Visible and Invisible Barriers to the Incorporation of Faculty of Color in Predominantly White Law Schools

Abstract

Despite efforts to diversify faculty in predominantly White institutions, most law schools remain predominantly male and Caucasian. Based heavily on aspects of Law Professor Derrick Bell's work and research, the author, a lawyer by training, explores the extent to which limited institutional support in law school environments cripples the chances of faculty of color in their efforts to succeed. The author also points out the mechanisms that scholars of color in law schools have used in an effort to combat racial and gender discrimination.

But Can S/he Lead? Market Assessments of Black Leadership in Corporate America

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Ethnically Diverse Faculty in Higher Ed: Belonging, Respect, and Role as Cultural Broker

“…The question remains if this trend will drive changes in institutional practices that will not allow for hiring diverse faculty to meet a quota but with limited power to impact change, limited voice. Chun & Evans (2008) call this type of marginalization the new context of discrimination, subtle, cumulative with limited participation in decision making and limited access to resources and support for promotion (Essien, 2003). Therefore, efforts to eliminate exclusion, marginalization, and limited voice in decision making are imperative if we want to retain diverse faculty in higher education.…”

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“…Bernier (2000) as quoted inEssien (2003).Downloaded by [Georgetown University] at 02:06 15 June 2016…”