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Abstract
ABSTRACT
Given the widespread use of resident assistants (RAs) in college and university housing, the importance of the position to the operation of residence life programs, and the increasing diversity of the residential student population, it is critical to have an RA staff that is racially diverse and representative of the student residential population (Bleikamp et al., 2014; Perry, Steele, & Hilliard, 2003). Despite the importance of the RA position and the need for higher education institutions to be more inclusive, there exists a lack of Black men in RA roles at PWIs. Therefore, the purpose of this qualitative research study was to understand the phenomenon of Black men becoming RAs and persisting in the RA position at PWIs in Georgia. Using a transformative paradigm, Harper’s (2012) Anti-Deficit Achievement Framework, and phenomenology as the research design, this qualitative study answered the following research questions: 1) What compels Black men to become RAs at PWIs? and 2) What supports persistence of Black men in RA positions at PWIs? Data for this study were collected via semi-structured interviews from eleven participants and analyzed using general data analysis and Moustakas’ (1994) modified Stevick-Colaizzi-Keen method. The findings from this study revealed that Black men become RAs at PWIs because of the available financial support they receive, the desire for self-improvement, the need to improve the lives of others, and the desire to represent and be a part of a family. This study also revealed that Black men persist in RA positions at PWIs because they receive appreciation and experience inclusivity from residents, co-workers, and/or supervisors; receive motivation and support from supervisors; and they have a supervisor and/or co-worker who is Black and understanding of their experiences as Black men. Findings from this study suggest that practitioners should design a strategy for the marketing and recruitment of Black men to the RA position; create a campus culture that is inclusive; review and revise hiring practices to ensure that Black men and women are hired as supervisors; ensure that housing administrators do a better job at racial justice; implement trainings and workshops around diversity; and implement wellness events as well as group dialogues for the staff.
Given the widespread use of resident assistants (RAs) in college and university housing, the importance of the position to the operation of residence life programs, and the increasing diversity of the residential student population, it is critical to have an RA staff that is racially diverse and representative of the student residential population (Bleikamp et al., 2014; Perry, Steele, & Hilliard, 2003). Despite the importance of the RA position and the need for higher education institutions to be more inclusive, there exists a lack of Black men in RA roles at PWIs. Therefore, the purpose of this qualitative research study was to understand the phenomenon of Black men becoming RAs and persisting in the RA position at PWIs in Georgia. Using a transformative paradigm, Harper’s (2012) Anti-Deficit Achievement Framework, and phenomenology as the research design, this qualitative study answered the following research questions: 1) What compels Black men to become RAs at PWIs? and 2) What supports persistence of Black men in RA positions at PWIs? Data for this study were collected via semi-structured interviews from eleven participants and analyzed using general data analysis and Moustakas’ (1994) modified Stevick-Colaizzi-Keen method. The findings from this study revealed that Black men become RAs at PWIs because of the available financial support they receive, the desire for self-improvement, the need to improve the lives of others, and the desire to represent and be a part of a family. This study also revealed that Black men persist in RA positions at PWIs because they receive appreciation and experience inclusivity from residents, co-workers, and/or supervisors; receive motivation and support from supervisors; and they have a supervisor and/or co-worker who is Black and understanding of their experiences as Black men. Findings from this study suggest that practitioners should design a strategy for the marketing and recruitment of Black men to the RA position; create a campus culture that is inclusive; review and revise hiring practices to ensure that Black men and women are hired as supervisors; ensure that housing administrators do a better job at racial justice; implement trainings and workshops around diversity; and implement wellness events as well as group dialogues for the staff.