CSU Long Beach

Overview

Statement on Racial Violence and Systemic Racism

The murders of George Floyd, Breonna Taylor, Ahmaud Arbery, Tony McCade, and Rayshard Brooks among many others are only the most recent visible manifestations of over 400 years of structural violence and anti-Black racism. Massive broad-based protest in the wake of these killings are demanding an end to police killings and anti-Black racism, and to value Black lives. With this statement, we, the California Faculty Association, Long Beach Chapter, affirm our solidarity with these protests and acknowledge that CSULB does not exist in a racial vacuum. Black faculty, students, and staff and their families are criminalized on CSU campuses and in our communities. Through collaboration with CSULB Black faculty, staff, and students, we commit our chapter to eliminating systemic anti-Black racism in the CSU and specifically at CSULB, and to ensuring that Black lives not only matter, but flourish. We purposefully center our demands around Black issues to lift up the concrete experiences of Black faculty, rather than subsuming these under a general category like “people of color.”

CFA, Long Beach believes that CSULB administration can do much more to create a campus culture and climate that aligns with the University’s Inclusive Excellence mission “to maintain a welcoming and empowering campus climate for all.” We call on the CSULB administration to use this moment to reflect upon how to move beyond slogans to create inclusive and safe spaces for Black faculty, staff, and students consistent with the broader demands of the statewide California Faculty Association Statement. Our Chapter specifically lifts up the following interrelated areas as critical to transforming CSULB:

Black Faculty and Leadership Representation

Increase hiring of Black Faculty
Revise hiring protocols to change the disproportionate racial representation of faculty at CSULB. These include, but are not limited to, the composition of hiring committees and required trainings to eliminate implicit and overt biases on hiring committees and in hiring practices, and targeted hiring programs to change the disproportionate racial representation of faculty at CSULB.

Leadership
Take steps to increase the number of Black MPPs (administrators), Black chairs, and Black faculty in other leadership positions. We further demand that CSULB reflect upon and revise hiring and promotion practices toward this end.

Retention

Increase support to ensure retention of Black faculty. It is not enough to increase hiring of Black faculty; we need additional support so they succeed. This should include but not be limited to professional development programs for Black faculty, anti-racism training and oversight at all levels of the RTP review process (department, college and dean), as well as resources for the Africana Studies Department to be the site of support and mentorship for newly hired Black faculty.

Training
Develop and mandate consistent campus wide trainings on anti-racism, unconscious bias, and racial equity for all university personnel who interact with students and faculty, including all administrators.

Racial Pay Equity
Review pay scales and institute equity-based policies to address the systematic salary inequities at CSULB. Pay inequities harm CSULB’s ability to hire and retain Black faculty.

• Service-Research Balance
Apply a racial equity lens to evaluate the service-research balance of Black faculty. Too few Black faculty mean heavier service loads than their White counterparts leaving less time and energy for research and teaching. Moreover, service activities and research are often judged by others than their racial peers, and are often not valued at the same level as other faculty, thereby devaluing the worth of Black faculty service and research and diminishing their contributions to their departments and disciplines. We further call on CSULB to apply a racial equity lens to all University RTP documents and processes. This should include, but not limited to, having RTP committee members at all levels of review undergo implicit bias trainings.

Cultural Taxation
Cultural taxation is the “unique burden placed on ethnic minority faculty in carrying out their responsibility to service within the university.” CSULB administration and campus leaders must acknowledge the heavy cultural demands on Black faculty and better support Black faculty as they strive to safeguard, educate, and support our Black students serving as mentors and role models for Black students as well as providing emotional and psychological support needed to succeed in higher education under the canopy of systematic racism. The absence of a critical mass of Black faculty places unacceptable pressures on existing Black faculty to serve on campus committees meetings, as advisors for student groups, as well as in their classrooms. Increased hiring, reassigned time, and support programs are crucial to Black faculty retention and Black student success.

Mental Health/Counseling Teams on All Campuses

Increase investment in the health and well-being of our students by hiring tenure-track mental health counselors on our campuses who are as diverse as our student body. Specifically increase Black CAPS tenure-track faculty positions with a specific focus on anti-Black violence and racialized trauma.

Resource to Support Black Agency

Prioritize the promotion and expansion of Ethnic Studies curriculum as a mechanism to recruit and retain Black faculty and students. CSULB should devote greater resources to the Africana Studies Department to function as the center of support for Black faculty research, teaching, and service thereby contributing to academic excellence and student success. Provide dedicated resources to support Black-led campus initiatives that highlight the Black community and Black experiences in higher education and U.S. history.

Policing and Budget Priorities

Join CFA statewide in calling for the CSU to defund and remove armed & militarized policing from the campus. Our chapter further calls for the CSULB to divest from its relations with Long Beach police department and join us in exploring community-based strategies as alternatives to policing that are based in community accountability and transformative justice. Most immediately, CSULB needs to 1) apply a racial equity lens to the CSULB budget, and 2) move funds from policing to programs supporting Black faculty and Black and other minority students.

Institutional Restructuring and Accountability

Work with CFA to create university wide programs for the recruitment and retention of Black faculty, staff, and students. Work with CFA to develop mechanisms through which Black faculty can report racial bias. Provide resources to produce an annual diversity and inclusion report. While this should be part of a broader report on the state of CSULB minority faculty and students, the experiences of Black faculty and students need to be front and center of the report.

The report will include, but not be limited to the following:

•The number of new Black tenure track faculty, including the number of Black faculty applied and the number interviewed.

• Evidence indicating support and efforts to retain existing Black faculty.

• Evidence indicating the modification of existing intuitional support mechanisms, such as Ombuds’ office and the FSAP Program.

• Service load of Black faculty by college, department, and faculty rank.

• Efforts of the university to reduce cultural taxation among Black faculty, such as assigned time for exceptional service.

• Comparative data on time to promotion of Black faculty.

• Evidence of the university to reduce obstacles to leadership opportunities for Black faculty.

• Outreach efforts and enrollment of Black students.

• Graduation rates of Black students.

• Campus efforts to make Black faculty, staff, and students feel welcome and safe as well as proactive efforts to address racialized trauma. These may include cultural competence trainings, implicit bias trainings, new faculty orientation specific to Black faculty, restorative justice healing circles and additional resources (and trainings) for CAPS, FSAP, and other university supportive programs and departments.

• Statistics on arrests and complaints of harassment or brutality (by police or others) by Black students, faculty, and staff.

• Budget priorities using a racial equity lens.

This statement reflects our concerns and our determination to deepen our collective anti-racism and social justice work at CSULB. While we did not include all the demands in the CFA Statewide document, we affirm our solidarity to those demands and call on the CSULB administration to begin with these demands and engage Black faculty, staff, students, and CFA proactively in creating a safe, inclusive, and supportive campus climate.

In Solidarity

CFA@LB

Overview

CFA Chapter at CSU Long Beach

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CFA Field Representative: Beka Langen

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1250 Bellflower Boulevard
FO4 Room 180, MS 3505
Long Beach, CA 90840
(562) 985-5165 Phone
(562) 985-1717 Fax

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