The HBCU Times Magazine is the nation's premiere publication focusing on the significant contributions of HBCUs and their distinguished alumni base.
2025 FALL ISSUE
PINKY HBCU ALUM. SERIAL ENTREPRENEUR. PHILANTHROPIST.
COLE
Infinite pathways
THE TRANSFORMATIVE FORCE OF HBCU Excellence
Post-doctoral Opportunity: Advanced Rehabilitation Research Training (ARRT) Program at the LU-RRTC on Research and Capacity Building for Minority Entities PROJECT OVERVIEW: The Advanced Rehabilitation Research Training (ARRT) Program at the Langston University (historically Black college/university [HBCU]) Rehabilitation Research and Training Center (LU-RRTC) on Research and Capacity Building represents a collaborative effort between the Institute for Community Inclusion at the University of Massachusetts Boston ([ICI] Asian American and Native American Pacific Islander-serving Institution [AANAPISI]), North Carolina Agricultural and Technical State University ([NCA&T] HBCU), South Carolina State University ([SCSU] HBCU), Jackson State University ([JSU] HBCU), and the Kessler Foundation. The Project implements a Peer-to-Peer Multiple Mentor Model to help post-doctoral Fellows navigate institutional context and cross-fertilize their independent research project and research grant proposal through exchanges with a primary mentor and a scientific panel of mentors comprised of content experts, multicultural specialists, methodologists, and statisticians. The ARRT Program works in concert with the LU-RRTC drawing upon the center’s extensive minority-serving institution research capacity building expertise, collaborative networks, resources, and interventions (e.g., methodology and grant writing web-based trainings, communities of practice, strategic planning, sponsored programs office and institutional review board technical assistance and consultation), offers courses, webinars, and implements peer mentoring as an innovative strategy to holistically address the Fellows’ research skill building needs . INVITATION TO APPLY: We invite individuals who have earned a doctorate from a minority-serving institution (i.e., HBCU, Hispanic serving institution, Tribal college/- university, AANAPIAI) or predominantly White institution (PWI) and current doctoral candidates (must graduate before beginning fellowship) at minority-serving institutions or PWIs interested in employment research to apply to participate in the post-doctoral fellowship. Minority-serving institution based faculty members who have earned doctorates are also eligible to apply (i.e., 80% research supplements through subcontract for such faculty in residence at their employing minority-serving institution are optional). We strongly encourage individuals with disabilities to apply. We are particularly interested in recruiting candidates who have a strong desire to obtain an academic faculty position or research position at a minority-serving institution upon completion of the fellowship program. PARTICIPATION INCENTIVES: • Salary and benefits package- Annual salary with full health benefits • Peer-to-Peer multiple research mentorship opportunity with scientific panel mentors • Financial research agenda start-up package- i.e., study participant honorariums/fellow research travel • Peer reviewed publications • Present research findings at national and/or international rehabilitation related conferences CONTACT: If you have any questions regarding the Langston University Advanced Rehabilitation Research Training Program (LU-ARRT), please contact Dr. Corey L. Moore, Principal Investigator/Training Director at (405) 530-7531 or email: capacitybuildingrrtc@langston.edu.
Rehabilitation Research and Training Center (LU-RRTC) on Research and Capacity Building for Minority Entities The MISSION of the Langston University RRTC is to empower minority-serving institutions/minority entities (e.g., historically Black colleges/universities [HBCUs], Hispanic-serving institutions [HSIs], Tribal colleges/universities [TCUs], and Asian American and Native American Pacific Islander-serving Institution (ANNAPISIs]) to improve their disability and rehabilitation research capacity and infrastructure by conducting a programmatic line of research examining experiences and outcomes of persons with disabilities from traditionally underserved racial and ethnic populations and communities and capacity-building efforts. LU-RRTC TECHNICAL ASSISTANCE The LU-RRTC serves as a national resource center for minority-serving institutions/minority entities seeking to develop their research infrastructure (RI), and to enhance their capacity to engage in disability and rehabilitation research. To this end, the RRTC initiates dissemination, training and technical assistance (TA) activities to develop strong RIs for the conduct of research, preparation, submission, and management of NIDILRR funded research grant projects. TA services are provided as a part of LU-RRTC interventions for research project participants and to minority entities/minority-serving institutions around the country. The quality, intensity, and duration of TA vary by system and the readiness of TA recipients. Minority-serving Institution TA Areas- • Faculty Scholar Role & Function Balance Consultation (e.g., teaching/service/research balance) • Sponsored Programs Office Operations Consultation • Research Infrastructure Strategic Planning • Institutional Review Board (IRB) Operation Consultation • NIDILRR Research Proposal Development Mentorship • NIDILRR Research Project Management Consultation • Manuscript for Peer Reviewed Publication Development Mentorship • NIDILRR Request for Comment (RFC) or Request for Proposal (RFP) Interpretation Consultation • NIDILRR Expert Panel Application Development Consultation • Data Management and Analysis Software and Related Technology Support Consultation State Vocational Rehabilitation Agency (SVRA) TA Areas- • SVRA Policy Consultation to Improve Outcomes for Persons from Traditionally Underserved Communities • SVRA Rehabilitation Practitioner Consultation or Training to Improve Outcomes for Persons from Traditionally Underserved Communities LU-RRTC PEER-TO-PEER MENTOR RESEARCH TEAM ACADEMY The LU-RRTC Peer-to-Peer Mentor Research Team Academy represents a collaborative effort between Langston University and the Institute for Community Inclusion (ICI) at the University of Massachusetts Boston (AANAPISI), South Carolina State University (HBCU), Oklahoma Department of Rehabilitation Services, Jackson State University (HBCU), Delaware Nation Vocational Rehabilitation Program, Cherokee Nation Vocational Rehabilitation Program, Kessler Foundation, and Association of University Centers on Disabilities (AUCD). The Academy mentors Fellows to conduct research that addresses the rehabilitation needs of persons with disabilities from traditionally underserved racial and ethnic backgrounds and communities. Ultimately, the program builds Fellows’ scholarly self-efficacy and research skills by providing them with state-of-the-science knowledge of scientifically valid measurement strategies and methodologies, and direct hands-on experience in the conduct of research and grant proposal development. CONTACT: If you have any questions regarding the (LU-RRTC), please contact Dr. Corey L. Moore, Principal Investigator at (405) 530-7531 or email: capacitybuildingrrtc@langston.edu.
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editor’s
Message
WELCOME TO THE 2025 FALL ISSUE OF HBCU TIMES MAGAZINE! HBCUs have always been more than places of learning. They are places where vision is sharpened, where resilience is cultivated, and where excellence takes on many forms. In this Fall 2025 issue of HBCU Times, we are reminded that HBCU excellence cannot be contained in a single definition. It is an unfolding story with countless faces, each one leaving a mark that ripples far beyond campus walls. Consider the journey of Pinky Cole. What began as an idea grew into a cultural movement, showing how creativity coupled with courage can transform industries and communities. Her story is not only about entrepreneurship; it is about daring to imagine a future where innovation and impact walk hand in hand. We also turn our attention to Drs. Jamie and Keisha Lowther, whose love story began within the supportive halls of an HBCU and blossomed into a shared mission of healing. Their lives remind us that excellence is not measured solely by professional titles but by the compassion poured into service, the balance of love and purpose, and the legacy they extend to their children who now walk their own HBCU journeys. Then there is the Marable family, a living testament to the power of faith, education, and perseverance. With ten dentists across three generations, they represent the generational strength that HBCUs continue to cultivate. Their legacy proves that when education takes root, it does not stop with one individual, it grows into a lineage that impacts communities for decades. These stories and many more affirm what we already know: HBCUs are not just institutions, they are movements. They create pathways for entrepreneurs, healers, and families to flourish. They remind us that our legacy is ongoing, that our excellence is renewable, and that our pride is forever. As you read this issue, may you see yourself reflected in these narratives and remember that each of us carries a piece of this larger story. We are all contributors to the living legacy of HBCU pride and purpose.
DR. DAVID STATEN
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NURTURING DREAMS. TRANSFORMING LIVES. For more than 90 years, Norfolk State University has had a mission to provide a transformative educational experience to our students. Historically Black Colleges and Universities (HBCUs), like Norfolk State, play an important role in nurturing dreams, shaping futures and transforming lives. NSU is, and has always been, a place of access, opportunity and success for all. A state-of-the-art institution, offering 1 Associate, 32 Bachelor’s, 1 8 Master’s and 3 Doctoral degrees, NSU prepares our students to compete in the modern world with degrees in Cybersecurity, Nursing, Social Work, Electrical and Electronics Engineering, CyberPsychology, Computer Science, Optical Engineering, Health Services Management, and Drama and Theatre. Norfolk State University serves a vital purpose for our students, their families and the Commonwealth of Virginia. WE SEE THE FUTURE IN OUR STUDENTS. ▶ Learn more at nsu.edu
Norfolk State University is accredited by the Southern Association of Colleges and Schools Commission on Colleges to award associate, baccalaureate, master's, and doctorate degrees. Questions about the accreditation of Norfolk State University may be directed in writing to the Southern Association of Colleges and Schools Commission on Colleges at 1866 Southern Lane, Decatur, Georgia 30033-4097, by calling (404)-679-4500, or by using information available on SACSCOC's website (www.sacscoc.org).
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Dr. Harry Williams is the President & CEO of the Thurgood Marshall College Fund(TMCF), the largest organization exclusively representing the Black College community.
Keith Harriston is a Washington, D.C., writer
Dr. Marybeth Gasman is the Samuel DeWitt Proctor Endowed Chair in Education & a Distinguished Professor in the Graduate School of Education at Rutgers University.
and a two-time nominated finalist for a Pulitzer Prize. He worked for 25 years as reporter, editor and senior newsroom manager at The Washington Post. He is co- author of Say Their Names: How Black Lives Came to Matter in America (Grand Central Publishing October 2021.) Harriston is a graduate of Morehouse College and earned a master’s in journalism from the University of Kansas and a certificate in news management from the Kellogg School of Management at Northwestern University.
Dr. Bridget Hollis Staten serves as the Co-Chief Executive Officer of HBCU Times Magazine. She is a proud alumna of both Albany State University and South Carolina State University. Dr. Staten earned her Doctor of Philosophy (Ph.D.) from Southern Illinois University Carbondale
Brandi Kellam is a two- time Emmy Award-winning investigative journalist and documentary film director. Kellam’s work has been featured by MSNBC, NBC News, CBS News, ProPublica, The Chronicle of Higher Education, ESSENCE, and more.
Dr. Lawrence M. Drake II is a distinguished global executive leader, media psychologist, university trustee, scholar, and transformative strategist with more than four decades of leadership across corporate, academic, and entrepreneurial sectors, both domestically and internationally. He has served as University Dean and Interim President at Bethune-Cookman University and Albany State University, respectively, and has held senior leadership roles within two Fortune 500 companies.
Dr. Gabrielle Pina is currently the Executive Director of the Women’s LeadHERship Institute and Director of Academic Communications and Public Relations at Virginia State University.
Zerline Hughes Spruill is a proud Howard University alumna, co-founder of The Capstone Crate and a writer who lives in Washington, D.C.
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What’s inside
PINKY COLE FROM CLARK ATLANTA TO SLUTTY VEGAN
DRS. JAMIE AND KEISHA LOWTHER MARRIED TO MEDICINE
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TMCF: The Future of Work Depends on HBCUs
Lisa Engram: A Legacy of Leadership, Rehabilitation, and Reentry Reform
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Congresswoman Frederica Wilson: The 5,000 Role Models of Excellence Project
Shannon Sharpe: Black Excellence and Resilience
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Good Enough to Lead,But Not to Stay: Rethinking Presidential Pathways in Higher Education
Mentoring as a Movement: The Role of Faculty in Shaping HBCU Graduates
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Award-Winning Actor S. Epatha Merkerson Stuns Talladega College with Million-dollar Gift
Sharnikya Howard: A Trailblazer in STEM and Advocate for Equity
22
HBCU Made: The Blueprint for Student Success
From Aggie Pride to the Executive Suite: Gerri Allen’s Journey from NCAT to the Heart of Digital Transformation
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Starting Over Proves Successful for Medical CEO
Power Alumni
Royalty Features
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MADISON MAURICE SARAI FINDLAY MARIAH COUCH
BROOKE HART JONES DR. A. OLLY NEAL DR. JERRELL JONES ABDULBAQIY DIYAOLU
The Marables Sink Their Teeth into Family Legacy
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Powering the Future Leading with Purpose At North Carolina Central University, artificial intelligence isn’t tomorrow’s promise. It’s today’s reality.
From classrooms to research labs, NCCU is redefining what it means to lead in the age of innovation. As home to the first artificial intelligence institute at an HBCU, the Institute for Artificial Intelligence and Emerging Research (IAIER) positions NCCU students at the forefront of discovery and opportunity. Through partnerships with industry leaders such as IBM and OpenAI, students gain hands-on experience, mentorship and pathways into high-impact careers. Every first-year student begins their Eagle journey with an introduction to AI, earning digital credentials that strengthen their skills and expand their future. Across every discipline, our scholars are advancing research that uses AI to improve lives, uplift communities and drive social change.
A
At NCCU, innovation has a purpose and that purpose takes flight.
Lo
NCCU.EDU / IAIER Explore how the first AI institute at an HBCU is shaping the next generation of innovators at nccu.edu/iaier
Durham, NC
NCCU Full-HBCU Times-Oct 2025.indd 1
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credits
Editor and Co-CEO Co-CEO
Layout and Design Editor
Dr. David Staten Dr. Bridget Hollis Staten
Mia Draper
Associate Editors
Amori Washington Dr. Regina Bush
Rolondo Davis Thurgood Marshall College Fund
Albany State University Virginia State University Alcorn State University Mississippi Valley State University Talledega College Elainna Jones at Golden Chxld Graphics
Dr. Lawrence Drake II Zerline Hughes Spruill Brandi Kellam Dr. Marybeth Gasman Dr. Keith Harriston Dr. Harry Williams Dr. Gabrielle D. Pina Dr. David Staten Dr. Bridget Staten
All other photos were provided by the authors and interviewees.
Roderick Rogers Estervina Rogers Paula Lyles Dr. Macie Smith Dr. Antoinette Hollis
connect with us
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Post and Courier Mia Draper
INSPIRED BY: ETHEL STATEN AND JORDAN STATEN
Models
Dr. Ala’Torya Cranford Airielle Brooks
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4:48 PM
THE FUTURE OF WORK DEPENDS ON HBCUS
BY DR. HARRY L. WILLIAMS
T he workforce is changing talent: graduates who are prepared to lead in a diverse and innovation-driven economy. For HBCUs and their students, this shift presents both a challenge and an opportunity. faster than ever. Companies are competing for the right I’ve witnessed a critical transformation over time in how corporations engage with HBCUs. In the past, many industry relationships were primarily philanthropic: well-intentioned and usually an annual donation or one-time sponsorship. Today, that model is becoming more
strategic. Companies are seeing HBCUs as partners in talent development, innovation and market expansion. This shift reflects what we know to be true, validated by research: diverse talent is not optional. It’s essential for growth, creativity and relevance. Companies are building inclusive cultures and designing products and services for increasingly diverse markets. To do that, they need culturally fluent partners who can help them understand different communities, innovate responsibly and recruit leaders who bring both skill and insight.
HBCUs are uniquely positioned to meet this need. The most successful HBCUs are no longer waiting for companies to reach out to them; they are already positioning themselves as long- term investments rather than feel-good initiatives. They are auditing their strengths in terms of signature research areas, industry-aligned programs and faculty expertise and packaging that value in ways that are relevant to industry. They are showing evidence: internship placement rates, graduate outcomes, patents and publications, and measurable community impact.
At TMCF, our role is to facilitate and accelerate this connection, and we do that through intentional programs that prepare students for both opportunity and leadership. For example, our Seeking, Observing and Achieving Results (SOAR) program, ensures that high school students, many of them first-generation college- goers, arrive on campus with the knowledge and confidence to succeed. SOAR is not only about admissions; it’s about building a foundation for persistence, graduation and professional readiness. It’s about getting them
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on the campus of an HBCU so they can imagine themselves there. For our first- and second-year undergraduates, we have early- college programs like DevCon, which focuses on freshmen and sophomores. DevCon prepares students through professional and leadership training, hands- on workshops, exposure to insights into business essentials and direct access to TMCF’s esteemed corporate partners and opportunities. This work helps TMCF identify a pool of top-tier early-talent students who can change the current corporate, governmental and technical landscape while advancing company capabilities.
DevCon and our broader talent pipeline efforts are a direct response to the market’s demand for resilient, adaptable and culturally fluent leaders. The best partnerships go beyond entry- level hiring. For example, our Leadership Institute, Hennessy Fellows Program and others help embed students in multi- layered mentorship, executive coaching and high-responsibility internships that accelerate career advancement, not just job placement. We tell our students all the time that our goal is to help prepare them for a career, not just a job. This kind of collaboration with industry partners also informs the evolution of what we teach in the classroom. Through close collaboration, industry leaders
can advise and partner while sharing emerging skill needs, co-developing capstone projects, offering real-world experiential learning and co-investing in programs for high-demand fields like data science, cybersecurity, renewable energy and health equity. With intention, HBCUs can produce graduates who are both market-ready and mission-rooted. A key ingredient for success for both sides is to define and measure success together. For example, HBCUs can give themselves an edge by tracking talent outcomes, internship placements and research impact, while companies can measure workforce readiness, innovation insight and reputational equity. These partnerships can grow through continuous feedback,
real-time labor market data and alumni outcomes, ensuring that both the institution and the industry partner mutually benefit. The workforce of tomorrow will be built through intentional partnerships, data-driven strategies and an unshakable belief in the power of HBCU talent. At TMCF, we see it every day: when companies engage authentically, when institutions communicate their value clearly and when students are prepared early and thoroughly, everyone wins. This work is not just about jobs: it’s about building the next generation of leaders who will shape industries, communities and the nation. HBCUs are poised to lead the way.
For companies, programs like
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CONGRESSWOMAN FREDERICA WILSON: THE 5,000 ROLE MODELS OF EXCELLENCE PROJECT BY BRANDI KELLAM
I nstead of letting go, Congresswoman Frederica Wilson leaned in. That’s how one of Miami’s largest mentorship programs for young Black men was born, driven by her conviction that prevention, not detention, could change the trajectory of their lives. What started in Miami has since expanded beyond state and national borders, but for Wilson, the answer began decades ago inside the walls of her own school. As a Miami-Dade County elementary school principal in the 1990s, Wilson noticed that African American boys were falling behind academically and facing behavioral challenges. Determined to understand why, she began making home visits.
What she found was that many of them lacked a male figure in the home. So she started making calls to lawyers, police officers, pastors, doctors and asked them to come to the school. Wilson arranged a meeting between these men and the boys in the school cafeteria. “They were just amazed,” Wilson recalled of the reaction she noticed from the kids who met with the men that day. “It wasn’t fear, but admiration and joy when they saw all of these Black men in suits and police uniforms surrounding them.” The experience was so powerful that Wilson turned it into a regular event, and eventually a formal program. That effort grew into
what is now the 5000 Role Models of Excellence Project, which operates in more than 100 schools across Miami-Dade County from elementary through high school and has expanded nationally to cities like Detroit and Los Angeles, as well as internationally to Nassau, Bahamas, with other districts still on the waiting list. At its core, Wilson says, the project is driven by her prevention philosophy, the belief that putting the right resources, time, and energy into children early can create opportunity before something bad happens and break cycles that have held communities back. That belief shapes everything the 5000 Role Models of Excellence Project does, from the mentors it recruits
to the experiences it provides.
Over the years, the program has produced graduates who are now college presidents, elected officials, county commissioners, mayors, lawyers, and judges. Wilson credits that success to the opportunities the program offers, traveling to events, meeting leaders who model integrity and hard work, and learning about healthy living, responsibility, respect, and goal-setting. The project’s work also includes activities including college campus visits, community service projects, and youth and police conferences to address tensions between law enforcement and the Black community.
Wilson also points to the
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program’s distinctive look: students receive the program’s signature red necktie and other professional attire and materials, creating a sense of pride and belonging. Academic and personal achievements are recognized with additional gear, including a branded sneaker, all made possible through partnerships with businesses and organizations across the country. “When these children come to the ALC in Washington, DC, live in a hotel, go to the White House, meet President Obama, meet Vice President Harris, that changes their whole block, whole school, whole church, whole family. The impact is huge,” Wilson said. Mentors are at the heart of it all, providing both one-on-one and group guidance. The program has even welcomed men in prison who volunteer to speak with
students during visits about the consequences of life choices.
including Udonis Haslem of the Miami Heat and Barrington Irving, the first Black pilot to fly solo around the world, were once also mentees themselves. “All came through the 5000 Role Models,” Wilson noted. “They all attest that if it were not for the program, they would not be where they are today.” Wilson points to Kionne L. McGhee, vice chairman of the Miami-Dade County Commission, as one of the program’s most notable mentees turned mentors. Labeled “emotionally handicapped” as a child, McGhee overcame a difficult start in life and has used his story to inspire and advocate for youth. His journey from struggling student to lawyer and elected official was so compelling that it became the inspiration for the 2025 film “The Reject.” McGhee has
remained deeply involved with the 5000 Role Models of Excellence Project, even launching a satellite event to introduce mentees to environmental conservation work. “When I first went to the school board, it was 500 role models,” Wilson recalled. “Right now, if we were really truthful about this whole thing, it would be like 5 million, all over the United States and all over the world.” Today, the program reaches thousands of students, but Wilson remembers how difficult it was to get there. The initial expansion beyond her elementary school wasn’t easy. As the only Black member on the Miami-Dade School Board, Wilson faced resistance. “They knew nothing about prevention,” she said. “One board member said, we don’t have any money for anything like that.” Wilson said she stressed
“These are people who understand the mission,” Wilson said, noting that the program’s philosophy was shaped by leaders like Dr. Martin Luther King Jr. and Frederick Douglass. Over the years, mentors have also included nationally recognized figures. In 2024, Grammy-nominated artist and entrepreneur Rick Ross was inducted as a mentor. During his remarks at the program’s MLK Scholarship Breakfast, he encouraged mentees in the room to chase success with integrity. “There’s nothing wrong with wanting to be wealthy,” he told them. “It’s just the way you go about and do it.”
Some high profile role models,
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she wasn’t asking for funding, only approval of the concept. Over time, persistence paid off. “I won them over because I wore them down,” she said. “I was on a mission to save young Black boys from the bits of destruction and the criminal justice system.” Wilson credits that fighting spirit to her years at Fisk University, an HBCU, during the Civil Rights era. “We learned how to march, protest, make a difference, how not to be classified as a second- class citizen,” she said. “I was unafraid. I learned to advocate. How to stay on a mission.” So when she later found herself battling the school board for the program’s initial expansion, she leaned on the same lessons in persistence and protest.
program itself. Students who join the 5000 Role Models of Excellence Project are offered the chance to pursue college or other post-secondary credentials, with scholarship funds raised annually through the foundation’s Dr. Martin Luther King, Jr. Unity Scholarship Breakfast. Through partnerships with the organization, local universities including HBCUs like Florida A&M and Bethune-Cookman offer full rides to graduating seniors who maintain at least a 3.5 GPA. Earlier this year, the program awarded 45 scholarships to Miami-Dade public school seniors. But Wilson sees these scholarships as just one part of a much bigger mission to preserve the legacy of HBCUs themselves. She has been holding onto a bill for the past two years that would allow descendants of slavery to attend HBCUs tuition-free, modeled after legislation benefiting Native American students. “I’m using that to not only save our children,
but to save our HBCUs, which is so important to the survival of our people period.” Wilson’s relentless determination has also fueled her work to confront the systemic challenges facing Black men and boys on a national stage. One of her most significant victories came with the creation of the United States Commission on the Social Status of Black Men and Boys, established through bipartisan legislation she authored that passed unanimously in both the U.S. House and Senate in 2020 following George Floyd’s murder.
Black males to become upwardly mobile.
The commission represents an expansion of the work Wilson says she began with the 5000 Role Models of Excellence Project, creating opportunities for Black men and boys to thrive, not just in Miami, but across the country. She has been building toward this point with the same determination that first launched the 5000 Role Models of Excellence Project decades ago. To Wilson, legacy is measured by the impact of that work, defined by her passion for doing what she could to keep families whole by lifting up Black men who, she says, have too often been left vulnerable by the weight of societal barriers. “I know that I was sent here for a specific purpose,” said Wilson. “It is to change the perception of the way this country, this world, feels about Black men and boys.”
The commission examines the social disparities that
disproportionately affect Black males in America, with goals that include interrupting the school- to-prison pipeline, expanding economic and educational opportunities, and increasing public understanding of the barriers that make it difficult for
That’s how I learned how to wear them out.”
Wilson has woven her connection to HBCUs into the role model
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GOOD ENOUGH TO LEAD, BUT NOT TO STAY: RETHINKING PRESIDENTIAL PATHWAYS IN HIGHER EDUCATION
BY DR. LAWRENCE M. DRAKE II
I n recent years, colleges and universities have increasingly turned to interim presidents to shepherd institutions through periods of uncertainty, transition, or even crisis. These appointments now happen roughly every seven and a half years at public research institutions, with interims serving an average of eight to nine months, and nearly one-fifth lasting over a year. Institutions spend around 8% of their time under interim leadership, signaling that these are not brief stopgaps but substantive administrative periods. Yet, paradoxically, many interim presidents find themselves sidelined when the search begins for a “permanent” successor. It begs the question: If they are good enough to lead through crisis, why aren’t they considered good enough to stay? The Stigma of the Interim Title
The traditional narrative in higher education leadership suggests
that interim appointments are temporary by design, mere placeholders until a
comprehensive search identifies the “ideal” leader. This mindset is deeply rooted in the academy’s desire for deliberate, committee- driven processes, but it often ignores the reality that effective
interim leaders frequently outperform expectations.
Studies have shown that nearly one-third of interims since 1980 moved into permanent presidencies—including nearly 1 in 5 at the same institution, demonstrating their effectiveness and long-term suitability. Moreover, interim leadership phases are critical. A multi-case analysis indicates that well- chosen interims are instrumental in addressing strategic priorities and setting the stage for future success (Inside Higher Ed, 2023).
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taught us anything, it is that higher education is navigating a complex inflection point— financial pressures, enrollment shifts, technological disruption, and evolving expectations of leadership. In this context, the artificial separation between interim and permanent leadership feels increasingly antiquated. Given that almost one-third of interims transition into permanent roles, often at the same institution, banks of institutional knowledge and proven leadership capacity are being overlooked due to an interim label. Recommendations for Governing Boards It is time for boards of trustees and search committees to rethink outdated assumptions. This includes: - Allowing interim leaders to be considered for permanent roles based on merit and institutional fit. - Recognizing the contributions of interim leaders as part of the
evaluative criteria for future leadership.
- Addressing implicit biases that disproportionately affect women, people of color, and nontraditional candidates in leadership pathways. - Understanding that in times of disruption, continuity and momentum often outweigh a ceremonial search process. Conclusion Higher education cannot afford to overlook effective leaders, regardless of how they arrive at the table. Interim presidents are not merely caretakers, they are often catalysts for change. If they are good enough to lead during crisis, they just might be good enough to stay.
position.
The Talent We Overlook Consider the example of Roz Brewer, appointed interim president at Spelman College in 2023. A globally recognized executive with leadership experience at Walgreens, Starbucks, and Sam’s Club, Brewer brought both operational excellence and cultural fluency to the role. Her appointment reflected a broader recognition of the transferable skills executive leaders bring to academia, particularly during times of disruption. Yet even with her pedigree, there was debate about whether an interim should be a contender for the permanent
Wider Trends in Leadership Transition This reliance on interim leadership coincides with increasingly unstable presidential tenures: average tenure dropped from 8.5 years in 2006 to just 5.9 years in 2022 (Wall Street Journal, 2024). Many elite institutions now intentionally appoint interims for multi-year periods, recognizing that experienced interim leaders can not only preserve stability but also drive institutional momentum.
Time for a Paradigm Shift If the past few years have
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AWARD-WINNING ACTOR S. EPATHA MERKERSON STUNS TALLADEGA COLLEGE WITH MILLION-DOLLAR GIFT BY ZERLINE HUGHES SPRUILL
A s the longest running Black woman actor in the history of prime time television, S. Epatha Merkerson is a hot commodity, and not just in Hollywood. Known for her role from 1993 to 2010 as Lt. Anita Van Buren on “Law & Order” and currently as Sharon Goodwin on “Chicago Med,” Merkerson’s schedule can be demanding between running lines, taping episodes and lending her
celebrity to advocate against smoking, for lung cancer research and diabetes awareness. Nonetheless, over the last year and a half, she’s made sure to find time for Talladega College in Alabama. She learned about the 158-year- old liberal arts campus through a close friend and esteemed Talladega alumnus, Rockell Metcalf. As a member of the
class of 1985, Metcalf is a proud Talladega Tornado, who always boasts about his college to anyone who will listen. Lucky for the institution, Merkerson listened to his stories over their 20-plus year friendship, and ultimately visited the campus last year. After meeting students and faculty, and walking the small campus that is home to historic buildings like the Fanning Refectory and DeForest Chapel, Merkerson was in awe,
she said.
“It was an immediate feeling of belonging,” recalled the Emmy, Golden Globe, Screen Actors Guild Award and NAACP Image Award winner. “When I landed on the campus of Tallaega, it just felt like family. The way I was treated, it was just so lovely.”
Her awe soon turned a desire to help the college during a
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financially challenging time and season of presidential transition. Over the last 16 months, Merkerson financially committed herself to the school–the first time with a donation in February 2024. The second time occurred this year during commencement–a welcomed graduation gift of $1 million that brought tears and rousing applause from attendees and graduates. “I was moved by the history, the students who had gone there and done amazing things in our world,” said Merkerson, who delivered Talladega’s class of 2025 commencement speech before making the announcement. “Hearing how the college started, there were just so many things that connected with me. Then I heard they were having difficulties.” Tough Times Turn Into Triumph for Talladega In the fall of 2024, the college found itself in the national
spotlight when faculty didn’t receive regular payroll checks which was followed by the resignation of its 21st president, Dr. Gregory Vincent. Then came cuts to several athletic programs and the inability to honor vendor contracts. The college’s student body population decreased by 31% or 837 students, impacting its tuition and fee revenues, according to Higher Ed Dive. Finally, unpaid student tuition and fees hurt the institution’s bottom line. Under Dr. Willie L. Todd, who was named the 22nd president in May, in addition to a committed board of trustees and solid partnerships including Hope Credit Union and Merkerson, Talladega is finding solid ground, according to board of trustee members. “I had a phone call with Epatha a week before commencement and in her normal mode of conversation she said, ‘by the way I’m donating $1 million,’ like she was saying, ‘Hi, how you doing?’
said board of trustees member and Class of 1985 alumna Essye Miller. “To see it all come to fruition on commencement … it was a very visceral moment. When the crowd erupted, it was just an emotional moment. You think about a population that has not had that experience before. The class of 2025 students didn’t have a real connection with her the way some of us did, but because she had made herself a part of the class of 2025, it was just a moment.”
that,” said Lewis-Payton, a retired healthcare CEO who closely identifies with Merkerson’s current NBC character, a hospital CEO. “She is proudly saying she now has a degree from an HBCU. I’m so struck that she was driven to make this type of transformative gift. She has come to know us in a very real way. We will also make very conscious efforts to include her in the programs where she feels passionate. Whenever we need her to be here, she will.” In addition to settling immediate needs, Talladega plans to establish a scholarship and endowment with Merkerson’s donation. Officials also said Merkerson will be involved in how the money is distributed and stated that her involvement is not just “a one and done.” “Having the honor of being the oldest private school in Alabama is not to be lost,” said Miller. “There is a reason the school is here and we need to continue
In addition to giving the commencement address,
Merkerson received an honorary Doctor of Human Letters degree. She was seen blowing through the campus like a proud Tornado, gathering on the yard amongst graduates and alumni of the school’s fraternities and sororities, said board of trustees member and Talladega alumna Rica Lewis- Payton.
“I know she will continue to do
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easy thing to do to be a part of the school and be a part of something that has given our country and our people something that’s extraordinarily important, and that’s education.” “The best recruiters and advocates are alumni because they share experiences, benefits and what’s attractive about Talladega,” said Miller. She added that it is, in fact, the responsibility of alumni to do so, in addition to investing financially in the well being of the college. “Rockell is one of the glowing stories from the school,” said Miller. “He makes a huge difference in the financial community and continues to see benefits in giving back, coming home, and bringing new family.” The importance of education was instilled by Merkerson’s late mother, Ann Merkerson, who experienced education disparity as a child. She waited for the school bus to pick her up from her home for an entire week before realizing there was no junior high school for her to go to because she was Black. “She didn’t tell us this until she was in her 60s, but in her 60s she got her GED, and in her 70s, she attended a four-year program to learn American Sign Language,” said Merkerson. “If she could have been with me this past commencement, she would have been so filled with pride. I’m at a point in my life where I’m thinking about what do I do to have some kind of impact, a lasting legacy. Not all of us have the opportunity to go to school, so here is my way of saying let’s make sure the students–at least at Talladega– will be able to continue to make the school proud. ”
to tell that story. Epatha’s gift is a great movement in telling the school and others that it’s worthy of investment.” Talladega is the Missing Piece of the Puzzle for Merkerson Merkerson is a proud graduate of Wayne State University, a predominately white institution located in her home state of Michigan. She said she received an excellent education that opened doors for her successful acting career, but always knew something was missing. “I was the only Black student in my graduating class,” said Merkerson, 73. “There were others on campus, but I was the only one in my class. Mind you, it was a small class, but it was Detroit. My experience was very different.” Merkerson’s good friend Metcalf knew this and couldn’t wait to expose her to Talladega’s community. He has been invited
to speak on several occasions, including last year’s annual Black History Month Convocation. “I asked Epatha if she would fly with me from New York to Birmingham to introduce me because I knew that once Epatha was to arrive on my alma mater’s campus, she would immediately see what she missed from her own college experience and be adopted by our community,” said Metcalf who celebrated his 40th class reunion during the 2025 commencement. The Role of Alumni in Supporting Talladega, HBCUs “Epatha and I go back to 2003, and she knows that I love Talladega College. I’ve shared my experiences about being mentored–and humbled–by Attorney Margaret Bush Wilson, former Talladega trustee and the first Black woman to chair the NAACP in my quest to be a lawyer and how my Talladega
network allowed me to meet and ultimately clerk for Judge U.W. Clemon, the first Black federal judge in Alabama. The list of experiences, connections and memories are endless and I am where I am today because of Talladega.” Metcalf is vice president and chief counsel for Prudential Financial’s Center for Next Generational Growth. A native son to Muscle Shoals, Alabama, he made it to “the big city” of Manhattan, New York, said Miller who was his classmate whIle at Talladega. A working attorney, Metcalf credits his Talladega experience for his launch to the Fortune 500 company that Fortune Magazine named this year one of the World’s Most Admired Companies. “Because of Rockell, Talladega became the place,” said Merkerson, who refers to Metcalf as her little brother. “It was an
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HBCU MADE: THE BLUEPRINT FOR STUDENT SUCCESS
BY DR. GABRIELLE D. PINA
H istorically Black Colleges and Universities were not created as a backup plan but out of necessity, strength, and determination. When our ancestors weren’t given a place at the table, they made their own. In this space, Black students are visible, empowered, and focused. HBCUs have always been incubators of genius, and they have produced generations of leaders who have transformed
and serve as a blueprint for success and transformation.
isn’t only a part of the university; it’s a key focus area.
global markets and can compete with the best in the country. The College of Agriculture, on the other hand, is a hidden treasure that promotes food sustainability and environmental justice through hands-on learning and active collaboration between students and professors. When it comes to education, the College of Education is training the next generation of culturally aware teachers. The program’s dedication to Black youth and Black futures is clear in its comprehensive field experiences, certification programs, and strong mentorship between teachers and students. Another essential part of VSU’s academic blueprint is undergraduate research. Students from several disciplines, including psychology, political
Virginia State University knows student achievement must be planned with care and intentionality. Students are seen and accepted for who they are, where they come from, and who they are becoming from the moment they set foot on campus. This is because they are rooted in the rich soil of the HBCU legacy. In a world that often downplays or distorts Black genius, VSU stands proudly as a place where everything is possible. Through programs like the Trojan Scholar Network, VSU helps students cultivate their cultural capital and gives them the tools to understand and challenge dominant narratives in contemporary society. Culture
Students are reminded that they belong through the sound of the Marching Trojans resounding throughout campus and the visibility of Black brilliance in every area they encounter. Cultural affirmation isn’t just a celebration here; it’s a well-thought-out plan. It’s how VSU builds authentic
confidence, strength, and leadership in its students.
industries, fought against inequality, and reimagined
what is possible for communities here and abroad. Virginia State University is no exception and remains committed to embodying that mission. Every program, initiative, and act of mentorship is a promise that student success is our highest priority. The greater things that happen here aren’t by chance; they’re genetic, strategic,
At VSU, a student’s achievement goes beyond their GPA. It’s built into the very infrastructure of the institution. The Honors College offers high-achieving students rigorous learning opportunities and a community of like-minded peers. The Reginald F. Lewis College of Business still produces graduates who are prepared for
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student organization meetings, career fairs, and late-night conversations with peer mentors. HBCU communities are profoundly connected and thriving by partnering with local businesses, civic organizations, and international partners. VSU follows this example by preparing its students for more than a career. Students learn how to lead, serve, and engage confidently in rooms where decisions are made. They are trained to navigate familiar systems and change them if necessary for the greater good. Virginia State’s success also requires recognizing and supporting all of its students’ identities, even those who are parents. The Student Parent Initiative at VSU shows that the school believes that doing well in school and having a family are not mutually exclusive. VSU ensures that student parents don’t just get through college; student parents here achieve success because they are supported by specialized services like child-friendly study spaces, lactation rooms, and intentional
programming designed with their unique journey in mind. By building a tailored community that supports both the student and their child, VSU is changing the game and creating a new pathway to help the whole student. The magic of HBCUs isn’t accidental; it’s deeply rooted. These institutions are built on generations of Black educational resistance, institutional foresight, and good old everyday love. They are masterclasses in cultivating excellence, affirming cultural identity, and preparing students to lead with vision and purpose. At Virginia State University, that mission is alive and evolving. Here, student success isn’t about fixing students but fortifying them and giving them the cultural roots, academic rigor, and community support to push past their own perceived expectations. So, when we say HBCU Made, we mean made with compassion, with strategy, and laced with legacy. We mean made to lead, made to dream, and made to change the world one brilliant mind at a time.
science, and engineering, conduct research with the help of faculty members. This helps them think more critically and opens up new career opportunities. Students also get real-world experience presenting at conferences, publishing their findings, and using what they learn in programs like the Summer Undergraduate Research Institute. Undergraduates at VSU aren’t only learning and making new things; they are creating, engaging, and seeking new educational experiences. Like many other HBCUs, VSU understands that mentorship is not a luxury and success never occurs in a vacuum. Mentorship is collaborative, ancestral, and deeply intentional. HBCUs have been pouring into students for generations with purpose and determination, ensuring they are
guided, seen, and supported at every stage of their academic journey. Whether it’s faculty who refuse to allow students to fail, alumni who return yearly to support the university’s mission, or senior leadership who help students navigate the campus during welcome week, the Trojan community is ready and willing to assist. Every success story illuminates that HBCU mentorship has made all the difference. From first-generation graduates, Fulbright students, doctoral candidates, and young professionals who are establishing a name for themselves, there is a village behind every VSU graduate, and that village is carefully curated. HBCUs don’t tend to separate academic growth from personal growth. Our institutions recognize that learning happens in lecture halls, residence halls,
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