discourse, publications, and citations. Allies should leverage their professional networks to provide mentorship, sponsorship, and opportunities that directly advance the career goals of Black women academics.
Furthermore, allies need to directly challenge discrimination, marginalization, and "microaggressions" when they occur by calling out these behaviors and fostering an environment of mutual understanding and respect. They must also prioritize allocating resources, funding, and support for research, programming, and initiatives that center the lived experiences and perspectives of Black women.
These are some of the many tangible and meaningful ways that allies can move beyond performative approaches to allyship, instead, putting their stated goals into practice by truly uplifting and creating pathways for the success of Black women in academia. Sustained action and commitment in these areas is crucial.
The Mythological Foundation of Misogynoir in Academia
It is a common misconception that hiring and promoting Black women lowers academic standards, a concept rooted in historical presumptions of Black inferiority. In reality, their unique perspectives, lived experiences, and commitment to social justice enhance academic excellence and innovation. Black women possess a wealth of knowledge, resilience, and a demonstrated commitment to mentorship and supporting underrepresented students, fostering a more inclusive and nurturing environment for all.
As members of the academic community committed to social justice, we have a collective responsibility to uphold the principles of womanist ethics and actively work towards creating a more inclusive and equitable environment for Black women. By embracing their voices and lived experiences, we not only enrich our institutions but also contribute to the broader fight for justice and equity in society.
I encourage you to read the article "Black Women Struggle to Find Their Way in a Job World Where Diversity is Under Attack" for a deeper understanding of the challenges Black women face in the corporate world, as these issues often parallel and intersect with their experiences in academia.
Dr. CL Nash, the Misogynoir to Mishpat (M2M) Research Network © 2024
Resources
Articles:
Chance, Nuchelle L. Resilient Leadership: A Phenomenological Exploration Into How Black Women in Higher Education Leadership Navigate Cultural Adversity (March 31, 2021)
Erskine, Samantha E. & Diana Billmoria. ”White Allyship of Afro-Diasporic Women in the Workplace: A Transformative Strategy for Organizational Change” in Journal of Leadership & Organizational Studies 2019, vol. 26(3) 319–338
Johnson, Jálin B., et al. Safeguarding Black Women Educator’s Mental Health, (March 1, 2024)
McLetchie-Holder, Shelley. What We Can Learn From Black Women Academics in the UK (June 12, 2023)
Phillips, Layli. Who's Schooling Who? Black Women and the Bringing of the Everyday into Academe, or Why We Started "The Womanist in Signs, vol. 20(4), Postcolonial, Emergent, and Indigenous Feminisms (Summer, 1995), pp. 1007-1018 (12 pages)
Videos:
"Resisting Erasure: Black Women Scholars in Defense of Themselves" | Her Dream Deferred 2023
Black Women in the Public Sphere: Black Women in Higher Education, May 2018
Why Are Black Women Only 2% of Tenured Professors, 2024
Closing the Gap: Addressing the Absence of Black Faculty in Higher Education, 2023