In this session we will explore equity praxis and pedagogy equity literacy abilities and what creates barriers to successful implementationAnd how to overcome those barriers Facilitated By Veronica Neal ID: 627446
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Equity Praxis: Putting the values of equity into practice
In this session we will explore equity praxis and pedagogy, equity literacy abilities, and what creates barriers to successful implementation…And how to overcome those barriers! Facilitated ByVeronica Neal, Ed.D.
1Slide2
Warm-up Pair-Share
Elevator Speech … WHAT IS EQUITY? 2Slide3
Equitized Campuses Create Conditions for Success
Access
Transfer
BSI & ESL
Course Completion
Graduation
Certification CompletionSlide4Slide5
Where Do We Begin?
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EQUITY
LITERACY ABILITIES (Adapted from Gorski, 2014)Ability
to
RECOGNIZE
biases and inequities, including subtle biases and inequities in self, others, curriculum, and school practices.
Ability
to
RESPOND
to biases and inequities in the immediate term.
Ability to REDRESS biases and inequities in the long-term. Ability to CREATE
and SUSTAIN a bias-free and equitable learning environment. Ability to APPLY a equity cognitive-frame to individual and institutional practices.
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Building Your “True” CommunitySlide8
What Gets In the Way?
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Terms Activity
Unconscious Bias Microagresssions (vebal/explicit): Microinsults, Microassaults, and
Microinvalidations
Micromessages
(often nonverbal/implicit):
Microinequities
and
Microaffirmations
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What is Unconscious Bias?
“Unconscious bias applies to how we perceive other people. We are all biased and becoming aware of our biases will help us mitigate them in our work [with students].” – NX Leaders (2012)What are personal and institutional examples of unconscious bias? Slide11Slide12
Microagressions
Summarized by Sue et al., 2008According to Sue, Bucceri, Lin, Nadal, and Torino (2007), racial microagressions
are brief and commonplace daily verbal, behavioral and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults to the target person or group, and are expressed in three forms:
microassaults
,
microinsults
and
microinvalidations
. (p.72)Slide13
Microagressions
Summary continued Microassaults: Deliberate, conscious and explicit expression of bias (similar to “old fashion” racism)Microinsults: Actions that convey insensitivity
, are rude, or directly demean a person’s racial identity or heritage.
E.g
.,
“You’re
so
articulate.”
Microinvalidations: actions that exclude,
negate or nullify the psychological thoughts, feelings or experiences. E.g., “You speak really good English… Where were you born
?”Can you recall a personal and institutional example?Slide14
Micro-Messages
(Rowe, 2008) Micro-Inequities and Micro-Affirmations
Characteristics
: Small, often unconscious, unspoken,
actions, which are constantly
sent and received.
Micro-inequities
have a powerful impact on the target and create a sense of exclusion, disrespect and a feeling of being unwanted whereas micro-affirmations do the reverse.
Micro-affirmations communicate inclusion, trust, respect, genuine willingness to see another’s perspective and contributions. Can you recall a personal and institutional example? Slide15
Small (low risk) Equity Actions
Include your preferred pronoun in your email signatureInclude equity related quotes, visuals, etc. in your class, office or division Attend an equity event as an ally Share an article with your department or colleagues Practice using “folks” instead of “guys” when referring to groups of people15Slide16
Medium Equity Actions
Participate in equity related professional development … Share what you learnLook at your class or division equity data Invite colleagues to read and discuss an equity related article Participate as an equity representative on another shared governance committee Request that your manager, Department Chair or Dean lead or host an equity retreat 16Slide17
Large (high risk) Equity Actions
Present an equity related workshop or discussion to your department of division Review with a team the current policies and practices in your department or division and make equity recommendations Facilitate an equity walk with your teamBring an equity lens to the table in large meetingsReview and revise your syllabus or office polices 17Slide18
Getting Started
With a partner, consider what are some ideas you have for: - deepening your equity literacy (intrapersonal) - challenging bias (interpersonal) -engaging the work (institutional)
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Thank you!
Questions. Comments. Appreciations.
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