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Posts Tagged ‘dr. al felice’

 

Sub-Head: Diversity and Disproportionality Report – Nov. 2010

 

The 1927 Oshkosh, Northwestern describes; “There were no slaves or other negroes in the county, no deaf and dumb, blind or insane persons, and no idiots.”  From the time Morris Firman established his first sawmill (1847), through its dramatic development as the primary source of lumber after the 1871 great fire of Chicago, the establishment of Oshkosh State Normal School to UW-Oshkosh, the rise and fall of Oshkosh B’Gosh, to today, the city of Oshkosh has seen tremendous growth in both its ethnic minority and lower-income populations.   

Oshkosh has traditionally been a “closed city.”  Adjectives like “quaint” and “simple”, “safe” and “traditional” would aptly describe its history.   Oshkosh is, and by extension, Oshkonians are steeped in tradition.  It would be safe to describe Oshkosh as a pretty conservative city.   People in Oshkosh revel in the, “I remember when” stories.  They tell their kids, and their kids tell their kids.  It is the tradition. Oshkosh can boast of particular ethnic festivals that have gone on for generations.  There are teachers in the District who are currently teaching the children of their former students.  The bus-lines stop at early evening.  This is the Oshkosh we all know and love.  This is the Oshkosh we defend.  This is the Oshkosh that is stuck.   

From a historically sleepy, manufacturing-driven, exclusively white, Midwestern city, Oshkosh’s demographics began a dramatic shift starting two decades ago.  The 1990 census placed Oshkosh with a registered population of 55,006 – the fourth largest city in Wisconsin.  Of this population, 347 (.6%) were identified African American (AA), 489 (.8%) Latino, and 1039 (2%) Asian – excluding Hmong and Laotian which accounted for 655 (1.1%) of the total population.   More recent 2000 census data placed Oshkosh’s total estimated population at 62,916 – now the eight largest city in Wisconsin.  Of this estimated population 1376 (2.2%) were identified AA – a four-fold increase, 1062 (1.7%) Latino, and 1908 (3.0%) Asian.  Hmong and Laotian now account for 1493 (2.4%) of the total estimated population. 

Census projections (2006) place the City of Oshkosh as eight-largest amongst Wisconsin cities with a population of 64,084 a 1.2% increase from 2004 census figures.  Oshkosh identifies 7.3% of its population as ethnic minority with 2.2% as African American (AA) or Black.  Only Milwaukee (37.3), Racine (20.3), Beloit (15.4), Kenosha (7.7), and Madison (5.8) show larger AA populations – Racine, Beloit, and Kenosha, smaller than Oshkosh: Milwaukee and Madison much larger.  Of cities with comparable numbers, Oshkosh holds the largest AA population.

The ethnic shift in the population is evident.  The data is pretty clear.  One question is “What event or chain of events occurred twenty years ago that has changed this ethnic landscape?”  The second issue will be to get a greater sense of this new population to understand how their participation/inclusion/presence has affected the fabric of Oshkosh – as we know it.

What event occurred?     

The Oshkosh Correctional expanded its bed capacity by 1,000 beds from 800 to 1,800.  This move invited a number of inmates from a variety of urban areas to be housed in this newly expanded facility.  As with any such expansion, a number of families were also drawn to the area, in part, to be close to their loved ones.  Oshkosh may have been neither friendly nor welcoming, but as one parent told me: “It safe, and that’s all I care about.”  Extended families soon followed (aunts, siblings, cousins, et cetera). 

What does that mean for the city?

These families were mainly lower and lower working class.  Not only did they bring an anxious browning to the city, but their socio-economic status placed a burden on an already struggling social system (health, education, transportation, police, et cetera).  The City of Oshkosh had to go through a grieving process that it was not ready for.  Like a moth going toward the promise of warmth and light of a newly expanded facility, Oshkosh did not anticipate that its wings might be singed. 

Concurrent with this population shift, Oshkosh was witnessing a dramatic loss of its manufacturing base which, historically, had been its main economic dam.  The maintenance and defense of a large lower-educated manufacturing-driven population works very well – until your manufacturing base exits…Stage right. 

Below gives an incomplete list of some of the businesses that have been lost to Oshkosh over the past decade.

  1. Oshkosh B’Gosh – closed
  2. Morgan Doors – downsized
  3. Park Plaza stores – closed
  4. Rockwell – downsized
  5. Radford Doors – closed
  6. Copps – closed
  7. Wallace Furniture – closed
  8. Rohners Furniture – closed
  9. Big Lots – closed

10.  Furniture Land – closed

11.  Leach Company – closed

12.  Circuit City – closed

13.  Wisconsin National Life – closed

14.  Wisconsin Automated Machinery – closed

15.  Square D – closed

16.  Kimberly Clark – downsized

17.  SNC Manufacturing – closed

J.E. Espino wrote about the changing economic climate.  He stated,

“The U.S. Bureau of Labor Statistics projects the fastest-growing occupations are in health care and technology.  Indeed, the case is partially bearing out in Wisconsin, evidenced by the top 25 jobs heading into 2009. The No. 1 occupation is nursing, followed closely behind personal home and care aides and home health aides.  A large number of these in-demand occupations do not command high wages, however. They are low-skills jobs that require short-term on-the-job training, such as food preparation, customer service and retail. Wisconsin has fallen on hard times. Its manufacturing sector has been devastated. Job losses topped more than 32,000 in the past 12 months, according to the state Department of Workforce Development.

In a January 18th, 2009 editorial in the Oshkosh Northwestern, Jeff Bollier wrote:

In the U.S. Bureau of Labor Statistics’ Oshkosh-Neenah metropolitan statistical area, the number of health care and education workers in November was up 2.4 percent since the beginning of 2008 while employment in segments like trade, transportation and utilities; manufacturing and professional and business services have all declined 1.3 to 2.1 percent. Manufacturing and rural communities have been hit hard by layoffs. “In our region, we’ve seen the largest number of layoffs in manufacturing,” Welch said. “But a lot of middle managers and professionals whose companies may look to cut costs may lose their jobs, too.  It spans industries, but in the Fox Valley, the impact is still more directly on manufacturing and some retail, like restaurants.”

Oshkosh, therefore, saw a dramatic increase in its lower-class population both because of a loss of manufacturing jobs and an increase in immigration from more urban areas.  It should be noted that as people moved from manufacturing to the service industry, they not only moved from comfortable to lower-paying jobs, but many had to secure appropriate wardrobes…something that they never had to concern themselves with in their previous employ.

Summary:

What we see, therefore, is a highly conservative, highly traditional, very White, simple town with a proud, strong history of manufacturing that has lost a significant number of low-skilled, well-paying jobs over the past 18 years.  Some of these jobs have been replaced by lower-paying, more customer oriented, service industry positions.  Some have not.  During this period both the population and ethnic diversity of the population have grown.  This “new” population tended to be lower and working-class urban dwellers with high rates of single parenthood, low rates of employment, and low rates of academic readiness and skill. Let us first look at the educational attainment of our population.

Can the Oshkosh community absorb this new population?

To be able to absorb a new population, a community must have a thriving middle-class.  Let us examine this question more closely. 

Educational Attainment:

The Encyclopedia of Sociology Summary suggests, “One of the main reasons education is valued so highly is the role it plays in relation to social mobility.”  If we consider education as the major path toward social mobility, a review of Oshkosh’s population vis-à-vis its educational attainment would offer us some insight into its capacity to absorb these immigrants. It is widely accepted that a more educated population would offer greater buffering of our current economic downfall and greater readiness for subsequent upturns in our economy.  What is Oshkosh’s current status?

2000 census figures suggest that Oshkosh’s 25 years and over population stood at 38,496.  Of this population, 71% held no higher than a high school (including equivalency) diploma.  Only 23.1% of Oshkosh’s population held at least a bachelor’s degree.  Six percent held associate (two-year) degrees.  Just over 79% of Oshkosh’s residents were born in-state.  This suggests relatively low mobility of residents. 

A review of data for larger cities, including other cities in the valley, “percent bachelor’s degree or higher” reveal; Milwaukee (18.3), Madison (48.2), Racine (15.6), Appleton (29.7), Fond Du Lac (19.0), Eau Claire (28.9), Green Bay (19.3).  This data suggests that, of the four major valley cities, Oshkosh has the second-highest “percent bachelor’s degree or higher” population at 23.1%. 

Any increase in lower educated population would simply draw 23.1% figure down.  As noted before, a low-educated population draws heavily on the social service structure of any community. 

Mobility:

State mobility can be a two-edged sword.  From one perspective communities that retain high percentages of their birth population tend to have strong community histories, and traditions.  There is a social understanding of how one is accepted as a member of that community.  Conversely, these communities tend to be highly resistant to change.  Developmental shifts take longer to become accepted.   A population-retention rate of 79% suggests that a very large portion of Oshkonians grew-up, went to school, found jobs, brought up their children, and remained pretty-much within the city for their entire lives.  Some may have left to be educated eventually returning to the city.  I suspect that many current teachers can share stories of having taught the parents of their pupils.  The circle remains unbroken.  Oshkosh can be described as beautifully traditional and slow to shift.  It will take very long for the Oshkosh community to embrace their new classmates, workmates, neighbors…

It is commonly thought that building a university within a community may help assuage the potential for incestual thinking and hiring processes.  This may be so, but only if the university is able to attract and retain relatively high numbers of students and faculty from outside the area – different state and/or country.  Universities tend to be the community’s arms that extend beyond the confines of the city.  They are the ones who chart the course…who lead the way for the community.  If a university simply satisfies the needs of the community, it runs the risk of keeping the community stagnant.  A healthy tug must exist between the academic environment and the community for change to take place.  Without that discomfort, there is limited potential for growth.  

As an example: Let us say that the University of Wisconsin-Oshkosh has a strong Teacher Education program, however,  the vast majority of the teachers being educated within that program come from the City of Oshkosh.  There are two ways to advance the Teacher Education (TE) program to a level of growth, competitiveness, and readiness for 21st century challenges.  One way would be to ensure that the TE program keeps a variety of visiting professors from similar programs all over the country.  The constant flow of new thoughts, ideas, and research interests tend to create and maintain vibrancy in the program.  Another way would be to institute a mandatory semester-long internship experience in dissimilar cultural environments (other countries or states).  This way, students become immersed in cultures and experiences alien to their own.  This expands learning.

Demographic Changes:

We had spoken earlier about the increases both in population and diversity of the population of Oshkosh over the past decade.  Let us review where this population has come from.  In this section we will also examine why the increase in population, as well as answer the question posed earlier: “Does this new population lend to our middle-class thereby accenting our financial solvency, or does it draw from it adding to our un- or under-employment?”  

Over the past decade, Oshkosh has seen a dramatic shift in its ethnic minority population (see above), the majority of whom are both low-educated and low-skilled.  A number of reasons have been offered for this ethnic minority population increase.  These include: 

  1. Oshkosh has been designated a “safe city” welcoming five (5) Sudanese families from the devastating circumstances in Dafur.
  2. Oshkosh is one of the primary settlement areas for Hmong (Southeast Asian) families (655 to 1493) although many have moved further North in the Fox Valley.
  3. The Winnebago Correctional Institute, established approximately 20 years ago, has drawn a large, diverse, heavily AA population to the city (347 to 1374).    
  4. A number of extended relatives from the initial group (see “c” above) have moved into the city to find a place of “safety” for themselves and their children.   The AA population has almost quadrupled over the past decade.
  5. A few families, displaced by Katrina, have found sanctity within the city.
  6. There has been a dramatic Latino immigration into the state.  One would expect that this increase would be reflected in many of the larger cities – Oshkosh being one.  

Lower education and high immigration coupled with a loss of manufacturing jobs have all contributed to Oshkosh’s current situation.   The totality of these shifts have had the effect of swelling the ranks of the lower- and working class, and placing an additional stress on the already over-burdened social, educational, and economic structure of the city.  SAFETY VERFSUS CONTROL.

Education System:

The Oshkosh educational system is comprised of the University of Wisconsin-Oshkosh (UWO), the Fox Valley Technical College, the Unified Catholic Schools, Oshkosh Christian & Valley Christian and the Oshkosh Area School District (OASD).  There are a few early primary programs that exist.  UWO is the third largest university in the state with a total enrollment of 12,700 students.  OASD educates over 10,500 students in 16 elementary, five middle, two high, and six charter schools. Some of these schools, primarily those serving disadvantaged populations, have since been closed – the affected students housed at different facilities.    

The system continues to struggle.  The educational structure of the city has not shifted to prepare (a) for the loss of manufacturing, nor (b) the change in demographics.

  1. The University of Wisconsin-Oshkosh (UW-O) continues to be the main training and recruiting ground for teachers within the city. 

These teachers have not been readied to work with this population.  They are simply ill-prepared, and are being interned and mentored by senior teachers who, themselves, have little or no didactic training to work with this population.  This is less an indictment of the teaching staff as it is of the lack of readiness of the Teacher Education program at a number of these Universities.  UW-O is not singular in this challenge.

  1. Very few of the OASD’s academic and support staff have had didactic and/or practical training in working with a diverse population.

Conducting a one or two-day conference or seminar in Diversity does little to shift teacher readiness to work with this population.  This is so for a number of reasons including:

  • Diversity is not mechanical like learning a new computer program is.  That means that you cannot take a map or a GPS home and follow the instructions.
  • Any long-lasting change, human or animal, demands extended emersion and opportunities for practice in the environment. 
  • These conferences tend to be populated by those teachers who already reside in the top percentile of readiness.  You are practically singing to the choir.
  • The onus lies on those few to go back to their respective school districts and move the un-readied and oftentimes resistant masses.
  • These changes take a lot of time and concerted effort.  Particularly in these times of limited resources, this brings great anger, resentment, and resistance.  
  1. The school district, as is true for the University and the City, lacks diversity within its academic staffing pool.   There are no teachers of color.  Recruitment efforts (to date) have met with little success.

It is difficult to attract people to a restaurant that people do not know exists, or has a negative reputation.  It is not that Oshkosh had a negative reputation per say, but its history and demographics tend toward a negative perception.  Additionally, the attending University has done such a poor job of recruitment and retention of students of color that the messages shared by those students within that community are not very encouraging.  Additionally, the Oshkosh community is starved for comfortable bridges that would attract and retain teachers of color.  In short, there is nothing here.    

  1. The City of Oshkosh remains unattractive to more educated, middle-class Blacks.  Any Black staff that is recruited will probably not stay very long.

The options for a middle-class Black are not here.  Even if that person wants to work and retreat, there are very few islands of emotional safety for a Black professional to do that.  What occurs is a calculated decision to “hang in there” until that person’s resume is built and/or more comfortable opportunities are afforded.  This occurs more consistently with more capable, and therefore more marketable, recruits.  This is the essence of the “revolving door” syndrome.

Citation:

The Oshkosh School District has recently been cited for the disproportional representation of ethnic minority students in Special Education.  This means that relative to their percentage in the population, AA children are over-represented in the Special Education programs.  This is particularly true for Cognitive Disabilities (CD) and Emotional and Behavioral Disability (EBD).  

A number of reasons have been offered as explanations for the disproportionality.   Before listing some of the explanations, it should be noted that OASD is not singular in this challenge.  Many, if not most, of the school districts across the country share a similar affliction.  This disproportional overrepresentation of Blacks in the country’s CD and EBD programs is paralleled in our vast prison complex.  One can make a comfortable argument that low rates of academic success (high placement in CD and EBD) are inversely proportional to the rates of incarceration.  If you see a population where the rate of academic success is low, you can expect the rate of incarceration to be high.  The classroom to jail pipeline is not a misnomer.

Gloria Latson-Billings writes:

African American students continue to lag significantly behind their white counterparts on all standard measures of achievement. African American children are three times as likely to drop out of school as white children are and twice as likely to be suspended from school.  The high school dropout rate in New York is about 35% and California the rate nears 50 percent. African American students make up only about 17 percent of the public school population but 41 percent of the special-education population. pg. 2

Recent data from our own District demonstrate the challenge.  AA suspension rates at Merrill Middle sit at 47%, Webster 27.8%, North 25.4%, West 19.25%. 

Why are we seeing this disproportional representation?

  1. One of the major reasons is the posture from which we perceive this population.  We, the collective “us”, see AA children and families in pejorative terms – as deficient, deprived, deviant, culturally disadvantaged (Billings, 1998).   They are, in short, lacking in support, guidance and training.  As we engage with this population from a deficit model, our emphasis is to move these families/children to become “more like us.”  Our biggest challenge, however, is that “we have never learned them.”  We have learned AA as deficient and devoid…not different and unique. Again, this is not singular to Oshkosh.  This is a world-wide phenomenon.  The images of AAs that we have been bathed in are, for the most part, negative or less-than.  Know too, that there is no bias to the internalization of these images.  African Americans also hold many of these learned images of themselves and others like them.    What happens, therefore, is that it is easier to apportion high numbers of AA students into CD or EBD.
  2. Lack of institutionalization of response to intervention (RTI).

The Wikipedia defines RTI as “a method of academic intervention used in the United States which designed to provide early, effective assistance to children who are having difficulty learning.”  In a practical sense, prior to a school principal accepting and supporting any referral for testing, teachers must have evidence of progressive efforts taken, and levels of success met having employed those interventions, in support of that child’s learning.  This is no consistency to this. As such, both teachers and administrators can comfortably thwart the initiative by simply waiting it out.

  1. Lack of training in working with this population.

Very few teachers and administrators have been trained to work with this growing population. In fact, there is a popular perception that education is education regardless of population dynamics.  This is less an indictment of the teachers, and more of the university systems that produce them.  The current university system does not service our current needs.   

  1. Difficulty in getting a baseline on many of these students.

A large percentage of our incoming students arrive with either no data or inadequate data for the school district to make educated decisions.  

  1. Student mobility.

It is not uncommon for students to arrive or leave the district during the any given semester.  Without a central office that funnels all these midterm incoming students, it is difficult to establish focus, maintain focus, or for incoming students and families to learn the expectation of this new academic environment.   

  1. Poor assessment tools.

Because of high mobility and traumatic family lives, many of these children are delayed academically.  This is where the popular term “street wise “comes in.  These children are educated…but they are educated relative to the needs of their environment.  We are testing and pathologizing them relative to the requirement of our cultural environment.  This is more a social issue than a race issue; however, it is a fact that African Americans are disproportionately represented in that lowest rung of the American social ladder. 

  1. Lack of checks and balances. 

For much of this (above) to be dealt with, there must be a person in central office whose job is to monitor this flow.  That role is, at best, inadequately performed.  Principals are, therefore, left to their own authority, experience, and wisdom.  This results in inconsistent application of mandates. 

Disproportionality will continue to be a challenge for us here at OASD.  

As noted earlier, these challenges are not unlike those of any growing city or metropolis.  Ours is a bit unique because of the history behind our growth in diversity, the speed of that growth, and the popular perceptions of that growth.  Those three things taken in combination with our increases in unemployment and under-employment, anxiety because of current local and regional economies, and a feeling of being unprepared for these dramatic changes, makes for a stressful situation.  You marry this with teachers who have not been trained to work with this new population – and you begin to understand “Oshkosh today.” 

Oshkosh must grieve this shift.  It is natural.  It is expected.  The challenge is that no city grieves at the same time or at the same rhythm – so that while on part of Oshkosh may be in resolution, another part may be in disbelief, and yet another in anger.  The question is how do you move an entire city through a natural grieving process while not everyone is on the same page?  Think of it as a car that you’re trying to drive through some mud.  Some are pushing forward.  Some are pushing back.  Some are sitting with arms crossed refusing to help.  This is Oshkosh’s challenge. 

Training Our Teachers and Administrators.

One of the popular and frequently articulated charges against the lack of success of our now nine-year invasion of Iraq, was that we lacked of knowledge of the history and culture of the people of that region.  You recall that we were struggling to find interpreters.  We entered a prolonged engagement without knowing the population.   Think of any private cooperation (Nissan, Sony, Craftsman, Millers etc.) trying to break into any foreign market (Latin America, Africa, China) without first learning the language and the culture.  That would be unacceptable.  We didn’t break in.  This population came to us – – – because of choices we made.  I understand there were financial “imperatives” but (a) that is just a word that means we didn’t process the decision very well, and (b) we made them.  We made the decision.   

Part of our challenge in Oshkosh is that “Our teachers, administrators included, are working without knowing.”   We have entered an engagement without knowing the population.  That is unacceptable…or it should be!  But we do not have a training port.

Teachers/Administrators do not train themselves, so the contention that the blame for not knowing or not being educated about culture and cultural differences, rests singly with them is misguided.  However, the responsibility for not knowing does.  Malleability of learning and willingness to learn, coupled with the sloth of the revolution in teaching makes change difficult.  Consider that many teachers stay in their posts from 20 – 30 years.  Yes, there is a credit expectation for licensure – but there are few (if any) checks on level, content, intensity, or relevance.   I do hope that the recently enacted PI-34 helps us in this area.

This process of learning and understanding a culture makes “perfect” sense to us when used in the context of an invasion, or sales.  It is unfortunate that this posture is not as globally acknowledged and shared when it comes to education.  There is such resistance to the admission of a need to “learn the culture” if we expect to successfully market the product called “Education” to any population.  Education is a product.  If you want to sell it…learn the culture of the population you want to sell it to. 

Social Circumstance and Race:

The relationship between social circumstance and race is of great import in this discussion.  It is true that the vast majority of AA immigrants to the city fall within the lower socio-economic strata.   It is also true that our lowest socioeconomic populations demand a disproportionate percentage of our social services.

The percentage of our AA students that satisfy requirements for “Free and/or Reduced” (F&R) lunch is quite high.  Current estimates place it at 63% of total AA school population.  If we argue that there is a very high correlation between eligibility for F&R and poverty – then, as a percentage of its population, Oshkosh does not have a Black middle-class.  There are so few AAs within what might be termed “the middle-class” that as a percentage of total population (or AA population) it would be insignificant.  This means that the majority of Oshkosh’s African American population is poor. 

What this means is that “race” in the context of our community, is weaved very tightly in with “poverty.” There are no counterbalancing forces.  Poverty in our community is a legitimate conversation relative to the success of our students, but not to the rejection or discard of race.  They are tightly wound, intimately partnered, but not the same.

As one, well-meaning, social worker shared;

“Poverty, Poverty, Poverty!  That really is a main issue that I see here at XXX.  And how that poverty affects the lack of motivation, disinterest in planning for the future/goal setting, valuing of education……”

Yes, there is poverty – and that is debilitating, but there are equally insidious inter- and intra-perceptions of race that are just as debilitating.  And there is that term “education” that is conceptualized from a middle class perspective and totally foreign to the realities of our population living in poverty.  Ninety percent of the energy and effort exerted by populations in poverty is centered around meeting low-level Maslownian needs (food, safety, housing).  In the sphere of education, therefore, you cannot advance a person, or a culture, beyond where they can actually see, or dream.  There is little connection between your teaching higher level math skills or Spanish, or world geography if the skills to become a joiner or plumber, or carpenter are more readily accessible to my reality.

An additional challenge to social circumstance is that a large portion of our current AA population is immigrant.  Very few were born in Oshkosh, or even the Midwest.  A recent conversation with eight (8) middle school AA children revealed that none was born in Oshkosh.   Two (2) were from the Wausau, one (1) from Milwaukee, one (1) from Chicago, one (1) from Ohio, one (1) from Virginia, one  (1) Indiana, and one (1) from Louisiana.  None attended elementary school here.   Although these children share ethnic similarities, they are culturally very different – not unlike a Texan from a Minnesotan. 

How do these children engage each other while attempting to learn from a model that emphasizes deficits?  

Laying Down New Tracks:

Because of learning, experiences shared, stories told, media reports, et cetera, each of us lays down tracks.  These are mental rail-tracks, not unlike a string of lights on a Christmas tree.  When one light anywhere on the string is lit, they all turn on.  As each of us continues his/her process of learning and development, these tracks become more and more ingrained. 

These tracks are not necessarily one’s own experiences.  Our survival as a species depends on our ability to learn from others successes and misfortunes.  These tracks are also not race specific.  This means that races learn about other races through shared stories, books, television shows, movies, neighbors et cetera.  When there is little engagement or experience to counter those learned stories, they become real.  These prejudices are fed in the multitude of comfortable conversations we have with “others like us.”  They become engrained and subconscious.   

These prejudices are neither overt nor unnecessary.  They are automatic.  They are learned.  Think of when you first learned to drive a car and how trying that was.  Think of your level of active concentration.  Think of your current state of automaticity.  You do not think of it…unless, of course, you drive a vehicle that you are less accustomed to.  Unless, or course, you had that one glass of wine too many!  Your behaviors move out of that “track” of automaticity.  You have to concentrate.  You have to think. 

The recognition of the ability to impose power or have power imposed upon is more powerful that the actual imposition of that power.”

There are clearly behaviors in our children that prejudice learning.  Our challenge is to recognize these behaviors, help these children learn that they are contraindicated in this environment, help them unlearn them while laying down new tracks.  This is a lot to ask our teachers when a child arrives in the middle of 8th grade with a 4th grade learning.   You cannot ask a teacher to recognize, yet ignore why a child has come to Oshkosh in the first place.   How do you engage in it and use this as part of your data, yet not make decisions based on it?  Do you ask the teacher to ignore it?  Is the teacher being racist?

This is being asked while our entire school district soaks in the anxiety of the flood of this new population…without learning…without experience, in the middle of budget cuts, a sagging economy, coupled with increasing job losses and poverty, and a heavily conservative school board.   Yeah – and do all this while rubbing your tummies.  This is tough. 

 Attracting and Retaining Diversity:

Our inability to attract ethnic minority principals and teachers to our district does add to our challenge.

  • Ethnic minority principals and teachers are, in large part, members of the social middle class.   Regardless of race or ethnic group, people within the social middle class tend more toward comfort than safety.  (Check your Maslownian hierarchy) External relationships, community, leisure time and activities tend to take greater precedent in the lives of the middle class.  Our kids play soccer, or take dance lessons.  Middle class Blacks are not coming to “save you” particularly since you have nothing there for them.  This is Marketing 101.  
  • Another part of our challenge is that Oshkosh is not a well-known community.  It is less likely that people would come to places that they don’t know, or have negative internalized perceptions of.    This is Marketing 102. None of you is going to drive down Gary Indiana and step out your car.  Not one! 
  •  Part of our challenge is that “we have none, so none will come.”  It is difficult in 2010, where options exist, to ask someone to accept the mantle of “pioneer” – without promise or reward.   What are you offering that would make someone pause and give consideration?  Why should I consider moving from my community of comfort, even for a three-year stint, to come to work in your community? 

Remember that the AA who come here do not do so because you have a strong economic base, or a burgeoning university, or vibrant night life.  As one parent shared; “I know they don’t like me, but this place is safe.”  Oshkosh offers safety relative to Chicago, Cincinnati, Milwaukee, New Orleans…not comfort!

Below offers four of the main reasons we are having trouble attracting ethnic minority teachers.   

  1. Most animals tend to commune.  If there is no community, it is unlikely that any will remain.  The old saying “If there is none – there will be none” explains it very nicely.  Cultural barrenness.  There is no place of leisure or comfort for AAs in Oshkosh.  There are a few make-shift churches, no radio programs, no shops, no barber or beauty salons…no places to safely convene – and a high percentage of your population want to keep it that way.  They are looking at “safety” and “how it used to be.”  There is nothing you can say that will shift that emotional truth.  It is much easier to maintain the language and rhetoric of change for the cameras, than it is to actually move that boulder.  This is as it is for UW-O, Fond Du Lac, Green Bay, UW-Madison, the Madison Metropolitan School District…  As Michael Jackson once sang; “You are not alone!”   
  2. Oshkosh is unknown.  Advertisement of Oshkosh.  A greater percentage of academics must know where Oshkosh is.  Oshkosh must market itself. What is UW-O known for?  What academic or social advantages do I accrue having graduated from UW-O?  “You have a nationally recognized what program???”
  3. Given high demand coupled with low supply…why come here?  African American teachers are a hot commodity.  What is there here by way of emotional support, financial remuneration…that will draw them from their comfort zones?  Promise and Reward.  You must offer a reason to come and a reason to remain – at least for “X” number of years.   “So I’m coming from my warm Atlanta, Florida, Texas…to this cold place I’ve never heard of because?????”
  4. There are no AA teachers in the pipeline.  None of the University of Wisconsin Madison, Whitewater, Oshkosh, nor Marian University can identify one AA student in its Teacher Education program.  If the University is able to attract, recruit, and retain more ethnic minorities (AA) there will be a better story, a greater history, and greater retention.  “So you’re not even successful at preparing plants in your own back yard???”
  5. 

The ease with which I offer interventions 1, 2, 3, and 4 belie the difficulty in the actual performance.  Each has its difficulty.   Each has its challenge.

Our larger and more immediate challenge, therefore, is educating the staff that we do have along with the staff that is coming to us.  I would argue that the University of Wisconsin-Oshkosh, which stands as our major recruiting vein, is severely compromised relative to keeping up with the demands of our culture. 

Interventions:

First we have to recognize that the teaching of AA students by AAs is a fallacy.  It is important to have AA models, and have AA teachers, but the learning of AA students does not depend on our successfully recruiting AA teachers.  The success in our educating AA students is heavily dependent on our educating our staff.  This is our major problem.  We have uneducated staff.  We have uneducated administrators.  We have challenges in our executive body. 

We have not made the necessary moves to (a) acknowledge it as a different culture, (b) learn and teach about the new culture, and (c) shift our hiring process toward a heavy emphasis on those who have been trained in working with the new culture.     

I am not saying that this is easy.   I am saying is that this is primary. 

“What is being done, what successes have been made, and what still need to be done?”

These questions will be addressed later.

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The pigs shimmied up to the bar at 106 Dooley Street.

 They sat, ordered their usual, and engaged in spirited conversation about the issues of the day.

 It was 12:30 when Chicken-one arrived.

 He waddled-shimmied up to the bar where the pigs had convened two-hours before.  They were sharing spirited brotherhood.

 “Oink oink, cluck cluck, oink oink oink, grunt grunt, cluck oink” he said as he bellied up to the bar.

 “Oink oink grunt” they responded, and tossed a few candied corn and a piece of bread in his direction.

                                                                           Two more hours had passed.

 The door swung open.  In the doorway with breast held high and one monocled eye  –  stood…chicken-two.

 The pigs all turned to stare.                 At the far end of the bar a beak-snout peered…barely visible.

 Spurs armed to strike – – – beak poised to maim – – – dust-broom at the ready.

                                                               Chicken-one blocked the entrance.

Oink oink oink, cluck oink, oink oink cluck!” he charged.  “There’s only room for one.  There’s only room for one.  There’s only enough candy-corn and bread to feed one!  Find your own!”

 “But Brother – – – cluck!” complained, retorted, begged, pleaded chicken-two.

 “NO Brother!” demanded chicken-one.  Oink!

“OINK OINK OINK  –  CLICK CLUCK –  OINK OINK!

OINK OINK GRUNT OINK CLUCK OINK!” he screamed!

                                                  Chicken-two was put out by chicken-one.   He turned and left.

 Chicken-one waddle-shimmied back to his spot and continued to eat what was given to him.

 “Oink oink cluck oink” he said proudly.

                                              The bar was crowded. The music was blaring.  No one paid notice.

                                               He had earned his day’s rations.  He knew it.  They knew it.

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Checking the Ethnic Box

flag_of_IranIt was December 23rd 2007 I believe.  It was that one rainy Christmas a few years ago – the one where snow didn’t fall until around December 27th.   It was raining really hard.  A bucket per drop is what we say in the islands. Next to me, sometimes sprinting behind me in hurried steps was an Iranian girl, a high school senior looking/hoping to be admitted to her neighborhood University.  It is clearly one of the best Universities in the United States.  That, plus the reality that her family culture would not allow her to go away to college, makes this a very anxiety laden afternoon.   Her acceptance letter had not yet come. 

Her family had migrated to the US relatively recently.  They had checked the White box. 

You see, there are all these boxes you can check as you enter high school, as you move toward college…every time you apply for anything there is an ethnicity box to check.  Relative to US law, Iranians, Iraqis, Pakistani’s, Indians etcetera are considered White.  So they check the ethnic box next to White.

We are absolutely soaked.  We hustle through Pharmacy to meet with the Dean.  We meet with the Associate Dean.  The Dean’s not available.  The Associate Dean was very kind and quite personable.   She says that there is nothing she can do, and wishes us successful travels. 

The parking lot is flooding by the time we exit the building.  I motion to her to remain within the building until I bring the truck around.  She wades across, climbs into the front seat and we head toward the main building on campus. 

The parking lot is pretty deserted.  It is two days before Christmas.  It is raining.  It is flooding.  Folks need to get out to their homes and families.  We enter a side door that I am most familiar with.  The elevator is uncomfortably cold and slow this evening.  We exit, cross the hall and drip into the office of an old friend. 

We greet each other with careful hugs.  I relate my story.  After some thinking and processing, she makes a call to another building and sends us on our way.

It no longer matters.  I am not going to be soaked to the skin for nothing.  We are following any lead and creating others where none existed prior.  We head down the hill and across campus to the building she directed.  We have our pick of parking spots.  Not even the parking ticket people are out on patrol.  Even they have given up.

We enter the building, veer left and catch the elevator.  Once at the top, we enter the open greeting area. 

A gentleman greets us and summons us back to his crowded office.  Papers and files are all over his desk.   I repeat our story.  He listens.  I wait.  He offers something.   I stop listening half way in his diatribe.  I repeat my story with emphasis.

Then he says, “Did you do over the ACT?”  She answers in the affirmative.  I inject, “It should not matter.  Thirty is an excellent score. You cannot tell me you see students with 3.76 GPAs, As in all advanced placement classes, and an ACT score of 30 everyday!”

He ignores and searches for the file.

I continued. “If the University of __  really wants diversity, as they say they do, then let us encourage diversity.  Here you have a young woman whom you will not have to worry about.  She will be academically successful.  She brings the ethnic diversity that is so necessary for our students’ development.  She has a GPA of 3.76 with an ACT score of 30.  You are telling me she is not tops on your list of Get This Child Here?”

He ruffles through stacks of papers, eventually locating her file.  He fuddles with a calculator on his desk entering her most recent ACT score and comes up with a final number.  He turns the calculator to me (as if that mattered) and says, “I think we can get her in.”  He tells me that her new score of 31 (one whole point greater) shifted the algorithm just enough to get her in the door.

Now, that is nonsense! 

If you want talent…if you want diversity…if you perceive a benefit to having a diverse campus, then go after diversity.   Do not conflate disadvantaged with diversity.  They are not the same and should not be used as if they were.  You want thoughts and perspectives from different ethnic and social cultures.

I am not saying not to support our students who have been traditionally underrepresented.   Don’t get me wrong.  Academics is still the one secure path to social mobility.  If we are successful in attracting and retaining more first generation students in here, much of our current social challenges will shift to the left.   They will never fully go away, but they will not have the same weight or negative impact. 

I am talking about diversity of thinking, diversity of cultures, diversity of perspective…all while having confidence in that student’s ability to navigate the challenging academic environment of the university.

 You cannot get more diversity than an Iranian child with an ACT of 31 and a GPA of 3.76 on a 4 point scale. 

All because she checked the White box.

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Engaging is the beginning...Diversity is not a dirty word.  Nor is multiculturalism.  It is simple.  The world has changed before our eyes and we need to change, too.

I am Dr. Al Felice.  I am a Doctor of Psychology with a specialization in ethnic and social minority cultures.

Multiculturism is an invitation to embrace diversity.  Diversity of thought, shape, color, culture, attributes, character, race, gender, and abilities.  At best, multiculturism is a dream for the beloved community- an inclusive community where everyone can have a meaningful role.  It may be a Utopian dream, but if we do not dream it, and practice it in small steps, we will fail as a species.

This blog is my exploration of that dream and its mandate.  I invite you to challenge me, offer ideas, express your frustration and share your delights. 

In my homeland of Trinidad, West Indies, we have a saying:  All of we is one.  Despite the pain we cause each other, I hold this to be true.

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