Inclusion and Equity

Definitions

Allyship, Active

Active allyship is a proactive stance designed to address needs of marginalized and stigmatized communities. It includes internal and external work and is the opposite of passive allyship.

Internal Work

• Includes acceptance, awareness, and management of own bias.

External Work

• Includes being present and being aware of microaggressions or things that make people uncomfortable. Instead, the active ally makes people feel included and accepted, using their privilege to advocate for others.

Brave Space vs Safe Space

A brave space is where people feel empowered to risk speaking freely to learn and understand from the lived experiences of others.  A space where people can be themselves, authentically, engaging in conversations about important topics without judgement.

• “An environment that acknowledges the challenges that both students and faculty have when attempting to have discussion around difficult and/or sensitive topics such as race, power, privilege and the various forms of oppression for the purpose of learning” (Stubbs, U of MD) 6 Pillars of a Brave Space

A safe space is a community where respect is given and consideration for other identities, values, beliefs, culture, and spirituality are taken into account. When one can feel that they are themselves and comfortable to conduct and engage in difficult conversations that matter. This space is difficult to guarantee, or secure, because the depths of people and their needs vary. 

Cultural Humility

Cultural humility is a practice designed to develop respective and dynamic partnerships between individuals through continuous self-reflection and self-critique. The primary tenets of cultural humility include a commitment to lifelong learning, addressing power dynamics, and the creation and maintenance of mutually beneficial relationships.

Diversity

Differences that make us all unique and bring value. 

Includes identities such as race, ethnicity, nationality, age, sexuality, gender, weight, disability, socioeconomic status, education level and other identities that are self-defined by an individual.

Microaggression

Actions, statements, questions, or patterns of behaviors, that invalidate, demean, exclude, or make presumptions about people based upon social characteristics or identities (race, gender, disability, ethnicity, age, SES, etc).

• They create intentional or unintentional harm and may occur even when a person believes they are creating an inclusive space but are ill-informed about the impact of their words or actions.
• They impact underrepresented and marginalized groups and are often based in bias and/or stereotypes which perpetuate discrimination. 

Examples:

• Backhanded compliments 
• “You’re so articulate,” to a person of color 
• “Wow, you get around so well,” to someone who is blind 
• Asking demeaning questions about someone’s hair care routine 
• Making a big deal about items someone routinely eats in their culture 

Positionality

The notion that personal values, views, and location in time and space influence how one understands the world. One’s position is fluid and evolving. Knowledge is a produce of a specific position.*

*Kearney, D. B. (2022). Universal Design for Learning (UDL) for Inclusion, Diversity, Equity, and Accessibility (IDEA). In ecampusontario.pressbooks.pub. eCampus Ontario. https://ecampusontario.pressbooks.pub/universaldesign/

Reflection

To apply deep consideration with the intention of learning and growing.

The opposite of reflexive, an involuntary and automatic response that lacks control.