Mentoring Within the Field of Counseling: A Preliminary Study of Multicultural Perspectives

Although the concept of mentoring is receiving increasing attention in the counseling field, the intersection between multiculturalism and mentoring has not been formally addressed. This article explores mentoring relationships between faculty and students within counselor education from a multicultural perspective. Semi-structured interviews were used to explore African American, Asian American and Latina/o American counselor education graduate students’ perspectives on mentoring. Three similar themes (trust/comfort/honesty; respect; and teacher/student/guide) emerged for all three racial/ethnic groups as important key elements in the mentoring relationship, but with some distinctive culturally relevant variations in emphasis. Also, all three groups to some degree reported that having a mentor who was culturally competent and sensitive was helpful, adding further weight to the view that cultural issues play a role in mentoring relationships. Implications of the findings are discussed.     

Quality of Effort and Career Preparation Differences Between African American and White Community College Students

This study examined data from a random sample of 500 White students and 500 African American students who have taken the Community College Student Experiences Questionnaire to determine which factors in the environment impact their career preparation. The results showed that interaction with faculty had the strongest impact on career preparation for all students. Counseling services were significant for African American students. The African American students indicated they put more effort into student-faculty interactions and peer interactions than White students, and they reported greater gains in career preparation.     

Career Development Among Ethnic and Age Groups of Community College Students

The purpose of this study was to examine differences in career development among four ethnic groups and two age groups of community college students in regard to their career goals, career preparation actions, and the number of job seeking strategies utilized. Data were obtained from the Beginning Postsecondary Students Longitudinal Study (BPS: 90/94) of the National Center for Educational Statistics (NOES), U.S. Department of Education. Results suggest that there are statistically significant differences among the ethnic groups in six of the seven career goals; however, there are no significant differences between the traditional and non-traditional age groups in career goals. For career preparation action there are significant differences between the two age groups and also between Black/African American and White/European American students. There is no significant difference among the age or ethnic groups in the number of job seeking strategies utilized. These findings imply that student services providers, such as counselors, should be sensitive to community college students' backgrounds and experiences related to ethnicity and age. Individualized career-related workshops tailored to the career needs of specific student populations should be offered. The function of community colleges as providers of employment preparation can be enhanced by familiarizing students with accurate career information, considering students' ethnic backgrounds and their age.     

Racial/Ethnic Disparities in Collegiate Cognitive Gains: A Multilevel Analysis of Institutional Influences on Learning and its Equitable Distribution

Although numerous studies have examined racial/ethnic inequalities in collegiate student outcomes, serious attention to disparities in post-secondary student learning has emerged only recently. Using a national sample of 35,000 college seniors and 250 diverse institutions from the Collegiate Learning Assessment, this study investigates the role of institutional characteristics in promoting the development of higher-order cognitive skills and the equitable distribution of these skills by student racial/ethnic background. Using three-level hierarchical linear models within an analysis of covariance framework, we find that the initial academic gaps that separate African American students from their white peers widen even further during college. Although substantial academic disparities exist between Hispanic and white students at both college entry and exit, Hispanic and white students gain academic skills at statistically comparable rates. Importantly, racial/ethnic differences in cognitive development vary across institutions partly as a function of institutional characteristics. In particular, even after accounting for a host of student- and institution-level characteristics, African American/white and Hispanic/white inequalities are somewhat smaller at colleges that enroll larger proportions of non-white students. However, these benefits of increased minority enrollments are contingent upon the academic backgrounds of students’ peers, with academically weaker student enrollments in some cases negating the benefits of increased racial/ethnic diversity.     

Positive Youth Development Among Diverse Racial–Ethnic Children: Quality Afterschool Contexts as Developmental Assets

Positive youth development (PYD) deserves more empirical attention, particularly among children of diverse racial–ethnic backgrounds. Given the need among families for monitoring and supervision during out‐of‐school time, community‐based afterschool is a potentially promotive ecological setting. This study explores the quality of afterschool experiences upon PYD. This multimethod study includes over 500 elementary school children in Grades 2–5 (M_age = 8.80, SD = 1.12). The sample comprises of 49% White, 27% African American, 7% Latino, and 17% mixed race/others with 45% free/reduced lunch eligible children. In multilevel models, independently observed quality across time positively impacted competence, connection, caring for all youth, and cultural values for racial–ethnic minority youth. Afterschool fosters PYD, including sociocultural dimensions, when comprised of appropriately structured, supportive, and engaging interactions.     

The Experiences of African American Physical Education Teacher Candidates at Secondary Urban Schools

Presently, most physical education teachers in the United States are White Americans and from middle class families. In fact, 83 % of all teachers in public schools are White Americans, whereas approximately 10 % of all African American teachers are representative of all teachers in the United States. A student might feel cultural dissonance that she or he is behaving appropriately based on the student’s cultural norm and upbringing, but the teachers who have different cultural and ethnic backgrounds than the students may inappropriately interpret or respond to the behavior. Therefore, it is important to study African American pre-service physical education teachers’ student teaching and field-based experiences with ethnically diverse adolescence (e.g., African American students), because they have the potential to develop a positive relationship between school support, teacher support, and academic achievement and influence student learning, motivation, and engagement in physical education. The purpose of this study was to describe and explain the experiences of African American physical education teacher education (PETE) candidates at secondary urban schools. The research design was explanatory multiple-case study situated in activity theory. Participants were seven African American PETE candidates. The qualitative data sources were interviews, weekly journal reflections, and e-portfolios. The results were (a) navigating power relationships between cooperative teachers and students, (b) a ‘shocking’ experience: Feeling under-prepared, and (c) encountered cultural normalcies and stereotypes in teaching physical education. PETE programs must better prepare teacher candidates for working in urban schools with greater cultural competence and higher self-efficacy.     

THE RACIAL STRESS OF MEMBERSHIP: DEVELOPMENT OF THE FACULTY INVENTORY OF RACIALIZED EXPERIENCES IN SCHOOLS

Research on the experience of faculty of color in predominately White independent schools (PWIS) is limited. This study explored faculty of varying racial backgrounds and their initiation of, interactions with, and stress reactions to racial conflicts within the school settings using an online survey. Several measures were developed according to the Racial/Ethnic Coping Appraisal and Socialization Theory (recast) model and administered to 339 faculty participants. Using factor analytic and correlational analyses, results from the highly reliable measures found that Black faculty show significantly less trust in schools to manage racial conflict, lower sense of school membership, greater racial stress, and more racial socialization than their White counterparts do. With reliable and valid measures on the racialized experiences of faculty in PWIS, future research can ask better questions on how much racial politics influence diversity initiatives, including faculty and student recruitment and retention, supportive racial and intellectual climate, and organizational mission and professional development. Implications for the development of racially relevant measures in schools are discussed.     

Seeking Balance: The Importance of Environmental Conditions in Men and Women Faculty’s Well-being

Faculty retention is of increasing importance in the current economic climate. We examined the role of an institution’s environmental conditions (e.g., climate, collegiality, and administration) in faculty well-being (i.e., job satisfaction, intent to leave, emotional and physical health). Women reported significantly lower well-being and a more negative perception of all environmental conditions than men. Intriguingly, for both men and women, the more institutional support perceived by faculty members for work-life integration, the more positive their well-being. Policies that support work-life integration, often viewed as merely a “women’s issue,” may encourage the retention of both men and women faculty members.     

Work and Life Balance Support of Female Midlevel Noninstructional Staff at Community Colleges

Two-year public institutions are known for their nurturing academic environments that support students from diverse backgrounds and experiences. One would assume that these nurturing and supportive environments would also go beyond the students to include employees. Family-friendly working environments support the needs of employees to balance work and life obligations without affecting career advancement opportunities. To decide whether two-year public institutions are family-friendly working environments, this quantitative study explored the perceptions of female midlevel noninstructional professional staff in various administrative positions at 215 two-year public institutions. A survey designed to obtain participant perceptions of their working environments and institutional policies pertaining to work and life balances was completed by 590 respondents. By understanding the perceptions of midlevel noninstructional professional staff, institutions can address the areas of concern by establishing formal policies that support the needs of working adults to help them balance work and life obligations without affecting future career advancement opportunities.     

What's in a number?: Implications for African American female faculty at predominantly White Colleges and Universities

This article presents an overview of issues and concerns associated with being the only African American female faculty member in an academic department and with being one of two or more African American faculty in a department at a predominantly White college or university. Positive and negative aspects of both situations are examined, and strategies for empowerment and professional development are discussed.Rosemary E. Phelps is an assistant professor in the Department of Counseling and Human Development Services at the University of Georgia. She received her Ph.D. in counseling psychology from the University of Tennessee, Knoxville. She has a B.A. in psychology and an M.A. in guidance and counseling from Ohio State University at Columbus. Her professional and research interests include racial and gender aspects of verbal aggression, ethnic diversity, and multicultural training issues.     

Assessing Differential Prediction of College Grades by Race/Ethnicity with a Multilevel Model

Previous research notes the importance of understanding racial/ethnic differential prediction of college grades across multiple institutions. Institutional variation in selection indices is especially important given some states' laws governing public institutions' admissions decisions. This paper employed multilevel moderated multiple regression to study the variation of selection indices across 30 institutions and the accuracy of selection indices in predicting college grades for students of different racial/ethnic backgrounds. Several benefits of multilevel models for cross-institutional differential prediction studies were described and include: controlling for institutional differences in range restriction, providing reliability estimates of least squares estimates, and adjusting criterion scores for differences in coursework difficulty. The findings from this study provide evidence of institutional variation in selection indices, which challenges current laws aimed at standardizing them. Specifically, there was evidence that the predictor slope coefficients varied across institutions, in addition to the estimates that measured intercept differences for African and Asian American students. Across universities, the results mirrored previous findings: high school grade point average (GPA) differentially predicted grades for African Americans, SAT verbal scores differentially predict grades for Asian Americans, and SAT math scores were better predictors of Asian Americans' grades.     

Factors Influencing Positive Interactions Across Race for African American, Asian American, Latino, and White College Students

This study explores the various factors that promote positive interactions across race for African American, Asian American, Latino, and White college students. A longitudinal survey was administered to all incoming students at nine public institutions (with a follow-up survey given at the end of their second year), examining activities related to cross-racial interaction and outcomes. This knowledge will be useful for college administrators, institutional researchers, and faculty as they work to meet the challenge of preparing students for a pluralistic society. The results of this study begin to delineate the conditions under which positive intergroup relations can be fostered in college and the key factors that inhibit or restrain the benefits such interactions bring to the development of students for a diverse workplace and pluralistic democracy.     

Reciprocal Relations Between Maternal Depression and Child Behavior Problems in Families Served by Head Start

This study used longitudinal cross-lagged modeling to examine reciprocal relations between maternal depression and child behavior problems. Data were drawn from 3,119 children (40% Hispanic, 30% African American, 20% White, and 10% other) from the Family and Child Experiences Survey of 2009 (a nationally representative sample of children served by Head Start). Results documented reciprocal relations between maternal depression and child behavior problems across early childhood (i.e., child age 3–5). Furthermore, the effect of child behavior problems on maternal depression was moderated by child race/ethnicity during children’s first year in Head Start, such that the negative effect of child behavior problems on African American mothers’ depression was more pronounced compared to Hispanics and other racial/ethnic groups.     

When the levees break: the cost of vicarious trauma,microaggressions and emotional labor for Black administrators and faculty engaging in race work at traditionally White institutions

Abstract

The purpose of this article is to offer insight to administrators and human resource professionals at Traditionally White Institutions (TWIs) about developing action plans that provide meaningful support to Black administrators and faculty who are coping with racial trauma. Operationalizing tenets of Critical Race Methodology (CRM), the counter-narratives presented here are drawn from 15 years of unpublished professional and personal communication created by an individual Black faculty and administrator. The lectures, conference presentations, commencement addresses and other ephemera trace the development of battlements and emotional battle scars over the early years of one scholar-activist’s career at TWIs. The calamitous aftermath of Hurricane Katrina is considered in this context both as metaphor and collective psychic wound. As such, it illuminates other instances of vicarious trauma, foreshadows the Movement for Black Lives, and provides a devastating illustration of administrative unpreparedness. Revealing the ramifications of racial trauma can serve to help others who suffer to feel less alone and can provide stakeholders in higher education with valuable knowledge for the sake not only of recruitment and retention, but institutional transformation.     

Testing the effectiveness of the Developing Inclusive Youth program: A multisite randomized control trial

The Developing Inclusive Youth program is a classroom-based, individually administered video tool that depicts peer-based social and racial exclusion, combined with teacher-led discussions. A multisite randomized control trial was implemented with 983 participants (502 females; 58.5% White, 41.5% Ethnic/racial minority; M_age = 9.64 years) in 48 third-, fourth-, and fifth-grade classrooms across six schools. Children in the program were more likely to view interracial and same-race peer exclusion as wrong, associate positive traits with peers of different racial, ethnic, and gender backgrounds, and report play with peers from diverse backgrounds than were children in the control group. Many approaches are necessary to achieve antiracism in schools. This intervention is one component of this goal for developmental science.     

Racial Identity,Centrality and Giftedness: An Expectancy-Value Application of Motivation in Gifted African American Students

This article explores the interaction between racial and ethnic identity, racial centrality, and giftedness and then uses an expectancy-value motivation model as a framework for understanding how the interplay among racial identity, centrality, and giftedness contributes to the motivation of African American gifted students. The analysis begins by defining racial and ethnic identity and discussing their relationship to racial centrality. Next, the interactions among racial and ethnic identity, centrality, and some socio-emotional aspects associated with giftedness are examined. An expectancy-value model then provides a framework for understanding how race centrality, racial/ethnic identity, and giftedness influence the motivational patterns of gifted African American students. Suggestions for future research are provided.     

Gender by racial/ethnic intersectionality in the patterns of Adolescents’ math motivation and their math achievement and engagement

Individuals' math motivational beliefs are theorized to shape their STEM achievement and engagement in high school and beyond. Combining situated expectancy-value theory and intersectionality framework, the goals of this study were to (a) identify the unique patterns of U.S. high school students' math motivational beliefs, (b) examine differences in the patterns based on the intersection of gender and race/ethnicity, and (c) test the extent to which these patterns predicted differences in students' math achievement and classroom behavioral engagement for each of the gender by racial/ethnic groups. The current study included 16,120 high schoolers (50% female; 63% White, 17% Latina/o, 11% Black, and 9% Asian Americans; Mage = 14.46 at Grade 9) from the High School Longitudinal Study. There were six unique patterns of students' math motivational beliefs: Overall High, Above Average but not Identified, Identified but Average Value, Average, Low Identity, and Overall Low. Pattern membership at the intersection of gender and race/ethnicity showed nuances that could not be represented by gender or race/ethnicity alone; for example, male and female Asian American adolescents had similar patterns, but many male and female adolescents of other racial/ethnic groups had different patterns. Adolescents' math motivational belief patterns were associated with their Grade 11 math achievement and behavioral engagement even after controlling for prior math achievement and family socioeconomic status, and the associated varied by the gender and racial/ethnic groups.     

International minority ethnic academics at predominantly white institutions

Using critical race theory, this article examines the racial positioning of British international minority ethnic (IME) academics in predominantly White institutions (PWIs). Empirical data, in the form of 28 in-depth interviews with IME academics, is used to analyze the complex raced and gendered positionalities of IME academics in institutions of higher education in the United States. We argue that the institutional contexts of predominantly White universities continue to re-affirm White privilege in ways that reflect the struggles in higher education to diversify faculty at PWIs. As scholars call for more diversity across higher education campuses, we suggest that it is important to understand the interconnections between policy and practice surrounding attempts to recruit and retain IME academics.     

Literature review: the gap between mentoring theory and practice for diverse women faculty

Mentoring remains a beneficial resource for faculty career advancement. Yet, women faculty across African, Latinx, Asian, and Native American Diasporas often report their career advancement needs are unfulfilled by mentors. As a result, a gap exists between mentoring theory and practical application in higher education. Some scholars identified one factor contributing to this gap is Caucasian mentors not addressing faculty gendered and ethnic intersectional identity and the implications of that identity in the professoriate. Also, mentoring literature discussions omit the importance of facilitating learning, particularly when exploring the needs of women faculty across ethnic groups. I explored the gap between the proposed functions of mentoring and the challenges of cross-cultural mentoring and learning as a component of mentoring. The aim is to bridge the gap between theory and practice by providing readers with key mentor behaviors identified in qualitative and quantitative research that facilitate learning.     

Positional identity and science teacher professional development

The aim of this study was to understand the positional identity of three African American secondary science teachers. Positional identity was operationally defined in terms of race, ethnicity, economic status, gender, religion, and age. Positional identity was posited to inform why diverse teachers with differing knowledge and experiences in science exist. An analysis of the findings suggested that the teachers' positional identity was defined beyond race, ethnicity and gender. Although the three science teachers came from very similar social backgrounds and were members of the same racial/ethnic group (African American), their positionality manifested itself in different ways: meanings of their life experiences; orientations to professional development; and future career goals in science education. Thus they possessed multiple positional identities that intersected in various ways which resulted in them having different perceptions of the world and subjectivities as science teachers. Implications included addressing positional identity and the creation of professional development models that are framed around incorporating teacher identity in addition to furthering teachers' personal and professional advancement within science education. © 2008 Wiley Periodicals, Inc. J Res Sci Teach 45: 684–710, 2008