As More State College Systems Dump DEI Programs

The University of Kentucky is committed to our core values of diversity and inclusion, mutual respect and human dignity, and a sense of community (Governing Regulations XIV).

Structural belonging refers to institutional conditions, policies, practices, and cultural norms that demonstrate that one is accepted, supported, respected, valued by, and important to a community. Fostering structural belonging, thus, requires dismantling and transforming inequitable institutional structures that devalue, dehumanize, disrespect and “other” minoritized students, especially those who are multiply marginalized.

Thus, equity-minded campus leaders should make assertive efforts to center the voices and experiential knowledge of REM students in their assessment and transformation of institutional structures, policies, practices, and processes.

Suppose you made a decision that was contaminated by selfishness, and you didn’t see it. But it was, and it was not the best decision.

enable all students to feel that they and their unique background have aplace in the life of the classroom

Presence

Equity-minded practice requires educators to acknowledgethat traditional academic curricula privileges students who have academic,social, financial, and cultural advantages

Equity-minded teaching practices offer targeted support to students,thereby addressing and mitigating the specific barriers they encounter byproviding resources that meet their needs

Figure 1.2.

Be easily accessible to your students. Provide multiple regular opportunities for connectionand support via email, virtual office hours, prompt feedback, and virtual study sessions orstudent conferences

Throughout this text, we intend to promote equitable andinclusive digital learning experiences that support minoritized students who have been historicallymarginalized, such as Black, Indigenous, Latinx, Asian, Pacific Islander, poverty-impacted, transgender,first-generation, international, those for whom English is a Second Language (ESL), student parents,student veterans, students with disabilities, or neurodiverse students.

The central aspect of equity requires educators to identify, critically evaluate, and change the policies and practices that students experience as inequitable barriers to their persistence and success

Student voice and choice means more than letting students select from various assignment options; it means allowing students to develop a sense of ownership of the classroom and their own learning

Senate Bill 17: Banning Discriminatory “Diversity, Equity and Inclusion” (DEI) Policies in Higher Education

inconsistent with the law” for state agencies to fund diversity, equity and inclusion positions with taxpayer money. He

St. Patrick’s Day is a holiday of rather nonlinear origins, as it developed gradually over time

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In an academic article published in the Journal of Consumer Research, leading experts define inclusion as follows: “Inclusion refers to creating a culture that fosters belonging and incorporation of diverse groups and is usually operationalized as opposition to exclusion or marginalization.”2 This definition is chock-full of great terms to unpack, but one of the most essential is belonging.

Accademia dei Lincei (Academy of Lynxes)

evolve our decision-making structures to more directly imbue care, equity, and representation into our work and leadership

all members contributed content that ensured the course incorporated principles of Universal Design for Learning (UDL); diversity, equity, and inclusion (DEI); Indigenous pedagogies; and open pedagogy.

A woman of color will often experience more discrimination in the workplace than a white woman.

“Gender bias holds women back from being hired and advancing in their careers. It’s important to be aware of how that manifests,” says Raena Saddler from Lean In. That’s why Lean In created an activity that helps you combat gender bias at work. It’s called 50 Ways to Fight Bias, and the digital versions are free. Raena explains, “This activity is an engaging way to think through your own biases and call out and navigate bias when you see it in the wild.”

Do a work check. Is this person getting access to the same quality of work as their peers? If not, then fix it. Do a mentoring check. Does this person have one or more people who can speak to their work product and advocate for them? If not, then find that person for them. Do a compensation check. Does this person’s work output match the compensation they are provided as compared to others at their level? If not, then fix it

managers’ own discomfort with race ends up harming employees of color, even when the manager thinks they’re doing the right thing. For example, they might manage a woman of color who needs some coaching on her work, but the manager doesn’t feel the same rapport with her that they feel with their white employees and/or they feel awkward coaching someone of another race on problems with her work … and so they let work issues go that they really should be addressing … and so that employee doesn’t get the same coaching and support that her white colleagues get … and as a result, she ends up not performing well and doesn’t advance. Sometimes she even loses her job

Let’s say you have a group of people in a room and every one of those people has the physical ability to see. The room is dark. You want to turn on the light so they can see. You turn on a light. Here’s what equity work is like. Some eyes will hurt when you turn the light on, and they will need to be coached or trained to adapt. Some will blink and adjust quickly. Some have been waiting anxiously for light. And some eyes will stay closed and never open and then will write you emails about how angry they are that you turned a light on.

say something more meaningful than, “It makes our workplace stronger.” Why do you care? Why should your managers care? Why should your employees care? And why should your employees of color believe you when you say this matters to our company?

crises of discrimination, particularly around such identity-based facets as gender, race and ethnicity

hey've perhaps almost lost thm,c excellent Capacities which probably were afforded them by nature for the highest things.

the “Joe” section

section describing the framework

Section I A & B