SEAHO Report - Spring 2017 - 29

SEAHO Features

University Housing: A Strategy for Improving Students of
Color Retention at Predominately White Institutions
By Dr. James S. Bridgeforth, University of South Alabama

There is a racial crisis today in American higher education that contributes to African American undergraduates
and other students of color facing high levels of attrition (Smith, Altbach & Lomotey, 2002). It is widely known
that student affairs professionals have played a major role in supporting students of color and encouraging their
academic persistence (Estanek, 2002; Sandeen, 1991). However, at many institutions across the southeastern
United States the retention rates among African American undergraduates greatly lag behind their peers. For
example, data from the National Center for Education Statistics (2016) projects that the retention rates for African American students pale in comparison to their Caucasian peers. In many cases scholars point out that some
students of color are simply not prepared for the academic rigor at the university, specifically those enrolled at
predominately white institutions (PWIs) (Massey, Charles, Lundy & Fisher, 2003); however, it can be argued that
the challenges facing African American students enrolled at predominately white institutions center around the
lack of cultural competence and cultural capital that exist at these colleges and universities. Indeed if institutions,
particularly PWIs, are interested in advancing retention among African American students then colleges and
universities must create a more welcoming environment for African American students. To that end, housing
and residence life professionals can play a major role in supporting retention and academic success for African
American students and other students of color at PWIs.
It has been historically noted that students who live in campus housing have a greater rate of retention, demonstrate a deeper sense of belonging on campus, and show greater gains in the area of academic persistence than
those students who live off campus (Schroeder, Mable & Associates, 1994). Living on campus must be viewed by
students and parents as a long-term investment as the return on that investment (ROI) is actualized in students'
social development, advanced life skills, cognitive growth, and long term financial outlays. For example, the
U.S. Department of Housing & Urban Development (2015) reports that students who live on campus are more
likely to earn a college degree, as data (Hsu, 2011) suggests students who earn a baccalaureate degree have more
earning potential than those persons who did not. Yet, in many cases the role of the university housing is often
overlooked and undervalued in regard to advancing student retention. Housing professionals often demonstrate
a high level of cultural competence as well as a firm understanding of diversity and multiculturalism that can
help students of color feel more welcomed on campus. This approach to diversity and multiculturalism can lead
to a greater sense of belonging and well-being on campus.
Additionally, housing professionals often times, serve as the premiere student advocate for many first generation
undergraduates who are disadvantaged, which creates a sense of social justice and equity on campus. Colleges
and universities that are serious about creating an inclusive campus environment for students of color must
include housing and residence life professionals when developing long-term retention goals. Housing professionals, unlike many other areas of the academy, manage multiple resources that are necessary for creating an academically appropriate inclusive environment. For example, the Chief Housing Officer oversees physical resources
(i.e. buildings, grounds, etc.), human resources (i.e. people, staff etc.), and fiscal resources (i.e. revenue funds,
budgets, etc.); when managed appropriately these resources can be used to create the kind of community where
diversity is celebrated, which may lead to an increase in retention for students of color. Additionally, university
housing is often the largest revenue-generating department within student affairs, which allows for a greater
opportunity to support programs and services for students of color. Moreover, housing professionals, typically
those in middle management or above, are acutely aware of the challenges facing students and are skilled at identifying the appropriate resources and services to support students of color.
29

SEAHO Report Spring 2017



Table of Contents for the Digital Edition of SEAHO Report - Spring 2017

Contents
SEAHO Report - Spring 2017 - Cover1
SEAHO Report - Spring 2017 - Contents
SEAHO Report - Spring 2017 - 3
SEAHO Report - Spring 2017 - 4
SEAHO Report - Spring 2017 - 5
SEAHO Report - Spring 2017 - 6
SEAHO Report - Spring 2017 - 7
SEAHO Report - Spring 2017 - 8
SEAHO Report - Spring 2017 - 9
SEAHO Report - Spring 2017 - 10
SEAHO Report - Spring 2017 - 11
SEAHO Report - Spring 2017 - 12
SEAHO Report - Spring 2017 - 13
SEAHO Report - Spring 2017 - 14
SEAHO Report - Spring 2017 - 15
SEAHO Report - Spring 2017 - 16
SEAHO Report - Spring 2017 - 17
SEAHO Report - Spring 2017 - 18
SEAHO Report - Spring 2017 - 19
SEAHO Report - Spring 2017 - 20
SEAHO Report - Spring 2017 - 21
SEAHO Report - Spring 2017 - 22
SEAHO Report - Spring 2017 - 23
SEAHO Report - Spring 2017 - 24
SEAHO Report - Spring 2017 - 25
SEAHO Report - Spring 2017 - 26
SEAHO Report - Spring 2017 - 27
SEAHO Report - Spring 2017 - 28
SEAHO Report - Spring 2017 - 29
SEAHO Report - Spring 2017 - 30
SEAHO Report - Spring 2017 - 31
SEAHO Report - Spring 2017 - 32
SEAHO Report - Spring 2017 - 33
SEAHO Report - Spring 2017 - 34
SEAHO Report - Spring 2017 - 35
SEAHO Report - Spring 2017 - 36
SEAHO Report - Spring 2017 - 37
SEAHO Report - Spring 2017 - 38
SEAHO Report - Spring 2017 - 39
https://www.nxtbook.com/nxtbooks/seaho/2024winter
https://www.nxtbook.com/nxtbooks/seaho/2023fall
https://www.nxtbook.com/nxtbooks/seaho/2023summer
https://www.nxtbook.com/nxtbooks/seaho/2023spring
https://www.nxtbook.com/nxtbooks/seaho/2023winter
https://www.nxtbook.com/nxtbooks/seaho/2022winter
https://www.nxtbook.com/nxtbooks/seaho/2021fall
https://www.nxtbook.com/nxtbooks/seaho/2021summer
https://www.nxtbook.com/nxtbooks/seaho/2021spring
https://www.nxtbook.com/nxtbooks/seaho/2021winter
https://www.nxtbook.com/nxtbooks/seaho/2020holiday
https://www.nxtbook.com/nxtbooks/seaho/2020fall
https://www.nxtbook.com/nxtbooks/seaho/2020spring
https://www.nxtbook.com/nxtbooks/seaho/2020winter
https://www.nxtbook.com/nxtbooks/seaho/2019fall
https://www.nxtbook.com/nxtbooks/seaho/2019summer
https://www.nxtbook.com/nxtbooks/seaho/2019spring
https://www.nxtbook.com/nxtbooks/seaho/2019winter
https://www.nxtbook.com/nxtbooks/seaho/2018fall
https://www.nxtbook.com/nxtbooks/seaho/2018summer
https://www.nxtbook.com/nxtbooks/seaho/2018spring
https://www.nxtbook.com/nxtbooks/seaho/2018winter
https://www.nxtbook.com/nxtbooks/seaho/2017summer
https://www.nxtbook.com/nxtbooks/seaho/2017spring
https://www.nxtbook.com/nxtbooks/seaho/2017winter
https://www.nxtbook.com/nxtbooks/seaho/2016fall
https://www.nxtbook.com/nxtbooks/seaho/2016summer
https://www.nxtbook.com/nxtbooks/seaho/2016spring
https://www.nxtbook.com/nxtbooks/seaho/2016winter
https://www.nxtbook.com/nxtbooks/seaho/2015fall
https://www.nxtbook.com/nxtbooks/seaho/2015summer
https://www.nxtbook.com/nxtbooks/seaho/2015spring
https://www.nxtbook.com/nxtbooks/seaho/2015winter
https://www.nxtbook.com/nxtbooks/seaho/2014fall
https://www.nxtbook.com/nxtbooks/seaho/2014spring
https://www.nxtbook.com/nxtbooks/seaho/2014winter
https://www.nxtbook.com/nxtbooks/seaho/50thanniversary
https://www.nxtbook.com/nxtbooks/seaho/2013fall
https://www.nxtbook.com/nxtbooks/seaho/2013summer
https://www.nxtbook.com/nxtbooks/seaho/2013spring
https://www.nxtbook.com/nxtbooks/seaho/2013winter
https://www.nxtbook.com/nxtbooks/seaho/2012fall
https://www.nxtbook.com/nxtbooks/seaho/2012summer
https://www.nxtbook.com/nxtbooks/seaho/2012winter
https://www.nxtbook.com/nxtbooks/seaho/spring2011
https://www.nxtbookmedia.com