Embedded Files
The First Strategy to deal with Equity is Self-Awareness
The First Strategy to deal with Equity is Self-Awareness
"Every educator must sit back and analyse their own conditioning, their own biases, their own beliefs. Only when you get a sense of your own ethnocentrism can you begin to get a look at your own attitude towards others. So prejudice reduction begins with self." - Avis Glaze
This is our work, our personal and professional work, for what we do will directly impact student success.
Please take the time to self reflect, and lead your staff in self-reflection, for doing so will allow you to truly engage in this work.
Understanding Self: Privilege, Power & Bias
Understanding Self: Privilege, Power & Bias
Click the link - Take the quiz!
Click the link - Take the quiz!
Immaculate Perception: Jerry Kang
Immaculate Perception: Jerry Kang
Do you discriminate? UCLA law professor Jerry Kang exposes the phenomenon of automatic processing and how it relates to explicit and implicit bias. Decades of research shows that attitudes and stereotypes influence how we see and behave. Despite our best efforts, are we all under the sway of "the rightness of whiteness?" And is there evidence showing that these biases can be reduced -- at least temporarily? Using humor and audience participation, Kang challenges our assumptions while shifting our perceptions of at least one Asian male.
Understanding unconscious bias
Understanding unconscious bias
This animation introduces the key concepts of unconscious bias. It forms part of the Royal Society’s efforts to ensure that all those who serve on Royal Society selection and appointment panels are aware of differences in how candidates may present themselves, how to recognise bias in yourself and others, how to recognise inappropriate advocacy or unreasoned judgement. You can find out more about unconscious bias and download a briefing which includes current academic research at www.royalsociety.org/diversity.
Personal Reflection: OPC Administrator
Personal Reflection: OPC Administrator
For a long time when discussing white privilege and racism, I was on the defensive asking questions such as why should I feel guilty, or what can I do about it, or its’ not my fault. I was offended at the mere thought I would have a bias one way or another for a different race. It was only after participating in board wide professional development that I began to see that I did in fact have an unconscious bias and that it came out in certain situations. Being aware of my own biases allows me now to begin to action the work needed to address the effects of racism and anti-racism in my school. From the Anti-Rascist Educator, ‘We need to accept that unconscious bias will continually seep into the school day. We address bias best not just by creating systems, but also by shedding defensiveness and adopting a developmental mindset and a willingness to inquire.” This resonates with me as I feel there is a lot of defensiveness that is present in my schools which ultimately stands in the way of meaningful conversations about race and what can be done for our racialized students so they can also achieve in a system that wasn’t designed for them.
It is important to understand the effects of racism as a school leader because from understanding and awareness comes change. School leaders can use that understanding and knowledge to have difficult conversations about race with their staff. They can show their vulnerability with staff when discussing their own bias, they can create a culture with their staff that allows for racial ideas to be challenged. As an entry with my staff, I think coming to the understanding as Ibram X. Kendi says, “if someone says they are not racist, they are a racist in denial, and an anti-racist is someone who is willing to admit the times in which they are being racist, and are willing to recignize the inequities and racial problems of our society.” If staff are willing to recognize that they do have unconscious bias and away from denying that racist ideas exists, then we can move forward with exploring how that is being transferred to the classroom. It is important to get staff to see in themselves that it does exist before they can begin to do the real work by challenging the inequities within their classrooms and with their students.
"How Studying Privilege Systems Can Strengthen Compassion": Peggy McIntosh at TEDxTimberlaneSchools
"How Studying Privilege Systems Can Strengthen Compassion": Peggy McIntosh at TEDxTimberlaneSchools
Many of us believe that we're living in a meritocracy, deserving of what we have and compassionate toward those with less. But that's not true: white people have been given a headstart and ongoing advantages due to the color of their skin, while people of color suffer from equally arbitrary disadvantages, says scholar and activist Peggy McIntosh. She explains what led her to recognize her privilege — and how it can be used by those with power to ensure a fairer life for others.
What does my Headscarf Mean to you?
What does my Headscarf Mean to you?
What do you think when you look at this speaker? Well, think again. (And then again.) In this funny, honest, empathetic talk, Yassmin Abdel-Magied challenges us to look beyond our initial perceptions, and to open doors to new ways of supporting others.
Jane Elliott on Her "Blue Eyes/Brown Eyes Exercise" and Fighting Racism
Jane Elliott on Her "Blue Eyes/Brown Eyes Exercise" and Fighting Racism
Teacher and diversity trainer Jane Elliott talks about her "Blue Eyes/Brown Eyes Exercise," the construct of race and what everyone can do in the fight against racism.
Understanding White Supremacy
Understanding White Supremacy
As school and system leaders, part of the work that we are doing with our staff is acknowledging our own positions in a white supremacist system. So we should acknowledge that if for example, I am a white woman, as such, I cannot talk about what it feels like to experience racism, or to fight against it as a person of colour. But also recognize, it is not the responsibility of people of colour to fix racism, or explain to white people how not to be racist. As Dena Simmons, a scholar and practitioner of social-emotional learning and equity and author of the upcoming book White Rules for Black People, put it, “Don’t ask the wounded to do the work.” (Note: white can be replaced with any non-affected group e.g. brown when talking about anti-black, black when talking about anti-indigenous, etc).
ARTtoolkit Site: Created and maintained by Marsha Forbes (@ateachertweet)
Page updated
Google Sites
Report abuse