Due to the dearth of literature that has foregrounded the psychological causes and conditions impacting Black men’s academic success while enrolled in STEM doctoral programs, this qualitative study examined the psychological costs of racism among 20 Black men enrolled in science, technology, engineering, and mathematics (STEM) doctoral programs. Utilizing Critical Race Theory to contextualize and situate this study, this manuscript explored racialized interactions between Black men and their non-Black advisors and colleagues using semi-structured qualitative interviews. The multiple forms of racism that Black men encounter consists of (1) Black male exceptionalism (e.g., the Barack Obama Effect), (2) the expectation that they will be the spokesperson for the entire Black race, (3) the White oppositional gaze directed towards their physical appearance and stature, and (4) that their departments turn a blind eye towards issues of racism. Black men navigate, negotiate, and respond to racism in their departments by resigning from their diversity-focused leadership positions due to their racialized ‘token’ status, tapping into their spirituality, and by acquiring an arrogant yet humble demeanor to combat racial hostilities. The recommendations of this study provide strategies and tools for ensuring that college and university administrators and faculty provide safe spaces for Black men to thrive and succeed in academia.

中文翻译：

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在象牙塔中经历种族歧视的心理代价：被科学、技术、工程和数学 (STEM) 博士项目录取的黑人不为人知的故事

由于缺乏对影响黑人男性在攻读 STEM 博士课程时取得学业成功的心理原因和条件的文献，这项定性研究调查了 20 名就读于科学、技术、工程和数学领域的黑人男性的种族主义心理成本。 STEM）博士课程。本手稿利用批判种族理论将这项研究置于语境和定位，使用半结构化的定性访谈探讨了黑人与其非黑人顾问和同事之间的种族化互动。黑人遇到的多种形式的种族主义包括（1）黑人男性例外论（例如巴拉克奥巴马效应），（2）期望他们将成为整个黑人种族的代言人，(3) 白人反对派注视着他们的外貌和身材，以及 (4) 他们的部门对种族主义问题视而不见。黑人男性因种族化的“象征”地位而辞去以多元化为重点的领导职位，挖掘他们的灵性，并通过获得傲慢而谦逊的风度来对抗种族敌对行为，从而在他们的部门中导航、谈判和应对种族主义。这项研究的建议提供了策略和工具，以确保学院和大学的管理人员和教职员工为黑人男性在学术界茁壮成长和取得成功提供安全的空间。由于种族化的“象征”地位，他们辞去以多元化为重点的领导职位，挖掘他们的灵性，并通过获得傲慢而谦逊的风度来对抗种族敌对行为，以应对他们部门中的种族主义。这项研究的建议提供了策略和工具，以确保学院和大学的管理人员和教职员工为黑人男性在学术界茁壮成长和取得成功提供安全的空间。由于种族化的“象征”地位，他们辞去以多元化为重点的领导职位，挖掘他们的灵性，并通过获得傲慢而谦逊的风度来对抗种族敌对行为，以应对他们部门中的种族主义。这项研究的建议提供了策略和工具，以确保学院和大学的管理人员和教职员工为黑人男性在学术界茁壮成长和取得成功提供安全的空间。