36 Matching Annotations
  1. May 2024
  2. Aug 2023
    1. 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).

      I have recently obtained the designation of DEI Ambassador for my department, and I take very seriously the duty to intervene and seek remediation when instances of discrimination occur in the hospital setting. It is heartening to see these values promoted elsewhere as well.

  3. Jun 2023
    1. 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.

      A welcome sign does not = belonging. At an institutional level, there is a responsibility to demonstrate the conditions necessary for people to trust that ours is a safe place to seek belonging.

    2. 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.

      Colleagues from non-majority backgrounds will bring background knowledge, experiences and insights to structures, policies, and practices that people like me never could.

  4. May 2023
    1. 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.

      This paragraph proves that God is not "instructing you", but you are making your own decisions. Sometimes you make good decisions, sometimes you don't.

      You've heard vox populi, vox Dei, which describes democracy, but vox hominis, vox Dei is exactly what this section is describing!

  5. Mar 2023
    1. enable all students to feel that they and their unique background have aplace in the life of the classroom

      Idea: social annotation assignment for student voice that privileges sharing personal experience in annotations.

    2. Presence

      Still really the operative term. The teacher needs to be...there. In the discussion. In the case of social annotation, in the text.

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

      SA is in a sense non-traditional. Different from class discussion. Different from the discussion forum. Different, certainly, from reading quizzes...Different from the paper-at-the-end model of course...

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

      What barriers does SA address and mitigate?

    5. Figure 1.2.

      Great image for thinking through equality v diversity v equity.

    6. 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

      I think it's interesting to think about social annotation as a vehicle for this availability/accessibility of the instructor.n What's more isolating than the reading? What's more power than having your instructor present IN the reading?

    7. 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.

      Minoritized as very broadly defined.

    1. 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

      Good overall statement on value of DEI.

    2. 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

      Choice versus ownership

    1. Senate Bill 17: Banning Discriminatory “Diversity, Equity and Inclusion” (DEI) Policies in Higher Education
    2. inconsistent with the law” for state agencies to fund diversity, equity and inclusion positions with taxpayer money. He
  6. Feb 2023
    1. St. Patrick’s Day is a holiday of rather nonlinear origins, as it developed gradually over time

      Pre-internet, pre-television, pre-telephone, and pre-radio, proliferation of cultural practices more closely resembled generational genetic adaptations than the viral spread we are used to witnessing with proliferation today. And because our practices are responses to the world around us, the changes in the world leads to changes in the practices. In the case of St. Patrick's Day, casual observation reveals that the meaning of the celebration has been a moving target for centuries, and that What we recognize, Why we recognize, and How we recognize have all been evolving and somewhat decentralized elements of cultural practice. (For example, recognition of discrimination endured by Irish-American immigrants figures prominently in today's practices even though the holiday was already hundreds of years old when the first of these people crossed the Atlantic.]

  7. Nov 2022
    1. Nacirema

      An exercise in reflecting on the differences between how others view us and how we view ourselves.

  8. Aug 2022
    1. 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.
  9. Jul 2022
    1. Accademia dei Lincei (Academy of Lynxes)

      There's something about this name and its original purpose as a society that makes me wonder if this wouldn't have been an excellent throwback name for the "Friends of the Link"?

  10. May 2022
  11. Mar 2022
  12. Sep 2021
  13. Apr 2021
    1. evolve our decision-making structures to more directly imbue care, equity, and representation into our work and leadership

      A way of talking about what needs to be done in organizations to better support equity/representation.

  14. Mar 2021
    1. 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.

      Inclusive from the start

  15. Feb 2021
    1. A woman of color will often experience more discrimination in the workplace than a white woman.

      when considering DEI efforts, we need to consider race - I've read a few things before on how if focusing on Women, it tends to default to white women, and can end up implementing things that exclude Black women - even if it's not intentional, it can undermine DEI efforts

    2. “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.”

      we all have biases, conscious and unconscious - being aware of these, and knowing at what points to look out for them is important.

  16. Jan 2021
    1. 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

      The mentoring piece is HUGE. An added self-assessment for management teams could be not just making sure all people have access to mentoring, but also establishing a goal around having mentors who are representative of perspective mentees. I think of Brené Brown's interview with Melinda Gates in which she shared that through her college internship at IBM, she'd gained a mentor who was also her recruiter AND a woman. This mentor who was recruiting her for IBM actually pushed her to go work for Microsoft because of the better advancement opportunities she would have there as a woman. That conversation literally impacted human history and it might not have happened if the mentor wasn't like her.

    2. 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

      Catering to own discomfort/inconvenience is harmful to those who are already underserved.

    3. 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.

      Great analogy for institutional DEI work AND could be helpful for people needing to conceptualize Equity.

    4. 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?

      Platitudes around our why can hinder efforts because they deprive us of concrete vision around which benchmarks can be set and progress can be monitored.

  17. Mar 2019
    1. crises of discrimination, particularly around such identity-based facets as gender, race and ethnicity

      crises of discrimination in open projects

  18. Feb 2019
    1. hey've perhaps almost lost thm,c excellent Capacities which probably were afforded them by nature for the highest things.

      A sort of reverse tabula rasa. While this could be a sort of flourish, I don't read it as one.

      If we take her at her word, Astell is suggesting that those (rational) capacities which are originally inherit to humans, can, through disuse, gradually recede into nothing.

      I have lots of questions about how the hell it got there in the first place and how it goes away etc., but I suspect it has something to do with the imago Dei and the Fall.