For Black Feminists Who Have Considered Solidarity/ When the Academy is Enuf

Dedicated to the seven Black women and author, Ntozake Shange, of For Colored Girls Who Have Considered Suicide / When the Rainbow Is Enuf… and the five Black women who have come forward as TCU’s Jane Does.

I skipped a department meeting this week.  There’s nothing particularly urgent about this fact since such meetings are usually futile in their ability to accomplish actual tasks anyway.  This time though, I just couldn’t bear the performance of non-Black faculty or graduate students, who are not usually even invited and were even once barricaded from entering a department meeting by a dean.   Somehow all have discovered a new political voice in relation to instructional requirements under the Coronavirus… and have been deathly silent when it comes to the abuse faced by Black folk.  Yes, this is a new resistance of a sort, but it is solely in the service of whiteness for whom danger and death under COVID are newfound, daily realities.  I plan to keep chanting #BlackLivesMatter because I know we are not included in this rage against new white precarity.

This meeting that I skipped was with an administrator who started at the university less than a month ago.  And, yup, you guessed it: a woman of color.  And, yup, you guessed it: from all reports I have heard, faculty and graduate students piped up in ways they have never publicly done when white leadership was at the helm (even when it locked them outside of the door), and especially not when Black pain was the topic of discussion. 

Black pain is not an abstraction in this space.  In FACT, you can read all about it below in the 215-point STATEMENT OF FACTS of this lawsuit. I am pasting the whole thing here because this text needs to be required reading for those who are interested in anti-racist teaching, the racial history of higher education, and especially the brutal experiences of Black women-identified undergraduate and graduate students today. 

Doc-38-2020.06.10-Jane-Doe-No.-1-et-al-v.-TCU-et-al-Second-Amended-Complaint-2

This is what higher education looks like for Black women across the country, and these five Black women— called Jane Doe #1 (read pp. 30-66; pp. 94-99), Jane Doe #2 (read pp. 67-74), Jane Doe #3 (read pp. 74-78), Jane Doe #4 and Jane Doe #5 (read pp. 78-94)—  are making history today.  They faced abuse, ridicule, and neglect at the hands of their peers, faculty, and administrations in ways that would have us in uproar if they weren’t Black.  The lawsuit details the ways that these women filed complaints with leaders of programs and departments seemingly everywhere, with any kind of faculty member who seemed they might listen, and with every Title IX-ish type of office designed to officially investigate such claims.  NO ONE—and I mean NO ONE— ever helped or protected them. Honor and recognize these women in the ways that their campus hasn’t.    I plan to keep chanting #SayHerName because I know we are not included in this rage against new white precarity.

Even though it’s summer time and technically, educators have the summer off (unless teaching summer courses), every week is some new foolishness in my inbox.  It’s like school is still in session.  So let’s REALLY get in session here and stay mindful of who we are as Black staff, educators, researchers, and students in this moment.  Remember the stories of the Jane Does above and show some courage. It’s what they deserve. We are not going to change the academy overnight, but we can most certainly control how we act upon it RIGHT NOW:

  1. All kinda folk need a Black friend or colleague to co-sign or advise them right now. Black advice and guidance are now the Golden Fleece of the Academy.  Do not participate in these informal discussions, ad hoc committees, or free consultations.  Your ideas will be plagiarized by people who do not have their own (this has always happened, but expect it to escalate).  White feminists will especially call this collaboration.  It’s not.  Folk of color will try and milk your ideas for their own white favor and visibility too. It’s all just plagiarism without the Turnitin.   Call them on it and steer clear. Stop needing to be needed. The closer you are to these vampiric people, the more you are implicated in their violence.
  2. Let’s stick with #1 a little more here: All kinda folk will need you on their new committees, task forces, programs, mission statements, or suddenly conscious projects Take notice when a group of BIPOC faculty is gathered together and led by a white (usually male) leader (or a person of color acting for a white leader).  You are there to help the white leader who will get the credit.   You are like a corporate silent partner, except without any remuneration.  Don’t be fooled into thinking that whiteness values your thinking all of a sudden.  The closer you are to these inauthentic projects, the more you are implicated in their violence.
  3. If white administrators and leaders have been accused of racial harm and do not voluntarily step down from their positions, know that these are NOT allies.  At a time of a global pandemic that is targeting Brown and Black peoples during unprecedented racial protest in every state of the union, an administrator who has not practiced real anti-racism and has caused harm to Black people is INCOMPETENT for the tasks at hand. IN…COM…PE….TENT.  This ain’t something a workshop, apology letter, or deep meditation can fix.  They must step down.  If they do not, do not work with them, do not support them, do not sign on to their ideas. Monitor AS VIGILANTLY as you can how many of their meetings you must attend, how much of their policy you must implement, how much time you must spend with them. Keep your distance as best as you possibly can. Stop taking their classes and attending their workshops (contest it if it is a REQUIREMENT). The closer you are to these harmful administrators, the more you are implicated in their violence.
  4. Notice the close friends of the white administrators and leaders who have been accused of racial harm. Their friends are NOT allies either.  These are friendships based in white nepotism and advancement, a value system a real ally would forego.   If you are a friend of a white administrator or leader who has been accused of racial harm, hold your homie accountable and if they refuse, get yourself some new homies.  The closer you are to these anti-Black campus leaders, the more you are implicated in their violence.
  5. For the folk who do step down (see #3 and #4), notice whether or not they actually STEP UP when they step down.  I have never witnessed a white administrator step down and repair their harm.  What I have always gotten is a lunch request where the only thing being served is gaslighting.  For starters, the people who you have harmed do not want your lunch, coffee, or phone call so back off.  We are also not interested in your life-story, list of Black-based volunteer activities as proof you are not racist, white tears, or convictions of how YOU perceive our misunderstandings of racism.  Stay away from these lunches and excuses.  And be wary of the warm, fuzzy, and congratulatory good-bye letters listing the outstanding accomplishments of demoted folk accused of violence. These writers are not allies either.  Do not be lulled into this white complacency touted as sympathy for abusers. Wanna know what I call people who have made significant accomplishments for which they were never credited or recognized?  BLACK FOLK! The closer you are to these fake apologies, the more you are implicated in their violence.
  6. Black folk will be in high demand on thesis/ dissertation committees now. Ask yourself some questions. Are you the token? Has the rest of the committee (or at least some of them) perpetrated anti-Black harm?  Does the dissertation center white theory and then merely pepper-sprinkle Black scholars on top and without deep analysis?   Can you see trends in the racial politics of thesis/ dissertation committees across the country right now? How many students of a perpetrator have been hired in your field and department?  How many graduate student assistants of a perpetrator have been hired in your administrative ranks?  How has your department’s graduate program siphoned off its anti-Blackness into the rest of the academy?  The closer you are to these anti-Black graduate students and their mentors, the more you are implicated in their violence.
  7. Don’t trust whiteness when it uses this excuse: I didn’t know this was happening. Ignorance is not a justification for not acting towards racial justice. I have never had the luxury of not knowing when a Black student on my campus was being brutalized, even when I wasn’t actually present on the campus.  Willful white ignorance is not a pass for the racial violence that serves as the foundation on which white institutions (and their white privileged accomplices) rest.

Everyone has somehow found consciousness and mission statements these days but all are still deeply wedded to institutional anti-Blackness. That is the nature of the academy.  If you think your university is somehow better, then you ain’t thinkin right.  If you think working outside of academia saves you, then you haven’t come to terms with the fact that INSTITUTIONAL RACISM means all institutions work within the terms of anti-Blackness, yes even in the non-profit industrial complex (actually, especially there). 

These 7 points are things many of us have always kept in mind as we move through the academy.  The stakes are higher now in a summer that will be like no other.

Call to Action: Stand with TCU Students, Faculty, and Staff of Color

Dear TCU Community,

The time is now to act.

As a group of concerned faculty, we are deeply disturbed at the recent allegations of unchecked racial and gender discrimination and open hostility at TCU. We stand in solidarity with current and former marginalized undergraduate and graduate students, faculty, and staff who are speaking out and demanding an immediate change. We want to affirm our students, who have clearly laid out the changes that they need to see (click here to see the demands). We know all too well that, in times like these, institutional racism quells students’ progressive visions for their education rather than uplifts them. We also recognize that trauma begets trauma; the unaddressed transgressions of TCU’s past have led to this painful present. We speak out today in hopes of preventing future trauma, knowing that our many Black, Indigenous, and other People of Color (BIPOC) faculty are uniquely qualified and ready to lead dynamic and difficult discussions about race. Fort Worth needs healing. TCU needs healing. Let us help.

To students, we stand in solidarity with you and Jane Doe #1 (click here for information about the lawsuit and click here for the text of the actual lawsuit). While we refrain from commenting on her lawsuit as it moves through its own due process, we want to affirm that students of color and students of other marginalized backgrounds HAVE and ARE being underserved and undervalued at TCU. It is not just in your head. We, too, are devastated by your isolation, lack of social and literal physical space, and the infuriating stories you have shared with us during our office hours and in passing about what you experience in the dorms, in class, and while trying to obtain services on campus. We are in awe of your resilience that we wish you did not have to have in the face of routine micro- and macroaggressions on campus; reinforced white supremacist frameworks that you experience daily at the hands of your professors and peers. As faculty, we are invested in helping you navigate processes for improving the conditions in the classroom and across this campus. In addition to bringing to bear our knowledge, we extend our collective and individual support to you in whatever form that may take.

To our fellow faculty members, we must all stand up and be agents of progressive change at TCU for the betterment of our students, staff, and one another. As other recent lawsuits have laid bare, faculty, too, are harmed professionally and personally by long-standing ideologies of white supremacy, fascism, patriarchy, queerphobia, xenophobia, and ableism (click here for information about lawsuit). As BIPOC faculty, we are confronted daily with the gross realities of TCU’s deep-seated history of systemic racism — from unchecked racial terror and hate speech espoused in our own classrooms and on-campus by students and visitors, to being saddled with higher teaching loads than our white or male faculty counterparts that stifles promotion, to unrecognized and uncompensated service work that we are tasked with by administrators to hold TCU together. And, it is apparent that this culture of exploitation and negligence has made it grossly difficult for TCU to not only recruit and retain students of color, but faculty of color, too. We must stop with the band-aids, and be brave enough to put forth and implement bold, holistic and transformative prescriptions for eradicating the systems of oppression that have a grip on our workplace.

To the administration, we continue to be committed to eradicating the various obstacles that students of color, especially Black and Brown students, face at this institution, but we need your expeditious and explicit support. In order to advance equity and justice on-campus in the best interest of our students, strengthen the university’s academic profile and reputation (a stated goal in the Vision in Action Strategic Plan), and ensure the recruitment and retention of BIPOC faculty, we call for:

❖ Joint hires, cluster hires in the research areas of Ethnic Studies (i.e. Asian American, Black, Native American, and Chicanx/Latinx Studies)and Gender and Sexuality Studies,

❖ Immediate investigations into salary gaps in and across departments and colleges, and a public commitment to closing those gaps and ensuring pay equity across all units,

❖ More transparency about salaries and start-up packages across the university, including digitally published and regularly updated classifications and pay scales,

❖ Better workload standards across departments and colleges (i.e..2-2 standardized teaching load for all faculty, 1-2 for new faculty),

❖ Clearly defined and quantifiable criteria for tenure & promotion across departments,

❖ The recognition and compensation of invisible labor—i.e. mentorship of historically marginalized students, departmental service work, and other duties that often go unaccounted for in faculty annual reviews and tenure & promotion,

❖ The creation of a university ombudsperson’s office and the development of fair and transparent processes for filing and resolving complaints (i.e. Title IX, EEO, Dispute Resolutions, etc.), including the annual reporting of received Title IX complaints and greater compliance with other civil rights and anti-discrimination laws,

❖ The hiring of much more student affairs and academic affairs staff to meet the personal and professional needs of our students so that faculty, in particular BIPOC faculty, who are not trained to provide those types of professional services, are not left shouldering the weight of student growth and development,

❖ An end to the ongoing slashing of faculty benefits, which disproportionately harms junior and BIPOC faculty; we need comprehensive medical care (including mental health care) that is culturally responsive, accessible and affordable and more medical health providers on campus who reflect our state’s demographics, and

❖ Daycare services and after school programs provided on campus to support faculty, staff, and students with children.

You have heard from an abundance of students (as well as BIPOC faculty that have left TCU after having similar experiences), who have offered accounts of their experiences of systemic racism on this campus. Do know that these stories are not surprising to us and many of them we have personally supported students through. Our students’ trauma directly affects faculty productivity and well-being, both of which can lead to burnout. If TCU is truly committed to being among one of the best places to work in the nation, as often touted, we feel strongly that mechanisms to address structural racism operating on campus need to be implemented and/or enhanced without delay. The cultural deficit discourse that frames marginalized students goes regularly unchecked at both graduate and undergraduate levels. Diversity is not an obstacle to be navigated in our academic and professional careers. It must, instead, be a transformative core value of this institution.

We see, affirm, and offer our support to the vision of the students, faculty, and staff, who are working towards a truly transformative education here at TCU.

Signed,

Carmen Kynard, Ph.D. – English
Brandon Manning, Ph.D. – English
Jeanelle Hope, Ph.D. – Comparative Race and Ethnic Studies
Rima Abunasser, Ph.D. – English
Jane Mantey, Ph.D. – Comparative Race and Ethnic Studies
Melanie Harris, Ph.D. – Religion
Brian J. Dixon, M.D. – TCU-UNTHSC School of Medicine
Hanan Hammad, Ph.D. – History
Stacie McCormick, Ph.D. – English
Santiago Piñón, Ph.D. – Religion
Adam McKinney, M.A. – Dance/College of Fine Arts
Eric Fisher Stone, MFA— English
Jason Helms, Ph.D. — English
Sarah Robbins, Ph.D. — English
Ann George, PhD — English
Brad Lucas, Ph.D. — English
Regina Lewis, B.A. — English
Sharon Anderson Harris, Ph.D. — English
Charlotte Hogg, Ph.D. — English
Carrie Liu Currier, Ph.D. — Political Science
Jessica L. Fripp, Ph.D. — Art/College of Fine Arts
Gabriel Huddleston, Ph.D. — Curriculum Studies/College of Education
Suki John, Ph.D. — Dance/ College of Fine Arts
Max Krochmal, Ph.D. — History and Comparative Race and Ethnic Studies
Nino Testa, Ph.D. — Women and Gender Studies
Linda Hughes, Ph.D. — English
Wil Gafney, Ph.D. — Brite Divinity School
Lori Boornazian Diel, Ph.D. — Art/College of Fine Arts
Lauren Mitchell, Ph.D. — TCU-UNTHSC School of Medicine
Jennifer Martin, Ph.D. — Social Work and Comparative Race and Ethnic Studies
Babette Bohn, Ph.D. — Art/College of Fine Arts
Angela Towne, Ph.D. — Women and Gender Studies
Breinn Richter, MBA — Management and Leadership/Neeley School of Business
Neil Easterbrook, Ph.D. — English
Claudia Camp, Ph.D. — Women and Gender Studies
Rebecca Sharpless, Ph.D. — History and Women and Gender Studies
Annette Wren, Ph.D. — TCU Writing Center
Alex Hidalgo, Ph.D. — History
Kurk Gayle, Ph.D. — Intensive English Program
Layne Craig, Ph.D. — English
Gene Allen Smith, Ph.D. — History
Sylvia Mendoza, Ph.D. — UTSA and Comparative Race and Ethnic Studies
Bonnie C Blackwell, Ph.D. — English
Shweta Reddy, Ph.D. — Fashion Merchandising/College of Fine Arts
Sara-Jayne Parsons, M.A. — Art/College of Fine Arts
Rhiannon G Mayne, Ph.D. — Environmental Sciences
Jill C. Havens, Ph.D. — English
Jessica Zeller, MFA, Ph.D. — Dance/College of Fine Arts
Mary Twis, Ph.D. — Social Work
Katie Lauve-Moon, Ph.D. — Social Work
Lynné Bowman Cravens, MFA — Art/College of Fine Arts
Sheriee Parnell, B.S. — TCU-UNTHSC School of Medicine
Matthew Pitt, MFA — English
Margaret Lowry, Ph.D. — Women and Gender Studies

Letter to My Former College President and Provost: Why I Left

Dear College President and Provost,

I hope this letter finds you both well.  Since spring 2019 was my last semester, I am writing to share some of my experiences with the hope that my insights might offer you a different perspective of life at the college for BIPOC.  Since my campus interview in 2013 up until my departure, I worked under two presidents, three provosts, three deans, three chairs, and four program directors.  To say that the university was unstable in those six years is obviously an understatement, so I admired the peace that you were trying to instill which, in turn, motivated my decision to reach out to you here.  I am not expecting a response to this letter, but I felt it was imperative that I write it anyway.

My sincere apologies that I could not write this letter sooner as family issues got in the way.  I never had any intention of choking my voice and always planned to offer you an image of the structural oppositions that people who look like me face in the predominantly white and hostile departments and programs that permeate the college.  In my inability to write this sooner, I fear that yet another dominant, racist white narrative at the college has gone unchecked: namely, the willful ignorance surrounding the racial delusions that my departure, as well as that of other folk who look like me, was rooted in the simple desire for better resources and prestige elsewhere.   You must know better than this.

You must know better than this!

For far too long, the conversations about retaining BIPOC faculty at the college have centered on support for tenure.  This logic assumes that tenure and promotion are something difficult for us. I assure you that this has not been the case for me or my peers.  My generation of successful Brown and Black professionals are a mobile generation and the most decorated amongst us do one thing when an institution continually devalues us: we leave.  This is as true for academia as it is for law, medicine, and business, especially for successful Black women, as I am sure you are both well aware given the ready availability of such statistical data.  This is also especially true for people like me who worked for six years at a salary much lower than male counterparts when their comparative CVs did not justify their higher salaries.  While there were no attempts to correct this wrong against my labor and intellect, there were plenty of ploys to get me to do MORE uncompensated work far beyond the scope of what would ever be considered reasonable or equitable.  All of this is just to say that Brown and Black faculty are not out here struggling with tenure and promotion requirements; none of us would have made it into and out of PhD programs, racially exclusive and hostile as they are, if we were struggling with research and writing processes.  Like most places, the college excelled in: 1) the continuum between outright neglect and layered silencing of BIPOC faculty; 2) shrouded guidelines and continual shifts around tenure and promotion requirements; 3) unacknowledged exploitation of uncompensated BIPOC labor towards service and away from scholarship (resulting in a white-racialized structure of who is supported materially and symbolically as a serious researcher/ scholar/ writer), and last, but certainly not least; 4) the chronic mismanagement of hot-mess departments that couldn’t direct somebody through empty traffic much less a university procedure.  When my former colleagues and administrators claim that I left the college because this is just my personality, you must know that this is merely a cover-up for all that is wrong with them.  When top administrators feel emboldened to declare that a Black woman professor is only leaving because that’s her personality (that was said to me), that is a sure sign of the institutional incompetence in retaining them and will require a radical facelift in the colleges’ rogue team of untrained/untheoried leaders who have vacated a research expertise of their work.  I have only ever left a university when I found its racialized exploitation, anti-blackness, organizational incompetence, and misogynoir intolerable.  Any discourse about my departure that deliberately ignores the hostile and inept environments that make a place unbearable for faculty of color like me obfuscates the college’s failure to develop effective recruitment and retention models for BIPOC and promotes the racism that the institution sustains. After teaching at multiple universities in the NJ/NY area, my experiences at your college remain the whitest and the most alienating.  Any explanation for my departure outside of these terms is just another example of routine gaslighting or, to quote Mary J. Blige, some real basic hateration/holleration in this dancerie.  When non-Black faculty and administrators insist that positive, racial change has arrived to campus and yet struggle to recruit and retain Black, tenured faculty, the empirical evidence is simply not on their side.  I share these experiences to contend that a university which does not value we high-achieving Brown and Black scholar-researchers is not a place that can ever critically educate students who look like us either. 

Real basic hateration!

The fact of the matter is this: being a professor at the college meant career and financial sacrifice.  Even the difference in the larger contribution that my previous university made to my retirement funds (though I worked at your college longer) was SIGNIFICANT.  For sure, we do not choose the City University of New York (CUNY) to become rich and famous; we know that the resources and salaries will never be competitive.  And truth be told, with the exception of those who have wealthy spouses and/or family backgrounds (a significant percentage of the faculty, by the way), employment at CUNY cannot financially sustain even basic housing in NYC today.   When I look at all of the professional and financial sacrifices, just to be at a place where I was ignored, disrespected, and marginalized, I have real questions about the institution’s commitment to diversity and equity and why any BIPOC stay. The most strong-willed will leave or, when that is not physically possible, find a way to do the work they are called to do in scholarly communities far away from the campus.  Attrition rates do not even begin to convey what you have really lost.

It is not my intent here to run a discursive style that might sound like I am singing an old Lou Rawls tune: You’re gonna miss my lovin.  Institutions pick up and go along as if we were never there, but they do so at the grave risk of repeating past mistakes and never truly moving forward.  My experiences as woman of color/Black Feminist/first-generation college-goer/working class Hip Hopper/AfroDigital Humanities teacher illuminate more mistakes than successes.  Though my negative experiences have been countless, I will share a few instances here.

More than attrition!

I’ll begin with my last semester at the college as part of the Gender Studies advisory board who attempted to revise the undergraduate major in Gender Studies, particularly those parts that promoted horribly whitewashed and white colonized historical content.  In fact, the history curriculum in Gender Studies was more Western European in its content and racist in its outlook than anything I had witnessed in schools, even going back to when I began teaching in NYC public high schools in 1993.  The response to our curricular revision in Gender Studies was met with such hostility from white faculty and administration that I felt the need to address the issues in a letter to the dean (that letter is attached here… click and read this mess).  After learning of our proposed changes to the Gender Studies curriculum, history faculty secured letters from faculty across CUNY (with the HIS chair praising their efforts) about our work in Gender Studies.  The most prominent CUNY faculty who wrote letters in support of HIS faculty rescinded their support after learning what these HIS classes really entail.  That formerly supportive faculty also informed me that the HIS faculty themselves wrote the prose, merely asking faculty across CUNY to cut and paste their words into an email to the Dean. When they began quoting from these letters, they knew that they were, in fact, merely referencing their own words.  When the advisory committee withdrew the revisions to the curriculum, the HIS department then sent emails to their original letter writers thanking them with the following message: “we accomplished our goal.”  The only thing that they seemed to achieve was a bullying of the faculty who volunteered without any recognition or compensation to run an interdisciplinary program and the maintenance of a recalcitrant white colonized curriculum.   This kind of curriculum, pedagogy, and discourse are quite literally rewarded and protected at the college and it is an embarrassment.

This particular instance with Gender Studies serves as an example and not an exemplar. I arrived exhausted by the battles and racist attacks that I had witnessed and fought at my previous colleges.  Your college only added new dimensions and taught me that I can trust no institution to treat BIPOC well and hence I no longer expect it. That pessimism is, in fact, the only gift that your college gave me.

It was simply routine for faculty of color to describe senior white faculty who had reprimanded them for congregating with other faculty of color in the physical spaces and meetings of the college. I am not sure what shocked me most: 1) that POC faculty obeyed these plantation-styled surveillance regimes; 2) that the university does not face more discrimination law suits, or; 3) that the college has chosen these same white faculty as administrators today.  I mean, really, this is the kind of stuff that made Marvin Gaye write songs like “What’s Going On” because this kind of madness needs its own whole melody.  The outrageous behaviors of hostile faculty against BIPOC went unchecked in all of my encounters, especially in the first semester of my arrival with a dean and chair who remain the most unsupportive of any that I have encountered.  I tape-recorded the discussion of my first classroom observation and, unsurprisingly, the tapes revealed major discrepancies between what was said and what the administrator recorded as evidence of the discussion. I secured a lawyer to review my legal options given the egregiousness of the encounter and the final record.  I only decided to forego pursuing the obvious legal breaches so that I can present and write freely and openly about the events on a national stage.  Since then, I have advised countless Brown and Black faculty to consult their state laws about recorded conversations and their allowance in court rooms, a lesson courtesy of my experiences at your college where a routine classroom observation did not follow basic, ethical employment guidelines.

In my time at the college, I was further accused by a white faculty member of stealing his property.  My mail was opened and damaged on three, separate occasions.  Since these three items included a paycheck, an honorarium, and a contract, it seemed obvious to me that my mail was targeted. On yet other occasions, when I would, for instance, inadvertently leave a text on the photocopy machine in what was then a locked room in the department (that only faculty could access), my papers were shredded with careful attention paid to ripping words and sentences that represented racial critique by BIPOC.  I have actually kept these pieces of paper so that I can show national audiences exactly what macro-aggressions look like for BIPOC. None of these events are particularly surprising or new, but these kinds of routine experiences call into question the college’s market campaigns about “educating for justice” with a predominantly Brown and Black student body in a city with the highest concentrations of Black/Brown populations in the country.  To keep the old skool R&B playlist running here, I’ll go with Keith Sweat on this one: “sumthin, sumthin just ain’t right.”

…Sumthin sumthin just ain’t right!

As a discourse community, the culture was further troubling.  I heard, on countless occasions, faculty and administrators describe their desire for administrative work in terms of being able “to get out of the classroom.”  When I arrived, I had left an administrative position with a 1/1 load, then turned down a more competitive offer at a state university campus with a 2/2 load and smaller classes, just so that I could get back into the classroom.  I chose the college for the heavy teaching load and for its students and ended up traveling all over the country to cull and share research-based ideas and theories about 21st century Brown and Black classrooms because there was NO such intellectual exchange at the college. To say that I was disappointed would be a compliment.  It was also incredibly difficult to listen to faculty talk about minimizing their time in Brown and Black classrooms while performing a self-congratulatory righteousness that they were doing the greater good by racking up years of course releases with their “service.”  A very specific language was consistent and repetitive: doing administrative/leadership work meant getting out of teaching and being able to pick up one’s children in time from school (and in each of these instances, the speaker meant an expensive, private or parochial school).  I heard so many public, paternalistic pronouncements about us doing “the best that we can” from faculty who sent their children to elite and/or private schools and colleges (even expending extra endowments to them) that it became nauseating.  What does it mean to celebrate doing “the best with what little we have” for what education scholars call “other people’s children” when you would never call those same things good enough for your own children (or the children in your segregated neighborhood)? I share these re-occurring instances as an indication of the kind of toxicity experienced by a woman of color who had to constantly hear the students of color and people in her communities discussed in this way.

It also became increasingly more intolerable to hear faculty comments about the allegations of sexual misconduct that were investigated in 2018-2019.  I appreciated the Climate Review process but did not feel safe in attending a focus group with faculty given the nature of many of their attitudes. On multiple occasions, faculty initiated conversations with me defending the actions of the male faculty members who were investigated.  Most often, faculty insisted that each of these three men, naming each of them separately as longtime friends/colleagues, had consensual sexual relations with the undergraduate students who filed the complaint. I did not solicit these conversations and yet these were the so-called “facts” presented to me.  I heard very little sympathy for the accusers, but all manner of excuses for the accused. I didn’t know what to say to my faculty peers other than to simply insist: my momma taught me betta than that.  At one point, the lawyer of one of the accused emailed countless faculty, explaining that the accused did research in poor and Black and Brown communities and learned to mimick these people’s lingo and affect for greater street-cred; students, in turn, merely misinterpreted the casual, street vibe.  As someone who comes from these po folk and these very same streets, I can assure you that we do not look and sound anything like what this lawyer suggested and we most certainly were not groomed to commit acts of violence to people under our care as representative of our “street lingo.”  Like I said before, we were taught betta than that. Listening to all this became, in of and of itself, another form of violence.  It should come as no surprise that for someone on the outside of the old-crony gangs that roam the college, and as someone on the outside of the mainstream/ whitestream ideological apparatus that seemingly dominates all space there, the campus climate just became more and more unbearable.

It deeply saddened me to leave the young people at the college who gave me life for six years.  My entire career has been dedicated to the education of Black and Brown youth so it was an honor to do part of that almost 30-year career work at your college. Though it was difficult to leave them, it was more difficult to watch institutional actors refuse to see or match students’ brilliance in ways that are commensurate with a culturally-sustaining and critical education rather than the current colonial, rudimentary-skills-based, vocational training that racism and white settler logics have designed for them.  My only salvation today is in knowing that the communities and ancestral heritages that myself and BIPOC college students represent have sustained far worse and will survive and thrive despite these new colonial regimes. 

My heartfelt wishes for the work ahead of you!

Warmest regards,

Carmen Kynard

p.s. You should know that I plan to go public with this letter (of course, omitting all specific references to the college) in the hopes that my unsilencing helps other BIPOC faculty out there somewhere.  You should also know that when my former colleagues reach out to me to assuage their white guilt or racial complicity, I have no intention of responding to or comforting them. They have done enough damage and will no longer have access to my mind, body, or spirit. I have refrained from using the names of the perpetrators who I have catalogued here because they simply are not important enough (they are merely generally representative and not especially individual in their routine acts of violence), but should you ever want to know who I am referencing: I will be more than happy to spill that tea.

A BLOG NOTE: Part of my desire to write this letter has also been to add to the archive of Black and Brown feminists who have taught at CUNY.  There is increased interest, for instance, in the archives of Black feminists like June Jordan, Audre Lorde, Barbara Christian, and Toni Cade Bambara who started their teaching/writing/activist careers at CUNY.  We learn important things from these archives: 1) that radical Black feminists were treated with disdain and disregard in their time at CUNY, despite the public celebrations performed for them decades later; 2) that radical Black feminists left behind a record such that their critiques and larger visions could never be appropriated without the truth behind their experiences; 3) that radical Black feminists worked with their students, often in isolation, to imagine alternative definitions and processes for a transformative, critical education for Brown and Black youth.  I aspire to follow in their footsteps and also leave behind my own record. I hope that CUNY will someday end up on the right side of history when it comes to a radical Black feminist presence. It didn’t see it in my time there, but I remain hopeful that CUNY’s students might one day experience a culturally-sustaining and critical education.  In the meantime, we can get real about what stands in the way.

On Graduate Admissions and Whiteness: A Love Letter to Black/ Brown/ Queer Graduate Students Out There Everywhere

Dear Black/ Brown/ Queer graduate students,

I see you. That seems like such a small, trite acknowledgment in the face of the institutional oppression that you must confront. Nevertheless, I needed to say that today. After spending the last week reading almost 295 applications from candidates hoping to pursue a Ph.D. in English, I am appalled and disgusted by what happens on graduate admissions committees. My indignation has always been there but this week, it got newly recharged.

If nothing else, I just want to affirm today that for every moment you feel like you are alone, like the other supposedly Black/ Latinx/ Queer folk around you are merely white-passing or race-miscellaneous, like your racial/gender/sexual perspectives are not taken seriously, like white language/ discourse gets treated as intelligent even when it is utterly meaningless, like the mostly white faculty prefer white-passing performers who have no real connection to communities of color, like the cards have been stacked against you, KNOW. THAT. YOU. ARE. RIGHT. Know this deep in your core and never doubt it, no matter how many white folk and white-passers act as if you are paranoid. As Black/ Brown/ Queer folk, we are not always behind the closed doors where racist processes, justifications, and policies are designed, but we feel their slight each and every single day. Trust what you feel. You ain’t crazy.

I got to see it all firsthand this week. For one assignment on this particular admissions committee where I served, a group of us professors had to select three candidates to recommend for special funding from the university’s program for underrepresented groups. Notice that I said UNDER-REPRESENTED. For those of us who understand race and higher/graduate education, we know that these funding programs are a minuscule attempt to get more underrepresented groups into mostly all-white graduate programs but are necessary nonetheless. Of our 295 applications, 34 applicants qualified for this special review. Our committee read the 34 applications and scored them in order to whittle down these 34 apps to a smaller list of nine. When the scores got tallied up to determine the Divine Nine, I got mad. Once I tell you how it looked, you’ll see more of the ways that racism and whiteness in admissions are really working against us:

  1. Of the six Latinx candidates chosen for the Divine Nine, four were White Latinx folk who study whiteness and/or Europe. In fact, only one of these White Latinx candidates even had a Spanish surname and it looks like this person’s family is directly from Europe— Spain. This was the largest racial category in the Divine Nine, but not in the pool of 34. These four candidates pass completely for white… in name, content, epidermis, and family history. There was even a comment from the committee that we should not be guessing folks’s identities and identifications. But here’s facts: White Latinx with an Anglo surname is NOT under-represented no matter how you identify. Latinidad here is overwhelmingly accepted, but only in its complete embodied devotion to whiteness.
  2. Only one of the Divine Nine self-identified as Queer, though three others expressed an interest in Queer Theory (mostly the White/Latinx candidates). While more of the Divine Nine may also be Queer, it seems likely that the program will imagine itself representing Queer Theory without Queer bodies of color. Queer theory, as named by the white-passers in the Divine Nine, is just a new, chic (white) thing to know, not a way that life can be lived and re-imagined.
  3. Of the three Black/Non-Latinx candidates, two of the three identified as multiracial. One of the multiracial candidates marked Indigenous, Asian, and Black on the application but wrote a statement identifying solely as Chinese+Black. The other marked Black on the application but wrote a statement identifying as Indigenous, Black, and Anglo.  Black was just a box that you check off and then move away from, one row over from Rachel Dolezal. You can consume it, mix it, and use it up in any way that you like, kinda like a plantation owner. Neither Indigenous-Mixed candidate talked about themselves as an enrolled member of any First Nation; neither described lineal descent; neither connected to a reservation or Indigenous language community.  While I am not suggesting that Indigenous people have to prove their membership or adhere to white-settler blood tests, I am also not willing to co-sign institutional processes where Indigeneity is another box to check so that we can reproduce the likes of another Andrea Smith (click here for more of what that means). No one on the committee even mentioned the problematic way that Indigeneity was mobilized. It wasn’t even noticeable.
  4. Of the Black/Latinx comp-rhet candidates (my field) in the pool of 34, none were chosen to be part of the Divine Nine. Unsurprisingly, NONE of these comp-rhet candidates was white-passing or apologetic about their research interests in Black/Latinx communities. This also means that the department has single-handedly promoted a system where white doctoral students will teach and write about non-white students in comp-rhet studies.

I’m sure we have all learned enough theory by now to say that we can appreciate that the Divine Nine show the complexity of race, ethnicity, and identity.  However, the ideologies and practices of white-passing and/or mixed-race-passing (itself an approximation to white-passing) are real simple here. This white-passingness did not represent the entirety (or quality) of the 34 applicants. All in all, only one Black-Mixed-With-Black person was allowed entry into the final pool; only one Aztlan Latinx candidate was allowed passage; and Queer (male) AfroLatinidad was allowed expression only once. Always remember this: this is a carefully CONSTRUCTED false reality.  These nine candidates may not even, in fact, get accepted and more of the 34 may score higher into the program’s ranks given the organization of admissions. However, none of that changes the ideologies that produced these white-passers as the highest scorers. This is who reads your application. This is why you didn’t get accepted and if/when you did, you end up just feeling like you entered a hostile realm.

In many ways, English/Humanities programs, at least where I am currently employed, are worse with this particular kind of whiteness. Historically, English (and the rest of the Humanities though not to the same extent) have sustained the imperial gaze on English as a language system. All you need is white discourse, white skin, and the ability to quote Lacan or Derrida and you will be rendered as someone who is intelligent and, oddly, as someone who possesses the keys to understanding oppression in all forms of life. You see this person in almost every class. Don’t get it twisted: they ain’t sayin nuthin. In the zeal to distance themselves from the Brown and Black young people who are the majority in my urban context, whiteness gets performed and embraced in more extreme ways so as to ward off any association with the Black and Brown youth masses that surround us. When the staff/faculty talk about the lack of “diversity,” they will, of course, site their high standards of excellence. It’s all a bit ironic though. This white classical core can barely fill its classes, offer its students viable employment opportunities, or sustain itself in the academy and yet it is the site of Brownness and Blackness that is scapegoated as the location of low standards and problems. Don’t get that twisted either: it’s a blatant lie.

There are some things to learn from this mess.  Just like I had a list of grievances, I have a list of actions to take.

First, we need to remember that every time we join a program, department, or school as a Black/Brown person, we increase the diversity numbers.  This looks good for everyone except us. Many places will use large numbers of Asian students and faculty as proxy for Black and Brown folk, but they do have to disaggregate those numbers behind closed doors based on a single vocabulary word: UNDER-REPRESENTED. Every time you apply to a graduate program, you increase the diversity of the UNDER-REPRESENTED applicant pool. You are being counted and represented as progress.  Don’t waste your time applying to a school that only chooses white-passers. Stop making them look good while they do you bad.  And please note that the data I provided in my four bullets above represents a PUBLIC university in the USA’s largest Brown and Black metropolis. They don’t do no better than the most, private elite schools so you can’t believe these places that claim they are progressive and down for the people either. They still ain’t down for YOU. In a similar vein, colleges will be given diversity credits for interviewing you as a Black or Brown faculty candidate down the line even though they have no intention of hiring the likes of you.  Many of them need to keep a revolving door of Black and Brown faculty interviewees, not because they want to INCREASE diversity, but because the BEST Brown and Black faculty keep leaving the school. It’s a ponzi scheme using your Brown and Black body for exchange purposes. Stop making them look good while they do you bad. Do the due diligence and find out what is going on behind the scenes with folk of color. Some schools do not even deserve to count our bodies in their application tally.  Be vocal about that. Choose a different school. Stop helping them by applying to them. They ain’t lettin you in no way.

The second action is gon require that white graduate students get called out on their racism.  The fact of the matter is that there were equally qualified Brown and Black candidates who never got chosen simply because they did not perform whiteness in the way that white applicants do. White graduate students (and their faculty/staff cronies) need to stop assuming that they wrote better essays, got better test scores, had better letters of reference, or had better anything.  They only had whiteness. There is nothing wrong with the “pipeline” either. The only crisis in the pipeline is that white folk clog the drains: as the folk who get chosen and as the folk who do the choosing. There is always a pool of qualified folk of color in the cohort who are rejected for white benefit.  White graduate students (and later, as college faculty) need to be called out for writing about and/or teaching people of color when they went to all-white research programs where their whiteness was deliberately over-represented and over-privileged. The white folk who resist and fight back can expect backlash.  Tell them that they must welcome that and see it as a sign that they are doing something RIGHT. It is nuthin in comparison to what folk of color go through everyday.  White gate-keepers will make life difficult for resistant white faculty and graduate students too (and even some folk of color will respond in ignorant, coonish ways). Like I said, it ain’t gon be easy for allied white folk to speak back because racist white faculty and their compatriots of color silence everyone.  Don’t let them.

Lastly but not leastly: we have to REFUSE.  We need to re-imagine resistance, especially as faculty of color, which you will someday become. Not a single one of the Black and Latinx candidates who I liked best in the 295 scored high or even made it through the admissions committee. A seat at the table didn’t mean a damn thing for me. The dinner had already been served; the entrees had already been overcooked. In my context, I am an appointed member of this graduate program, not a central member so I receive my salary from elsewhere. This means that I have the luxury of happily never returning to this program and facing no consequence for my decision. Even without that luxury, I would be done though. I’m just not here for the mammy labor. Overwork my abilities but deny my humanity at the same time? Nah, not me. There is no reason to continue to go back to the committees, policies, and programs that refuse to listen like many of my accommodating colleagues have done for so long… and all to no avail since nothing has changed.  We have to say no and let the white walls that we didn’t build crumble to the ground from their own collapsing integrity.

To all the Black/ Brown/ Queer graduate students (and applicants) out there everywhere, I say all of this NOT from a place of discouragement, but from a love that insists on what the academy and its graduate training will not give you: TRUTH.

Bothered But “Unbossed”: An Open Letter to LRA (Literacy Research Association)

I have been suspicious of the exclusionary and anti-justice impulses of academic/professional conferences for a long time now.  Here is my most recent lesson/letter about the violences that whiteness commits in these spaces. 

Dear Members of the Executive Committee of the Literacy Research Association,

We write to publicly express our deep dissatisfaction with the LRA board’s handling of our invitation to the LRA conference and the events that led to the eventual cancellation of the panel.

To review: We were each initially invited to participate by Dr. Haddix in late 2017 and we gladly accepted, in large part due to our respect for her leadership, vision, and integrity. On February 26 of 2018, we were each provided contracts that offered a stipend, registration fees, accommodation for the duration of the entire conference, roundtrip airfare, and travel related expenses. We each signed and dated these contracts. Up to this point the process was fairly typical as most of us book speaking engagements about a year in advance. At least one of us accepted this invitation over others (with higher rates of compensation) given the quality and promise of the LRA panel.

On October 23rd, we received the following email informing us that our contracts had been “revised”:

I hope this note finds you well.  I wanted to reach out to you with an important change regarding your participation as a speaker in the 2018 LRA Integrative Research Review session that is scheduled for Saturday, December 1st from 10:15 – 11:45 AM in Palm Springs, California.  

Attached you will find a letter on behalf of the Conference Planning Committee detailing the change. Feel free to let us know if you have any questions. Additionally, please confirm receipt of the email by Wednesday, October 24th, 2018. 

Since there was no mention in the subject line or body of the email that there had been a significant change in compensation, not all of us were immediately aware of the  degree of “change”or responded right away. The new contracts informed us that only one night of accommodation would be covered. In other words, no flight, hotel, or general travel fees and no stipend. The reason provided was that the original contracts were found to be in contradiction with an LRA bylaw.  

If the new contract had been the original terms, we would have had opportunities to apply for funding from our institutions to help shoulder the cost. Moreover, since the conference was barely a month away, early registration was no longer possible, the hotel was nearly booked, and plane fares were exorbitant (at and over $1000 per speaker, sometimes with multiple stops requiring anywhere from 14-24 hours of travel for just one leg of the trip). As such, each of us experienced this “revision” as an effective dis-invitation and we independently sent emails expressing our disappointment and dismay regarding the new contracts and with being forced to withdraw from the panel.

In addition to the material costs of this cancellation (and lost opportunities to accept other invitations) we each registered concern about how the actions of the board not only undermined our professional lives and commitments but also Dr. Haddix’s vision for the panel and the conference. As we understand it, Dr. Haddix’s work, along and in communion with many other BIPOC  leaders in LRA, has affected important discursive and material shifts in the policies, culture, and impact of LRA to something that prioritizes Black, Indigenous, and People of Color, and responds critically to nonbinary ideas and embodiments of gender and sexuality. This has been long needed in LRA, and it is beginning to take shape, form, and space.

All of us are women of color who employ radical and critical scholarship and, as such, this is not the first time we have been disinvited. We are not mollified by the explanation of a just-discovered bylaw as we are quite familiar with how the dismissals and erasures of whiteness happen. For example, even though we framed our responses in terms of structural, policy and material costs, this was the response that one of us received:

“I can certainly understand your concerns and why you feel so hurt by the last minute change…it was definitely not (the) intent to harm you or make you feel unwelcome”

The move to frame what is structural critique into an issue of “hurt feelings” is a classic mode of white resistance; to psychologize what is fundamentally structural. This mischaracterization of our experience partly inspires this response – we want to be sure that the intellectual work we put into our decisions to withdraw was registered publicly and in our own words. Although we imagine our absence spoke loudly, we felt it important to add nuance and analysis – and to come together as a collective – to address the situation with the hope that it might be broadly instructive.

While we hesitated to bow to an unprofessional withdrawal of material support, we also knew that we could not, with integrity, pastiche together a space that was envisioned to truly be integrative, rigorous, and generative under such unreliable board leadership. We regret any impact that our withdrawal may have had on Dr. Haddix, the STAR program, and the many sessions that involved us, particularly Dr. Kynard’s several sessions. Since LRA, we have seen only further leadership, grace, honesty, and vision from Dr. Haddix and we continue to support her work.

To put it plainly, we are disappointed, bothered but “unbossed” (Shirley Chisholm), by the actions of the board. We hope our words add to the call for this association to be in right relationship to its discourse of “community.”

Professor Sandy Grande

Professor Carmen Kynard

Associate Dean Leigh Patel