At the 2024 National College Attainment Network (NCAN) National Conference, which took place in September in Anaheim, CA, a panel
discussion titled "Black Male Professionals Lifting and Climbing for College Attainment" was moderated by NCAN’s Program Manager David LaNore and featured insightful contributions from panelists Chad Franklin of Goddard Options, Dr. Ashley Terry of Detroit CAN, and Shameek Robinson from S.T.R.I.V.E. LLC.
The session aimed to explore strategies for enhancing the recruitment, support, and professional development of Black male professionals within the sphere of college access and success.
Key Points
Presenters covered a wide range of topics pertaining to Black male professional success, including:
Understanding the Landscape: Panelists highlighted the alarming underrepresentation of Black males in education; they make up just 1.3% of full-time teachers and 3% of college/university faculty. This scarcity presents significant
challenges to achieving diversity and social justice in higher education.
Professional Recruitment: Panelists discussed effective strategies for recruiting Black male professionals, such as community engagement and targeted outreach initiatives. They acknowledged existing barriers, such as systemic biases
and a lack of mentorship, and proposed solutions to overcome these challenges.
Professional Development and Engagement: A significant portion of the discussion focused on identifying gaps in the support systems available to Black male professionals. The panelists emphasized the importance of tailored professional
development programs that not only cultivate leadership but also recognize the unique experiences and challenges faced by these individuals.
Leadership Pipeline: The conversation shifted towards organizational policies that facilitate equitable access to advancement opportunities for Black male professionals. The panelists advocated for transparent promotion practices
and the establishment of mentorship programs to empower these professionals within their organizations.
Engaging Young Black Males: The importance of involving Black male professionals in outreach efforts to engage younger Black males in college attainment was underscored. Strategies discussed included mentorship programs and community
workshops that encourage dialogue and connection.
Inclusive Culture: The panel closed with reflections on the current organizational culture regarding inclusivity for Black male professionals. They encouraged participants to assess and foster an environment that is supportive and
empowering.
Expanding on the Discussion
The session provided a rich, in-depth exploration of the strategies, practices, and policies needed to enhance the presence and impact of Black male professionals in higher education. Here’s a more detailed look at the specific questions posed to the
panelists and their implications for fostering a more inclusive environment.
Strategies to Increase Recruitment, Support, and Development
Panelists emphasized the importance of actively identifying and supporting Black males throughout the recruitment process. Franklin highlighted that establishing connections within local communities and educational institutions can create a more diverse talent pool. Organizations can also host targeted recruitment events, showcasing success stories of Black male professionals already within the organization, thereby attracting potential candidates.
When discussing effective recruitment strategies, Dr. Terry pointed out the significance of tailored outreach initiatives. This includes engaging in college fairs at historically Black colleges and universities (HBCUs) and partnering with organizations
focused on Black male empowerment. The barriers to recruitment often stem from systemic biases and a lack of representation; to counter these, organizations should develop robust outreach programs and diversify hiring committees to include Black male
voices.
Robinson discussed how his organization implements support systems for Black male employees through structured professional development programs. These might include leadership training, networking opportunities, and access to educational resources. Panelists
agreed that more mentorship programs and peer support groups could further enhance the growth and retention of Black male professionals.
Mentorship was highlighted as a critical component of professional development. The panelists noted that effective mentorship programs should be designed with the unique experiences of Black male professionals in mind, fostering relationships that promote
personal and professional growth. Sponsorship—where established professionals advocate for the career advancement of their mentees—was also discussed as a vital tool for opening doors to leadership opportunities.
Panelists stressed the necessity of clear, documented actions within organizations aimed at cultivating Black male professionals. These actions might include implementing specific diversity and inclusion goals, offering workshops focused on leadership
skills, and establishing accountability measures to ensure progress.
Inclusive Workplace Practices
The discussion highlighted the need for organizations to outline clear paths for promotion from entry-level roles to leadership positions. This transparency helps ensure that Black males can visualize and access opportunities for advancement, a critical
factor in retention and motivation.
Panelists discussed how organizations can codify practices that promote a culture of respect and acknowledgment for Black male professionals. This includes actively celebrating diversity through initiatives like diversity training and employee resource
groups that elevate the voices and contributions of Black males.
The current workplace culture regarding inclusivity was a key theme. Panelists acknowledged that while some progress has been made, there is still room for improvement. They suggested regular assessments of organizational culture, encouraging feedback
from Black male professionals to identify areas for growth.
Ensuring that Black male professionals have equal access to advancement opportunities is paramount. The panelists advocated for reviewing and revising hiring and promotion policies to eliminate biases and create fair pathways for all employees.
Gathering feedback from Black male professionals about their experiences was highlighted as essential for improvement. Panelists suggested implementing regular surveys and creating forums for open dialogue where employees feel safe expressing their thoughts.
The panel also addressed the role of non-Black males in supporting the development of Black male professionals. This can include allyship, actively participating in diversity training, and advocating for policies that support equity and inclusion.
Advancing Outcomes through Engagement
Regularly surveying Black males about their experiences within the organization can provide valuable insights. Dr. Terry emphasized that this feedback is crucial for assessing how well the organization meets the needs of its employees.
Panelists discussed the critical role of Black male professionals in outreach efforts aimed at engaging young Black males. By serving as role models and mentors, they can inspire the next generation to pursue higher education. Suggestions included organizing
workshops, mentorship programs, and community events to enhance this involvement.
The panelists stressed the importance of creating opportunities for Black male professionals to engage directly with young males. This could involve school partnerships, internship programs, and collaborative projects that foster meaningful connections.
Measuring Impact Finally, measuring the impact of these initiatives is essential. Panelists discussed using metrics such as retention rates, the success of mentees, and overall engagement levels to evaluate the effectiveness of their strategies. Regularly
refining these metrics ensures that organizations can adapt and improve their approaches.
Closing Thoughts and Next Steps
The panelists reiterated that Black male professionals are crucial to addressing the challenges surrounding Black male degree attainment. Attendees were urged to reflect on their organizations' cultures, identify potential changes for inclusivity, and
take actionable steps based on the discussion. Resources were provided to support ongoing efforts, including studies on the experiences of Black males in higher education and strategies for effective engagement.
Importance of the Discussion
This session was vital in shedding light on the underrepresentation of Black male professionals in education and the systemic barriers they face. By sharing strategies and fostering dialogue, the panelists aimed to empower organizations to take proactive steps towards inclusivity and support for Black male professionals. The discussion not only highlighted the urgency of addressing these issues but also provided a roadmap for future action, emphasizing that collective efforts can lead to meaningful change in college access and success for Black males.
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