Frontlines and Back of the Line: Black Women and Crisis in Higher Education and Leadership

Black women have been on the frontlines of the Civil Rights Movement, and every protest and movement involving the advancement of Black people. When it comes to the workplace and our communities, Black women are expected to be on the frontlines to help and support the continued growth and development others. And Black women don’t mind when it’s in our respective charge and purpose to carry out this mission.

Whether it's Black women’s foremothers' legacies as the ones who liberated the masses — the sacred work of Sojourner Truth, Harriet Tubman, Rosa Parks, and others, or due to our gifts, of intellect, creativity, open hearts, educational achievements, and the purposes we hold dear to get the job done and get it done right, while Black women provide the world with a nurturing bosom to cry on and a strong helping hand, Black women do not always receive the same in return.

Being treated with “back of the line” expectations, historical stereotypes, bias and dismissive attitudes when it comes to Black women’s requests for equity, support, and the respect that everyone else is afforded has been a recent pattern in some instances. But what is the root of this? And what can be done about it?

The crisis for Black women in higher education and leadership can be observed as one that has several prongs. It involves a crisis in health and wellness due to prolonged stress and lack of support, and a sometimes-continual pervasive pattern of the ugly duo of racism and sexism surrounding one’s promotion and roles.

What are the occurrences that have culminated into an observed crisis for Black women in higher education and leadership?

There is a recent pattern of untimely loss and departure. In 2023, two Black women college presidents passed: JoAnne A. Epps, the first Black woman president of Temple University (PA) and Dr. Orinthia T. Montague, president of Volunteer State Community College (TN), who was the fourth president of the college. In both of the passings of Epps and Montague, both were considered unexpected. Earlier this month, Dr. Claudine Gay, Harvard’s first Black president resigned amidst allegations of plagiarism and questions about her scholarly integrity.

Recently, the higher education community, was devastated by yet another sudden passing of a Black woman in leadership, Dr. Antoinette (Bonnie) Candia-Bailey who was Vice President of Student Affairs at Lincoln University in Missouri. According to a KRCG-TV article, Dr. Candia-Bailey had communicated that she was “intentionally harassed and bullied” over a period of time in her position, and as a result made requests under “Family and Medical Leave (FMLA) and Americans with Disabilities Act (ADA)” to take care of her mental health. Dr. Candia-Bailey allegedly experienced “ignored requests (failing to respond to emails), or when face-to-face, danced around the topic” in response to her emails which pleaded for help and assistance. Alumni and others close to Dr. Candia-Baley have rallied to call for changes in administration at the university.

Black women have lived and worked under the oppressive stereotype and myth of the “Strong superwoman” archetype which plays a large factor in “making Black women feel like persevering through struggle…is expected…This makes it difficult for some Black women to seek help when necessary” (Agyemang-Duah). As such, Black women may fear retaliation, isolation, and further stigma when speaking up and trying to advocate for themselves, seek health and wellness supports, and other issues that have presented themselves as a hindrance to being successful in their roles.

Since year 2020 there has been a rise of women in color being hired as college presidents. According to Inside Higher Ed, this is attributed to “…intensified external pressure on colleges to diversify, related to the Black Lives Matter and racial justice movements; and expanded pipeline of minority candidates and new programs aimed at preparing new leaders; a shift in the traits and competencies institutions are seeking in leaders; and changes in how and where colleges and universities search, to name several” (Lederman). According to a recent 2023 ACE (American College President) report, Black women account for 14.1% of all US college presidents.

While the hiring of Black women in leadership positions has certainly increased in recent years, a crisis in health and wellness, as well as a pattern of issues in racial and gender bias, and maltreatment of Black women in various cases has become a concern.

If the goal of the higher education industry is to continue to diversify within its departments and leadership cabinets by hiring Black women to be on the team and take the helm, what supports can be put in place to help maintain this trend in diversity in higher education? And if higher education does not consider Black women as a population that requires the same supports and considerations as other diverse populations to help maintain health, wellness, and equitable treatment, how does it expect to attract and retain high quality Black women candidates? What must Black women do to advocate for themselves, gain greater support, and act on self-care? These and other related questions surround this topic and are presented for discussion and solutions.

NOTE: This is not just an op-ed piece, but rather it is a piece that is supported by documented news (linked within the article) surrounding events which presents a perspective that has been discussed among many higher education professionals *not just* Black women, to that end it is a topic that many in higher education care about because it is a real human occurrence which impacts the health of a particular industry. The perspective is not necessarily the opinion or perspective of any organization writer, DuEwa Frazier has or is working with, and the writer is not involved in any issues in higher education that are discussed in this piece.

DuEwa Frazier is a writer, academic, digital creator, podcaster, and consultant. Visit her website at www.duewafrazier.com. Watch and listen to DuEwa’s podcasts at YouTube.com/duewaworld.