The scholar-participants all described various oases of support, respite from the scrutiny of being a woman of color faculty member on campus. Some of these oases were temporary–writing groups that ended after a while–and some were longer-term rest areas, such as faculty affinity groups and ethnic studies departments (i.e., not educational leadership and policy “home” departments). Other oases were off-campus entirely, such as the relief of having family close by, or the option to teach online and flexibly visit or care for family for longer periods of time.
Oases were alternatives to campuses and home departments where many participants frequently spaces of feeling hazed, uncertain, and disconnected from one’s personal sense of purpose. One participant explained the feeling in oases as “not having to explain myself and my research.”
The University Council for Educational Administration serves as an oasis for some members and graduate students. Notably, the Jackson Scholars Network has created an oasis within UCEA for some graduate students and faculty of color, though not all. UCEA and JSN certainly cultivated my understanding of academic institutions and seeded enriching professional friendships.
But happy or comforting oases also take work. Relationships take work to maintain. Being home with elderly parents or caregiving for children require extra physical and logistical bandwidth. Someone has to facilitate the affinity groups. And sometimes, still, oases are too far apart or too few for the extent of drought. We need structures of care.
Studies
