Equity Praxis: Putting the values of equity into practice - PowerPoint Presentation

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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. 

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Warm-up Pair-Share

Elevator Speech … WHAT IS EQUITY? 2Slide3

Equitized Campuses Create Conditions for Success

Access

Transfer

BSI & ESL

Course Completion

Graduation

Certification CompletionSlide4
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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? Slide11
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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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