The leadership of higher education institutions should reflect the rich diversity of the students they serve, yet for many people of color, this is far from reality. Instead, these marginalized groups find themselves underrepresented and overlooked in the highest echelons of academic administration due to entrenched racial and socioeconomic disparities. They are disproportionately impacted by a lack of diversity, inclusion and equity in leadership roles, which perpetuates a cycle of exclusion and missed opportunities.
A 2020 report by the College and University Professional Association for Human Resources, cited by Inside Higher Ed, examined the hiring pipelines for presidents and CEOs, provosts and chief academic officers, and chief human resources officers. The survey of 1,160 institutions revealed that over 80% of higher education administrator positions are held by white faculty, while Black, Indigenous and People of Color (BIPOC) faculty hold just 13% of top executive positions. With decades of evidence highlighting that one's race can significantly influence their career trajectory in higher ed, initiatives like the Volcker Alliance's Future Leaders of Schools of Public Service (FLSPS) are leading the charge to create a more inclusive and representative academic landscape.
FLSPS aims to grow the number of racially and ethnically diverse individuals in academic leadership positions. With approximately 18 deans and directors of schools of public service serving as mentors, the program facilitates ongoing dialogues, office hours and various meet-ups throughout the year-long initiative. School of Public Policy Associate Professors Niambi Carter and Cullen Merritt joined the inaugural cohort of FLSPS in 2022, amplifying the call for an empowered public sector workforce envisioned by the nonprofit's founder, former Federal Reserve Board Chairman Paul A. Volcker. Associate Professors John Ronquillo and Mike Woldemariam continued this important work as members of the initiative’s second cohort.
Not only did they allow us to access part of the ‘hidden curriculum’ that makes administration a viable career path, they also understand the importance of mentorship and networks for bringing BIPOC folks and women into senior leadership positions.Niambi Carter
“Not only did they allow us to access part of the ‘hidden curriculum’ that makes administration a viable career path, they also understand the importance of mentorship and networks for bringing BIPOC folks and women into senior leadership positions,” emphasized Carter.
Sharing insights into some of the most important lessons learned during his time in the program, Merritt shared, "The FLSPS program has taught me the importance of grounding my leadership, at any level, in authenticity. … Any time we depart from authenticity, we stifle our ability to create meaningful change and inspire others.” Merritt stressed that emotional intelligence and ethical leadership are key elements of cultivating a network that will challenge you to grow outside of your comfort zone.
Ronquillo shared, “One of the themes that I really appreciated from the whole experience was how to still be your authentic self as you grow into your leadership roles. … Representation matters. … The authentic telling of our personal stories is very important in our leadership stories.”
“I think the highlight of the program for me were the four workshops with senior leadership from schools of public service,” added Woldemariam. “The workshops were meant to familiarize participants with what the job of a senior administrator entails, as well as how best to prepare for these roles. I was particularly appreciative of the discussion around how senior administrators manage the competing demands on their time.”
Reflecting on the lack of adequate representation of BIPOC faculty and staff in senior leadership roles, Carter emphasized that despite the interest of many in pursuing administrative careers, the lack of mentorship and guidance on how to initiate such a career path creates a barrier. "I jumped on it when it was presented, as I have been interested in joining administrative ranks for some time but had no real sense of how to get there,” shared Carter. She further posited that, without someone recognizing their potential, the likelihood of individuals from minoritized groups ascending to senior-level administrative positions is low.
Regarding the long-term impact of the FLSPS initiative, Merritt noted, "This program is transformational because it develops future administrative leaders and has expanded networks so that more BIPOC faculty are now on the radars of schools searching for administrators.”
“I'm really grateful that the Volcker Alliance recognizes the need for such a program and for the deans who volunteered to lead this and engage other deans and directors as mentors,” said Ronquillo. “That their aim is to directly confront systemic racism is a needed charge, and I think that kind of intentionality will certainly help increase representation of BIPOC individuals in these roles.”
Looking ahead, Woldemariam believes the program will “grow the pipeline of BIPOC individuals interested in leadership roles and diversify the senior ranks of schools of public service.”
