Beyond the Statistics: Understanding the Realities of Black Male Youth in America | Durham Success Summit

Reflection: I Think America's Soul Needs More 'Black Boy Joy'

derekrhodes@dssnc.org (Derek Rhodes) — Mon, 30 Jun 2025 19:02:24 GMT

by Christian Chung

I have recently redefined my #BlackBoyJoy.

Not just for the sake of seeing the hashtag resurface, but as a living, breathing, public act of renaissance—a mirror turned inward, reflecting the full spectrum of Black manhood: happy, whole, and unburdened. In a nation still wrestling with its own introspection, I am convinced that what America needs most is not another lecture, but a lesson in joy—one that does not feel like an endangered emotion, but is both a protest and a prophecy.

Joy is not naivete, and Black Boy Joy was never meant to be a trend. It has always been a declaration encompassing both resistance and reclamation. It is the audacious act of being seen—not in suffering, but when soaring. Laughter unshackled, love unburdened, and tenderness in a world intent on hardening us—the nucleus in the soul of an improbable people.

Coined by journalist Danielle Young in 2016, the phrase emerged as a counterweight to the suffocating stereotypes that have long stifled Black boys and men. The viral story of Khadim Thiam and his friends— young Black men joyfully exploring New York City —underscores this truth: joy is not an act of relief; it’s a strategy for wholeness. Their goal was clear: to break the mold of how society sees young Black men, to insist on visibility as whole beings, not as threats in waiting. Sure, a viral video of young men enjoying matcha might seem mundane, but in a country that has never entirely made space for Black innocence, it becomes subversive.

In America, Black joy has never existed in a vacuum; it has always echoed against the walls of suspicion—like an echo chamber of dismissal. It is a feedback loop where the expression of Black individuality is flattened or pathologized. In 2025, this dismissal has become more sophisticated. Instead of the overt politicization of joy, which we saw in 2017—when even a hoodie or dance could be perceived as defying social norms—we now face erasure masquerading as equity; it is more procedural, seemingly polite, but no less detrimental. The chamber, now, in all its forms, elevates aesthetics and culture, but distorts advocacy. It is joy, neatly packaged—just as long as it does not demand justice.

This ethos is not new. In Durham, North Carolina—where I now have the privilege of working with the Durham Success Summit (DSS) —joy has long been an act of resistance. The Hayti District, once known as Black Wall Street, was a national beacon of Black enterprise until it was razed by urban renewal projects in the 1950s. Over 4,000 residents were displaced due to development that now splits the City in two. And yet, amid the redlining and prejudice rose enduring institutions like North Carolina Central University and Black-owned businesses that shaped generations. That legacy of resolve lives on in organizations like DSS, where I have witnessed how mentorship, entrepreneurship, and communal storytelling create space for joy as a strategy for success and self-determination.

This is why joy matters. The echo chamber appears to repeat the same tired sounds, but amid the noise, joy can send signals across generations: you don’t have to be what they expect to be successful. You can be soft and strategic, tender and tenacious, creative and calculated. During these times of uncertainty, I remind myself that there is still so much to be remembered and more celebrations to be had. The narrative is never set in stone, and neither are we. So, #KeepGoingBlackMan—never let anything smother your #BlackBoyJoy.

Inside-Out Impact:Why Culture Comes First

Thu, 19 Jun 2025 19:18:21 GMT

Designing Organizations Where Young Black Men—and the People Who Serve Them—Can Thrive

by Derek Rhodes, Executive Director

In nonprofit and education spaces, we talk a lot about impact. But here’s the truth:

If your internal culture doesn’t reflect your external mission, your impact isn’t as deep as you think it is.

And if you’re working with young Black men—many of whom are navigating systems that weren’t designed for them—culture isn’t a bonus. It’s the foundation.

At Durham Success Summit (DSS), we’ve learned that the environment we create for our team is just as important as the programming we build for our Scholars. Because culture doesn’t just shape your staff—it shapes the expectations and experiences your young people carry forward.

That’s what I’ve come to call Inside-Out Impact: building systems, spaces, and relationships that reflect your values from the inside out. Where the culture your team lives is the same one your participants learn to expect—and replicate.

A Reflection That Made It Click

A recent LinkedIn post by one of our former Program Fellows and intern, Khilan Walker, captured this idea in a single line:

“DSS felt like culture—it didn’t need to be taught because it was lived.”

That sentence stopped me in my tracks. It reminded me that the culture we model for our young men becomes their new baseline. And that has real consequences.

Because if we place them in environments that contradict what we’ve taught—spaces where they’re unsupported, undervalued, or tokenized—then who cares that they “got the job”? If they’re miserable, that’s not impact. That’s harm dressed up as success.

Your Culture Shapes the Perception of Your Impact

Too often, youth-serving organizations measure success by short-term metrics: how many young people got jobs, completed programs, or built résumés.

But what about the quality of those outcomes? What about alignment? What about whether our alumni actually feel safe, seen, and capable in their new spaces?

If the environments we place them in don’t reflect the culture we modeled, then our credibility suffers—and so does our impact. Our job isn't just to prepare young people for the world, but to prepare the world for them.

How We Build Culture Into Our Operations at DSS

We don’t treat culture as a retreat activity or a social outing. We don’t do happy hours or forced team bonding. Instead, we build culture into the core of how we work:

Real check-ins
Every meeting starts with a genuine conversation about the person, not the project. This builds trust and normalizes care.
Highs and lows
Every Monday, staff and Scholars share personal highlights and struggles. It opens space for vulnerability and support.
Collaborative design
New ideas are never top-down. Our team builds together—modeling shared ownership and creativity.
Rest and wellness break
Each May, we shut down for two full weeks to reset. Not as a reward, but as part of our rhythm.

These practices aren’t “extras”—they’re structural. They create the environment that our young men mirror in their lives, careers, and relationships.

Culture Is a Compass

Culture also guides who we work with. At DSS, we use it to evaluate potential partners—especially employers. If a corporate partner can’t offer a workplace that reflects the culture we’ve modeled, it’s not a match.

We’ve turned down funding and collaborations because they didn’t align with our values. That’s not a loss. That’s protecting our people.

Because job placement without belonging isn’t success. It’s dissonance.

Five Ways to Build Inside-Out Impact

If you’re leading a youth-serving organization or team, here are five steps to build culture that leads to lasting impact:

1. Design culture into operations
Embed your values into how you onboard, hold meetings, and make decisions. Don’t assume culture will build itself.

2. Model what you want young people to expect
Let your internal environment teach what healthy workplaces should feel like—clear, supportive, consistent, and kind.

3. Redefine impact beyond metrics
Track more than just job titles and participation. Ask how your alumni feel in the places they land.

4. Use culture to guide partnerships
Work with organizations who reflect your values, not just your goals. Trust your gut when something feels off.

5. Build with—not for—your team
Bring your staff and youth into design conversations. The culture they co-create will outlast any single program.

Final Thought

Your organization’s culture leaves the longest-lasting impression. It’s what your alumni carry into their next job. It’s what your staff remember after they move on. It’s what your community partners feel the moment they walk into your space.

So build it with intention. Live it with consistency. And protect it as if your impact depends on it—because it does.

Culture is the curriculum. And when it’s built right, the results ripple far beyond your walls.

The Hidden Costs of Success

derekrhodes@dssnc.org (Derek Rhodes) — Sat, 15 Mar 2025 04:00:10 GMT

Why DSS is Focusing on Breaking Barriers Before Scaling: A Call to Action for Durham’s Young Black Men

When I founded DSS, I imagined a world where young Black men in Durham didn’t have to choose between surviving and thriving. I dreamed of a city where our young men could walk into jobs that respected their brilliance, where mentorship and opportunity were within reach, and where Black boys growing up here could imagine themselves as CEOs, leaders, and changemakers because they had seen it happen before. However, if there’s anything the past five years have taught me, it’s that our young men are facing barriers far deeper than anyone wants to admit—and if we truly want to be a city that uplifts them, we have to stop focusing on flashy new programs and start breaking down the obstacles that keep them stuck. Let me tell you what I mean.

Every year, we have more young men applying to DSS than we can serve—this year alone, we had to turn away nearly 30 young men due to limited resources. But here’s the truth: it’s not enough to just bring more young men through the door. Because if we do that without addressing the barriers that keep them from succeeding—barriers like transportation, technology access, food insecurity, and family responsibilities—we’re setting them up to fail.

I’ve had Scholars show up to class after walking three miles because they couldn’t afford a bus ride. I’ve had young men miss job interviews because they couldn’t find Wi-Fi to submit an application or didn’t have a working phone to answer an employer’s call. I’ve had Scholars sitting in our sessions hungry because they had to choose between groceries and gas. These are not theoretical issues—these are real choices our Scholars face every single day.

So as much as we love to talk about growth and scaling, I’ve realized that at DSS, we need to go deeper before we go wider . We need to focus on removing the everyday barriers that block our young men from success.

That’s why we’re launching our Barrier Reduction Fund, a dedicated pool of resources that allows us to respond directly and quickly when a Scholar needs support. Whether that’s paying for bus passes so they can get to work, covering the cost of certification programs at Durham Tech that lead to real jobs, buying refurbished laptops so they can apply to jobs, or making sure they have professional clothes for interviews—this fund is about making sure our young men don’t have to choose between surviving and pursuing their future.

We are also focused on building real career pathways that match the reality of our young men’s lives—not just theoretical workshops, but real jobs in fields like energy, technology, healthcare, and entrepreneurship. But no career pathway works if a Scholar can’t get to training because his car broke down or if he has to drop out of a program to care for a younger sibling.

Going deeper means recognizing that our young men are already working hard—harder than most people know—but what they need is a city and a community that’s willing to work just as hard for them.

So, if you’re reading this and you believe, like I do, that every young Black man in Durham deserves a real shot at success—not just lip service—I’m asking you to give.

Your donation to our Barrier Reduction Fund goes straight to Scholars—no overhead, no fluff—just real help for real needs. It means that when a Scholar says, “I want to get my GED but can’t afford the class,” we can say yes. It means when a Scholar says, “I got the job, but I need work boots to start,” we can say yes.

If we want to build a Durham where young Black men lead and thrive, we need to start saying yes more often.

�� Donate today to the DSS Barrier Reduction Fund

What Bill Bell Means to Me - And Durham

derekrhodes@dssnc.org (Derek Rhodes) — Thu, 23 Jan 2025 19:58:25 GMT

For me, Bill Bell isn’t just a historical figure, he is a personal role model and professional inspiration.

This weekend, Durham Success Summit, will proudly present the Bill Bell Public Leadership Award, a scholarship bestowed to a young man who exemplifies the ideals and values championed by former Mayor Bill Bell. This meaningful tradition, now in its second year, honors the enduring legacy of a man who transformed Durham, and it is a tradition we hope to continue for a very long time.

Fittingly, this month, the city of Durham paid tribute to Mayor Bell in a way that speaks volumes about his influence, renaming Vivian Street to William V. Bell Way. It’s a symbolic act, yes, but also a deeply profound one, celebrating a leader who’s quiet strength and transformative vision, has done a great deal to shape Durham’s identity, and expand the horizons of its people. Through many decades of leadership, he transformed Durham from a city of boarded-up streets to a thriving, dynamic hub of opportunity and culture. But even more remarkable than the skyline he helped reshape, what stands tallest is the spirit of inclusivity and progress he instilled in every corner of our city. Bill Bell’s journey is not just one of titles or achievements; it’s a narrative of perseverance, service, and an unshakable belief in the promise of Durham and its people.

At 31 he became one of the youngest County Commissioners in our city’s history, bringing a blend of youthful energy and innovative thinking to public service. As an IBM engineer, he combined technical precision with visionary thinking and proved to be a calming force behind major projects, traits he carried into his public life. And then, of course, came his tenure as Durham’s longest tenured mayor, a chapter of leadership that we celebrate tonight.

When Mayor Bell took office in 2001, downtown Durham was, as some described, a “place you drove through, not to.” A far cry from the vibrant hub we know today, it was a collection of shuttered warehouses and abandoned storefronts. But he saw something else, a canvas waiting for just the right artist, and now, through his unwavering leadership, it has blossomed into a national model of urban revitalization, driven by over $1.7 billion in public and private investments. Landmarks such as the American Tobacco Campus and the Durham Performing Arts Center now stand as enduring symbols of his belief to “…create an environment where people want to be.”

And while it is certainly true that Mayor Bell’s brick and mortar contributions are worthy of a grand celebration, his most enduring legacy lives in his commitment to people. As chairman of the Durham County Board of Commissioners in 1992, he championed the merger of the city and county school systems, a bold move that planted the seeds for greater educational equity. As mayor, he tirelessly advocated for minority-owned businesses, nurtured entrepreneurs, and worked to dismantle the systematic and entrenched barriers faced by Black residents.

And through it all, his humility remains his hallmark. Spend five minutes with Mayor Bell and the first thing you’ll notice is that he doesn’t need to raise his voice to be heard. His presence commands attention, not through volume, but through the weight of his words.

I recall a recent lunch with him at one of his favorite local spots. The moment we entered, the room seemed to shift. A waitress, upon seeing him, lit up, her face breaking into a warm and bright smile, as wide as the promise of our city. She greeted him with an enthusiastic, “Hi, Mayor Bell!” Though years had passed since his tenure, her elation spoke volumes about the indelible mark he has left on this community.

For me, Bill Bell isn’t just a historical figure, he is a personal role model and professional inspiration. Even in casual moments, like our recent lunch, his legacy precedes him. Sure, our residents remember him because of the positions he’s held, but they revere him for his transformative vision and his unwavering dedication to the people of Durham. The affection our waitress displayed for Mayor Bell that afternoon was as fresh as the first day he stepped into office. His arrival infused her with an unexpected joy, while I got a rather modest “Oh, and hi to you too,” which, if I’m being honest, felt just about right.

As we settled into our seats, he extended a hand for a handshake, but I leaned in for a hug, because sometime handshakes (like words) don’t seem like a big enough gesture for someone who has given so much of himself for this community. Such is the gravity of his presence. Even in the most unassuming moments, the most casual of settings, his legacy announces itself like the rolling thunder of a North Carolina summer storm. People see the lasting imprint of his work etched deeply into their lives and into the fabric of this city. Bill Bell is a man whose legacy speaks not in statues or street signs, but in the lives he’s touched, the futures he’s shaped, and the enduring hope he’s inspired.

While Mayor Bell’s contributions to this community are far too numerous for me to list in full, they all share a common thread - a dedication to inclusive growth. Under his stewardship, downtown Durham emerged for a post-industrial decline to become a beacon of growth and innovation. Mayor Bell was unyielding in his commitment that economic development extended beyond infrastructure and included investment to uplift lives and expand opportunities. He did this to ensure that Durham’s growth included opportunities for Black entrepreneurs, minority-owned businesses, and historically underrepresented communities.

One of our core values at The Durham Success Summit is put the youth of our community in a position to be “…the drivers of change, not just the beneficiaries.” In many ways, Mayor Bell embodies this ideal. His leadership, rooted in vision, compassion, and an unwavering commitment to this city, reminds us all of what is possible when we lead with purpose. This Saturday evening, as we honor his legacy and the award that bears his name, we also celebrate the countless lives he’s impacted, the communities he’s strengthened, and the city he’s transformed. Mayor Bell’s story isn’t just a part of Durham’s history, it’s a guiding light for its future.

Thank you, Mayor Bell, for showing us what leadership looks like when it’s driven by heart, guided by vision, and rooted in the belief that Durham’s best days are always ahead.

Beyond Paychecks: How Jobs Can Heal Communities

derekrhodes@dssnc.org (Derek Rhodes) — Fri, 08 Nov 2024 15:16:29 GMT

Why Job Access is Essential for Healthier, More Resilient Communities

Employment isn’t just a means to economic stability—it’s a powerful tool for building healthier, more resilient communities. For young Black men, securing steady employment can be the difference between economic mobility and persistent inequality, and it plays a critical role in bridging gaps in health outcomes as well. At Durham Success Summit (DSS), we see how comprehensive support in employment readiness can address disparities, improve lives, and ultimately help individuals reach their fullest potential.

Employment as a Determinant of Health

For many Black men, the stakes of joblessness go beyond finances. Employment status is a predictor of health, and the absence of job security brings heightened risks. Research from the National Institutes of Health shows that unemployed Black men face a 60% higher risk of all-cause mortality compared to those who are employed. Without jobs that offer health benefits, young men may delay or miss critical treatments, leading to untreated chronic conditions like high blood pressure and heart disease—illnesses prevalent in underserved communities. Furthermore, lack of employment can intensify mental health challenges, adding layers of stress that exacerbate these health issues.

This connection between work and health underscores the need to address employment inequalities as a public health priority. Stable employment provides access not only to income but to health coverage, enabling preventive care, regular check-ups, and mental health resources—benefits that are too often out of reach for Black men facing systemic barriers to stable jobs. Employment becomes a safeguard, protecting physical and mental health and building a foundation for long-term well-being.

Realizing Potential Through Employment and Community Support

Our mission at DSS goes beyond preparing young Black men for the workforce. It’s about empowering them to achieve economic and personal stability in a supportive community. Employment, when paired with mentorship and wraparound resources, helps young men envision and realize their potential, bridging generational gaps in both wealth and health.

The pathways we create are critical in preventing the cycle of inequality that persists in many communities. Job readiness and access are just the starting points; by integrating life skills, financial literacy, and mental health resources, DSS is fostering a holistic approach that builds more than just employability. We’re cultivating future community leaders who are resilient, resourceful, and ready to contribute meaningfully to society.

Partnering for Change and Health Equity

To make a real difference, we need a collective commitment to creating equitable opportunities. When communities rally around workforce development, they’re investing not only in the economic stability of individuals but in the health and future of entire communities. At DSS, we’re committed to bridging gaps, supporting our youth, and developing programs that address employment disparities and their broader health impact. Our work is about fostering growth, cultivating potential, and ensuring that health and wealth aren’t privileges for the few but possibilities for all.

We invite community leaders, philanthropists, and advocates to join us in this mission. Together, we can close the racial wealth gap, improve health outcomes, and create a future where every young Black man has the opportunity and support to succeed.

Finding Purpose in Employment

derekrhodes@dssnc.org (Derek Rhodes) — Thu, 25 Jan 2024 16:49:15 GMT

It's not just about a job. It's about stepping into our power and rewriting the narrative of our lives.

Hey, my brothers! It's Derek Rhodes, back again to try to fuel your fire. Today, I want to talk about something that's often overlooked but holds immense power in shaping our lives: employment. Yeah, I know, you might be thinking, "Geez, Derek, what's the big deal about a job?" Well, hear me out, because I've seen the transformation it can bring to our community, especially for young Black men like us.

Let's get real for a moment. We face a unique set of challenges. Systemic inequalities, generational trauma, and societal stigmas can feel like a suffocating weight on our shoulders. But guess what? We are not defined by these circumstances. We have the power to flip the script and create a future that defies expectations. And one crucial tool in our arsenal for success and fulfillment is employment. Now, I'm not saying that a job alone will magically solve all our problems . It's a complex journey, and we have to address the root causes of inequality. But let me tell you why employment is a cornerstone of our growth, purpose, and ultimate success.

First, a job provides us with a sense of purpose. When we dedicate our time and energy towards something meaningful, we tap into a wellspring of personal satisfaction. It's not just about the paycheck; it's about knowing that our contribution is making a difference in the world. Whether it's creating art, building bridges, or serving our community, each of us has unique talents and skills to offer. Finding a job that aligns with our passions and values lights a fire within us, propelling us towards our highest potential.

Second, employment grants us financial autonomy. Let's face it, my brothers – money matters. It opens doors, breaks chains, and amplifies our voices. When we have the means to support ourselves and our loved ones, we gain the freedom to dream bigger and create lasting change. Financial stability is not just about material possessions; it's about having a seat at the table of influence and making decisions that shape our communities. We deserve to become architects of our own future, and a good job can help build that foundation.But it's not just about the individual. When young Black men thrive in the workplace, our whole community benefits. Our successes shift perceptions, break stereotypes, and inspire those who come after us. Our presence in the workforce challenges the status quo and paves the way for a more inclusive society. We become agents of change, reshaping narratives and rewriting the rules. By finding purpose in our jobs, we create a ripple effect that spreads far beyond our immediate surroundings.

So, let's seize the opportunity to build careers that empower us and our community. Let's challenge the statistics that say we're destined to fail. It won't be an easy journey, but together, we can overcome any obstacle. Seek out mentors who have walked the path before you, network with like-minded individuals, and never underestimate the power of believing in yourself.

Remember, it's not just about a job. It's about stepping into our power and rewriting the narrative of our lives. It's about showing the world that we are more than the stereotypes they place upon us. It's about shifting the conversation from surviving to thriving.

So, let's dream bigger, reach higher, and create a future that's built on purpose and fulfillment. Our community deserves nothing less. Together, we can rewrite the script and inspire generations to come. Believe in yourself, my brothers, because I believe in you. Stay strong, keep pushing, and never stop striving for greatness.

In solidarity,
Derek Rhodes

What Our New Workforce Development Center Means for Us - and for Durham

derekrhodes@dssnc.org (Derek Rhodes) — Mon, 26 Jun 2023 12:38:38 GMT

Our strategy is shifting because that's what our youth need .

America wasn’t built with the success of young Black male youth in mind. From economic hardship to challenges in schooling and entering the workforce, it seems like we’re constantly assailed by obstacles to our development. You can see it in the studies, you can see it in the media, and you can see it in our lives. We’re faced with 400 years-worth of barriers that have been erected to impede our progress. But we at Durham Success Summit have always been committed to continuous research and adaptation of our methods to overcome these challenges.

Why is why we’re pleased to announce a major shift in our strategy. In order to maximize the positive impact we can have on the lives of Black male youth in Durham, we’re moving from a cohort-based program to a year-round center.

This means young Black male youth will have a place to find support, get career counseling, and meet with like-minded peers throughout the year. What better way to prep ourselves for the challenges Black males are going to face, than to have resources readily available for us to come together in a coworking style space?

History Influences the Future

Just like the history of America is influencing the future outcomes of Black Americans, we use our organization’s past to help us shape the future for our scholars. Durham Success Summit is making strides in building a true, cross-sector network of support for young Black men. From universities to industries, we’re now expanding our scope to include community development in our purview.

Through our fundraisers, outreach, community events and more – we’ve done the research and gathered the data to know what works for our people and what doesn’t. For example:

We’ve learned that it’s our job to alleviate every possible barrier between disadvantaged Black male youth and success. Not just discriminatory hiring practices and organizations that claim to support social justice but don’t put actions to their words – but smaller things that get overlooked or taken for granted. Parking. Software. Childcare. Anything and everything that weighs harder on us than it does for others has to be addressed so that our scholars can show up ready to engage.
Physical Spaces are a priority for improving communication. For too long, Young Black men (and Durham youth especially) have cited a lack of safe spaces with quality resources to support their dreams. Where are their role models to learn from and emulate? Where can they meet people their age to form a long-lasting bond, one that provides both financial and emotional support? For the most part, young Black men have been forced to work within church basements, coworking spaces, and public institutions where we have to check ourselves and our attitudes. We don’t really get to express ourselves, and therefore don’t really get to connect with each other. We’re seen more as charity cases than partners. But that’s changing now.

The Durham Success Summit Guarantee

As we work to actualize our workforce development center, we make the following pledges:

WE WILL:

Pay our young Black men for their time as they gain skills in industries growing in Durham. Life sciences, cybersecurity, financial services, skilled trades and more. These are all niches ready to be taken over by enterprising Black men.
Pay our young Black men to come in and earn certifications that are industry recognized and undeniable through our partnerships with organizations such as PocketPrep, Durham Tech, and now even Google. For the latter, we’ve been approved to administer scholarships to Google and LinkedIn programs to over 500 Black men over the next two years.
Provide our scholars with the MacBooks, iMacs, iPads, VR headsets, and next-gen technology that are so commonly found on the campuses of PWIs and other institutions. Our scholars will not fall behind on the technological curve. Not while so much of tech has long-lasting impacts on the rest of the world.

The only question left is if you’re going to join us.

FOR YOUNG BLACK MEN:

We’ve built this organization for you. If you want to become part of what we’re building, click here to learn about the Durham Success Summit General Community Membership application. We take Scholars year-round, but be warned: this requires active participation. We want to help you succeed despite the odds, but that requires us to train you for the obstacles you’ll be facing. Equipping and prepping you can only go so far. You have to be ready to seize control yourself, because we all know no one’s going to give young Black men handouts.

APPLY TO BECOME A SCHOLAR

For those INTERESTED in helping YOUNG BLACK MEN:

Durham Success Summit actively encourages organizations to contribute to the cause of helping young Black men find success in the professional world. Whether your support comes in the form of monetary contribution, donation of data, opening of doors via internships and scholarships or more, we’re always happy to collaborate. Our goal is to have a diverse range of committed partners that we can send our skilled and talented workers to help out.

Click here to get in touch about making a donation of technology, furniture, or supplies.

Otherwise, click here to become a corporate sponsor of DSS and its scholars (or to tell your employer to!)

The decisions to open our doors and become a center for year-round development of young Black men in the Durham area is just the latest step in our journey. Our goal is to eliminate barriers one by one, until the systemic imbalances young Black males face are a thing of the past. To that end, we’re constantly looking towards what we need to do to have the most impact on the future.

Durham Success Summit is always innovating and always growing. The sooner you become a part of our process, the sooner you can make a drastic change in not only your life, but the lives of those in the community around you.

How to Recruit, Retain, and Promote Black Talent in your Organization

derekrhodes@dssnc.org (Derek Rhodes) — Tue, 18 Apr 2023 23:10:58 GMT

The Status Quo

According to the Bureau of Labor Statistics , Black men have the lowest labor force participation and employment rates among men. Even when Black workers are able to penetrate into the work force, you see less and less of us as you climb the corporate ladder. Of the Fortune 500 CEO spots, only 6 are held by Black men (a “record” recently set .)

A quote from Valerie Wilson , director of the Economic Policy Institute’s program on race, ethnicity, and the economy, sums up why this is such an important and disparaging fact.

“Black workers, on average, are not being hired, promoted or paid according to what would signal their level of productivity based on their experience or their education. It absolutely impacts everything. It impacts your family’s economic security.”

But it’s not only a desire to correct this systemic issue that should lead organizations to focus on seeking out more Black talent for their ranks. As it turns out, diversity in the workplace is actually an advantage when it comes to performance. According to Mckinsey , companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns over their industry’s medians. In other words, more diverse companies tend to outperform competitors.

Additionally, diverse companies are 70% more likely to be aware of (and capture) new markets according to HBR , and diverse management teams generate 19% higher revenue (as per BCG ).

These are all the “why’s” of why it’s important and advantageous for business owners to correct for long-standing racial imbalances in the workplace. Now let’s get into the how.

Recruiting & Retaining Black Talent

When you commit to recruiting Black talent for your organization, there are some “gold-standard” rules that to keep in mind.

1. Paying a living wage, not minimum wage. According to MIT’s research , the living wage in the United States in 2019 was $16.54 for a family of four, far above the current federal minimum wage of $7.25 an hour. And that was before the pandemic and inflation.

Attitudes have shifted across the United States. Between the Great Resignation and Quiet Quitting , employees are less willing to put up with subpar conditions and payment. Consider all the obstacles facing Black talent in the workforce, and how awareness of societal failures is only increasing. It’s highly unlikely that a Black worker is going to stick around if they don’t feel like they’re getting fairly compensated for their efforts.

2. Remove Other Barriers: Childcare, transportation, internet/equipment, more.

One sometimes-overlooked aspect of the inequality facing Black talent is access to equipment or services that are often taken for-granted. For example, teleworking (working from home via Zoom, laptops, and other tech) boomed during the pandemic, but after the fact statistics showed that Hispanic and Black workers were 50% less likely to telework regularly compared to White workers ( CDC ). An easy way to avoid making this sort of mistake that might disqualify high-quality talent is by providing equipment and services (or at least making it known you’re open to doing so).

3) Connect them with another high-level Black male employee (OR an organization like Durham Success Summit).

Another way to improve your retention of Black male employees is to immediately put them in contact with other Black male employees in your company, particularly those that are working at a higher level. Beyond providing them with an immediate role model for what success at your company might look like, this will allow both parties to discuss how your company handles delicate issues about and around race.

4) Check in regularly.

Help make Black talent more comfortable at your company by checking on how they’re doing, ensuring that they’re adjusting, and seeing what you could do on your side to make their experience smoother. It’s possible that your company culture could be an adjustment for them, so checking in will help them understand that you’re at least willing to make the effort.

5) Be clear, transparent, and know what you don't know

At the end of the day, Black talent is molded in a world filled with obstacles. You’re not going to be as in tune with these as your Black employees, and that’s okay. Always be willing to learn and listen to the experience of those who live this.

For example, our consultants at Durham Success Summit are all professional Black men succeeding in various industries and are committed to improving the presence of Black men in the workforce. If you’d like to commit to joining us in our mission, we’d love for you to partner with us to help diversify your talent pool the right way. Click here to learn more.

The economic impacts of the pandemic, inflation, and market instability on young Black men

derekrhodes@dssnc.org (Derek Rhodes) — Sat, 04 Mar 2023 08:15:11 GMT

‘Prior to the pandemic — when the US labor market was in good health — the unemployment rate for black Americans was roughly twice that of white and Asian adults. In 2019, it stood at 6.1 per cent, compared to just 3.3 per cent and 2.7 per cent for white and Asian adults, respectively. [...] At the worst of the Covid economic crisis, the black unemployment rate skyrocketed to nearly 17 per cent. For white workers, it was slightly lower, at 14 per cent.’

Colby Smith ‘Black America’s record employment gains at risk as Fed tightens rates’ - Financial Times

To understand where young Black men find themselves economically at the start of 2023 we need to understand the inequalities of their position prior to 2020, as well as the disproportionate negative impacts they bore as a result of COVID-19, inflation, and the market instability being generated by the looming fears of recession.

As the headline quote demonstrates, prior to 2020 Black Americans faced structural inequalities that led to unemployment rates that were nearly twice that of their fellow White and Asian Americans. Such inequalities were only exacerbated by the economic repercussions of lockdowns and other measures implemented to reduce the spread of COVID-19. For example, between February 2020 and May 2020, the racial gap in employment between White and Black men increased by 43.7 percent. As the White House noted: ‘(t)he early months of the pandemic hit every American hard, but particularly Black Americans’ as unemployment rates came ‘higher and later’.

And it was Black men, in particular, who experienced ‘the highest unemployment rates of any race/gender group, and the lowest labor force participation and employment rates among men’ across that 2020-21 period. These results, as the Brookings Institute noted, are only made more ‘disturbing’ when you factor in that there is significant undercounting of Black men within this official data. Such an undercount only masks what was likely a much worse picture.

The disproportionate economic impact of COVID-19 on Black men was partly explained by the fact they found themselves in the type of low-wage jobs that were disproportionately impacted by the pandemic, and partly explained by the fact that they also found themselves within industries that did not see the economic revival other sectors experienced by 2021. While high-wage jobs came back to pre-pandemic levels much faster, by early 2021 low-wage industries still remained down by 28%. And although the gap of rates of joblessness between Black and White Americans narrowed in the initial months of 2020, White Americans saw a much faster return to the workforce as a result of discriminatory hiring practices. As William Spriggs, chief economist of the AFL-CIO and Professor at Howard University, noted: “This is not a matter of skills [...] It’s a matter of the way discrimination takes place within recovery.”

Even the emergency extensions of benefits under the CARES Act of 2020 - that expanded the unemployment assistance to include part-time workers, independent contractors, and gig workers for the first-time - had a limited and disproportionate impact for Black workers. From April to June 2020 only 13% of jobless Black workers received these emergency benefits compared to 24% of jobless White workers. For many White households access to both these emergency benefits and accumulated wealth helped stabilize their financial situation until the next job was secured. Whereas for Black families, especially where low-wage working Black men were the breadwinners of the household, limited access to both these emergency benefits and accumulated wealth left them in a much more vulnerable position as lockdowns and other restrictions began to be eased.

The precariousness of this situation for Black workers was only compounded by the effects of the racial wage gap with Black men, on average, earning $0.87 for every $1 their White male counterparts earned. Dispiritingly, this wage gap only widens as Black men move up the corporate ladder. So while the disparity between Black and White Americans in educational attainment has narrowed the wage gap has not, with ‘Black workers mak[ing] about 80 percent of the earnings of a white worker with similar education’. Furthermore, Black workers with college degrees are still facing higher levels of unemployment compared to people from other races who had obtained less than a high school education. All this points to the fact that while the equalization of educational attainment and opportunity for Black men should be celebrated, it does not automatically translate to the equalization of economic attainment and career progression.

It is why we here at DSS know how important it is that young Black men are exposed to various career path opportunities, valuable work experience, and the chance to build a robust employment history through our Scholars program.

Looking towards 2023 amidst the specter of recession

Yet, as we moved through 2022 and into 2023 there were some green shoots of hope and recovery for Black Americans. As labor shortages continue, even in the face of increased layoffs and the threat of recession, the gap between the employment of Black and White Americans of “prime working age” (25-54 years old) has narrowed to new record lows. There were also signs of progress in terms of employment for Black men, specifically, across 2022 with the unemployment rate decreasing from 7.1% in January to 5.1% by December, although this compares with an end of year rate of 2.7% for White men. Moreover, the White House, in its August 2022 report on the pandemic labor market, noted that Black workers were seeing both a ‘modest’ positive median real wage growth (one factoring in the effects of inflation) and a move into more traditionally high-wage industries. What the Biden administration trumpeted as ‘signs of genuine progress’.

Six months on from that report, however, these gains are under the double threat of further inflation and the Federal Reserve’s multiple interest rate hikes that threaten to undermine one of the hottest labor markets that has effectively driven this progress. The early signs of these impacts have already begun to show within the tech industry where layoffs that began in the early fall are showing no signs of slowing down with a further 50,000 job losses in January 2023. And these layoffs are disproportionately impacting Black and Brown workers in an industry ‘which offers some of the best paid jobs’ and that can and should be doing more to bridge the Black talent gap.

As talk of recession starts to dominate the economic conversation, Black Americans face this in the knowledge that they ‘have historically suffered, when compared to mainstream America, during any economic downturn.’ Yet, despite this, a recent survey by JPMorgan Chase has shown ‘Black small business owners are more confident than their peers about how they will execute overall in 2023.’ This is a bullishness characterized by the young Black men in our Founders program as they progress through their intensive 6-month business incubator with the support of secured seed funding to help make their entrepreneurial aspirations a reality.

Our Founders , however, do this within a wider context in which Black entrepreneurs receive less than 2% of overall VC funding. In fact, 2022 saw a 45% decrease in VC financing for Black entrepreneurs against an overall average 36% decrease. Such decreases effectively reversed historic year-over-year gains for Black founders in the wake of the George Floyd racial justice reckoning in 2021. On this point, we encourage private investors to take note of a recent McKinsey & Company report on how they can more effectively support Black-owned businesses and help invest in wider Black economic mobility.

In the wake of COVID-19, we also note that another key component to creating sustained mobility for Black Americans, and the young Black men we work with here at DSS, is to tackle the inequalities they face in accessing an economy that has undergone a digital transformation. These barriers come in the form of infrastructure - with 40% of Black American households (compared to 28% of White American households) not being able to access high-speed, fixed broadband. They also come in the form of being able to access digital skills training - with a 2020 OECD survey finding that roughly half of Black workers (compared to 77% of White workers) had ‘the advanced or proficient digital skills needed to thrive in our increasingly tech-driven economy’.

The last few years have revealed that the structural inequalities that the young Black men we work with here at DSS face have only been complicated and exacerbated by the disproportionate economic impacts of the pandemic, of inflation, and of increasing market instability. It is important that we take stock of these lessons at the start of 2023 as our Scholars and Founders face their futures with determination

The Data Is In: Black Male Youth in Durham Deserve More

derekrhodes@dssnc.org (Derek Rhodes) — Fri, 03 Mar 2023 08:19:32 GMT

We are living in a time of great transformation. Our communities are adjusting to the evolution of our state and our country and we are advancing at a pace with which we are conspicuously unfamiliar. Rapid change, of course, inevitably results in upheaval, a consequence we can’t help but witness manifest as we scroll our social media platforms each evening.

We are flooded every day with talking heads espousing thoughts and ideas and opinions, very little of which is ever backed up with data. Very little of which is ever rooted in fact. At times it can feel discouraging. At times it can be frustrating. And it is during these times when it is incumbent upon us to stay grounded. And it is during these times when it is incumbent upon us to make decisions based upon what is real and honest and truthful and not what is distributed to us as political propaganda disguised as authenticity.

Because here’s the good news. In times of great transformation, we are afforded great opportunities. Opportunities will pass us by if we do not make the right decisions now or if we do not seize the right moments today.

In July 2011, Forbes Insights, the research arm of Forbes Media, published a study called “Global Diversity and Inclusion: Fostering Innovation Through a Diverse Workforce.” In that study, the conclusion was definitive. The most certain path to remaining competitive and creative and inventive and viable is through a diverse and inclusive workforce. And since that time, study after study, year after year, the evidence continues to mount. The conclusions are crystal clear: the most successful businesses, the most profitable institutions, and the most innovative companies are the ones that employ a diverse labor force under the all-inclusive umbrella of an accepting environment.

The future is coming fast and make no mistake about it: the future of our community is big and it is bright. But it will not wait for us.

In December 2019, Charles Becker, research professor of economics at Duke University, forecast that Durham will grow anywhere from 30-50% over the next twenty years. Apple is opening a $1 billion campus in Research Triangle that is expected to create 3,000 jobs and generate more than $1.5 billion in economic benefits annually. Google recently announced that an engineering hub focusing on cloud computing will be opening in Durham and it is expected to bring another 1,000 jobs to the area. These titans of industry recognize our promise and our potential. Now, we are responsible for realizing it.

In our community, we are face-to-face with a unique moment in time. The rapid economic growth and development we are experiencing in Durham today allows us a once-in-a-lifetime opportunity to wedge open the doors that have been stubbornly nailed shut by the sins of our past. Doors that will lead to a brighter future for new generations of young men of color if only we provide them with the tools they need to breakthrough.

The time is upon us. For far too long young men of color are underrepresented among youth who excel in school and overrepresented among those with low grades and low test scores. We need to remove barriers that stand in the way of their academic success so that, when the time comes to apply for jobs and apprenticeships, they stand ready and able.

The Brookings Institution in Washington, DC is a nonprofit public policy organization whose mission is to conduct non-partisan, in-depth research that leads to new ideas for solving problems facing society at the local, national and global level. Camille Busette, the Policy Program Director for the Race, Prosperity, and Inclusion Initiative at the Brooking Institute, recently wrote, “To be male, poor, and either African-American or Native-American is to confront, on a daily basis, a deeply held racism that exists in every social institution. No other demographic group has fared as badly, so persistently and for so long.”

We can change that in Durham. We can change the future of the 43,800 black men and boys in our community. We can brighten the future of the 12,000 young men of color between the ages of 16-24. We can do this by offering them the opportunity to better themselves in the classroom and in their lives beyond school.

It is imperative that we seize this moment. If we cannot assure that young men of color are afforded the opportunities provided by our growth, we risk being mired, once again, in the muck of history, ignoring the data and the facts and the truth that clearly demonstrate the success that we can achieve if all our children are provided an equal chance to succeed.

We need to create a feeling of real belonging in our community. Our philosophy on growth and opportunity needs to be rooted in connection and acceptance. But this is not easy. Realizing this vision means moving past old archetypes and beyond old definitions that view diversity as a mere “box-ticking” exercise. And as a single-minded community, we can succeed. Because the truth is, creating a more inclusive and diverse work environment (reflective of our community and our society) is not only the right thing to do, it also makes business sense. Because by building a more diverse and inclusive work environment, you are instilling greater trust in workers. And more trust means more engagement. And highly engaged workers go the extra mile for their company. And more successful companies mean a more robust and prosperous community.

The data is right there. This time let’s use it.

Power of Connection - A Scholar's Perspective

derekrhodes@dssnc.org (Derek Rhodes) — Wed, 22 Dec 2021 08:09:39 GMT

"You can't build a relationship and forget about it."

Manuhe Abebe, Class of 2020

Why is networking so important, and why does everyone continuously emphasize it?

Many of us see networking as just meeting new people and calling it a day, but it is so much more than talking to people. It's about building trust and relationships. As a first-generation student, it has been much harder for me to get started. I didn't know how to approach anyone and start a conversation, but having that support system of people I can rely on has helped me become more comfortable starting conversations and networking.

I'm currently studying Mass Communication with a concentration in Public Relations at North Carolina Central University, and I can tell you from experience, especially in high school. Opportunities have come to me, and I never took too much time to look for internships or scholarships because I have built connections with people I trust and have a great relationship with.

An example, Durham Success Summit, which I was fortunate enough to attend last year. I shared my story, and a year later, Derek Rhodes (Founder of Durham Success Summit) reached out and offered me an internship. It was a no-brainer I had to take, and it was at that moment where I realized that one connection landed me an internship, and here I am today working with Derek on making the 3rd annual Durham Success Summit a reality. Stay tuned; we have big things planned for this year!

Although it took me years to build (since freshman year of high school), it has shown me that connecting with people and having that relationship never dies; it stays with you forever. Not only that, but making sure you're always reaching out to your connections checking up on them, you can't build a relationship and forget about it.

Enough with my story; how do I get started on building a connection? Well, I'm one you can start with. It's easy just like that. See, people make it hard on themselves when trying to network; I was one of them. Soon enough, all I had to do was create a LinkedIn account, build my profile, see LinkedIn network suggestions, and make a special note introducing myself and why I'd like to connect with them. Easy as 1,2,3.

I want to keep this blog as short as possible, but if you want me to share more about my experience on how to start building connections, drop a comment or like, and I'll make a similar but more in-depth blog.‍

I hope you all enjoyed this blog; if you read this far, thank you, and please don't hesitate to reach out if you have any questions; I'd be happy to be of resources to anyone. We will have more content in the coming weeks; this is just the beginning :)‍

Why I Quit My Dream Job at Microsoft After 3 Months

derekrhodes@dssnc.org (Derek Rhodes) — Sat, 01 May 2021 14:31:30 GMT

Nearly a decade ago, as a White House intern, I was working through pain.

Nearly a decade ago, I was working through my pain.

What happened to Trayvon traumatized me. We were two years apart in age. Our birthdays were six days apart from each other. And yet there I was – an African American male with many similarities to Trayvon, interning at the Department of Justice as the not guilty verdict came down for George Zimmerman.

8 years passed. I landed a job at Microsoft. And once again, I was working through my pain – ignoring the stories I was seeing in the news, ignoring the feelings in my heart, ignoring anything but the work that was put in front of me.

I wasn’t doing anything about the system. Which meant that I was contributing to it.

I quit after 3 months. Out of concern for boys like Trayvon, out of outrage for people like Zimmerman, out of knowledge of all the names out there that had and would experience the same or similar harm but not make the news.

But there is nothing glorious about simply quitting. Even as I walked out of those doors toward uncertainty, I knew that this was still only the easy part. We celebrate the first steps way too often in this country; we’re too comfortable resting on our laurels after we do the bare minimum. That’s why nothing ever changes.

Quitting didn’t stop the mental anguish I felt as a young man of color seeing the suffering of others like me. Quitting didn’t relieve me from my survivor’s guilt for living on while Trayvon couldn’t. Quitting didn’t heal my mental anguish.

But I had an idea of what might. I was going to have to bring about change of my own, on my own terms. Glorification would have to wait until I had succeeded in making a lasting, positive impact on communities of color. Why not start with my own hometown of Durham?

I looked into my options and settled on founding a nonprofit that would directly help my community. I wanted to improve the lives of local, young, black men. Men just like me. Thus, the Durham Success Summit (DSS) was born.

No more anger, no more sleepless nights, no more lying to myself and escaping from reality to avoid being bothered by my privilege and weighed down by survivor’s guilt. I made the conscious decision to focus purely on action.

From the Department of Justice to Establishing My Own

We began in 2019 with just 75 students and 15 guest speakers. We focused on providing guidance to young, college-aged black men who were unsure of the steps they should take in their lives and careers.

And we saw real progress. They were responding to our strategies and our message. There was real potential in what the DSS was accomplishing. Then, in 2020, the pandemic hit – but we weren’t going to let that slow us down. No, we had just got rolling. And you can’t stop a rolling stone.

The Summit grew in 2020, partnering with the North Carolina Central University’s Men’s Achievement Center. That year, we provided a virtual program with 30 speakers to 175 students. We also launched an annual survey to better understand what we were doing for the young black men we worked with; those faces that too often become faceless in the media. Here’s what they said in 2020:

The Durham Success Summit was rated 4.7/5 stars
76% of them stated they would return for another year
94% of them were clearer on their life and career goals after attending
100% of them stated that they walked away with actionable tools they could implement in their lives

This was real improvement our attendees were experiencing. This was something big. This was something worth glorifying.

Success stories began coming out of our program, like those of Jordan Jackson and Tyler Fisher. Jordan went on to start the BLXCK Clothing Company, while Tyler was inspired to follow through on his dream to write children’s books and started a social media campaign to inspire others in turn. It was a ripple effect. And I couldn’t be happier.

But there’s still more action to be taken. There’s still more pain to heal.

The issues facing young men of color in Durham are not unique to the city. There are more out there like Jordan and Tyler who could have fallen through the cracks. But now that we’ve proven our model works, we’re confident that we can partner with organizations and city officials across North Carolina and establish events statewide. And after that, who knows? Maybe I’ll be coming to your city anywhere in the country if things keep working out.

Durham Needs A Commission on Black Males

derekrhodes@dssnc.org (Derek Rhodes) — Mon, 22 Apr 2019 07:09:39 GMT

It is time to engage our new City Council on relevant and critical steps our city needs to take in order to achieve the resplendent vision proclaimed on the steps of the Lincoln Memorial in 1963.

In the bureaucracy of the political world, years have a way of slipping by in the blink of an eye while significant accomplishments and achievements always seem to fall by the wayside in lieu of competing reelection campaigns and political strategy priorities. But the fact is that the City of Durham cannot let another single day go by without urging our City Council to be bold in their approach to fulfill campaign promises. That is why I call to establish a Commission on Black Males.

This initiative is essential for Durham to keep pace with similar inner-city communities like Boston, Philadelphia, Indianapolis, and Bloomington and would be directly aligned with the Commission on the Social Status of Black Men and Boys Act passed bipartisanly and overwhelmingly by the U.S. House of Representatives in July 2020.

We are on the very edge of a transformative time in both our nation’s and our city’s history. If we aim to remain both a competitive and viable economic and social inspiration, we need to recognize and respond to the needs of our constituents. And we must represent our entire demographic, including and especially those who have been historically under served.

Among many other missions, the Commission on Black Males can work closely with our City Council to study the devastating effects gang violence has on the black male population. According to a 2019 report released by the Durham Gang Reduction Strategy, “of the 2,060 validated gang members in the Durham Police Departments Records Management System, 82% were identified as Black/African American.” In addition, there were 43 homicides in Durham attributed to gang violence in 2021, an unsettling 35% increase over 2020.

The Commission on Black Males could work with university leaders to look at the education disparity in the black male population. According to the latest demographic data, both the high school (97% vs 88%) and college (67% vs 34%) graduation rates for the Black demographic lag behind our counterparts. This disturbing trend highlights the fact that the graduation gap is widening between Black and white students. We should never exclusively accept that general increases in overall college graduate rates lead to gains for all student populations.

The poverty rate for the black population in Durham is likewise disparate. While the overall poverty rate in our city is approximately 16%, you are almost 2.5 times more likely to live below the poverty line if you are Black (19%) than if you are white (8%). You are also more than twice as likely to be unemployed if you are Black (6.6%) than if you are white (3.1%).

Let’s be clear. The recommendation to establish this commission is not a revolutionary concept. The Bloomington Commission on the Status of Black Males was established in 2001. The Boston Commission on Black Men and Boys was first proposed in 2014. The Mayor’s Commission on African American Males in Philadelphia was established by a voter referendum in 2016. And these cities are well ahead of the curve in terms of identifying the issues that impact the daily lives of Black men and boys and then advising on an appropriate course of action to start closing the gaps that exist in our communities.

Our time is here. We have positioned the exact right people at the exact right moment in time to move this initiative along. I believe in this City Council. I have great faith that council members like Leonardo Williams and Mark Anthony Neal, who have been vocal advocates of change for our youth, will step assertively into their roles and take the necessary steps to assure a brighter future for Black males in Durham. I have great confidence that Mayor Elaine O'Neal, who has surely seen the corollary effects of the Black male population growing up without a plan of structured guidance from her honored seat in chambers, will promote and lead this vital project for the citizens of Durham.And so now our elected and esteemed officials must brave this first step by following the lead of Boston and Philadelphia and Bloomington. Our very future depends on it.

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