
Dr. Michael Robinson: When you entered the profession of higher education what did you expect in the way of professionalism?
Dr. Donna Y. Ford: When it comes to being Black in the academy as a professor at PWIs, I was not surprised about racial discrimination. I’d experienced discrimination in other educational settings (P-12) and jobs. Higher education is by no means exempt from the social ills present and prevalent in other careers. With this stated, I expected more professionalism based on the belief that higher levels of education were supposed to enlighten and change ingrained beliefs such as stereotypes and prejudice. This can indeed happen when in-depth and on-going discussions about racism, along with required courses on discrimination, are taking place.
Dr. Michael Robinson: How might acclaimed scholarly work, recognition (awards), and success inside and outside the Academy have the potential to turn faculty and administrators into enemies? In other words, does success put a target on the back of that faculty member? If it does, how can faculty protect themselves?
Dr. Donna Y. Ford: This is a tough question. In my almost 30 years in higher education, I witnessed a few faculty and administrators become hostile, envious, and jealous when Blacks excelled and outperformed them, including getting much-deserved social media attention and accolades. I experienced this personally with several Whites whom I thought were allies in gifted education and a former administrator. Being a well-known and prolific scholar who is not intimated by the status quo can be a threat; I have not and will not let this dissuade me from the equity-based and social justice work that must be done on behalf of students and faculty of color. I hope other scholars of color find what it takes for them individually to do the same.
Dr. Michael Robinson: Are academic politics vicious? And how can and do faculty survive if they aspire to be recognized within their fields safely?
Dr. Donna Y. Ford: Politics in all settings can be so vicious. This is a disturbing reality. We must do our best to excel – being mindful of racialized barriers – in scholarship, teaching and advising, and service. Never forget or lose sight of your dreams and the legacy you want to have. This vision is what has helped to keep me determined and strong, and unwilling to be silent about injustices.
Dr. Michael Robinson: In December of 2019, Purdue President Mitchell E. Daniels Jr. referred to Black scholars as “creatures” while suggesting that to find highly regarded Black scholars is rare and unusual. When you read comments like that, comparing FOCs and Black people in general to animals what went through your heart? And how do you think his comments permeated throughout the University? Do you think it could harm FOC?
Dr. Donna Y. Ford: I wrote on this for Diverse Issues in Higher Education in an article titled: "The Power and Problems of Language When Used by Leaders with Power and Privilege"
Dr. Donna Y. Ford: When it comes to being Black in the academy as a professor at PWIs, I was not surprised about racial discrimination. I’d experienced discrimination in other educational settings (P-12) and jobs. Higher education is by no means exempt from the social ills present and prevalent in other careers. With this stated, I expected more professionalism based on the belief that higher levels of education were supposed to enlighten and change ingrained beliefs such as stereotypes and prejudice. This can indeed happen when in-depth and on-going discussions about racism, along with required courses on discrimination, are taking place.
Dr. Michael Robinson: How might acclaimed scholarly work, recognition (awards), and success inside and outside the Academy have the potential to turn faculty and administrators into enemies? In other words, does success put a target on the back of that faculty member? If it does, how can faculty protect themselves?
Dr. Donna Y. Ford: This is a tough question. In my almost 30 years in higher education, I witnessed a few faculty and administrators become hostile, envious, and jealous when Blacks excelled and outperformed them, including getting much-deserved social media attention and accolades. I experienced this personally with several Whites whom I thought were allies in gifted education and a former administrator. Being a well-known and prolific scholar who is not intimated by the status quo can be a threat; I have not and will not let this dissuade me from the equity-based and social justice work that must be done on behalf of students and faculty of color. I hope other scholars of color find what it takes for them individually to do the same.
Dr. Michael Robinson: Are academic politics vicious? And how can and do faculty survive if they aspire to be recognized within their fields safely?
Dr. Donna Y. Ford: Politics in all settings can be so vicious. This is a disturbing reality. We must do our best to excel – being mindful of racialized barriers – in scholarship, teaching and advising, and service. Never forget or lose sight of your dreams and the legacy you want to have. This vision is what has helped to keep me determined and strong, and unwilling to be silent about injustices.
Dr. Michael Robinson: In December of 2019, Purdue President Mitchell E. Daniels Jr. referred to Black scholars as “creatures” while suggesting that to find highly regarded Black scholars is rare and unusual. When you read comments like that, comparing FOCs and Black people in general to animals what went through your heart? And how do you think his comments permeated throughout the University? Do you think it could harm FOC?
Dr. Donna Y. Ford: I wrote on this for Diverse Issues in Higher Education in an article titled: "The Power and Problems of Language When Used by Leaders with Power and Privilege"