Zaire Simmonds’ Post

My anti-racism nerd brain has been thoroughly enjoying writing a recommendations report (it's now over 70 pages!) for this initiative to hire 15 Black staff and 15 Black faculty, along with RADIUS SFU. Some of the most interesting things I've been exploring are: 💡 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐌𝐨𝐝𝐞𝐥 𝐌𝐢𝐬𝐦𝐚𝐭𝐜𝐡𝐢𝐧𝐠 (Jackson, 2023) - often when organizations are looking to increase diversity in their hiring, they use the same methods, e.g. using recruitment companies or software, without considering how these methods are designed to hire fast, which often ends up defaulting to prioritizing dominant groups. 💡Implementing '𝐖𝐢𝐬𝐞 𝐈𝐧𝐭𝐞𝐫𝐯𝐞𝐧𝐭𝐢𝐨𝐧𝐬,' (Yeager & Walton, 2011), can profoundly impact the onboarding experience for Black faculty and staff. By normalizing challenges and emphasizing belonging, we've seen significant improvements in job satisfaction and retention. 💡'𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐖𝐞𝐚𝐥𝐭𝐡' (Yosso, 2020), highlights the rich array of knowledge and skills that Black staff and faculty bring to higher education. It's about shifting perspectives and valuing diverse contributions as essential assets to academic institutions. #CulturalWealth #DEIInHigherEd #BlackFaculty #BlackStaff #AntiRacism

DEI initiatives ARE NOT meant to give opportunities or preference to unqualified people of color at the expense of others. DEI initiatives are meant to EXPAND limited pools of qualified talent to include diverse professionals and ensure that pools confined to non-inclusive networks are fair and representative of the population. Now, rollbacks on performative DEI efforts are making schools and companies homogenous again, while people of color launch their own inclusive brands, organizations and agencies to exit an era of unsuccessful labor toward integration and inclusivity. From the article linked below: "A year later, the [Affirmative Action] ban has already led to a decrease in Black student admissions at Harvard and a drop in Asian student admissions for Yale’s incoming class this year. The decision has also immensely influenced the US workforce, which has seen a tightening of already limited opportunities for people of color." The silos are back and it is demoralizing to know that diverse talent has to break down and rebuild the proverbial table just to even have a place to pull a chair up. Labor/ the nature of work and the economy are breaking down (FOR THE LOVE OF GOD DON'T @ ME ON THIS FACT BEFORE DOING SOME RESEARCH! Consider looking at a range of news sources or consider a resource that aggregates news across a spectrum; ground.news has bias ratings on every article) and will continue to break down until leadership better aligns with the needs of the people they serve. I am fucking EXHAUSTED, but I'll never stop doing work to this end. https://lnkd.in/enRvW3Jg

The Chicago Health Care Innovation – Science Runway – is committed to mentoring high school students in Chicago in STEMM fields. https://lnkd.in/emvixQUZ. As a mentor and strategic advisor to this program, here are a few reasons why this local program is so important. Research shows: *For URM mentors and mentees, having similar key identities (ethnicity, race, gender) has many benefits, including psychosocial support. *This support allows for developing interpersonal comfort and effective role modeling *A “science identity” can be developed, and allow the mentee to see oneself in, and receiving support and guidance from, a similar person who is successful in STEMM Here are a few local programs that focus on mentorship in STEMM that are diverse in scope and content: AHA STEM Goes Red (https://lnkd.in/ejPA48KQ) Young Women in Bio (https://lnkd.in/etf4VcQe) Panelists include Black physicians who will share their stories of becoming a doctor and how students can prepare. Read More here -> https://lnkd.in/erA2_XH4

Black women seek out, build, and maintain vibrant communities of support in order to survive and thrive in college and other higher education environments, according to a new book from a School of Education faculty member. The book, “The Chosen We: Black Women’s Empowerment in Higher Education,” is built upon oral histories from 105 college-educated Black women. By blending those oral histories with empirical social science and social theory, author Rachelle Winkle-Wagner presents a map for Black women’s success and offers ways institutions can more effectively support Black scholars. https://lnkd.in/eHJ6cawE

🔍 The Disconnect in Higher Education Representation It's essential to address a critical issue in higher education: the assumption that all Black men share the same experiences simply based on their race. Having a doctorate and being Black doesn't automatically mean one can relate to the struggles of kids from the hood. Growing up in the suburbs is a vastly different experience from navigating life in inner-city neighborhoods. Higher education institutions often place individuals who are the "face" of diversity without considering the depth of their understanding and connection to the communities they represent. This superficial approach fails Black men from disadvantaged backgrounds by not providing relatable and empathetic role models who truly understand their struggles. We need educators and leaders who have walked similar paths and can offer genuine guidance and support. It's time for higher education to move beyond tokenism and embrace authentic representation. Only then can we create a more inclusive and effective educational environment for all. #HigherEducation #RepresentationMatters #DiversityInEducation #AuthenticLeadership #EquityInEducation #BlackLivesMatter

College campuses have to be more than breeding grounds for obedient workforce participants. The world is on fire… this country is on fire. Students need more than drinking-the-kool-aid discussions about how matriculation gets them a good job. I was speaking at my alma mater yesterday + found myself extremely frustrated with questions about how my rich college experience catapulted me into my career and entrepreneurial venture. Honestly, I was “the only” in most of my college settings + that hasn’t changed for students of today. I was especially frustrated against the current reality of +30 states working (or succeeding) in enacting anti-DEI legislation targeted at removing diversity funding, hiring, programming, and goals. I implore faculty + staff not to be complicit in putting bright, radical minds to sleep. If you’re going to send Black + Brown babies into a burning building, the LEAST you can do is extinguish the fire. History-making is not some rosy picture of a suited man + a smile. It’s folk rebelling at the highest levels and demanding nothing but change. I’ve spoken at many colleges + universities - Georgetown, Wharton, Dartmouth, and more. The BEST conversations have always been ones that take the most complex, top of mind challenges head on - holding space for thought leaders to wrestle with dire issues openly + honestly. ▪️What are your Black + Brown enrollment percentages and how do they compare with the demographic break-down of your state? Of this country? ▪️ What is the Black representation of your professors on campus? Are their positions predominantly relegated to African American Studies? What percentage of business school professors are Black + Brown? Does the percentage of minorities working in janitorial + student cafeteria positions match the concentration of student-facing professors? ▪️What specific programs + activities are you pressing Black + Brown staff to exterminate or open up to everyone because of anti-DEI, anti-Black legislation? Anti-DEI laws make it illegal to have explicit racial equity mandates. That impacts all DEI hires, all minority-based scholarships, all minority-based programming, all minority-based funding, all educational curriculum, and more. And if you haven’t drawn those conclusions, please wake up! I expressed my frustrations explicitly to my alma mater yesterday after our panel, as I have several times to the university’s deans + leaders over the last 12 months. The status quo won’t radicalize students around change. Challenge + rebellion will.

In her recent Times Higher Education article, Mercy Denedo, Associate Professor in Accounting, shines a light on the unique challenges faced by Black early career researchers (ECRs) in UK academia. A new report, co-authored by the Society of Black Academics, GatenbySanderson, and the Higher Education Policy Institute, surveyed nearly 100 Black ECRs. The survey found: 📉 Only 34% of respondents believe their workplace is inclusive. 💰 Just 32% feel they receive a fair wage. 🚧 Many face unconscious bias, a lack of community, and limited clarity around career progression. Despite some efforts to improve inclusivity, the report calls for more active support networks, fairer workload distribution, and stronger collaboration between universities to build a more inclusive environment. Read the full report to understand how to create a more equitable academic community 🔗 https://brnw.ch/21wMJZl #Diversity #Inclusion #BlackAcademics #HigherEducation #THE #UnblockingThePipeline

🌟 Let's talk about holistic success for Black male students in higher education! 📚✨ Historically, Black males have navigated a landscape riddled with obstacles in academia. Despite constituting just 2.8% of all undergraduates in the U.S., according to the National Center for Education Statistics, they often face disproportionate challenges, from systemic barriers to societal stereotypes. But here's where the narrative shifts: embedding a profound sense of belonging can be a game-changer. Studies, such as those from the Journal of Negro Education, highlight the transformative impact of supportive environments. Mentorship programs, culturally responsive teaching, and affinity groups are among the strategies that have proven effective in fostering belonging. Data underscores the urgency of advancing Black males in higher education: only 39% of Black males who enroll in four-year institutions earn a degree within six years, as reported by the Education Trust. However, when we prioritize inclusivity and empowerment, we see remarkable shifts. For example, institutions implementing comprehensive support initiatives have witnessed graduation rates among Black male students rise by as much as 30% post-pandemic. Let's seize this moment to cultivate environments where every Black male student feels not only welcomed but truly valued. Together, through intentional actions and collective commitment, we can rewrite the narrative and pave the way for holistic success in higher education! 💪🏾 #BlackExcellence #InclusiveHigherEd #BelongingMatters #DataInformed #RaceScholar

Congratulations to my cousin Cassious Bailey for graduation from #wrightstateuniversity #wsugrad From a black woman #HBCU Grad’s perspective, it is important to recognize that black men are often subject to systemic racism and discrimination, which can make it more difficult for them to access and succeed in higher education. This can include facing discrimination in the classroom, experiencing a lack of representation and resources, and dealing with the weight of societal expectations and stereotypes. Despite these challenges, graduating from college can provide numerous benefits for black men, such as increased earning potential, career advancement opportunities, and a broader perspective on the world. Additionally, earning a college degree can help individuals develop important skills such as critical thinking, problem-solving, and communication. As a black woman, I understand the importance of supporting and uplifting my black male counterparts in their pursuit of higher education. This can include providing resources and mentorship, challenging systemic barriers and biases, and advocating for inclusivity and equity in education. Ultimately, graduating from college can be a powerful tool for #blackmen to achieve their goals, overcome obstacles, and make a positive impact in their communities. By supporting and celebrating their successes, we can work towards a more equitable and inclusive society for all. Let’s Celebrate! #2024grad

The Chicago Health Care Innovation – Science Runway – is committed to mentoring high school students in Chicago in STEMM fields. https://lnkd.in/gBPkCQVF. As a mentor and strategic advisor to this program, here are a few reasons why this local program is so important. Research shows: *For URM mentors and mentees, having similar key identities (ethnicity, race, gender) has many benefits, including psychosocial support. *This support allows for developing interpersonal comfort and effective role modeling *A “science identity” can be developed, and allow the mentee to see oneself in, and receiving support and guidance from, a similar person who is successful in STEMM Here are a few local programs that focus on mentorship in STEMM that are diverse in scope and content: AHA STEM Goes Red (https://lnkd.in/guNby7m8) Young Women in Bio (https://lnkd.in/gv_jAnXH) Panelists include Black physicians who will share their stories of becoming a doctor and how students can prepare. Read More here -> https://lnkd.in/gwxNhSeK