(1/6)

If the aim is for cultural humility, which is an ongoing attitude about how we approach DEI learning instead of competence, which is a one-time accomplishment, why do we solve DEI issues with one-time trainings?

What if we had equity practices instead?

🧵
(2/6) An Equity Practice is a routine habit of creating space to continually examine our biases, advance our understanding of social justice, and take action to minimize inequities. Like a meditation practice, the more consistent you are, the more you get out of it.
(3/6) We are not what we say we are, what we think we are, nor what we project to the world that we are. We are what we do repeatedly. Practice > training. Cultural humility > competence.
(4/6) If I say that I am committed to reducing inequities and then I look on my calendar and there isn’t any time dedicated to doing the work, can I really say I am committed?
(5/6) What if schools & employers were required to help support their employees in creating and maintaining equity practices like we support people in maintaining their health consistently over time?

I think this would move more people toward cultural humility.
(6/6) What do you think? I'm being more intentional about my DEI learning this year which led to this idea and the creation of my own equity practice. I'm documenting the process here:

emiliemathura.com/equity/back-to…

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