She will not hire anyone just because they are Black; what about if they are not Black?

A Message From Our The Publisher

By Bobby R. Henry, Sr.

While speaking to a group of pastors and community residents in North Broward, Superintendent, Vickie Cartwright said she will not hire anyone just because they are Black. She expects them to be qualified.

What about hiring them because they are your “yes” people.

I agree. It is important that Black people who assume positions are qualified and have a proven track record. That is the only way our children will get what they need. We have many Black leaders in Broward schools who are qualified with proven track records. Considering the majority of the most fragile schools are led by Black principals, they get more than ample time to build their skills before they have the opportunity for district level positions.

But is Cartwright’s expectations for experience, competence and qualifications higher for Blacks than Whites or even her “yes” people?

Being Black meant we have always sworn that we have to be twice as educated and work twice as hard to get half as much as a White person did. While we have had a Black male president and a Black female First Lady and we currently have a Black female Vice President and an upcoming Black female Supreme Court Justice, do not get it twisted. We have not overcome. In fact, it appears that with the appointment of these Blacks to these well-earned positions, it has rained down some pretty hard times on Black people, especially Black women. The sentiments in some organizations are, “Not so fast, Ketanji. Where do you think you’re going Kamala? Don’t get cute because your sister friends have gotten jobs. This is not Washington, D.C. This is Broward County and you’re south of the Mason-Dixon line”.

After Cartwright boldly asserted to pastors and community activists that she would not hire anyone just because they are Black, I pondered whether she held firmly to that same staunch standard with all people, particularly Whites.

I combed through Board agendas and found something interesting with Dr. Nicole Mancini, acting Chief of Academics. This job is an Executive Level position which means it has a great influence on academic programming for all kids, particularly Black, Brown and poor kids.

In all fairness, Dr. Mancini has not clenched the permanent job yet; however, Cartwright has not advertised it, either. Mancini has served six months as interim and is completing a second six months as acting Chief of Academics.

Cartwright’s willingness to have Mancini to serve in this position for a year may mean she is settled with her having the executive level position.

So, here is my novice take on whether Mancini is qualified for the position. Mancini has earned a terminal degree. She has a doctorate from Nova Southeastern University. Her dissertation was about the learning of ESE, PreK and K students and how best to teach them to read.

Mancini’s resume contains a lot of educational lingo of what she has accomplished in Broward Schools. Much of her experience prior to the last few years has been in PreK, kindergarten and elementary programs.

What was clearly missing from Mancini’s resume is principal or assistant principal experience. In my limited understanding of how people move through the ranks in Broward, it usually goes in an order. First teacher, then assistant principal and principal and finally some district position.

Mancini did not take this normal path, but she has made it to the executive level. It is possible that she may be so exceptional that she is the exception to rule. But, I highly doubt it.

Blacks have to check every box, stop at every square on the board and demonstrate a high level of competence by the standards and approval of Whites. But the likes of Mancini can hopscotched the board process to get to the highest level without demonstrating much of anything. I think that is defined somewhere as “White privilege” or Cartwright’s White washing of BCSB.

So that I am clear, nobody, including myself, wants unqualified Black people in executive level jobs. But, when a White person says Blacks should not be hired just because they are Black, it begs the question: Do you hold yourself to the same standard when hiring Whites. Will you promote a less competent, less experienced and less qualified White just because he or she is White?

Here is what I have observed thus far. The superintendent has gone to great lengths to wash away the stains of her predecessor by eliminating or neutralizing some who are overqualified for executive level positions, but she finds it perfectly acceptable to keep and promote others whose qualifications are questionable. Might there be a notable pattern of color coordination for lesser or eliminated position here?

    The Westside Gazette is watching.