Race and Higher Education: Fields, Organizations, and Expertise

Smith, Christi M.

doi:10.1108/s0733-558x20190000060003

Cited by 12 publications

(7 citation statements)

References 58 publications

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“…Specifically, colleges and universities must adopt a face of diversity, equity, and inclusion to align themselves with broader social justice projects and remain competitive for resources (e.g., student tuition dollars). As C. M. Smith (2019) points out, from an organizational perspective, DEI becomes part of the adaptive strategy of the higher education organization through which it can activate the salience of race and meanings about race when it is advantageous to do so (Baber, 2015; Berrey, 2011; C.…”

Section: Establishing the Context Of Dei Work In Higher Educationmentioning

confidence: 99%

“…As C. M. Smith (2019) points out, from an organizational perspective, DEI becomes part of the adaptive strategy of the higher education organization through which it can activate the salience of race and meanings about race when it is advantageous to do so (Baber, 2015; Berrey, 2011; C. M. Smith, 2019).…”

Section: Establishing the Context Of Dei Work In Higher Educationmentioning

confidence: 99%

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The racial politics of diversity, equity, and inclusion (DEI) work.

Abrica,

Oliver Andrew

2024

Journal of Diversity in Higher Education

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Section: Establishing the Context Of Dei Work In Higher Educationmentioning

confidence: 99%

Section: Establishing the Context Of Dei Work In Higher Educationmentioning

confidence: 99%

The racial politics of diversity, equity, and inclusion (DEI) work.

Abrica,

Oliver Andrew

2024

Journal of Diversity in Higher Education

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“…Race as a strategy involves organizations using racial myths to secure material and cultural resources. Smith (2019) and Walters (2019) noted how organizations that surfaced racial myths and consistently framed problems through those myths generated greater financial and political support. de Leon (2019) found that organizations could employ specific strategies to coordinate around racial myths.…”

Section: Institutional Work Of Racialized Organizationsmentioning

confidence: 99%

Racialized organizations, strategies, and structures: a case study

Macaulay,

Keaton

2024

SBM

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PurposeThis paper explores organization-level racialized work strategies for maintaining racialized organizations (Ray, 2019). It focuses on intentional actions to maintain dominant racial norms, demonstrating how work strategies are informed by dominant racial structures that maintain racial inequities.Design/methodology/approachWe compiled a chronological case study (Yin, 2012) based on 168 news media articles and various organizational documents to examine responses to athlete protests at the University of Texas at Austin following the death of George Floyd. Gioia et al.’s (2013) method uncovered how dominant racial norms inform organizational behaviors.FindingsThe paper challenges institutional theory neutrality and identifies several racialized work strategies that organizations employ to maintain racialized norms and practices. The findings provide a framework for organizations to interrogate their strategies and their role in reproducing dominant racial norms and inequities.Originality/valueIn 2020, the Black Lives Matter (BLM) movement was reinvigorated within sporting and corporate domains. However, many organizations engaged in performativity, sparking criticism about meaningful change in organizational contexts. Our case study examines how one organization responded to athlete activists’ BLM-fueled demands, revealing specific racialized work strategies that maintain structures of racism. As organizations worldwide disrupt and discuss oppressive structures such as racism, we demonstrate how organizational leadership, while aware of policies and practices of racism, may choose not to act and actively maintain such structures.

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“…The racialized and gendered nuances of schools [1,27], regarding various identity markers, may trigger teacher-based discrimination, undermining the support students receive [4,[10][11][12][13]27]. The educational landscape is a mezzo-level actor for the activation of the cultural stereotypes and assumptions around structural constructs which shape teacher-student relationships to produce differential access to educational resources [28][29][30][31][32]. Of note, as institutional agents, teachers directly and indirectly affect the transmission of resources and students' school engagement [19,26,33].…”

Section: Teacher-based Discriminationmentioning

confidence: 99%

Mediational Effect of Teacher-Based Discrimination on Academic Performance: An Intersectional Analysis of Race, Gender, and Income/Class

2023

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Drawing on prior research, this study applies an intersectional framework to investigate discrimination in the context of teacher–student relationships and its influence on students’ academic outcomes. Outcomes assessed were inclusive of self-efficacy, school attendance, and grade point average (GPA). For this analysis, structural equation modeling was used with a cross-sectional sample of the Maryland and Adolescent Development in Context Study (MADICS) and the youth self-administered (YSA) questionnaires administered when the youth were in 8th grade (Wave 3). A total of 1182 students completed the survey, of whom 704 were selected for this study. Findings show teacher discrimination as a mechanism to uncover some of the ways race, gender, and income simultaneously intersect to affect students’ academic outcomes. The current study confirms and extends prior work establishing associations among race, gender, income, and teacher discrimination and academic outcomes among African American youth. African American students, especially males, regardless of income levels, may benefit directly—evidenced in visible academic performance—from more positive and race-conscious interactions with teachers. Future implications for practice are shared.

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Race and Higher Education: Fields, Organizations, and Expertise

Cited by 12 publications

References 58 publications

The racial politics of diversity, equity, and inclusion (DEI) work.

The racial politics of diversity, equity, and inclusion (DEI) work.

Racialized organizations, strategies, and structures: a case study

Mediational Effect of Teacher-Based Discrimination on Academic Performance: An Intersectional Analysis of Race, Gender, and Income/Class

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