In the conclusion of his dissertation, submitted to the University of Mississippi in 2022, Dr. JuWan Robinson lamented "Alabama's status as a conservative state."
"Alabama's status as a conservative state creates a challenge when considering race-conscious initiatives to generate access to higher education at a state level. The greatest opportunity for practice implications comes at the institution level where each campus is able to implement substantive strategies to foster access for Black Alabamians," Robinson concluded in the dissertation.
The challenge was one that Robinson was ready to take on, though. He applied to and was hired by Auburn University in 2021, serving as the deputy chief diversity officer in the Office of Inclusion and Diversity until the office was disbanded due to a state law banning the use of state funds for diversity, equity and inclusion (DEI) programs.
In that role, he was the second-highest paid DEI staff member at the university. He's now the director for the Auburn Collaborative for College Preparation and Success.
Sources tell 1819 News, however, that in his new role, Robinson continues his DEI-related work, providing an audio recording of him stating in part, "So, one of the things that was true in my previous job and will be true today. I was in a role where if you had a DEI type of question, I can be the person you could come to to answer it...that was me in that role, it's still true today. The 'not DEI things' that are access and opportunity oriented."
The university has denied any knowledge of his DEI activities, providing 1819 News with a copy of his current job description and saying, "As you will see, as the Director for the Auburn Collaborative for College Preparation and Success, JuWan does not have any DEI-related duties."
Robinson's dissertation makes it clear that, to him, when he discusses access, he's specifically speaking to access for black students. The same is true when he talks about underrepresentation. He understands, however, that he cannot come out and just say that, explaining, "In a complex legal and political context, race-conscious efforts are often challenging to advance."
His paper focuses on the statistics of Auburn and the University of Alabama's black student populations, where he concludes, "Given the considerable research about the benefits of education, addressing the stark disparities in educational access between groups in Alabama is imperative to the present and future of the state. Unfortunately, as outlined in 'Degrees of Inequality: How the Politics of Higher Education Policy Sabotaged the American Dream,' federal and state policy has only contributed to widening the chasms for underserved communities in higher education, including Alabama. The restrictions of affirmative action policies in education only further contribute to the depth of inequity in higher education."
The policies that Robinson decries, the university told 1819 News, that it's compliant with, as is all of their previous OID staff, explaining, "Auburn University implemented substantive changes to ensure the University acted consistently with the provisions of Alabama Act 2024-34 (SB129). By Aug. 15, 2024, the Office of Inclusion and Diversity was dissolved. Some OID staff filled existing vacancies, while others assumed new roles in existing offices to assist with student recruitment, admissions or to support student success and student organizations. Depending on their responsibilities, those staff members were moved to the Office of Enrollment Management, Division of Student Affairs or the Office of the Provost."
Among the challenges that Robinson describes in his research is the claim that black applicants have to overcome the obstacle of white admissions staff bias, pushing for DEI training and professional development.
"White admissions counselors were less responsive to Black applicants who centered their racial identity and communicated a desire for racial or social justice. Systemic changes must connect to further education and professional development for admissions professionals who engage and enable enrollment processes and practices. Toward this end, admissions offices across both institutions should consider the diversity of the staff employed, but furthermore, there must be collective accountability and buy-in fostered toward the goal of access for Black Alabamians," his paper explained.
Ironically, his paper also specifically outlined the use of "test-optional" admissions as a way to close the race gap in student admissions. Sources detailed their concerns about this practice, which is currently being implemented at Auburn, describing in detail how it could be manipulated to be a race-based practice.
The university said, "As is always our practice, Auburn adheres strictly to all applicable state and federal laws."
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