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 By Veronica Neal, Ed.D.  

Warm-up Pair-Share Elevator Speech … WHAT IS EQUITY?

Equitized Campuses Create Conditions for Success Access BSI & ESL Veronica Course Completion Transfer Graduation Certification Completion

Veronica

Where Do We Begin?

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. At the Individual level…the equitized educator has these abilities Activity: Assess your level of readiness from 1 to 5 (1 being need work to 5 being highly competent in that area)

Building Your “True” Community Veronica

What Gets In the Way?

Terms Activity Unconscious Bias Microagresssions (vebal/explicit): Microinsults, Microassaults, and Microinvalidations Micromessages (often nonverbal/implicit): Microinequities and Microaffirmations we will now review the following concepts and how they apply in your work with students and colleagues

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?

(can you mention the recent literture/research on DNA markers because of past trauma?)

Microagressions Summarized by Sue et al., 2008 According 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) Veronica

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? Veronica

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? Veronica - Examples of Micro-inequities: Eye rolling, looking away during an important point, ignoring someone, not greeting someone, interrupting, disregarding, discounting, etc.

Small (low risk) Equity Actions Include your preferred pronoun in your email signature Include 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 people

Medium Equity Actions Participate in equity related professional development … Share what you learn Look 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

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 team Bring an equity lens to the table in large meetings Review and revise your syllabus or office polices

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)

Questions. Comments. Appreciations. Thank you! Questions. Comments. Appreciations.