How To Fix Racism In Education?


How To Fix Racism In Education
Conclusion – This policy described the topics addressed in anti-racist schooling policies and outlined the shifts educational leaders are making to strengthen and clarify not only their policies, but also their personal stance on racism and equity.Policymakers must consider how they define racism, the objectives of anti-racist policy, and how to make the policy actionable. How To Fix Racism In Education Anti-racist policies in schools should address such dynamics as school environment, staffing, and funding; implementation of such policies can be aided by coupling them with existing school policies and clearly and accurately defining racism. Access the full image description,

  • Britney L.
  • Jones is a doctoral candidate in the Learning, Leadership, and Education Policy program at the University of Connecticut’s Neag School of Education.
  • Her research interests include culturally relevant and inclusive practices in K-12 contexts with a focus on teachers’ sociopolitical consciousness.

Her doctoral work follows a BA in education studies and an MA in elementary teaching, both from Brown University. Britney also worked previously as a fourth-grade teacher and science curriculum developer. For more information, contact [email protected],
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How do schools deal with racists?

Never dismiss reports of racism or bullying – be clear you take this seriously and acknowledge their feelings. Listen to them and involve them in your response. Encourage all staff and students to be vigilant to bullying, prejudice and abuse – whether face to face or online, and to report any concerns.
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How do schools promote racial equity?

Recommendations for School Leaders –

Clearly articulate racial justice and educational equity as a goal for your school and foster a school climate that encourages all educators to speak out, take action, and fiercely confront any racist thoughts, comments, and actions.Critically examine your own identity and privileges and how those have shaped your experiences and impacted the teaching and learning of students of color.Develop a long-term plan to build an anti-racist community by developing a diversity, equity, and inclusion committee within your leadership team; helping your staff identify biases; and having open conversations about reducing and eliminating systemic bias in the school setting.Review curricula to make sure they are culturally and linguistically inclusive and examine school-level disaggregated data and policies on grading, discipline, and access and participation in advanced courses with the goal of rooting out inequities.Familiarize yourself with culturally responsive pedagogy, support teachers in their efforts to transform their teaching practices, and consider new teachers’ knowledge and support of culturally responsive teaching in your hiring decisions.Facilitate discussions and professional learning opportunities on developing an anti-racist stance, structural racism, implicit bias, race, colorblindness, and equity with teachers, school counselors, school resource officers, and other staff.Develop relationships with families and community members, ensure that you and your staff speak or honor students’ native languages, and create schedules and structures that allow families to authentically engage in school activities and decision making.Empower student voice and offer opportunities for all students to increase their awareness about race and privilege, discuss racist incidents respectfully, and evaluate systems that perpetuate oppression.Strengthen relationships with students of color to help you understand their school experience, relationships, and levels of connectedness to adults in the building; and ensure students of color are represented in student leadership activities and advisory groups.

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What are four ways to reduce bias?

There are four ways to reduce bias – I’ve systematically studied relevant behavioral science research, discussed findings with experts and practitioners, and experimented with many solutions in my own work. Based on this research effort, I’ve identified four categories of solutions for reducing bias. I call these Modules, Filters, Routines, and Context.

Modules – We can reduce biased beliefs at their cognitive source, which I refer to as the Module approach. Simply put, we’re attempting to clear the brain of select biases with the intent of influencing behavior. While this approach is challenging and time-consuming – it requires rewiring deeply-seated cognitive beliefs – there is some evidence that it can be done. The primary solution in this category is known as positive contact. An important nuance also exists, changing implicit beliefs does not always change behavior. Filters – We can add cognitive “filters” that catch biased beliefs before they turn into biased behavior, which I refer to as the Filters approach. These filters can be housed within the individual’s brain (internal filters) or within the environment (external filters). Examples of solutions in this category include growth mindset, the use of social norms, and technological filters like natural language processing. Many of the internal filters utilize a fascinating concept in neuroscience and cognitive psychology, and there are several evidence-based solutions that fall under this category. Routines – We can add Routines that interrupt automatic and biased thought patterns by activating a less biased process. These can be particularly powerful in moments where bias is likely to occur, as it guides individuals through a more deliberate thought process. There are a number of examples of effective solutions in this category, such as Nextdoor’s 3-step checklist and talent assessments that leverage well-designed checklists or pre-defined criteria. Like Filters, Routines can be either internal or external. Context – We can change the Context to make it less likely for biased beliefs to influence behavior or decision-making. With this approach, thought patterns that might be biased are never activated in the first place by changing the context or environment around the individual. The primary example of an effective solution in this category is removing names from resumes (hiding demographic information from decision-makers), which can reduce the likelihood of bias based on age, race, gender, or other factors.

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The four categories above create a framework for thinking about different approaches to bias reduction. From my research, I’m currently convinced (note the use of currently) that it’s possible to fit all evidence-based solutions for reducing bias into one of these four categories.

Armed with the four approaches for reducing bias, we can now start to think about how these can be applied to a particular situation – like a recruiting decision, a performance management discussion, or a learning & development program. Importantly, the framework above enables us to look for solutions that work through people (e.g., positive contact or growth mindset) and through processes (e.g., tech-based filters or routines).

This combined view of both person and process is the most effective way to reduce bias.
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What does racial equity mean in education?

What is the difference between Racial Equity and Racial Justice? – Racial Justice is a vision and transformation of society to eliminate racial hierarchies and advance collective liberation, where Black, Indigenous, Latinx, Asian Americans, Native Hawaiians, and Pacific Islanders, in particular, have the dignity, resources, power, and self-determination to fully thrive.

  • Racial equity is a process of eliminating racial disparities and improving outcomes for everyone.
  • It is the intentional and continual practice of changing policies, practices, systems, and structures by prioritizing measurable change in the lives of people of color.
  • Distinction between Racial Equity and Racial Justice: Racial equity is the process for moving towards the vision of racial justice.

Racial equity seeks measurable milestones and outcomes that can be achieved on the road to racial justice. Racial equity is necessary, but not sufficient, for racial justice. The chart below provides definitions and distinctions between other key terms and concepts related to Race.
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