Recognizing Authentic Equity in Education
Today, I want to deep-dive into the prevalent issue of performative equity in education and how we can discern genuine equity endeavors from the superficial ones. Our collective mission is not just to talk about equity but to genuinely change the trajectories of marginalized children's lives.
What's the Real Deal with Performative Equity?
The term "performative equity," as defined by the Feminist Research Institute at UC Davis, my alma mater (Go Aggies!), refers to actions or gestures that give the appearance of promoting equity but lack genuine impact. They may, unintentionally or not, reinforce systemic dominance, leaving the status quo unchanged. Authentic equity, in stark contrast, results in palpable, meaningful change, particularly for those marginalized by historical racism and oppression.
As a consultant, I've seen firsthand how organizations can sometimes fall into the trap of performative equity. They may initially exclaim enthusiasm for the work but falter when faced with data reflecting their systemic inequalities. Instead of addressing these issues head-on, some either abandon the efforts or severely restrict their scope.
Six Indicators of Authentic Equity Work
So how can we differentiate between performative and authentic equity actions? Here's a checklist to guide you:
1. Define Equity - It's essential to have a crystal clear and precise definition of equity specific to your context. A generic definition I like to start with is, "without bias against or favoritism for."
2. Know the History - Familiarize yourself with the history of marginalized communities within the system. It's about understanding their stories and lived experiences rather than just memorizing dates.
3. Learn about the Inequities - Dive deep into the root causes of systemic inequities. How are marginalized groups differently affected in your system compared to the majority?
4. Maintain a Learner's Mindset - Stay curious, transparent, and humble. It's vital to approach this with what I like to call "cognitive humility," understanding that our perceptions aren't the absolute truth.
5. Focus on Retention - After implementing equitable systems or policies, the real challenge is to retain them. This also applies to staff and educators. Especially in teaching, where positions can be isolating, it's paramount to ensure that educators, especially those from marginalized backgrounds, feel valued.
6. Shift Funding Structures and Priorities - Establish and prioritize relationships both internally and with external community organizations. Ensure you're funding and prioritizing efforts that directly address past injustices and pave the way for a just future.
To truly embed equity in your systems, all six of these points are non-negotiable. Falling short on even one makes your efforts performative. So, always be vigilant and proactive. If you see performative equity in action, have the courage to call it out.
The path to genuine equity is a challenging but rewarding one. As we work towards this mission, let's strive for authenticity, keep ourselves in check, and be ready to challenge the status quo. After all, our children, regardless of their backgrounds, deserve nothing less than a just and equitable education.
