Proactively Addressing the Shortage of Blacks in Psychology: Highlighting the School Psychology Subfield

Abstract

To circumvent the disproportionately low number of persons of African descent in psychology, this study offers strategies for recruiting and retaining Black students and professionals. Data for this study were collected from 44 Black students and 3 Black faculty. Participants responded to questions that inquired about their perspectives regarding (a) effective recruitment and retention strategies, (b) being the vast minority in school/work settings, and (c) counselor race-ethnicity. Data were analyzed using the grounded theory constant comparative analysis approach. This study contributes to all psychology fields in at least two ways: first in its presentation of innovative strategies that have the potential to enhance racial-ethnic diversity in psychology and second in its presentation of insights that may improve the mental and behavioral health services provided to diverse people. While the need for greater diversity is highlighted for the school psychology subfield, it is noted that psychology in general is in need. Additionally, though the study pays greater attention to student concerns, all the findings also factor into postgraduate life. Recommendations for future research are offered.

A multilevel framework for recruiting and supporting graduate students from culturally diverse backgrounds in school psychology programs

“…Chandler, 2011). These strategies may include offering undergraduate courses in school psychology, providing opportunities for students to work with school-based practitioners prior to graduate school, reaching out to high school students through career fairs and mentoring activities, and visiting undergraduate classrooms (Proctor et al, 2014).…”

“…Ultimately, students from minority backgrounds may express interest in resources and supports to assist them in developing coping strategies (e.g. Chandler, 2011).…”

Recruitment of Diverse Students in School Psychology Programs: Direction for Future Research and Practice

“…For instance, Chandler (2011) investigated 44 Black students' and three Black faculty members' at three HBCUs beliefs about effective minority student recruitment and retention strategies in school psychology programs, as well as their awareness of school psychology. Major theme findings suggested that school psychology programs should offer financial support; connect to the Black community using minority focused research, Black-specific recruitment strategies, and intraracial mentorship; and increase awareness since most participants were not familiar with the profession.…”

“…When selecting programs, AASPs sampled chose programs close to their established residences, primarily to maintain sources of familial and community support. Like participants in Chandler (2011), AASPs sampled believed those within school psychology must strategically recruit graduate students of color, particularly by raising awareness with children of color as early as elementary school and creating connections with HBCUs. Additionally, AASPs sampled felt that potential graduate students of color must perceive that support will be available for them within programs.…”

“…Other proximal factors that should be assessed are the department's ability to provide REL students with financial support, relevant diversity-related courses and practical experiences, mentorship opportunities, and faculty who will collaborate on diversity-focused scholarship (Shin 2008). Current faculty should also assess distal factors such as how welcoming the larger community surrounding the college or university is to REL individuals, as well as the overall university climate for REL students and faculty (Shin 2008) After assessing and determining programs' readiness for diversity, school psychology faculty should initiate strategic efforts to recruit REL diverse students from undergraduate institutions, particularly predominantly minority serving institutions (Chandler 2011;Graves and Wright 2009;Proctor and Truscott 2013). Although a cited barrier to recruiting REL individuals is their low percentages of the overall undergraduate student population, there is evidence that percentages of racially and ethnically diverse college students have increased (NCES 2011).…”