CAREER MOBILITY OF BLACK AND WHITE UPPER LEVEL ADMINISTRATORS IN A PREDOMINANTLY WHITE INSTITUTION OF HIGHER EDUCATION: A CASE STUDY by CARLTON R. MCHARGH A DISSERTATION Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the Department of Educational Leadership, Policy, and Technology Studies in the Graduate School of The University of Alabama TUSCALOOSA, ALABAMA 2010 Copyright Carlton R. McHargh 2010 ALL RIGHTS RESERVED ABSTRACT Today, more than half a century after Brown v. Board of Education, many institutions of higher education, particularly predominantly white institutions (PWIs) are still grappling with issues related to increasing diversity. And while many Institutions of higher education (IHE) now boast large numbers of students from diverse backgrounds, the same cannot be said of the diversity of upper level administrators particularly within PWIs. However, what research has shown is that most IHEs desire and value diversity. However, the means of achieving diversity are many, varied and contested. This study attempted to add to the body of existing literature on diversity within PWIs by drawing upon narratives of Black and White upper level administrators on issues of hiring and career mobility. By contrasting the careers of Black and White upper level administrators within one PWI in the southern United States, this study explored through their narratives what those narratives tell us about the impact of race on the processes of recruiting, hiring, promoting, and retaining upper level administrators within the PWI. NVIVO 7 was used to code and organize the interviews. The interpretation of the findings was framed and viewed through the lens of Critical Race Theory (CRT). Specifically, CRT was used to understand ways in which the political category of race impacts the hiring and career mobility of Black upper level administrators compared to their White counterparts within the PWI. The ideas of CRT were used not only in interpreting the findings of this study, but in framing it as well. More specifically, this study examined the effects of race and explored how race is deployed and experienced at the individual, institutional and to some extent, societal levels as evidenced in the narratives of the participants in this study. ii DEDICATION This dissertation is dedicated to my parents, Mrs. Carrie B. McHargh and Mr. Winston M.J. McHargh; Daughters Makena Bell and Kendi Pearl and Wife, Dr. Kagendo Mutua. iii ACKNOWLEDGMENTS When I started to write this section I expected it to be a breeze. However, as soon as I began to reflect on the contributions of specific individuals, I realized the potential for leaving someone out was more than a mere possibility. Therefore, I begin by acknowledging the contributions of the multitude of friends and acquaintances that helped to shape and mold me along the way. Next, I would like to thank my entire extended family for without their kind words and deeds none of this would have been possible. It is with a swelling of great pride that I pen these words of gratitude to my devout mother Carrie and visionary father Winston for their unconditional love and support. To my siblings Winston, Phyllis, Kenneth, Gloria and Leondro, I was most fortunate to be able to follow in each of your footsteps. Thanks to my nieces and nephews for all the times you called me uncle and reminded me of my responsibility to the family. To my Kenyan family, although my Ki-Meru is limited to two or three words, I say Asante for the gift of Ngendi and for all that she brings to my life. And to my wife Kagendo, I would like to thank for her support in ways that are too numerous to mention but primarily for her role in caring for our daughters Makena and Kendi. I especially want to thank my two princesses for being such great students and teachers and for always asking the questions that put everything in perspective. I also write to thank the faculty in the Higher Education Program and also the College of Education for their support throughout the coursework and writing of this dissertation. A sincere thanks to my study and writing partners, the dynamic duo, Wynora and Matt, I now join you in that great tradition of being hooded. I am especially grateful to my dissertation committee: Drs. iv Jim Hall, David Hardy, Jean Herron, and Wayne Urban for their support, guidance and critique during this research project. I truly appreciate your words of encouragement and challenge. Lastly, I would like to thank my dissertation committee chair, Dr. Nirmala Erevelles for the formal instruction and the informal exchanges throughout the years. The dedication to see this project through completion is a testament of your professionalism and commitment to your students. v CONTENTS ABSTRACT.................................................................................................................................... ii DEDICATION............................................................................................................................... iii ACKNOWLEDGMENTS ............................................................................................................. iv LIST OF TABLES...........................................................................................................................x CHAPTER I: INTRODUCTION.....................................................................................................1 Background of the Problem .................................................................................................1 Benefits of Diversity ...........................................................................................................2 Overview of Legal Foundations for Diversity.....................................................................4 Diversity Among Administrators in PWIs...........................................................................8 Statement of the Problem...................................................................................................11 Purpose of the Study ..........................................................................................................12 Theoretical/Conceptual Framework...................................................................................14 Importance of the Study.....................................................................................................17 Scope of the Study .............................................................................................................18 Definition of Terms............................................................................................................18 Delimitations and Limitations............................................................................................22 CHAPTER II: REVIEW OF THE LITERATURE .......................................................................24 Overview of Chapter..........................................................................................................24 Historical and Legal Background of Desegregation in Higher Education ........................25 Brief Historical Background on Education in the Southern States........................25 vi Overview of Legal Issues Affecting Desegregation in Higher Education ............26 Early Litigation Challenging Separate But Equal Doctrine...................................27 Impact of Legislation on Desegregation of Higher Education .............................30 Post-Civil Rights Act Litigation: Adams States Litigation....................................31 Higher Education Desegregation in Tennessee .........................................32 Higher Education Desegregation in Mississippi........................................34 Higher Education Desegregation in Alabama............................................36 Higher Education Desegregation in Louisiana ..........................................40 Critical Race Theory..........................................................................................................42 Racism as Ordinary................................................................................................44 Interest Convergence.............................................................................................45 Issues in Achieving Racial Equity among Upper Level Administrators in PWIs .............48 Search Committee Issues.......................................................................................51 Scarcity of Qualified Candidates of Color.............................................................51 Value-Laden Screening Techniques Impacting Diversity of Administrators in PWIs..........................................................................................52 CHAPTER III: RESEARCH METHODS.....................................................................................59 Chapter Overview..............................................................................................................59 Qualitative Methods...............................................................................................59 Data Sources ....................................................................................................................62 Participants and Settings........................................................................................62 Data Collection..................................................................................................................65 Interview