Hello everyone, excited to be here!

Hello from Bakersfield!

Hi! Thanks for being here

Hello from Cal Poly Pomona. Happy to be here.

https://sites.google.com/usc.edu/supportingmenofcolorcsu/home?authuser=0

I am having trouble accessing the website

I don't see a link in the chat

https://sites.google.com/usc.edu/supportingmenofcolorcsu/home?authuser=0

https://sites.google.com/usc.edu/supportingmenofcolorcsu/activities/activity-1-quiz/question-1?authuser=0

do we just guess if we don't know.

Yes, please

If you don’t know - take your best guess :-)

Thanks Maria!

Will this recording be sent to participants?

If anyone requires support throughout the webinar, please fill out this google form : https://forms.gle/RzVKidkhE8PXf4gD6. You may also access this form on our microsite under the tab titled “Request for Support”

So what is the total number for aspirational men?

Yes the recording will be sent out to participants

Good point Dr. Huerta

WE contribute is right.

Hmong population--good read--Up Against Whiteness by Stacey J. Lee

CSU campuses have around a 54% 6 year graduation rate.

For all students.

To give a breakdown (Bachelor’s degree or higher in CA), 158,000 Black male students (21.9%); 914,000 Asian male students (51.9%); 447,000 Hispanic male students (10.8%).

data retrieval in the CSU is a mystery to many of us in the CSU too

Sadly

9% drop out of African Americans & Asian at Fresno State .

We have to escape the desire for marketing info and SPIN

yes Jenny B. especially with the CO's problematic use of URM category

At SFSU we have a pretty good IR (Institutional Research) division that posts their data on the website. They also take requests.

We have to have access to individual Tableau to each CSU to get the Numbers of graduation persistence. Usually the Dean has access.

Especially raw data points that allow us to really disaggregate and dive in

Wow!

That is much lower than what I thought

Chancellor of CSU should have the numbers

^^

**should**

so this last number is for all men?

i find it's a little easier to read through this than the Student Success Dashboards: http://asd.calstate.edu/dashboard/graduation-success.html

Honestly, it depends on CSU campus with respect to raw data points…there is also the CSU Dashboard…

Yes, this last number is for ALL men, so it would be lower for men of color @Michele

We definitely need disaggregate data for all sub groups including SWANA (South West Asian & North African) and APIDA (Asian Pacific Islander & Desi American) students

:(

I have also heard that there are not as many financial aid packages and scholarships available for men also. Many more available for women.

I agree it requires a multi level collaborative approach

Academic and racial profiling on campus

^^

When we think about Men of Color Programs, we think about individuals who will have an impact on the students. We need to think beyond that and think about those same individuals holding/facilitating trainings for staff and faculty who will also be supporting/working with these same young men. It needs to be engrained within the system and not just isolated spaces.

Here is the link to access the padlet if you are not able to access through the microsite: https://padlet.com/maritzes/743tyjw1ljdh5vfh

I could not agree more with the comment about financial aid and scholarships. The young men I have worked with are sometimes require to work and provide financially to their families. These challenges are also cultural.

yes

Plus Families and cultural responsibilities . So many of my Hmong female and male student have many children and family support obligations

It seems that there many things identified that are external to male students that impact probability for success (graduation). What data do we have about internal things that pose challenges for men of color in the CSU system?

That is amazing Devon! Love the Men

Here is the link to the microsite: https://sites.google.com/usc.edu/supportingmenofcolorcsu/home?authuser=0

Men’s circle***

When recommending mentoring programs, the programs need to be developed so that the students get connected to mentors that they can relate. Sometimes there is this idea that anyone can be a mentor, but students get excited when they connect with a mentor that are relatable in the way students like to connect.

As a faculty member, I am so disgusted at the role the CSU Chancellor & CSU Presidents are currently playing in their anti-Ethnic Studies efforts to undermine Ethnic Studies (which will impact faculty of color)….

Same with us, CSUF Men of Color in Education

Devon, I feel you! Lot’s competing for men of color’s attention

+8000 @Gilbert

I agree with Gilbert C. Their anti-ES stance is hurting men of color

Many of the man will work with are having issues with Unemployment which has limits on their own family contribution

Many of the Chicanx/Latinx men are alienated from the student affairs programming. As scholars have noted we need more “personalismo” with the men. Humanizing them.

Agree strongly about the need to humanize the interactions staff/faculty are having with our young men of color. More often than not things are very transactional and there is little to no opportunity for these young men to feel connected or cared about.

Transactional = systemic failure

Taking on long term debt for something that doesnt guarantee job placement is also an issue Ive heard even our first year students referencing when they think about going to a community college instead

I keep thinking about the community "capital" and reframing those so that success is grounded in that - the university seems it needs to embrace that, to facilitate asset-based (truly) approach

Even a stronger disconnect with virtual learning

Agree Hector and we can than go even deeper in how our young men have been impacted by cultural/societal expectations to be “strong,” which contributes to them not asking for help or support.

@Antonio 100%

^^

^^^^

Absolutely 100

Truth!!!!!!!!!

Sounds like Cultural Taxation.

I think we have to promote strength in asking for support.

Which supports brotherhood.

Yes, reframing asking for help as a strength and acknowledge all the strengths, assets, and community cultural wealth they bring to their education

Agree Chris. I think we can do this by holding spaces for our young men where we redefine what strength can look like, sound like and feel like. It is also important that this is done consistently to help our young men internalize this new perspective, while encouraging them to share with others.

Deep conversations on "masculinity" need to be addressed in these men of color programs.

Add to that cultural taxation, immigration status to many of our students.

Yes Jose, “Masculinity and Toxic Masculinity.”

@Jose exactly that doesn’t start from cultural pathology or use deficit thinking

Success = investing in authentic relationship building = TRUST earned

Dr. Martinez, I wish I had a mic for you to drop.

🎤

Rules without relationship does not work. How do we form relationships with these young men?

Ritual and routine

Early outreach

Learn their names

makes me think about the need for all conversations to be placed within the frameworks of cisheteropatriarchy and how these systems then create and push specific narratives such as being “strong”

Having culturally competent folks is a major key.

YES ALEX. I loved those points. When we build relationship and earn trust then and only then can we truly create systems of accountability to ensure our young men are succeeding. I appreciate you Chris.

We’re stronger, together.

@Ramar yes

^^^^^

I think the universal language for men is respect. if we feel it, we give it.

Truly and genuinely invest in them as indviduals ... yes Ramar, culturally competent is key

Funding is a big piece of the issue. It often feels like institutions want to provide equity for MOC as "cheaply" as possible. This is why we see MOC programs, with little funding. Forcing faculty and staff to rely on "sense of community" alone in order to boost graduation rate. It also asks students to rely on certain cultural wealth, like persistence, as a means to overcome challenges in higher ed. It is an exploitation of our students of color and MOC to force them to rely on their sense persistence to overcome systemic challenges, and institutions no putting any money into supporting them. We exploit their cultural community wealth for grad rates, and not in the growth of our MOC - which is expensive... but institution contemplates the cost. sadly..

Yes- Investing in these programs is crucial. Also- investing early (middle/high school)

Agree Danny. They try and have 3 staff members support 1,000s of students. In what world does that ratio make any sense? They need to put their money where their mouth is.

@Danny yes. Campus engage in wage and spirit theft as norm

What about explicit discourse on the impact of racism

Identifying.... "REAL models".... firsthand cultural experiences beyond the data contribute greatly to support

Soft money = no true institutional support or commitment. Not a line item, then they aren't committed as an institution.

These challenges happen because each CSU university has their own definition what an MOC initiative should look like.

Interesting the variety and variance of these programs. I’m just entering the space of this work and am wondering what are the underlying frameworks and theories that guide the design, delivery, and assessment of these programs.

@Danny, I agree. It’s difficult to function when you don’t have secured funds. I’d love to use community organizations to support this work. They have programs like this outside the institution that we should be connecting with. The community also has best practices we could learn.

yes @Ramar. we need to challenge campus police racial profiling of MOC

These barriers start early on. The bulk of the work with mentorship, representation, etc.. needs to be acknowledged way before these young men get to an institution of higher ed.

I think something that doesn’t happen as much/consistently at the college level is Family Engagement. This is CRITICAL when we think about our young men of color who may be first generation college students and still live at home. It is important that their parents/care givers understand the time commitment their studies require. It is important that their parents are informed on the importance for our young men to have the time to join clubs, organizations and network. Of course every family will have their own unique situations, but it is important our young men have our support in helping their parents understand this journey they are on.

That part 👆🏾@Jose

When our young men can get our support and have the support of their FAMILIES than their chances to succeed increase.

It is vital that we view the men through a strength based lens and provide a critical critique of the systems that they exist in.

Academic Affairs needs to invest AND not be afraid to partner with ES

@Lynn The Cal Poly Pomona program created a conceptual framework from the following theories along with campus data about men of color to guide our work. Culturally Engaging Campus Environments (Museus, 2014); StrengthsFinder Theory (Rath & Conchie, 2008) & Community Cultural Wealth (Yosso, 2007); Maslow’s Hierarchy of Needs (Maslow, 1943; Critical Hope (Duncan-Andrade, 2009)

Yosso!

10 minute break????

One of the largest goals to achieve is to provide specific ethnic based needs per MOC group. Our MOC are not a monolith…Black men’s needs are very different than Latinx brothers, drastically different from our APIDA+ Brothers, significantly different from brother of 2 or more races, and drastically different from our queer brothers.

Yes@Alex. Student Affairs also needs to partner with ES units to help MOC.

Dr. Harris!!

Talk on it, Dr. Harris!

👏

🔥

Speak on it, Bro. Dr. Harris!

Thank you all! Taking notes as fast as I can!

📝

Question: How does feminism (or feminist theory) have in research, data, and programming for success for men of color?

feminism play in research

Anzaldua and hooks speak to men’s issues

success for the student working 40 hrs and getting a 3.5 as a Bio major is not the same as a student not working and just focusing on school. We have to be able to support the students where they are! and we have to be able to engage them separately.

yes complexity

YES!

layers...many layers

We need to validate the truths of our students

We can’t act like the real world ends once they walk on campus. The off campus and knowing off campus realities is key.

^^^

Yes Alexandro!!!

If you have not yet done so, please take a moment to rename yourself with your first and last name and your campus to help us place you in your respective groups!

Dr. Huerta lectured in my class about his research on this topic. Learn about the K-12 experiences of men of color!!!

Institutions of higher education perpetuate and reinforce neoliberal & capitalist inequalities, which is why we see this "competitive culture" amongst our undergraduate men of color.

^^^

In my experience, sometimes when I have asked about how I can educate myself about the proper language and definition of students that do not define themselves as male and female, I have experienced frustration and disconnections because, in some ways, I should know the meaning already. My recommendation is that many are ignorant about these definitions, and we need to be open to the conversation to be educated and have a learning curve.

^^^

We need better of MoC mental health support

They get the run around or turned off by mental services culture

Hopping off to join our monthly MIS-Fullerton Brotherhood Meeting happening now…. Thankful to be a part of this Zoom and to share the recording with my team, Very grateful to support this necessary work alongside my colleagues at CSUF and throughout the CSUs… Thank you USC for centering ALL of our Brothers. @MSIFullerton / @iamdrvth

@ Alexandro Gradilla - thank you for the article

I have to head off as well. Thank you all for the great conversation and resources!

Adrian Huerta website: https://rossier.usc.edu/faculty-and-research/directories/a-z/profile/?id=235

Take care Vincent.. We will definitely all be coming together again post conference

Here is the microsite again: https://sites.google.com/usc.edu/supportingmenofcolorcsu/activities?authuser=0

We are missing explicit discourse on the impact of racism.

Thank you all so much - very informative and inspiring work. I have to go to class now. Looking forward to next time.

If you were not assigned to a breakout room - please let us know

I was not assigned

Cal Poly SLO

I was not assigned

Not in a group

me either

Also Cal Poly SLO

I was not assigned

Nothing has come up on my end, still in main room - Devon from HSU

CSUDH

Hello, I was not assigned - I see some CSUDH staff also not assigned

I was not assigned CSUDH

Thanks Janelle :)

No worries. You all are doing great.

I see my colleagues! haha

I was not assigned - CSUSM. Thanks so much!

I have not been assigned (Sonoma State/SSU)

I am not assigned (CSUSB)

I have not been assigned - Fresno State

I have not been assigned - CSUDH

I am from: CSU Long Beach

I'm from Cal Maritime and have not been assigned

Our host is working on trying to get everyone in their room individually - thank you for your patience!

please post the mini site link again

https://sites.google.com/usc.edu/supportingmenofcolorcsu/home?authuser=0

https://sites.google.com/usc.edu/supportingmenofcolorcsu/activities/activity-4-creating-an-ecosystem-of-support?authuser=0

TY!

***If possible**** For those who were designated the reporter role, please summarize 1-2 sentences on the overall conversation and place them on the chat box.

At CSUF we have a few initiatives going on…. It would be good to continue the conversation in order to get on the same page, and maybe collaborate to get funding to continue and strengthen these initiatives

I would say our takeaway for this group - CP Pomona, CP SLO, CSUMB, CSU Fullerton, Fresno State, San Francisco State - is that each campus is really different and we were just beginning to unpack.

one good question that came up (albeit briefly) was how to incentivize or motivate men of color to join/connect with various programs designed to support their overall success, increase sense of belonging, etc.

CSUSM: we have some smaller (and newer) programming happening for men in our Student Life Centers (Latin@ Center, Black Student Center, Gender Equity Center) but definitely nothing at the institutional level, and nothing substantive in Academic Affairs or directly with faculty

CSU Maritime: Cal Maritime currently has some mechanisms in place to support Men of Color on campus, such as the Educational Opportunity Program (EOP) that supports first-generation & low-income students, the Louise Stokes Alliance for Minority Participation (LSAMP) program that focuses on support for underrepresented students in STEM, and a Common Read Program led by faculty members that highlights diversity, equity, and inclusion topics. While there are existing tools to support men of color, underlying gaps on the campus include data to support a culture of inclusivity for men of color.

CSUDH: Recruitment (Outreach) & Retention (Cultural Centers, Advising Centers, Student Organizations, Cultural Majors)

At CSUDH, we were able to list programs, academic departments, fellowship opportunities, that address issues that directly impact MOC. However, one of the discussion points we had was an overreliance on MOC programs rather than an assessment of the campus as a whole. We often have data on MOC that participate in MOC programs but little data on those that never joined. Also, success does not stop on campus, we also need to find data on where our MOC are working after graduation or their post-graduation plans

@King Xiong, it would be important to know how many men of color engage and participate in those efforts.

Often, campus-based programs may not specifically center the needs of men of color or programming that affirm gender, race, and socioeconomic status.

From SSU, we have out CAASE program which has a wide ranges of services for students of color as well as 1st gen, low incomplete students (EOP, TRIO, Foster Youth Services, DREAM Center, PUERTA (Latinx support for students wanting to teach), and Disability Services. We also have a very new MoC group and Native persons group both fairly new within the last semester/year run by advising staff in the EOP program. We also have our HUB cultural program that has a variety of programming including a discussion group called "It's a Guy Thing".

another lens to think about is the platform for participation....text chats, video chats,

Yes, and what incentives for them to participate and engage for more than one month.

^

https://sites.google.com/usc.edu/supportingmenofcolorcsu/activities/homework?authuser=0

CSUEB interactions with MOC: Student Equity & Success Programs (SEAS) and Department services/Service centers offer support. Tools: various departments, alumni, workshops, mentorship. Gaps: leadership, space, cultural competency, trainings.

Reporting out for the Cal Poly Pomona group: Student-level interactions are Project SUCCESS (serving 1st time freshmen) & The LEAGUE (broader male dev program). Direct LeadershipCoordinator, Project SUCCESSSr. Coordinator, The LEAGUEExec. Director of Student Inclusion and BelongingMentors in Project SUCCESSAssistant Director, Student Conduct & IntegrityEmployment CoordinatorJob Location DeveloperDirector of Residence LifeLeadership Development CoordinatorDirector, Student Conduct & IntegrityAssociate Director of OperationsAcademic AdvisorCoordinator, African American Student CenterThe LEAGUE Working Group is comprised of members of the CPP community from EOP to coordinators from various Cultural Centers on campus.

https://sites.google.com/usc.edu/supportingmenofcolorcsu/activities/homework?authuser=0

CSUCI report: we had high level of student level interactions (EOP men's group, Men of Color class, Men of Color Mentoring program, Latino male weekend retreat @ Santa Rosa Island, etc..) but fewer institutional level interactions. We identified the following practices :mentoring, teaching, panel discussions, luncheons, informal chats and mixers. We identified the following gaps: financial aid, intentional outreach, lack permanent funding, critical mass, and institutional imperative at Presidential level.

Cal Poly Pomona student-faculty interactions: Some negative interactions between men of color and facultyHave some specialized faculty with knowledge of working with men of colorLack of representation among men of color faculty

https://sites.google.com/usc.edu/supportingmenofcolorcsu/activities/homework?authuser=0

HOMEWORK: https://sites.google.com/usc.edu/supportingmenofcolorcsu/activities/homework?authuser=0

SDSU: We discuss how we have various student-level interactions in our various areas and departments which ranged from 1-on-1 interactions to events hosted by our identity centers. This helped informed how we identify the tools that we use (Surveys, drop-in hours, 1:1 interactions). We recognize the barriers when it comes to the knowledge for student-faculty interactions noting that it is more so on an individual basis (depending on the faculty member). We also acknowledged a lack of cultural understanding from faculty when it comes to our men of color students. Also, that there is a lack of representation among our faculty. When identifying gaps one of our biggest challenges access and replicating programs.

Here is the link to the ‘Request for Support’ if you cannot access through microsite: https://forms.gle/t5uHqDfpkabRgoJ38

the form says "you need permission"

Thank you so much

Greatly appreciate all of your time, effort, and energy to put the workshop together. Well done and thanks!

THANK YOU SO MUCH!!!!

Thank you all

Gracias!

Thank you!!!!

Thank you for a great webinar!

Thank you all so much!

Thank you

Thank you, all!

Yes! Keep up the great work, all!

Thanks y’all for this workshop, really helpful and looking forward to the next one!

Thank you.

Thank you all for sharing your expertise!

Appreciate the wisdom.

thank you all!

Thank you for this incredibly informative discussion

Thank you, everyone!

Thank you so much!!!!!! This was excellent

Thank you all

Link should be updated!

Thank you all, have a blessed day!

Thank you for doing this crucial work! It gives us a great start for all of us to work together and move this initiative forward.

Thank you for this conversation, structure and plan!

Thank you!

Thank you! Such a meaningful conversation today! I am motivated!

Thank you all!

This was great, thank you.

Thank you for facilitating this opportunity!

Thank you all

Thank you everyone!!

Thank you for leading this and for everyone else that attended thanks as well!

I can stay!

Thank you very interesting

Thank you so much!

Thank you for this seminar. Lots a great information and good start of thinking about supporting men of color on our small campus.

Thank you for the data!

Thank you for putting this together!

Thank you Adrian and team...thanks to CSU Student Success Network And thanks to all CSU folks here for coming together.

This was a great opportunity for us to connect and learn ways to deepen our work. Thank you so much to our facilitators and participants.

Thank you all!

Thank you all… great information and great to connect with others, and hear from many through the chat.

Thank you all! Hopping off for an advising appointment. Happy Holidays!

Tis the season!

Please see this guide for higher education leaders on issues of campus policing

https://pullias.usc.edu/download/campus-policing-report/

Campus Policing: https://sites.google.com/usc.edu/supportingmenofcolorcsu/activities/homework?authuser=0

Totally agreed that access to data is one of our most urgent needs for identifying and addressing gaps!

Campus level data (i.e., student demographics, course data completion and attrition rates, course grades, academic probation, etc.) needed to support specific programming

Yessss Alexandro Gradilla!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

Thank you!!!

Thank you everyone!

HR Policies, development, promotion, mentoring, sponsorship

Thank you for hosting this webinar! Leaving here with a lot to think about & much work to do. Take care!

Thank you!

Thank you, everyone!

Appreciate everyone!! Keep the Faith!!

Very proud to be a part of this group today