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In the approach to Black History Month, I have been considering Black anti-racist allyship and what steps are effectual as opposed to performative. That is not an easy question, and I claim no easy answer.
Diversity, Equity, Inclusion, Accessibility, and Anti-Racism work is underway at each of the colleges and the District Office. My beacon for understanding the work is our shared moral imperative to eliminate equity gaps by improving the experience and outcomes for our BIPOC (Black, Indigenous, and people of color) and other historically underserved students. This beacon, while about students, also extends into the experiences of faculty, staff, and management.
Research shows that representation of the student population in faculty, staff, and management ranks is a benefit to our students. Sustaining representation means that our hiring practices must be equitable. We must also address the damage of past and present disparities in opportunities affecting retention. If a colleague from an underrepresented community chooses to leave because they are isolated and not included, then we have failed not only our colleague but also our students.
Allyship as an executive often means giving up some positional power so that others can lead from their own lived experience. My intention this month and every month is to hear from those who live the experience as a Black professional in our District and amplify their voices in our conversations about necessary steps.
Answers do not come from one person, rather they are a product of all of us following the light of a shared goal.
With gratitude,
Whitney
Whitney Yamamura, Ed.D.
Chancellor
Note: District Offices and Colleges are closed Friday, February 17, for the President Lincoln holiday.
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