Supporting While Marginalized: Racial Realities and Institutional Responsibility in Student Affairs

• In Event: Unveiling Campus Racial Realities: Faculty and Staff Voices from National Assessment of Collegiate Campus Climate Survey

Abstract

Student affairs professionals play a pivotal role in fostering inclusive campus climates, yet many—particularly racially minoritized staff—face persistent racism and marginalization in their workplaces. Using findings from the National Assessment of Collegiate Campus Climates (NACCC) Staff Survey (2021–2023), this session will highlight often-overlooked racialized realities experienced by nearly 2,000 student affairs professionals across 73 institutions.
Racism continues to shape the professional lives of student affairs staff profoundly. NACCC data indicate that over half of student affairs professionals witnessed racism, and one-third reported personally experiencing racial incidents within a year. These racialized experiences significantly exacerbate already-high levels of burnout, frustration, and turnover within the profession (Stebleton & Buford, 2021). Black, Asian, and multiracial professionals, in particular, perceive racism as severe and prevalent. Commonly reported experiences include being mistaken for someone of the same race, being tokenized in meetings, and encountering racially insensitive comments.
The mental health impacts of these experiences cannot be overstated; racial discrimination in workplaces is consistently linked to higher rates of anxiety, depression, emotional distress, and burnout among racially minoritized employees (Carter, 2007; Velez et al., 2018). Moreover, these personal and professional challenges are compounded by institutional shortcomings, including inadequate responses to racism, insufficient DEI professional development, and limited trust in institutional leadership’s long-term DEI commitment (Anderson, 2020).
While workforce diversity in student affairs has increased (U.S. Department of Education, 2023), demographic representation alone has proven insufficient in addressing deeper equity issues. Institutional practices must evolve beyond mere representation to active commitment and accountability for racial equity (Harrison, 2010). The NACCC brief underscores the urgency for institutions to create meaningful systems of support, including standardized reporting protocols, intentional integration of racial equity into departmental evaluations, affinity groups, targeted retention efforts, and enhanced professional development.
This session aims to articulate key racial realities faced by student affairs professionals, discuss implications for staff retention and institutional effectiveness, and propose actionable, evidence-based recommendations for higher education leaders committed to institutionalizing racial equity.

Authors

• Jihye Kwon, University of Southern California

• Rodolfo Andy Nunez, University of Southern California