After last year’s Guiding the Way to Inclusion (GWI) conference, four admission leaders got together to talk about what it means to be a woman of color (WOC) in the field.
Stephanie Gonzalez, associate director for diversity recruitment at Williams College (MA); Suzi Nam, executive director of Lenfest Scholars Foundation (PA); Ashley Pallie, director of recruitment at Pomona College (CA); and Beverly Henry Wheeler, regional director of admission at Hendrix College (AR), discussed how they've been supported by the profession and the ways in which the field of college admission counseling can better support women of color.
Gonzalez: One of the topics we touched on at GWI was the intersectionality of being a woman and a person of color. It can often be the case that you are the only WOC in an office. I’m lucky to be in a place now where I’m one of five WOC in the admission office, including our director. Williams has also built in some structural support to connect faculty and staff who identify as WOC through a network. The Williams’ Women of Color Network (WOCN) receives funding for a few events each semester where we do things as simple as taking over the local coffee shop and as complex as offering a workshop about finances. It’s been a great way to meet people outside of our office that I would not have otherwise found on campus, especially considering the faculty/staff divide that often exists on college campuses. The WOCN has been a nice support, especially when I was new to Williams. I think there are ways that institutions can take steps like these to better to support WOC, especially as they transition to a new place.
Henry Wheeler: Oftentimes as women of color we quickly take on everyone's burdens and actually try to be Wonder Woman instead of taking care of ourselves. It’s okay to give ourselves permission to move, to not feel guilty. I had to begin to train myself, if that makes sense, to see what I needed and be ok with making a change, because nobody else will do this for me.
Nam: What I wish I'd known when I first started my career is that just because you share certain commonalities with other people doesn't mean that they think or feel the same way as you or will support you. I didn't understand the nuance and complexities behind all our different identities coming into play, especially as we become leaders within the profession. I also want to echo what Beverly talked about; it's not selfish to take time to give yourself a day off, even during a busy time of the year or say no to a project that you really don't have bandwidth for. It's a professional skill and it's not selfish, it's strategic.
Pallie: At Pomona, I am the only woman and person of color on the admission leadership team. Going to a women's college for undergrad was fulfilling in ways I didn't realize I needed. I learned who I am and what I need, and that strongly solidified my identity. The requirements I have for colleagues have shifted and now I have a clear vision of what I need and will ask for it.
I also think about being the supervisor of color. I think about the junior staff of color and how they are experiencing our office, our work, or the world. We’re humans who bring our whole selves to work and, sometimes, we need a minute to breathe. We have conversations on our senior team and I bring these things up. My incredible colleagues are very responsive to this.
Nam: In the beginning, I didn't know how to identify allies and accomplices who weren’t people of color (POC), but that is truly an important skill because the reality is many of us will not be able to work in offices that have a lot of POC or are led by a POC or a WOC. People don't necessarily have to share your background to be really understanding, supportive, and educated. So I would challenge all of us to find not only other POC who can be professional supports, but also others who may not look like you or have shared experiences, who will go to bat for you.
Henry Wheeler: I agree with Suzi because I think that’s the dilemma. I think some individuals don't feel that they need that connection or feel they've been raised in a different environment. But I do believe that having the knowledge, even if you don't use it yet, is very important in this process because I think when you end up in one of those situations, it's almost too late to go and seek help. I finally realized I had to find other WOC and mentors—I had to seek them out. And I remember someone told me that not every person of color is for you and not every Anglo is against you, but you have to have the wisdom to know the difference. And it was the wisdom that I needed, the discernment––how do I discern who is for me and who's against me? How do I acquire the tools, not only to assist myself but to assist others? And how do I know when those individuals want to be assisted? Does that make sense?
Pallie: GWI is one of the most powerful conferences for people of color to be in a space where your truth and your voice are at the forefront. I also have some ride-or-dies. That is really important. I think about my trajectory and how I make decisions about the things that I do. It's a lot of POC who come around me and hold me up.
Gonzalez: Yes! People not on your campus can be a great resource. This conversation wouldn’t even be happening if it hadn’t been for GWI. I realize that not everyone can attend GWI, but there are also great online resources. You can find ways virtually to expand your network.
Henry Wheeler: So, we even have to check ourselves and understand we are powerful women. I started saying, “Okay, who else is out there? Who represents me? And do I have to see that person in order to be a woman of power and authority?” But it's coming to a point that we don't have to see it to be it, because right now you may not. I'm 33 years into my career and I'm tired of looking for that hero. I want to be my own hero. I do.
So, I want this message of empowerment to really be for real. We're going to have to fight. I don't know if it's going to ever go away, but we can fight and we can win, I guess that's what I want for this group.
Pallie: When I think of my career, my greatest advances have been because of WOC who have mentored me. Recently, I saw Youlonda Copeland-Morgan from UCLA. She sat me down and was like, “What is happening in your career? What’s in your future? Where will you be and what will you be doing by 40?” And I was like, "I was just coming to say hi." But she projected this list of things I hadn't contemplated. There are really incredible WOC out there and they really have your back in beautiful ways.
Nam: So I think one piece of very pragmatic advice I wish I had heard earlier is that having the freedom—financially—to do what you want is paramount. Save as much money as you possibly can! Being from a first-gen/low-income background, I didn’t think I would have the opportunity to do that, especially on an admission salary. It was very difficult to do in the beginning, but I definitely encourage women to make sure that they have enough saved to make moves and changes when it’s right for them—that’s power.
Gonzalez: Know your worth.
Pallie: And negotiate well.