HOLIDAY 2020 TABLE OF CONTENTS Next SEAHO Report submission deadline SEAHO President...... 3 is February 1, 2021 SEAHO Editor...... 5

Editorial Information: COMMITTEE REPORTS...... 7 SEAHO Editors Corporate Partners Committee...... 7 [email protected] Marketing and Organizational Promotions Committee...... 8 Mailing Information Available Upon Request

SEAHO FEATURE ARTICLES ...... 9 SEAHO Report Editorial Teamwork Makes the Dream Work: ...... 9 Policy: Utilizing Current Staff to Fill Vacancies All members of SEAHO Aramis Douglas, University of Tennessee Chattanooga institutions are encouraged Jessica Watts, University of Tennessee Chattanooga to submit articles for Dismantling Race Conversations and Implementing ...... 12 publication. Articles Practices for Supporting Students should be typed and can Jayla Beeler, University of North Carolina at Greensboro be submitted through the SEAHO website at http:// 5 Tips in Navigating Your New Professional Role...... 15 www.seaho.org/general/ Alan Rucker, Morehead State University custom.asp?page= Anastasia Chaky, Morehead State University seahoreportsubmit or An Article about Articles ...... 18 e-mailed to the SEAHO Contributor: Briana Creswell, Wake Forest University Editors. Be sure to include Contributor: Demarcus Merritt Sr., Virgina Commonwealth University the author’s name and Curator: Katie Lewis, University of North Florida institution, and SEAHO Remembering the Negro Baseball Leagues...... 21 committee or task force Gary Kimble, University of Southern Mississippi affiliation as appropriate. Photographs or other camera-ready graphics are STUDENT AFFAIRS AROUND THE REGION...... 23 welcomed. Material that has Florida Updates...... 23 been submitted to other Louisiana Updates...... 23 publications is discouraged. Mississippi Updates...... 23 Any questions should be South Carolina Updates...... 24 referred to the SEAHO Virginia Updates...... 25 Report Editor or State Representatives.

Materials not received on time or not used due to space limitations will be considered for the next issue if still timely. Necessary editorial revisions will be made to ensure publication quality and to meet space requirements. Permission is granted to reproduce portions of the contents, but credit to the SEAHO Report is required. SEAHO PRESIDENT

I hope this message finds you all as well as can be. It seems like just yesterday (despite how tumultuous 2020 has been) we were in Louisville for our conference and now I find myself writing these words in my final address as President. I must say that serving in this role has been the highlight of my professional career so far! I am honored and humbled that you had the trust in me to serve in this capacity! It has certainly been an experience like no other in a year that has likewise been like no other.

As we approach the SEAHO 2021 conference, I hope you will join us in a virtual format from your office, home, or other location. You can register for the conference by going to https://www.seaho.org/page/seaho2021 and following the instructions on the page. Ben Wicker and the SEAHO 2021 host committee have done a great job in adjusting their launching point to bring you a virtual experience. It certainly isn’t what they signed up for, but it is what they got and they have made the most of it. I am excited for the experience that they have created and appreciate their labor of love and I am especially excited that we will be able to bring you the experience at no cost! I ask you to keep an open mind as you partake in a conference that is different from our traditional experience. It is my hope that you will find opportunities for growth as a professional and engage in meaningful interactions with your colleagues even if the medium is a computer screen. At this point, I know that we can all count ourselves as experts in online platforms/interactions and will be able to navigate this experience well.

This past year has been filled with various firsts that have made this organization more nimble and have challenged us in unexpected ways. We participated in our first ever virtual reception as a part of the ACUHO-I annual conference, we had a virtual SEAHO mid-year where we conducted the business of the organization, and we are not far from having our first ever virtual conference. Thanks to the creative genius of Marketing Coordinator Ben St. Cyr, we were able to bring you both the #TipsWithTryman series and #SEAHOTrivia series. I hope that you got a good chuckle and maybe a small nugget of wisdom that was useful from the tips. Through the trivia series, we were able to support members of our region attending the ACUHO-I fall series conferences by using the Legacy Fund to distribute $2,850.

I also want to give a special shoutout to Corporate Partner Chair Katie Lewis. She has done an extraordinary job in reaching out to our corporate partners and creating new touchpoints to stay engaged with this important portion of our region. The organization has also moved forward with year 1 of implementation of the 2020-2025 strategic plan passed under the leadership of Gavin Roark. Even in a pandemic when other traditional business has been halted, we continue to move forward with the items outlined as our guiding principles in the strategic plan.

As I close my final message I must say thank you to the executive board and the entire governing council of SEAHO. You all have remained steadfast in a year that has thrown us curveball after curveball and you have not flinched. You have continued to press forward and do everything possible to make this organization run smoothly. You have given your time, talent and energy to this organization and for that I am indebted to you.

I also want to thank my supervisor Dr. Matt Kerch as well as the leadership in the Division of Student life at The University of Alabama for allowing me the opportunity to step into this space. They have supported me from day 1 of this endeavor and made space for me to participate fully in this experience.

3 I would be remiss if I didn’t thank God the most high for blessing me beyond measure and bestowing his grace and mercy upon my life. God has been and continues to be faithful on His promises even when I have been less than deserving and He continues to guide me in all I do. Last but certainly not least, I want to thank my partner Martina. She has been my rock and my biggest supporter through all of this. She has taken the kids out when I needed to conduct SEAHO business and they were a little too rambunctious. She has been there when I’ve needed SEAHO time over the weekend and throughout the week. She has been unwavering in supporting me and standing in the gap for me in my other duties and I love her dearly.

It is my sincere hope that I have adequately carried the torch of leadership that has been set forth by previous presidents. Leading in the year of COVID has not been easy, but it has been an honor that I don’t take lightly.

Peace and blessings to you SEAHO

Nyerere Tryman SEAHO President 2020-2021 [email protected]

4 SEAHO EDITOR

Dear SEAHO,

If you are reading this, I sincerely hope you have made it to the other side of winter closing or find yourself close to safely sending students home for the break. This semester has been nothing short of truly great work by every Residence Life and Housing employee, that does not go unnoticed. As I sit in my office trying to sum up the semester at hand, I haven’t a clue where to begin. So instead, I have decided to write below, “Twas the Night Before Winter Closing,” a rendition of the “Twas the Night before Christmas” poem. I hope in it you find humor, a laugh, solidarity in the COVID struggles, or simply a sigh of relief as we run (And I Do Mean RUN) out of 2020 into the new year.

Thank you once again to our Feature Article Editor, Michael Dobrin, Residence Coordinator at Lousiana State University, for his hard work getting these articles ready for publication. As you complete this edition of the SEAHO Report, we welcome you to visit seaho.org to submit for our next installment. The submission deadline for the Conference edition of the Report is February 1st!

Twas the Night Before Winter Closing

Twas the Night Before Winter Closing and All Through the Halls, Not a resident was stirring, not even in a fraternity house. The fridges were defrosting and trash askew, In hopes that the rumors of RA inspections would not be true.

The students quite sleepy though none touched their beds, While reruns of the Tiger King danced in their heads; Residence Life and Housing in their decorative masks, Reviewed their RA Checklist to ensure they missed no tasks. Preparing for the last night on call, the team drained all the coffee and brewed a new pot No longer caring that their nerves were shot.

Then out on the Quad there arose such a clatter; The Hall Director on call sprang from their bed to see what was the matter. Away to the window they flew like a flash, Grabbed the master key, joined by the Grad on call who was about to crash.

Outside the window, among fallen snow, The fire alarm blared in the residence hall, oh no! And what to their wondering eyes did appear? Another burnt macaroni and cheese canister and a keg of beer. With a deep sigh knowing their Maxient dashboard was no longer clear, They knew in a moment there must be seniors near.

Residence Life and Housing locked eyes and they said, All of the thoughts that were filling their heads: “Where are their masks? Why aren’t they distancing? It’s still a pandemic, the world is basically ending. Please share your ID number and dump out this keg, and for the love sir, please come out from under the bed!”

Some students complied, other’s still shot their shot, “It wasn’t me, you see…I didn’t know I could not…” The Hall Director on call replied, “I hear you, I do. But as you may know the best way to spread Holiday Cheer is by following directions the first time my dear.”

5 The team documented the incident and recited COVID protocol in a jiff, Another alnighter, another story for the year, Yet the following day Residence Life still appeared. Cherry and bright-eyed wishing students adieu, As they checked out student after student across a 6-foot-wide space on the floor. Res Life logged out of zoom, set up their Out of Office Email, locked up the doors and whispered with cheer, “Yay! The time has finally near for PTO aka Prepare The Others, because I have got to go!”

“We did it! We made it! This year to remember is nearly over; it’s been quite a pest! So Happy Holiday’s to all! And to all might we finally rest!”

Happy Holidays Friends,

Briana Creswell SEAHO Report Editor [email protected] #SEAHOAllYear

6 COMMITTEE REPORTS

CORPORATE PARTNERS COMMITTEE:

Hellooooo, SEAHO! Greetings from Corporate Partner Committee world! We hope things are going well for you, your loved ones, and your team! I have personally been trying to spend as much time outdoors as possible with my little dachshund fur nugget, George, while Florida is gracing us with some crispy “lower humidity” weather. Our committee has a few updates to share with you:

• We have an update to the Assessment Sub-Committee Team – Corey Ulloa will be serving as the sub- committee leader. We appreciate David DiLouie in the work and energy he put forward; he set this group up for data success!

• Throughout the remainder of the fall semester, our team will be gathering feedback on our Corporate Partners’ experiences at other recent conferences they have participated in. This will help us to inform our potential practices for SEAHO 2021. Our goal is to also host our version of “intentional conversations” with our prospective and past Corporate Partners – allowing them to spend 1:1 time to chat with a committee member about questions, concerns, suggestions, etc.

• If you attend other conferences that include Corporate Partner engagement and/or sponsorship, and would like to share your thoughts as a delegate, you’re welcome to send me an email! Any insight is helpful. Email: [email protected]

• If you notice Corporate Partners at other conferences and think they would enjoy SEAHO, encourage that vendor to reach out to me! You can also send me the company information and any contact information you have.

• As a SEAHO Delegate, we encourage you to reach out to a Corporate Partner you work with at your institution and collaborate on a SEAHO Report article! This is a great way to promote #SEAHOAllYear and to share the wealth of knowledge.

• There are many exciting options of SEAHO Delegate and Corporate Partner engagement we are exploring, so please be on the lookout for these opportunities to connect before, during, and after the conference!

• Major snaps to the Research and Information Committee for compiling the conference assessment survey and providing our committee specific

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information pertaining to Corporate Partners. It has yielded great insight for our group!

• Please continue to keep our Corporate Partners in your thoughts and good vibe spirits. Any amount of outreach and recognition goes a long way!

That’s all we have for you at this time. If you have any questions, concerns, suggestions, ideas, etc., please do not hesitate to reach out!

MARKETING AND ORGANIZATIONAL PROMOTIONS COMMITTEE UPDATE:

Host the SEAHO Instagram Account - We spotlight a SEAHO Institution on Instagram for a week of your choosing. We would love to see what a week looks like at your institution! Showcase your students, staff, facilities, resources, and more through this opportunity. Sign up to host at tinyurl.com/seahoinsta.

The SEAHO Swag Store is still up and running on our website. We are now offering RELI (Regional Entry Level Institute) apparel in addition to the SEAHO apparel already on the site. Visit seaho.org and click the “Connect and Engage” banner then “SEAHO Swag Shop”. In addition to your purchase, you will notice that we are also donating $2 from each item sold to the ACUHO-I foundation!

Are you interested in joining the Marketing & Organizational Promotions Committee? You can do this at any time by submitting an involvement form located on the seaho.org website. Direct link: https:// www.seaho.org/page/SEAHO_ involvement. Be sure to click Marketing & Organizational Promotion before you submit the form. Once we receive your submission, we will reach out to you via email and get your cell phone number to add you to our active GroupMe.

Remember, SEAHO is all year not just during the conference! Make sure to follow SEAHO on Instagram, Twitter, and Facebook for more opportunities to learn and engage. #SEAHOallyear

8 FEATURE ARTICLES

Teamwork Makes the Dream Work: Utilizing Current Staff to Fill Vacancies

Aramis Douglas & Jessica Watts, University of Tennessee Chattanooga

Working in higher education, through the experiences of the two distinct populations. I initially specifically in housing and Resident Director who stepped into attempted to hold two separate residence life, there is the a role of covering the vacancy along staff meetings, so the RAs could possibility of not being fully staffed with the new Assistant Director bond with their own staff members throughout the entirety of the who assisted with support. and they would not feel they were academic year. At the University having to sit through information of Tennessee Chattanooga, our MAKING IT WORK: that did not apply to them. Splitting department entered the 2019-2020 RESIDENT DIRECTOR up the staff meetings was not a academic year with one Resident PERSPECTIVE. sustainable system, and I had to Director vacancy for Lockmiller One of the biggest challenges shift to a joint staff meeting after Apartments and Stagmaier Hall. for me as the RD was the doubling a month. It became a challenge The department’s response was of the size of the RA staff that running a larger staff meeting, to attempt hiring a new Resident I supervised, as well as gaining and I had to reserve a space in our Director during the fall semester supervision of a first-year graduate University Center because neither and have one of the current student. Between my Assistant complex had adequate space to Resident Directors step into the role Director, the graduate student, accommodate everyone. In the end, in the interim. For that Resident and myself, we were able to this method was better, and I found Director, this would involve split up the RAs of Lockmiller out that even though the RAs had overseeing an additional complex and Stagmaier for their 1:1s. The different communities, many of that consisted of two buildings graduate student held 1:1s with their questions could apply across with a combined occupancy of 480 the four RAs in Stagmaier, my the complex. The RAs also had the beds, two Residential Learning Assistant Director held 1:1s with opportunity to interact with one Communities, and one Faculty in the six returning Lockmiller RAs, another and develop as a larger Residence. The Resident Director and I held 1:1s with the three new team. chosen also gained supervision of Lockmiller RAs. While I was still 13 additional Resident Assistants the primary supervisor for the RA Once the semester began, I set up and one Assistant Resident Director staff, having the 1:1s split between my calendar so that I could split my who was a graduate student new to the three of us ensured that the time in both offices. I tried to work the position. It is important to note RAs would be able to have a specific out of my original office during the that during this time, the Assistant person with whom they could mornings, and then spend parts Director who would oversee the meet weekly, instead of all of them of the afternoon working out of impacted area of campus was trying to schedule a meeting with the Lockmiller office. This took also new to their role and the me. One downside to this was the some finessing to figure out, since institution. nine Lockmiller RAs and the four 1:1 meetings with RAs had already Stagmaier RAs showed signs of a been scheduled. What started The following will detail the lack of overall cohesion, grouping out with good intentions quickly process followed at the University together within their buildings and began to be inconsistent, mainly of Tennessee Chattanooga to seeing themselves as two separate due to conduct. As the semester approach the vacancy of a Resident staffs instead of as one complex continued, conduct cases and Director role during a new academic staff. hearings became a larger part of fall semester. While the solutions my weekly responsibilities. Due to provided are specific to our campus, An additional challenge with the formatting of the letters sent we understand that it may not work supervising two staffs was that out, students were notified that in every situation or institution. Our the two complexes I supervised hearings with me would be held hope is that advice can be found had different layouts and served in my original office and students 9 FEATURE ARTICLES would almost always schedule their theoretically need less guidance THE HURDLES meetings for the afternoons, during regarding certain issues/concerns This situation impacted the time I was supposed to be working they would be addressing in their Assistant Resident Director and out of the Lockmiller office. There role. By meeting with the RAs each gave her an experience that was were several instances when I week, I was able to ensure they different from the other ARDs would have to walk from one office were feeling that support as one of working for the department. One to the other and then back again our major goals as a team was to of the most significant impacts for meetings held back to back in ensure they never felt undervalued on the ARD came at the very different locations. It is important and unsupported. Additionally, beginning of the semester during to note that the two offices were this involved me being present for RA Training. With the full-time roughly half a mile away from each events taking place at the complex RD doing complex-specific in- other. I was fortunate to have a after hours and attending staff hall training with their originally reliable Building Assistant in my meeting in place of my RD when assigned staff, the ARD became original office who communicated assistance was needed. responsible for facilitating with residents with whom I was complex-specific in-hall training meeting and letting them know Another piece I took on as the for the Lockmiller and Stagmaier if I was running late or needed to Assistant Director was the conduct staff of RAs. The full-time RD led reschedule. When first deciding to cases specifically for Lockmiller and facilitated as many joint in- split my time, the uncertainty of Apartments. The Assistant hall trainings as possible; however, conduct hearings, and meetings Resident Director assisted with it became understood that it was with students in general, was not a the Stagmaier cases while I took unreasonable and not beneficial challenge that I had thought would on the majority of Lockmiller to have the two RA staffs together impact my schedule. cases to minimize the volume on during most of the in-halls since my Resident Director’s plate. The a lot of the topics covered were MAKING IT WORK: other building they were managing, specific to each complex. The RD ASSISTANT DIRECTOR Boling Apartments, had over 100 and ARD made sure to have open PERSPECTIVE conduct cases for the fall semester communication and meet to discuss With this being a unique alone. Assisting with conduct was the expectations of in-hall training situation, and one occurring during my way of ensuring that my RD and what was to be accomplished. the first year as an Assistant was not going to burn out during During our opening weekends, Director supervising a Master’s the semester. the Assistant Director oversaw level professional, it was important the Lockmiller move-in process to me as the AD to support my I think while I have previously and the ARD oversaw Stagmaier Resident Director to the best of mentioned the importance of while the RD was in their originally my ability. This involved having supporting my staff throughout this assigned building. In-hall training the conversation as soon as the time, I believe it is important to sessions and opening of the placement was decided to see note that it was all about presence complexes would not have been as how I could best support my staff for me. I knew something I have successful without the dedication member. I wanted to be thorough valued or wished for in previous and attention to detail of the ARD in what that support looked like experiences was when mid-level and the support of the Assistant for them and how I could show up staff would show up and be present Director. for them. I made it a priority to during difficult moments. While I advocate for them throughout this knew this situation was not ideal During this unique situation, one time and ensure that they were to for anyone involved, my RD, ARD, of the defining factors that allowed receive the benefits associated with and RAs were always a priority. for it to go as smoothly as it did taking on additional tasks beyond This was always at the forefront of was the relationship between the their specific position. We were my decision making. The overall Assistant Director and Resident very fortunate to have the summer balancing of taking on these Director. From the beginning months to establish that working aspects of Lockmiller Apartments it was understood by both that relationship and discern how while being a full-time Assistant communication would be key in we would work together to best Director was certainly not easy the success of ensuring the staff manage Lockmiller and Stagmaier. at times. I was fortunate to have would not feel unsupported by great support from my Director Housing and Residence Life. We In order to support my Resident and fellow Assistant Directors communicated weekly during 1:1s Director, I mainly assisted with for Residence Education. Where I regarding any updates on the RA the supervision aspect of 6 of the 9 maybe had to step back from things staff for the Lockmiller Apartments Resident Assistants for Lockmiller. to assist properly with Lockmiller, and ensured follow-up on weekly I met weekly with those who they were quick to step in when reports they were submitting. were returning RAs and would needed. Additionally, the AD and RD were 10 FEATURE ARTICLES able to establish a strong rapport during the summer leading up to the RA staff arriving, which allowed for a clear, unified front when assisting with staff details throughout the semester.

During this time, the Lockmiller/ Stagmaier complex shared a Building Assistant when there is normally one per building. This brought forth its own set of challenges as the AD and RD served in a joint supervision capacity of the full-time Building Assistant. The RD was the primary contact for any approved time off that the Building Assistant submitted, while they would submit frequent sick leave and long-term absence requests to the AD. While the one Building Assistant was out of the office, the AD, RD, and ARD had to work together with contingency plans for the office to be staffed and for someone to be available to help residents who came to the office for needs such as packages, lockouts, and maintenance concerns. It was important for the AD and RD to ensure that the ARD was not working more than their contracted 20 hours per week, causing a bulk of the office coverage to fall on the styles vary, but these are the things relationships built with the RD, RAs, student workers, and the that worked for us at the University Resident Assistants. At the AD as necessary. of Tennessee Chattanooga when forefront of every decision was the not fully staffed. Our hope through RAs and ensuring that they did not The Lockmiller and Stagmaier this article is to provide insight feel like an “add on” to the staff staff of the previous academic into some ideas for addressing the RD already was responsible for year had been supervised by a the concerns that come with before the vacancy. We wanted to single RD with no ARD in the this challenge that we know is ensure they felt cared for and that role. The staff reported having a common within the field of housing they mattered. very close connection with one and residence life. Through our 3. Transparency with all staff another and saw themselves as experience we have put together members. This came from one complex unit. However, under a list of things to consider when leadership specifically and was a the circumstances in which the approaching a similar situation at priority for the Assistant Director. Lockmiller/Stagmaier staff had to your institution: The student staff members were a share a full-time RD, even with an 1. Establish a strong relationship part of hiring discussions for who ARD in the role, the staff demeanor between professional staff their new supervisor could be in fractured along building divides. members involved. The strong the spring and were always kept The four RAs in Stagmaier and the united front between the Assistant abreast of any updates pertaining nine RAs in Lockmiller began to see Director, Resident Director, and to the search process. Also, the AD themselves as separate units, and Assistant Resident Director was kept the RD and ARD in the loop of this sentiment was stronger from crucial in this experience. The all decisions that could impact their returning RAs. ARD having the experience of work. taking ownership of their staff was AT YOUR INSTITUTION something of importance for both PICTURED ABOVE: Resident Director, Aramis Douglas, with both staffs he We know that every institution the AD and RD. is different and that supervisory supervised over the course of the Fall 2019 2. Intentionality behind semester. 11 FEATURE ARTICLES

Dismantling Race Conversations and Implementing Practices for Supporting Students

Jayla Beeler, University of North Carolina at Greensboro

In our current society, beyond the global race is brought into conversations. Much pandemic, race is at the forefront of many like the article mentions, conversations minds. Just as we are seeing the CNN about race are difficult to have, and I headlines about COVID-19, there are just 100% agree. However, just because it may as many, if not more, headlines related to bring discomfort, that does not mean we justice for Black and Brown people. This should stop engaging in them. We cannot reflection will not be about police brutality afford to let our commitments to diversity, or systemic racism; it is however, about equity, and inclusion fall to the wayside. race and how it impacts our students, staff, I think this work of dismantling social and other stakeholders in our institutions. constructs attempts to break down negative It is my hope that this reflection challenges connotations surrounding race and begins your way of thinking about race and will at the faculty and staff level. provide implications for how to support our students and colleagues now in our new There were five key takeaways from the virtual reality, and when we all return to article, each one giving context or advice campus. on how conversations surrounding race should be addressed. I won’t discuss This article, Pushing Back Against Racism each in detail, but I will talk about what I and Xenophobia on Campuses, sheds light learned from most of the points that were on how powerful race is all over the world, made, as I found them to be tremendously but also, how it should be approached in interesting and I hope to be able to take conversations in the classroom and beyond. this information into conversations with My reasoning for choosing this article was my Resident Advisors (RAs), so they can simple, understanding race is so important do some powerful work in our residential in how we understand our residents. Race community. The first point: Use the is central to understanding human behavior Language of “Doing.” The article suggests in the United States and throughout the that in both conversations and learning world. It continues to be one of the most experiences about race, we should use significant issues of our time (Hamedani, the idea of race as a doing; as a starting Markus, & Moya, 2020). Though it is only point to create common ground and dispel one aspect of our students’ identities, misunderstandings (Hamedani, Markus, it is a large one. It is one that cannot go & Moya, 2020). In full transparency, when unnoticed and for some, it is what defines I first read that, it didn’t make a ton of them, or it is the only way they feel viewed sense, but as I sat with it, things became a by society. I believe race has so much to little clearer. Typically, when conversations do with how we operate in this world, surrounding race are happening, there but I want my residential community, seems to always be tension in the air, whether that be here at the University of but from my understanding of the first North Carolina at Greensboro (UNCG) or takeaway, we should not start out in wherever, to be a space where race is not defense mode, rather use the topic of the only identifying factor in building race to gauge an understanding of what rapport and relationships. Students should participants know and to assist them in not be made to feel uncomfortable when learning from a different perspective.

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There should be an understanding of race as a also how we do it as well. In doing so, we dynamic system of social distinction that helps could potentially have a huge impact on our clarify for our residents/students what race students and the conversations/interactions is, how it works and what we at UNCG can do that arise. Finally, and I think we saved the about it (Hamedani, Markus, & Moya, 2020). best takeaway for last, but even through all that has been discussed, we should constantly Their second point: Learn to Perceive How Race Recognize that since People Do Race, they also and Racism Operate in Society. Race operates Have the Power to “Undo Racism!!” While people at various levels within society: individual, are shaped by the societies they occupy, interactional, institutional, and ideological they can also change or disrupt the norms, levels (Hamedani, Markus, & Moya, 2020). values, institutions, practices and policies that Each of these intersect and have influence reinforce and reproduce racism. We have the on one another. In my personal opinion, we power to change our world and undo racism each have our own perception on how race is (Hamedani, Markus, & Moya, 2020). This viewed in society, which then feeds into how must be the most powerful point in the entire we interact with others, which then affects article. In a time where race is seen in a variety how we see and engage with institutional of avenues daily, it can be hard for students systems, and all of this affects our idea of and even professionals of color to engage how race has been done for hundreds of with their White counterparts with everything years. However, if we never dive deep to have taking place around us. Though not directly these conversations, first with ourselves intentional, trauma affects us all in a variety of and then with our residents/students, the ways. Societal happenings do effect how we do conversations about race may continue to and see race each and every day that we wake be hostile, uncomfortable and defensive. up. Therefore, it is important to look beyond individual biases, beliefs and attitudes to see If I am being fully transparent, reading this how race is done (and reinforced, reproduced article was both educational but also hard to and reflected) throughout the social worlds take in. As a Black woman living in America, that these individuals inhabit (Hamedani, it’s difficult to ignore all the disheartening Markus, & Moya, 2020). The third point: and tragic things happening to my racial Know the History of Race and Understand How community. Though I may not be directly it Influences The Present. Yes, ideas about race affected, I still very much feel the pain of may change over time, but they will forever those around me. I was talking with my mom be rooted in an ongoing history and the and best friend right around the time the actions of the past (Hamedani, Markus, & killing of Breonna Taylor took place and I was Moya, 2020). As educators, if we are going telling them about how difficult turning on to engage or encourage our residents to feel the news has become. In addition to all the comfortable having race conversations and/or COVID news occupying space in the headlines, interacting with other racial groups, we have my social media has been filled with hashtags to understand how people do race. Individual about justice for various Black people who pasts are necessary for understanding have recently lost their lives (one even in my someone’s present. hometown of Louisville, KY) to some racially motivated issues and it truly feels like no one The fourth point is in my opinion one of the is being held accountable for their actions. most important to comprehend. We must Recently, I have been feeling defeated and I Acknowledge That All People “Do Race”; all was sitting in my apartment thinking about people “do race” as they interact with one how our students of color are also being another and the institutions and practices of affected by what is happening. Are they fearful society (Hamedani, Markus, & Moya, 2020). as well? This then made me think about what But it is our cultural narratives about race this looks like when they return to campus that powerfully shape how we each, in our both for the fall and spring semesters. Will own unique ways, see one another and the their interactions with other students, admins, world around us. No one is exempt. We as even our campus police be different? Will they student affairs professionals, professors, feel comfortable and supported while they are administrators, etc., must also be cognizant here? not only of how our students do race but

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This article is important for so many reasons building/department wide events. This could in the work that we do. Our primary focus is be beneficial in cultivating communities and the student experience, so how are we ensuring environments within our residence halls where that students in general, but more specifically students feel accepted and comfortable being our students of color, continue to have an their authentic selves. We could potentially enjoyable and quality college experience. If we craft sessions during RA training surrounding claim to be a student serving, are we holding race, about how to have intentional and difficult ourselves accountable in making sure our conversations, etc. At a divisional level, I minority students feel supported in the work believe this would require us to look at our we do. In more ways than one, if the goal strategic plan. We talk frequently about what is educating and equipping students to live we can do to abide by our ‘Culture of Care’ and work in our current diverse and divided initiative, as such, we should truly make note society once they walk across that stage at of if the work we are doing is benefiting our graduation or virtually, an understanding of student populations. I do believe the article racial dynamics is a key component of their does a good job overall addressing this topic, college education (Hamedani, Markus, & Moya, but there could have been more discussion on 2020). Again, these conversations surrounding examples and how we do the work outside of race can be difficult and uncomfortable but simply having conversations, as it requires we as educators have to be willing to lean into more than just talk. What actions are we doing discomfort for a greater outcome. Do I think all in tandem with what we say. Do our actions higher education professionals should engage align with the conversations we are having? If in these conversations? No, but that is not my we can collectively do an efficient yet impactful decision to make. However, I do feel as though job addressing race on our campus, we can then this article does provide some powerful insight empower our students to be the change agents to assist those who choose to do so. Increasing in building a more equal and inclusive world!! one’s own racial literacy by learning how to perceive when, where and how race is done is References essential (Hamedani, Markus, & Moya, 2020). Hamedani, M., Markus, H. R., & Moya, P. (2020, May 14). Pushing Back Against Racism and In thinking about some tangible tasks, we can Xenophobia on Campuses. Retrieved from Inside do in here in Housing and Residence Life, this Higher Ed: https://www.insidehighered. could look like Coordinators, Resident Directors, com/views/2020/05/14/five-ways-college- Assistant Directors, etc. hosting programs about educators-can-have-more-effective- race or collaborating with our RA staffs to do conversations-about-race

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TIPS IN NAVIGATING YOUR NEW PROFESSIONAL ROLE Alan Rucker & Anastasia Chaky, Morehead State University

5The world of housing and residence explored through the lens of both what opportunities are available. life can be a tricky road to travel a chief housing officer (CHO) with Some examples of these could for a new professional. Navigating nearly twenty years of experience include webinars (some are free!), the standard adjustment issues and a new professional (NP) with publication opportunities, books of a new (and sometimes first) under three years of experience. about the topic, conferences, and professional position is tough What follows are five critical book clubs. The most important enough in and of itself, without the areas of development and both piece though is you should not try added unknowns of the university the chief housing officer and new pursuing professional development community and its various cultural professional perspective on why opportunities if you are struggling needs. Throw in the common these areas are important along with your job functions unless it talking points about housing with how to achieve maximum is something that will aid you in being “a small world” or the results. performing better. interconnectedness of the field, and the pressure on a new professional PROFESSIONAL CHO: In sort of a Choose Your Own to step confidently and correctly DEVELOPMENT IS Adventure sort of mindset, it’s through a field full of unknown SOMETIMES YOUR helpful to accept that professional potential landmines and it can be RESPONSIBILITY. development opportunities both overwhelming. NP: There are a plethora of on campus and off are both needed professional development but won’t just fall in your lap. It Oftentimes, and in an ideal opportunities in which you can is through fruitful conversations world, the best kind of roadmap choose to partake. However, there with senior staff that we can begin to navigate these tricky travels is may be limitations with available to be mindful of your professional through meaningful mentorship. funding, time commitments, and desires and help you reach them From early in one’s career, the knowledge of opportunities. While through things that come across value of mentorship is preached it can be easy to see something and our desks. As the person who signs and prioritized, but what happens express you want to do it to better off on conference attendance, when that mentorship is missing? yourself professionally, ideally, professional development funds, Perhaps senior staff and new you should come from a different etc., it’s vital that I understand professionals within a department mindset. By focusing on where your what you’re wanting and what place mentorship at different passions lie and what you want we’ll be getting out of the levels of priority. Maybe amidst the your next professional step to look development as a department or competing demands of the modern- like, you can start to map out what institution. Demonstrate a return day housing operation, mentorship skills you might be lacking and on investment and your path gets and professional development how you can expand your skillset much easier to walk. take a backseat in institutional, and professional toolbox to make divisional, or departmental efforts. that jump. The easiest way I have ADVOCATE FOR YOUR Without mentorship, how is one found is to look at job postings OWN NEEDS. to know what the unspoken tips and compare needed skills with CHO: In a similar sort of mindset, and tricks are to get ahead? Who current experiences to determine I can only address or correct what shares this information that can where deficiencies lie. I also reflect I know about. If you need time off, help professional development and on areas in which I am not as a late start after a challenging duty subsequent advancement? knowledgeable and would benefit situation, or additional support, my students to learn more about. don’t be afraid to ask. Most senior In this article, critical areas of Once those areas are identified, officers have a vast array of professional development will be you can then do research to see multiple competing demands, but

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we also have additional resources did not go as expected. While this profession. and help at our disposal for is important, you have probably things that may be making your accomplished a lot in your day that On the personal side, it is important experience not so positive. Help us you might not even realize. You can to have those friends who share help you and loop us into what’s then become a better professional interests in different areas of your going on. We’re ultimately all in in understanding where you might life. They can help you relax and this together and if staff members need assistance, finding new ways not get burned out by focusing are not ok, we want to know that. to do things, discussing with solely on your new professional More often than not, your senior your supervisor where you are at, role. These personal relationships staff were in similar positions and understanding where your can pull you away from being to those in which you may find strengths are. in a work mindset and aid in yourself. And though our day-to- establishing your work-life balance. day functions are different, it’s not CHO: Even now, with more days It is also incredibly relieving to hard to remember the late-night working behind me than are likely have someone you can vent to that duty calls or the need for just a ahead of me, there are still times does not necessary understand mental health day. when realistic evaluation of what’s all the innerworkings of your going on is going to make the days occupation. These people can listen NP: As an entry-level housing that follow better. Whether it’s to your frustrations and be on your professional and a human being, realizing that not every bad day side as you continue to navigate there is so much that can happen was all bad or that not every good this position. in your life, professionally and day was all blueberries and paper personally. It is important to assess airplanes, sometimes you just have CHO: Throughout my career, I can what your current needs are and to take a breath and reflect. Too count on one hand the number of advocate for yourself because often, it’s easy to be so focused on work projects I remember with no one else understands what the next brass ring that we forget significant clarity years after those needs are as well as you do. to take a beat and celebrate the the fact. Ask me instead about While your supervisor and CHO do ring we’ve made it to. Ultimately, meaningful personal relationships not need all the details to every no matter where you are in the and I run out of fingers and toes situation, sharing some and asking organizational hierarchy, you are quickly with many people still for what you need can be beneficial. going to have losses and wins each unaccounted for. This business is In order to get the support you and every day, it’s just the learning personal. People are why we’re all need, you must communicate that. from both that helps get that scale here, and are why we all stay here. Some examples of times when you more in your favor. No one, and I mean no one, gets might need to advocate for yourself into this business for the money include: flexing your hours so you RELATIONSHIPS MAKE THE or fame or late-night phone calls. can go to a doctor’s appointment, DIFFERENCE. I’m in this, and I stay in this, spending a day away from campus NP: It is important to know how to because of the people I work with so you can refresh, and sleeping in navigate personal and professional and the students I serve. There because of a long late-night duty relationships. Maintaining positive isn’t a day that goes by that we call you responded to. professional relationships and not don’t get something accomplished burning bridges aid in your ability or a new initiative passed easier SELF-REFLECTION IS to become a better practitioner. than it could be solely because CRITICAL. You should work to develop of the relationships we’ve built. NP: As a new professional it relationships professionally in That organizational connection is can be hard to see how well you the department, within your new absolutely mission-critical to every are performing and handling institution, and with colleagues level of our work. everything that is coming your way. across the nation. By doing so, you You are being pulled in different are able to work and gain different Outside of the institution, and directions because that is often the insights into various projects. like Anastasia said, it’s vital to nature of housing. It is important to There are different approaches that have your tribe to celebrate your take time to reflect on what is going can be taken to best support our wins and losses with. They may well and what is not. By engaging residents that you might not know not know about the intricacies in self-reflection, you are able to about or have not thought about. of your work or your day-to-day see what you have done well and These relationships can help you responsibilities, but they know you. what your areas of improvement become a better professional and My circle has kept me grounded, are. It can be easy to focus on your even advance your career given balanced, and resilient, and I never-ending to-do list or what the interconnectedness of this hope yours fills your bucket with 16 FEATURE ARTICLES

whatever you need to personally improve the halls and support the and at every institution you work. thrive. department. That being said, every idea you have is not necessarily ------UNDERSTAND THE POLITICS doable within the political climate WHERE YOU WORK. of your department and institution. While this list is far from CHO: No matter the size of the Understanding why certain exhaustive of each detail or nuance institution, there will always be processes are in place and why needed to be successful as a new politics at play. It’s a difficult area certain decisions are made can professional, the five concepts to navigate and an even harder assist you in understanding these included are applicable to almost skill to learn as almost everything politics. This can also help you any new role or institution. These is unspoken, unwritten, and see how the institution operates. are a viable starting point for exceptionally campus-specific. Observing your students, your meaningful conversations with The easiest way to learn about colleagues, and your supervisors supervisors, colleagues, and institutional politics is to sit will allow you to see what the mentors to thrive and further back and observe. Follow up with political landscape is and how you develop. If you are one of the supervisors about the why for can navigate those waters without many in this field who may not things that didn’t seem to fall in stepping on any toes or harming have a strong established mentor line with the standard operating any relationships the department relationship with someone, there procedure. Often learning the has with other areas of campus are many individuals in this field political landscape is best described along with seeing what areas could willing to support you. Though it as figuring out the rationale and potentially be changed. Once you will likely require some level of reasons behind the political-driven understand the political landscape, effort to find these individuals, decisions. What was the bigger you can then begin to work to the benefits of connecting and picture? How did the department improve and benefit the resident’s collaborating can have magnificent benefit? lives. It will, however, take time and meaningful results as you to understand these politics shape your career path as a new NP: As a new professional, there is because there is a different political professional in housing and a lot that you might want to do to atmosphere in every role you fill residence life.

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AN ARTICLE ABOUT ARTICLES Contributors: Briana Creswell, Wake Forest University & Demarcus Merritt Sr., Virgina Commonwealth University Curator: Katie Lewis, University of North Florida

When I grew up, I vividly recall the concept of article writing for a was important for us to share their reading and rereading the professional platform. We assessed insight with our team. childhood book, Something From that many of our graduate and Nothing by Phoebe Gilman. This entry-level staff were new to the In order to prepare for an in-house is a story about a boy, Joseph, concept of article writing or had professional development session receiving a blanket from his not submitted many articles in the for our professional staff related grandfather when he was a baby. past. Our knowledge, ideas, and to article writing and conference Over time, the blanket transformed words are arguably one of the most presentation proposal submissions, into many things: a jacket, a vest, powerful (and free) tools we have I conducted an informational a tie, a handkerchief, and finally at our disposal. We found it helpful interview with Demarcus and a button. When the button went to share the voices of those that Briana using a series of questions missing, Joseph morphed the are highly experienced in articles related to article writing and symbolism of the missing button – that’s where Briana Creswell and editing. Side Pro Tip: reaching out into a beautiful story. While the Demarcus Merritt, Sr. came in! to different professionals in the field amount of fabric dwindled into Briana is currently the Assistant (whether you directly know them or physically nothing over time, the Director of Residence Life, not) requesting to set up a time to family still benefited from what it Learning, Leadership, and chat, to learn about their journeys, to represented. The question asked is: Programming at Wake Forest hear their stories, to shadow them on How can you make something from University; she also serves as the projects, etc., is a prime way to expand nothing? current SEAHO Report Editor. Her your network! Once the interview leadership role includes leading a session concluded, I curated their When our team learned the news committee to address the review advice and gifted our team with about professional development and edition of submissions, as their wisdom via a professional funds needing to be allocated well as working with an external development workshop. elsewhere, there was a sense of company to produce the publication Now, it’s your turn, SEAHO, to feeling lost and uncertain on how to for regional release. Demarcus learn the tips and tricks of the grow. Much like Joseph, staff often also holds a leadership position trade. Whether it is your first look for guidance from supervisors within SEAHO, as he was voted into or fifth article to get published, on what to do next – how are a two-year term as the Secretary we hope you find this beneficial, they expected to learn something of the SEAHO Executive Board at reassuring, and inspiring. Read with nothing. As supervisors, we our regional conference in early through, marinate on these shared are helping our staff members March of this year. He is currently thoughts and tactics, pick up a pen to manage and navigate these a second-year doctoral student, (or keyboard), and write away. We changes that COVID-19 has forced the COO and Diversity Doctor for look forward to seeing your name our higher education hands to The Demarcus Merritt Signature as an author soon! “think and do” aspects of our job Enterprises (The DMSE), and in ways to which we may not be a badass dad of two little boys. Q: What are readers looking for in a accustomed. One of those aspects Some regard him as a SEAHO housing/student affairs article? directly impacted is having to celebrity. He has presented at A: If you’re still reading this, recalculate and reallocate how we several professional conferences there might be something that access professional development. and has submitted 12 articles to be comes to mind. There are always We wanted to coach and encourage published in past SEAHO Report new members in the audience, our team on free (or low cost) publications since 2016. These two someone trying to learn from you. professional development professionals in our field know Readers want you to write about opportunities. One way included what they’re talking about, and it your experience and what you are

18 passionate about. Treat your words right for you, or is it time to pop? videos. They illustrate your point, like your personal microphone – enhance the reading experience, what do you care about? What do Q: What differentiates a good and reinforce lessons. Additionally, you want to say and to be heard? article and a great article? consider adding visualization as Then, tell your story. Is your story A: One word – Clarity! it provides value; particularly relatable? Does it apply to the Consider how clearly you can get for those of us that best learn reader’s world? Does it answer a your ideas across. Think about the visually. Oh, one more thing… question? Does it provide insight to publication platform’s viewership one publication biggie is: no stock current challenges? These are some and who may comprise their photography, please. helpful questions to get the writing reading audience. Why use a $20 juices flowing. word when a $1 word can pack just Q: How do you entice the reader as big of a punch! Our attention with understanding data? Q: Well, what are the hot topics spans are a bit shorter – keep our A: Tell. The. Story. right now that reports/publishers attention and focus material on Understand that the readers have are looking for? what you intend to do, and then not been studying your story as A: Within student affairs, a given do it. No tangents. Simon Sinek long as you have. It might even be is anything regarding COVID. Some would say to Start with Why: why their first time. Make your data key COVID questions to consider should the reader care what you precise and understandable for include: will be discussing? The way to keep their level. • How is your institution our attention is catchiness – lure responding? the reader with the sexiness (and What does that mean, you ask? • What are you learning? directness) of your title and first Fully describe the numbers and • What are the best practices you few sentences. Once you have them graphs you’re showing. Provide are utilizing? hooked, keep them hooked. A more accurate labeling and units of • What does virtual engagement nuanced skill that comes with time measure; avoid labels that are look like? and practice is flow. As a writer, we completely obscure (ex: single- • What is the impact of COVID and suggest you brain dump; I call it word labels, algebraic symbols). In virtual learning on your students word-vomiting. Once you complete change data, say “percentage point of concern? your brain dumping part of the change” and not just “percent”. • What does navigating mental process, revisit to edit, cut things Use the full form of percentages health during this pandemic while out, link thoughts, and use research (65.1%) as opposed to the decimal in our professional roles look to back you up. form (.651). like? How are your identity and intersectionalities impacted? Hint: Research takes the Like unnecessarily complicated • Overall – how are we adjusting pressure off you feeling the words, avoid unnecessarily complex effectively, ineffectively, and need to be an ‘expert’. numbers. Our most widely and innovatively? intuitively understandable numbers A great article creates engaging are in the range from 0 to 10, and COVID aside, what creative and and thought-provoking content. then the range from 1 to 10. These new ways of thinking and doing What books do you typically enjoy numbers are our friends. If you our respective roles have emerged? the most? The one in which you need to expand beyond that, utilize Readers are continuously looking knew the ending from the first numbers that are only as detailed for ways to engage around racial sentence, or the one that left you as the reader needs. Too many tensions in a healthy way. What lingering over questions? People numbers or words detract from does navigating vulnerability love a good story – narrate through the main point. Does your brain look like in general, including your thought, as it can help drive comprehend 2,816,013 people or 2.82 how our field views our work? Is a point home and connect the dots million people quicker? the infrastructure of higher ed from theoretical to contextual. Once sustainable? The job search process you’ve painted the picture, create Q: What are some of your editor pet – the complexities of the candidate action and movement. Help the peeves? and employer, shifting gears from reader understand how to apply A: If there is no applicability. the on-campus experience, and the insight and information you You do not want the reader to the overarching questions about just bestowed. It is totally okay think, “Okay, cool, but I can’t see the student affairs bubble – is this to use meaningful imagery and how this applies.” Is the reader

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asking themselves questions to the audience members for further on articles! It can help ease some provoke thought or to unpack their reading, review, and application of of the nerves of writing solo. It confusion at the end of your article? your information for a later time. also provides the opportunity for If an article’s idea is not clear, that multiple perspectives and voices, is a major gear grinder. Q: Ahhh – I’m still nervous. What creating a richer tapestry of From a logistical standpoint, be advice do you have for someone knowledge. mindful of the type of publication hesitant about writing an article? to which you are submitting. Know A: It is normal to be nervous! Just Try not to be afraid to submit an the audience before you submit. like all the articles submitted to our idea to a publication that does not It is helpful to read some example regional publication, the SEAHO have all your points fully developed. articles from the publication to get Report Article of the Year started Editors will likely ask more a feel for suggested writing styles, with one word at a time. Know questions, can tell you what they format, length, etc. that sharing our stories can be are looking for, and provide you therapeutic for ourselves and for some direction. Copyright infringements are not those that read it. Keep a catalog of fun. Do not submit your article your thoughts, ideas, curiosities, In sum: let the reader or editor for publication to more than one and drafts. Start with notes on block you, don’t do it yourself. Give publication. If you are denied your phone; when you are ready to them the opportunity to read what from one, then you can send your expand on them, then send yourself you have to say, and then allow article to another. It is extremely an email. Just please, oh please, them to decide if they want to drink important that publications are not do not waste your wisdom. Do not the water or not. You never know publishing the same articles – it lean on your belief that you will where your article may go! can end very poorly for everyone remember it later – we are getting involved. old! Many housing professionals have gifted this gem of a book to staff, Q: What advice do you have for If you have an idea you would like and so I would like to propose some transitioning a presentation to an to run with, reach out to those that relevant modifications: article? can help you flush it out more – A: Congratulations! Presentation- mentors, report editors, faculty, You’re off to great [ideas], today to-article tends to be the easiest friends, etc. Identify both your is your day! Your [article] is transition since you already did cheerleaders and your peer review waiting, so…get on your way! the research and preparation for board members. Include at least (Quote modified from Oh, The Places it. Consider what you are trying to one person within our field and You’ll Go by Dr. Seuss) say, as you have a shorter window one outside the field (the academic to get your point across. Think side of the house is a great place If you are looking for additional about the engagement factor: in to look). Then, trust these people information about article writing, a presentation, you can be lively, with whom you are surrounding here are some helpful links to interactive, and intertwine the yourself. Study the feedback they explore: audience – how can you make that give so you can apply that for translate to an article? future work. When you receive How to Write a Good Article - positive praise, utilize that and Quickly In a technical approach, each drive that point home. The more presentation typically has 3-5 holistic support you garner around Article Writing Tips and Advice main points supporting the thesis your piece, the better it will be. from the Masters of your topic. Use these as writing points and paragraphs in your Reach out to someone whose style Tips on Article Writing article. If you have a recording of and perspective you enjoy and your presentation, transcribe what appreciate; ask them to walk you you said and utilize the transcript through their thought processes. as your sturdy skeleton and adjust Diversify your platforms; look in accordingly. Extract the points various places where articles are and perspectives that are most housed and pinpoint what you important. Don’t forget you can like about an article when you always reference the article to read it. You can even collaborate

20 FEATURE ARTICLES Remembering the Negro Baseball Leagues Gary Kimble, University of Southern Mississippi

At an ACUHO-I Annual Conference and Exhibition in the start of the 20th century, no black players were in the mid-1990s, I participated in a silent auction to professional baseball. Thus, black players formed their benefit the ACUHO-I Foundation. I had the winning bid own teams, “barnstorming” around the country to on a baseball bat (donated by my good friend Renardo play anyone who would challenge them. Hall from Bowie State University, a public historically black university) that was signed by 20 different In 1920, an organized league structure was formed former players from the Negro Baseball Leagues. The under the guidance of Andrew “Rube” Foster—a bat had 23 signatures, as three former players signed former player, manager, and owner for the Chicago it twice. The Negro Leagues were not a subject I was American Giants. In a meeting held at the Paseo YMCA fully aware of, so the bat became the incentive for me in Kansas City, MO, Foster and a few other midwestern to learn more. In 2001, when the Annual Conference team owners joined to form the Negro National League. was held in Kansas City, I had the opportunity to Soon, rival leagues formed in Eastern and Southern visit the Negro Leagues Baseball Museum. Over the states, bringing the thrills and innovative play of black years, while working in residence life, the bat and baseball to major urban centers and rural countrysides the story of the Negro Baseball Leagues became the in the U.S., Canada, and Latin America. The Leagues subject of a number of programs I conducted for staff, maintained a high level of professional skill and both throughout the year and as featured programs became centerpieces for economic development in for Black History Month. Being able to pass the bat many black communities. (It was in 1885 that the first around to participants to see the signatures always black professional baseball team, the Cuban Giants, seemed to infuse the program with more reality. With was created. They played as an independent ball club my pandemic isolation free time, and the knowledge until the organization of the first black league in 1920 of the passing of Ollie Brantley in April 2020, the last when Rube Foster, known as the “father of black surviving man who had signed the bat, I decided to baseball”, founded the Negro National League.) update the information and share. This is a period of American history unknown to many and it is my hope In 1923, Ed Bolden formed the Easter Colored League. that it will be appreciated by those who read about it. These two leagues thrived for several years but eventually declined because of financial difficulties. BRIEF HISTORY OF THE NEGRO LEAGUES In 1933 a new Negro National League was formed, African Americans began to play baseball in the and the Negro American League was chartered in late 1800s on military teams, college teams, rival 1937. These two leagues prospered until the color athletic clubs and company teams for recreation. line was broken. At their height, the Negro Baseball They eventually found their way to professional Leagues held World Series and All-Star games. They teams with white players. Moses Fleetwood Walker were especially successful during WWII when black and Bud Fowler were among the first to participate. urbanites, flush with cash from well-paid defense jobs, Baseball’s popularity increased following the Civil War crowded into stadiums across the nation. The Negro in 1865. There were white teams, black teams, and Baseball Leagues provided African Americans their own integrated teams. In what was called “A Gentleman’s American pastime. Agreement” (though not written), on December 11, 1868, integrated baseball teams were abolished. The The end of Negro League Baseball came quickly National Association of Baseball Players barred black following World War II. In 1947, the re-integration of players from participation. The following year, 1869, the baseball leagues started with the signing of Jackie baseball achieved professional status. The amateur Robinson by the Brooklyn Dodgers. Robinson became association’s ruling did not restrict professional the first 20th century black baseball player allowed in teams and thus integrated teams existed, however, the all-white professional leagues. After that signing, racism and “Jim Crow” laws would force players from the signing of other leading Negro League players these teams. By the 1890s, African Americans were soon followed. The Negro Leagues quickly and quietly increasingly excluded from professional teams and by folded.

21 FEATURE ARTICLES

These are the twenty former Negro Baseball League 4. Bud Fowler: Decades before Jackie Robinson, Fowler players whose signatures are on the bat I received at played with whites in the majors of the Reconstruction the ACUHO-I Foundation fundraising event: Era 1870s. African Americans were pushed out of the majors in the 1880s, though Fowler’s page on 1. Joe Barnes Baseball-Reference.com shows professional credits as 2. Ollie Brantley late as 1895. 3. Sherwood Brewer 4. Melvin Duncan 5. Home Run Johnson: Johnson was a candidate for 5. Joe Henry the 2006 special election. His candidate page for that 6. Cowan “Bubba” Hyde election makes him sound like he should have been 7. Thomas Jackson a shoo-in, noting him as the best shortstop in black 8. Josh Johnson baseball before John Henry Lloyd (an inner circle Negro 9. Verdell Mathis League selection to Cooperstown) and attributing his 10. Gib Meeks nickname to him once hitting 60 home runs in a season. 11.Lee Moody 12. Buck O’Neil 6. Spottswood Poles: A speedy centerfielder of the 13. Marvin Price 1910s, some called Poles the black Ty Cobb. Negro 14. Ted “Double Duty” Radcliffe League historian John Holway wrote, “We can only 15. Bobby Robinson guess what (Poles) might have hit in the major 16. Joe B. Scott leagues. The hints we do have are eye-popping, to 17. Al Spearman say the least. In ten games against the best white big 18. Gene Smith leaguers of his day, Poles came to bat an estimated 41 19. Sam Taylor times and drilled 25 hits for an average of .610!” 20. Jim Zapp 7. Newt Allen: No less an authority on black baseball So, who of these Negro League contributors might be than Buck O’Neil considered Allen a first-ballot Hall worthy of more frequent consideration by the Hall of of Famer, Negro League Baseball Museum President Fame? Here are 10 deserving of at least another look: Bob Kendrick tweeted a few years ago. The website CooperstownExpert.com also noted that O’Neil included 1. Buck O’Neil: Perhaps the worst moment in Hall of Allen on his all-time Negro League All Star team. Fame history came in February 2006 when 94-year- old O’Neil had a chance to be among the 17 Negro 8. Bingo DeMoss: DeMoss’ page on Baseball-Reference. League inductees that year but inexplicably wasn’t com doesn’t make him out to be among the greatest selected. O’Neil died within a year. But it’s not too second basemen in Negro League history, with him late to correct an injustice and give him a plaque in showing for just a .227/.301/.278 slash line. The thing Cooperstown. He’s the greatest ambassador in baseball to remember about Negro League statistics — they’re history. He was also one of the finest first basemen the spotty at best, with some teams refusing to keep stats Negro Leagues ever knew. because of the cost. A 1952 Pittsburgh Courier poll listed DeMoss as the second-best Negro League second 2. Gus Greenlee: A pioneering Negro League owner, baseman behind Jackie Robinson. Greenlee’s possibly gotten short shrift because he accumulated some of his fortune through bootlegging 9. Dick Lundy: Like many Negro Leaguers, Lundy had and running illegal lotteries in Pittsburgh in the 1920s an epic career spanning 22 years from 1916 through and ‘30s. But the 2006 committee enshrined Alex 1937. It was a superb one, too, with legendary New Pompez, who once fled the country and later turned York Giants manager John McGraw labeling Lundy the state’s evidence to beat a murder rap. Several other best shortstop in baseball aside from Honus Wagner, Negro League executives made money through illicit according to Lundy’s candidate profile in 2006. means as well. Meanwhile, Greenlee built the first black-owned ballpark in black baseball. He also had a 10. Ted Radcliffe: Famed sportswriter Damon Runyon hand in scouting Jackie Robinson for the majors. nicknamed Radcliffe “Double Duty” after watching him pitch one end of a doubleheader and catch the 3. John Donaldson: Donaldson ranks as one of the other. Remarkably durable, he played until he was 52. best black pitchers of the 1910s, pitching for J.L. Wilkinson’s integrated All Nations barnstorming team. More than likely, this list just scratches the surface. The challenge for Donaldson? He starred before the Negro League baseball remains enigmatic, with some founding of the Negro Leagues, overlooked in a similar elements that may never be fully known. But that way to white players such as Jim Creighton from before doesn’t mean the Hall of Fame shouldn’t at least try to the founding of the first major league in 1871. paint a better picture.

22 STUDENT AFFAIRS AROUND THE REGION

FLORIDA UPDATES

Auburn UniversityFlorida Agricultural Nicholls State University and Mechanical University Here at Nicholls State University, we have restored two FAMU Housing welcomes Pamela Grissett to the buildings to housing Isolation/Quarantine students and Residence Life Team. Pam joins the College of Love provide an option for students to live in a community and Charity as a recent graduate from UGA’s College that is more secluded because they have identified Student Affairs Administration master’s program. A that they are more “at-risk” for COVID-19. We are native Fort Lauderdale, Pam’s “homecoming” has a also making a large transition to Portal X for StarRez, been a integral part to the department’s success thus which will be huge for our students. I am also far. extremely excited to announce that we are currently updating our laundry system to be a coin-free FAMU Housing recently opened the brand new, state of operation for our students, so they can wash at any the art FAMU Towers. The suite-style traditional hall time at no immediate cost to them will serve 700 upper-class students. This addition to the on-campus community will further enhance the Southeastern Louisiana University department’s stature as the epicenter of the student experience on the hill. New hires consist of Keonta Johnson--served as Interim Assistant Director of Operations. Recently hired as Assistant Director of Operations and Joelle LOUISIANA UPDATES McWilliams--Recently hired as Assistant Director of Residential Life. Posted positions consist of University of Louisiana Monroe Administrative Assistant III--Will start advertising for position in January 2021 and Administrative The Board of Supervisors for the University of Coordinator--Will start advertising for position in Louisiana System approved Valerie S. Fields, Ed.D., January 2021. We are currently working on StarRez vice president for Student Affairs at the University of upgrade to PortalX. Roll out begins in November 2020. Louisiana Monroe at the Oct. 23, 2020, board meeting. Fields is the first woman to serve in a vice president’s Louisiana State University position in the university’s 89-year history. Along with other departments, the Vice President for Here at Louisiana State University, we hired Josh Finch Student Affairs oversees Auxiliary Enterprises and the as the Assistant Director of Training and Development. Department of Residential Life. The Highland Hall renovation project was completed prior to Fall opening. Greenhouse construction project Tulane University is continuing to progress and is scheduled to open in Fall 2021. Tulane is almost one month away from the end of a successful, COVID-aware fall semester. We are happy to report that we have been able to host students MISSISSIPPI UPDATES in on-campus residence halls and hold both online Mississippi State University and in-person courses this semester. The Division of Student Affairs and Housing and Residence Life have NEW STAFF maintained our focus on virtual support and resource MS State would like to introduce our newest team opportunities for students, such as virtual workout members to our housing organization. classes, office hours/meetings, and engagement activities, that began in the spring of last year. The Bob Morton, Associate Director for Student Housing University continues to move forward with the Facilities & Maintenance. Bob joins us from most construction of two brand new residence halls to recently as the Director of University Housing and be open in the fall of 2022. In terms of new hires, Residence Life at Clayton State University in Morrow, Housing and Residence Life hired Jillian Solomon GA. as a Resident Director for Sharp Hall and Sophie LaBella as our Program Assistant. Additionally, we are Timothy Bush, Senior Custodial Supervisor, South actively recruiting for two live-in positions: a Resident Campus Director and an Assistant Director to fill immediate vacancies. We hope that you and our fellow colleagues Carolette Evans, Senior Custodial Supervisor, North across the region are staying safe! Campus 23 STUDENT AFFAIRS AROUND THE REGION

Elizabeth Douglas, Business Manager University of Southern Mississippi

B. Nick Nichols, Community Director, Deavenport and New Staff Member – Marti Wein (Residence Life Dogwood communities Coordinator for Hattiesburg & Mississippi Halls & Cedarbrook Apartments) Travis Houston, Community Director, Magnolia and The housing department have worked to create Oak communities efficient processes in various areas, in spite of the COVID-19 challenges: Clair Bailey, Graduate Residence Director, Cresswell • Extension of the self-assignment to the incoming and Hathorn communities freshmen students. • Merging the Desk Operation application process to Christian Barefield, Graduate Residence Director, Mercury (housing software). Griffis and Nunnelee communities • Condensing over half of the housing online forms into Mercury for a unified tracking purposes. Maggie Schmutz, Graduate Residence Director, Hurst • Successfully extending the fall Move- In process to and Ruby communities accommodate the COVID-19 requirements.

Cassidy Snapka, Marketing and Communications Coordinator SOUTH CAROLINA UPDATES

I’d like to thank Tina Belcher, Jason Boler, Makeetha Clemson University Crain, Dante Hill, and Jessica Thornton for taking on additional responsibilities in the 8 months before Tiffany Deal joins us as the Community Director for we were able to successfully hire Bob to the team Douthit East. She comes to us most recently from and restructure the residential education leadership Presbyterian College. members. I’d also like to thank our facilities & custodial, and residential education team members South Carolina Housing Officers Association for their patience as we worked through all things SCHOA hosted our annual conference virtually in COVID-19 amid significant departmental leadership October and had 86 attendees from 16 institutions vacancies. register for the conference! A big shout-out to Dan Colascione and his team at the University of South NEW SUCCESSFUL PROCESSES Carolina for hosting a great conference! Catherine “Safe Return Home” for our students, including Kareores won the Best of SCHOA Award for her managing 4 isolation and quarantine sites, and presentation titled “Collaborating with Faculty as a health and safety initiatives for our students and staff Graduate Student” which she will be presenting at members. SEAHO in the spring!

Residential Curriculum revised and launched our 3 Elections for vacant executive board positions were Educational Priorities for Mississippi State: Personal held at the annual SCHOA business meeting and we are Responsibility, Inclusive Residential Communities, and excited to welcome Cody Dunlap as our President-Elect Global Citizenship. and Daniel Francis as our Secretary/Treasurer! We have two remaining vacancies that the board will work to Launch of MS State’s Luckyday learning community. fill. Created in 2019 by the Luckyday Foundation of Jackson, the inaugural class of nine will receive a The SCHOA executive board for 2020-2021 includes: $6,000 annual scholarship for up to four years, must be a first-time entering first-year student from Past-President: Dillon Beckford Mississippi, and has earned at least a 3.0 GPA in high President: Kale Jeffords school and ACT of 20-28. President-Elect: Cody Dunlap SEAHO State Representative: Kayla Harvey The Mississippi State Residence Hall Association Secretary/Treasurer: Daniel Francis (RHA) and Department of Housing and Residence Life Graduate Student Representative: Vacant is pleased to announce a donation of $10,000 to the Technology and Marketing Committee Chair: Vacant Boys and Girls Club of Starkville, MS from their annual Haunted House event.

24 STUDENT AFFAIRS AROUND THE REGION

VIRGINIA UPDATES

Virginia Association of Colleges and University Housing Officers

VACUHO continued to host virtual Governing Council meetings throughout the pandemic to ensure that we were touching base and discussing how we want to proceed as a governing body. Our most recent meeting was held on September 25th in which we discussed holding a virtual award ceremony for our Resident Assistants in place of our annual RA conference and a virtual election process to elect the new Governing Council. We have schools identified as hosts for our annual RA Conference and the Virginia Association of Residence Halls (VAARH) Student Leadership Conference for when in-person events can resume. VACUHO has also continued monthly Senior Housing Officer meetings to ensure that SHOs have the opportunity to discuss how their campus’ are managing the COVID-19 pandemic.

James Madison University

JMU is thankful and excited to welcome Keanté Eppes in to our program as a Full-time Hall Director! She’s coming to us from the coastal side of Virginia and brings with her great experience and enthusiasm for her new role and student affairs. She recently graduated from James Madison University’s CSPA program and was a graduate hall director during her time there. She has continued to step up and lead our professional and student staff during this unprecedented time and we couldn’t be happier to have her on our team.

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