• identity
• Identity-based bullying

Refers to any form of bullying related to the characteristics considered
unique to a person’s identity, such as their race, religion, sexual orientation or physical appearance.
Elementary school version: When someone is bullied based on an aspect of who they are or are
perceived to be: their identity.

• identity deconstruction
• identity, diversity, justice and action (IDJA)
• identity politics
• ideological diversity
• Imbalance and Selectivity
• Impact of “Whiteness”
• implicit bias
• Implicit curriculum

Also known as unconscious or hidden bias, implicit biases are negative associations that people unknowingly hold. They are expressed automatically, without conscious awareness. Many studies have indicated that implicit biases affect individuals’ attitudes and actions, thus creating real-world implications, even though individuals may not even be aware that those biases exist within themselves. Notably, implicit biases have been shown to trump individuals’ stated commitments to equality and fairness, thereby producing behavior that diverges from the explicit attitudes that many people profess. The Implicit Association Test (IAT) is often used to measure implicit biases with regard to race, gender, sexual orientation, age, religion, and other topics. SOURCE:  Cheryl Staats, State of the Science: Implicit Bias Review 2013, Kirwan Institute, The Ohio State University.  Related Resources:  Implicit Bias

• implicit cultural assumptions
• implicit racial bias

Is denoted by subtle unconscious negative attitudes toward members

of other-race groups. These attitudes may include fear, animosity, distrust, and superiority.
Typically, implicit bias operates exclusively in our “unconscious mind” and is beyond our dayto-day perception. Implicit bias is fueled by a set of “symbolic attitudes” that develop in our
unconscious mind over many years. These attitudes include positions on issues like race or
liberal/conservative political ideology

• Imposter syndrome
• Inclusion

Authentically bringing traditionally excluded individuals and/or groups into processes, activities, and decision/policy making in a way that shares power.

SOURCE:  OpenSource Leadership Strategies

• inclusivity education
• Independent post racial neoliberalism
• indigeneity

Indigenous populations are composed of the existing descendants of the peoples who inhabited the present territory of a country wholly or partially at the time when persons of a different culture or ethnic origin arrived there from other parts of the world, overcame them and, by conquest, settlement, or other means, reduced them to a non-dominant or colonial condition; who today live more in conformity with their particular social, economic, and cultural customs and traditions than with the institutions of the country of which they now form part, under a State structure which incorporates mainly national, social, and cultural characteristics of other segments of the population which are predominant.

(Examples: Maori in territory now defined as New Zealand; Mexicans in territory now defined as Texas, California, New Mexico, Arizona, Utah, Nevada, and parts of Colorado, Wyoming, Kansas, and Oklahoma; Native American tribes in territory now defined as the United States.) SOURCE:  United Nations Permanent Forum on Indigenous Issues (2010, page 9), originally presented in the preliminary report of the Special Rapporteur of the UN Commission on Human Rights, José Martínez Cobo (1972, page 10).

Related Resources:  Race, Ethnicity, and Indigeneity

• Individual Racism

Individual racism refers to the beliefs, attitudes, and actions of individuals that support or perpetuate racism. Individual racism can be deliberate, or the individual may act to perpetuate or support racism without knowing that is what he or she is doing.

Examples:

Telling a racist joke, using a racial epithet, or believing in the inherent superiority of whites over other groups.

Avoiding people of color whom you do not know personally, but not whites whom you do not know personally (e.g., white people crossing the street to avoid a group of Latino/a young people; locking their doors when they see African American families sitting on their doorsteps in a city neighborhood; or not hiring a person of color because “something doesn’t feel right”).

Accepting things as they are (a form of collusion). SOURCE:  Flipping the Script: White Privilege and Community Building by Maggie Potapchuk, Sally Leiderman, Donna Bivens, and Barbara Major (2005).

• inequitable-power
• ingroup (also see outgroup). 

The “ingroup” is the group that a person psychologically identifies with. In certain
contexts, the ingroup may also be a socially dominant identity group, but in others it
may not.

• institutional bias
• Institutional/Extracurricular approaches
• institutional oppression
• institutional racism

Institutional racism refers specifically to the ways in which institutional policies and practices create different outcomes for different racial groups. The institutional policies may never mention any racial group, but their effect is to create advantages for whites and oppression and disadvantage for people from groups classified as people of color.

Examples:

• Government policies that explicitly restricted the ability of people to get loans to buy or improve their homes in neighborhoods with high concentrations of African Americans (also known as “red-lining”).

• City sanitation department policies that concentrate trash transfer stations and other environmental hazards disproportionately in communities of color.

SOURCE:  Flipping the Script: White Privilege and Community Building by Maggie Potapchuk, Sally Leiderman, Donna Bivens, and Barbara Major (2005).

Related Resources:  Racism 

Is the process by which history, culture, people, policies, practices, and
systems interact within a specific institutional framework (education, criminal justice, housing,
etc.) to produce and sustain racial inequality

• Integration

Integration is broadly defined as the process of unifying parts of a whole. It often refers to
uniting people of different racial or ethnic backgrounds so that they may freely associate with
one another, as in a society. Integration differs from assimilation, as one must not forfeit his/her
own ethnic identity in order to integrate.

• intentional embed
• intentional racial

 Discrimination is the overt act of treating a member of one racial group
less favorably than a member of a similarly situated racial group and producing a harmful or
negative consequence for the person who is discriminated against. Example: Two male job
applicants—one African America, the other white—have very similar skills and experience, but
the African American applicant is rejected because of his race.

• Internalized Dominance

Occurs among white people when they believe and/or act on assumptions that white people are superior to, more capable, intelligent, or entitled than people of color. It occurs when members of the dominant white group take their group’s socially advantaged status as normal and deserved, rather than recognizing how it has been conferred through racialized systems of inequality. Internalized dominance may be unconscious or conscious. A white person who insists that anyone who works hard can get ahead, without acknowledging the barriers of racism, is consciously or unconsciously expressing internalized dominance. Whites who assume that European music and art are superior to other forms are enacting internalized dominance.

SOURCE:  Teaching for Diversity and Social Justice: A Sourcebook, edited by Maurianne Adams and Lee Anne Bell, with Diane J. Goodman and Khyati Y. Joshi (Routledge, 2016), page 137.

Related Resources:  Internalized Racism

• Internalized Racism

Internalized racism is the situation that occurs in a racist system when a racial group oppressed by racism supports the supremacy and dominance of the dominating group by maintaining or participating in the set of attitudes, behaviors, social structures, and ideologies that undergird the dominating group’s power. It involves four essential and interconnected elements:

1. Decision-making – Due to racism, people of color do not have the ultimate decision-making power over the decisions that control our lives and resources. As a result, on a personal level, we may think white people know more about what needs to be done for us than we do. On an interpersonal level, we may not support each other’s authority and power – especially if it is in opposition to the dominating racial group. Structurally, there is a system in place that rewards people of color who support white supremacy and power and coerces or punishes those who do not.

2. Resources – Resources, broadly defined (e.g. money, time, etc), are unequally in the hands and under the control of white people. Internalized racism is the system in place that makes it difficult for people of color to get access to resources for our own communities and to control the resources of our community. We learn to believe that serving and using resources for ourselves and our particular community is not serving “everybody.”

3. Standards – With internalized racism, the standards for what is appropriate or “normal” that people of color accept are white people’s or Eurocentric standards. We have difficulty naming, communicating and living up to our deepest standards and values, and holding ourselves and each other accountable to them.

4. Naming the problem – There is a system in place that misnames the problem of racism as a problem of or caused by people of color and blames the disease – emotional, economic, political, etc. – on people of color. With internalized racism, people of color might, for example, believe we are more violent than white people and not consider state-sanctioned political violence or the hidden or privatized violence of white people and the systems they put in place and support.

SOURCE:  Donna Bivens, Internalized Racism: A Definition (Women’s Theological Center, 1995).

Related Resources:  Internalized Racism

• interrogate

To interrogate the dominant narrative. Understand implicit
bias and your identity and role in enabling and propagating
structural racism.

• internalized dominance 
• internalized oppression 
• internalized racial superiority
• internalized racism
• internalized white supremacy
• Interracial team teaching
• interrupting racism
• intersection
• intersectional identities
• Intersectionality (related to intersectional identities)

Exposing [one’s] multiple identities can help clarify the ways in which a person can simultaneously experience privilege and oppression. For example, a Black woman in America does not experience gender inequalities in exactly the same way as a white woman, nor racial oppression identical to that experienced by a Black man. Each race and gender intersection produces a qualitatively distinct life.

• 1. Per Kimberlé Williams Crenshaw: Intersectionality is simply a prism to see the interactive effects of various forms of discrimination and disempowerment. It looks at the way that racism, many times, interacts with patriarchy, heterosexism, classism, xenophobia — seeing that the overlapping vulnerabilities created by these systems actually create specific kinds of challenges. “Intersectionality 102,” then, is to say that these distinct problems create challenges for movements that are only organized around these problems as separate and individual. So when racial justice doesn’t have a critique of patriarchy and homophobia, the particular way that racism is experienced and exacerbated by heterosexism, classism etc., falls outside of our political organizing. It means that significant numbers of people in our communities aren’t being served by social justice frames because they don’t address the particular ways that they’re experiencing discrimination.

• intersectional lens
• intersectional studies
• intersectionality
• Intersectional theoretical approach

• land acknowledgment
• leadership
• Leadership for Educational Equity
• Learning Environment Lever
• “Lens of Post-Traumatic Slave Syndrome”
• Liberalism
• Liberation

The creation of relationships, societies, communities, organizations, and collective spaces characterized by equity, fairness, and the implementation of systems for the allocation of goods, services, benefits, and rewards that support the full participation of each human and the promotion of their full humanness.

SOURCE:  Critical Liberation Theory, Barbara J. Love, Keri DeJong, and Christopher Hughbanks (UMASS, Amherst, 2007).

Related Resources:  Racial Equity

• Liberationism

• Linguistic Bias
• linguistic justice
• “lived experiences” (paralogy, “lived experiences”)
• loaded with power (white dominant)

• male vs. female (identity)
• Management Lever
• manifest into actions (learning standards)
• Marginalization

A social process by which individuals or groups are (intentionally or unintentionally) distanced from access to power and resources and constructed as insignificant, peripheral, or less valuable/privileged to a community or “mainstream” society. This term describes a social process, so as not to imply a lack of agency. Marginalized groups or people are those excluded from mainstream social, economic, cultural, or political life. Examples of marginalized groups include, but are by no means limited to, groups excluded due to race, religion, political or cultural group, age, gender, or financial status. To what extent such populations are marginalized, however, is context specific and reliant on the cultural organization of the social site in question.

SOURCE:  The University of British Columbia’s Equity & Inclusion Glossary of Terms, citing The SAGE Encyclopedia of Qualitative Research Methods

• marginalized
• marginalized groups
• marginalized identities
• marginalized/Minoritized/Under-represented communities
• “Materialist”
• mathematics identity
• mathematics learning experience
• “mathematical product” (e.g., new theorem, new proof) 
• meaningful participation
• meritocracy
• microaggression(s)

The everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.

SOURCE:  Derald Wing Sue, PhD, “Microaggressions: More than Just Race” (Psychology Today, 17 November 2010).

Related Resources:  Racism

• “minortized”

• movement building

Movement building is the effort of social change agents to engage power holders and the broader society in addressing a systemic problem or injustice while promoting an alternative vision or solution. Movement building requires a range of intersecting approaches through a set of distinct stages over a long-term period of time. Through movement building, organizers can:

• Propose solutions to the root causes of social problems.

• Enable people to exercise their collective power.

• Humanize groups that have been denied basic human rights and improve conditions for the groups affected.

• Create structural change by building something larger than a particular organization or campaign.

• Promote visions and values for society based on fairness, justice, and democracy.

SOURCE:  Julie Quiroz-Martinez, From the Roots: Building the Power of Communities of Color to Challenge Structural Racism (Akonadi Foundation, 2010), citing the Movement Strategy Center, which offers these further definitions.

Related Resources:  Movement Building

• Muli-cultural training
• multiculturalism
• multi-tiered systems of support (MTSS)

• objectivity
• onramp
• oppression

The systematic subjugation of one social group by a more powerful social group for the social, economic, and political benefit of the more powerful social group. Rita Hardiman and Bailey Jackson state that oppression exists when the following 4 conditions are found:

• the oppressor group has the power to define reality for themselves and others,

• the target groups take in and internalize the negative messages about them and end up cooperating with the oppressors (thinking and acting like them),

• genocide, harassment, and discrimination are systematic and institutionalized, so that individuals are not necessary to keep it going, and

• members of both the oppressor and target groups are socialized to play their roles as normal and correct.

Oppression = Power + Prejudice

SOURCE:  “What Is Racism?” − Dismantling Racism Works (dRworks) web workbook.

• oppressor vs. oppressed
• Organizational Culture Lever
• organizational transformation (equity audit)
• Other Institutions

When we refer to “other institutions” in the reparations demand we are speaking about the major institutions, like churches, universities and philanthropic institutions, who have also profited off of Black labor and are culpable.

• out-group relationships

The “outgroup” is the group with which a person does not psychologically identify. In
certain contexts, the outgroup may also be a socially marginalized identity group, but in
others it may not.

• paralogy/paralogicalthinking (logical thinking vs. paralogical thinking)(“lived experiences, pseudo-reality)
• Patriarchy

A form of social stratification and power-relationships in society that favors men, mainly White men, and grants them more rights and privileges over women and oppresses women’s social, political, financial, sexual and human rights. It has a connection with a social economic system such as capitalism. — Agenda to Build Black Futures

• performativity (math)
• play (play)
• “pleasing and rewarding” (math)
• pluralistic
• political activism

• Political Activity

Is defined as activity directed towards the establishment and/or control of local, national or international governance.

• politics of parody (math)
• Political Prisoners

A political prisoner is defined as someone imprisoned because they have opposed, criticized or participated in activities that oppose or are in direct contradiction to the established government’s exertion of power and control over a land and people.

• Positive education disruption
• Postcolonial Theory (math)
• positionality
• positivism 
• Postmodernism/postmodern (math)
• poststructural
• poststructuralism
• Post-Traumatic Growth

• Power

  1. Power is unequally distributed globally and in U.S. society; some individuals or groups wield greater power than others, thereby allowing them greater access and control over resources. Wealth, whiteness, citizenship, patriarchy, heterosexism, and education are a few key social mechanisms through which power operates. Although power is often conceptualized as power over other individuals or groups, other variations are power with (used in the context of building collective strength) and power within (which references an individual’s internal strength). Learning to “see” and understand relations of power is vital to organizing for progressive social change.

  2. Power may also be understood as the ability to influence others and impose one’s beliefs. All power is relational, and the different relationships either reinforce or disrupt one another. The importance of the concept of power to anti-racism is clear: racism cannot be understood without understanding that power is not only an individual relationship but a cultural one, and that power relationships are shifting constantly. Power can be used malignantly and intentionally, but need not be, and individuals within a culture may benefit from power of which they are unaware.

  3. (A) The ability to name or define. (B) The ability to decide. (C) The ability the set the rule, standard, or policy. (D) The ability to change the rule, standard, or policy to serve your needs, wants, or desires. (E) The ability to influence decision makers to make choices in favor of your cause, issue, or concern. Each of these definitions can manifest on personal, social, institutional, or structural levels:  

  • Personal Power – 1. Self-determination. 2. Power that an individual possesses or builds in their personal life and interpersonal relationships.  

  • Social Power – 1. Communal self-determination. 2. A grassroots collective organization of personal power. 3. Power that social groups possess or build among themselves to determine and shape their collective lives.  

  • Institutional Power – 1. Power to create and shape the rules, policies, and actions of an institution. 2. To have institutional power is to be a decision maker or to have great influence upon a decision maker of an institution.  

  • Structural Power – To have structural power is to create and shape the rules, policies, and actions that govern multiple and intersecting institutions or an industry.

  SOURCE: 

  1. Intergroup Resources, “Power” (2012).

  2. Alberta Civil Liberties Research Centre, “Racism and Power” (2018) / “CARED Glossary” (2020).

  3. Our Shared Language: Social Justice Glossary, YWCA (2016).

• power-knowledge
• Practice methodologies
• praxis
• Predominantly White institution (PWI)
• Prejudice

A pre-judgment or unjustifiable, and usually negative, attitude of one type of individual or groups toward another group and its members. Such negative attitudes are typically based on unsupported generalizations (or stereotypes) that deny the right of individual members of certain groups to be recognized and treated as individuals with individual characteristics.

SOURCE:  Institute for Democratic Renewal and Project Change Anti-Racism Initiative, A Community Builder’s Tool Kit, Appendix I (2000).

Elementary school version: Judging or having an idea about someone or a group of people before you actually know them. Prejudice is often directed toward people in a certain identity group
(race, religion, gender, etc.).

• prejudice reduction

  “The term ‘prejudice’ refers to stereotypes which lead parties to view their opponents as threatening adversaries who are inherently inferior or are actively pursuing immoral objectives. … Prejudice reduction refers to a collection of techniques designed to break down these destructive stereotypes.” Conflict Research Consortium, University of Colorado

• Principles of Griot Storytelling
• privilege

Unearned social power accorded by the formal and informal institutions of society to ALL members of a dominant group (e.g. white privilege, male privilege, etc.). Privilege is usually invisible to those who have it because we’re taught not to see it, but nevertheless it puts them at an advantage over those who do not have it.

SOURCE:  Colours of Resistance Archive, “Privilege” (accessed 28 June 2013).

• privileging of White
• problematizes
• Professional Educational Licensing (PEL)
• “Professionalism” standards
• protect vulnerable identities
• pseudo-reality (paralogy, “lived experiences”)
• “purexi”
• “Purposive action to dismantle White supremacy
• “purpose of solving problems” (e.g., survival)
• Pyramid of White Supremacy Framework

• qualitative data (Equity audit)
• quantitative data (Equity audit)
• Queer Theory (math)

• Race
  

  For many people, it comes as a surprise that racial categorization schemes were invented by scientists to support worldviews that viewed some groups of people as superior and some as inferior. There are three important concepts linked to this fact:

  1. Race is a made-up social construct, and not an actual biological fact.

  2. Race designations have changed over time. Some groups that are considered “white” in the United States today were considered “non-white” in previous eras, in U.S. Census data and in mass media and popular culture (for example, Irish, Italian, and Jewish people).

  3. The way in which racial categorizations are enforced (the shape of racism) has also changed over time. For example, the racial designation of Asian American and Pacific Islander changed four times in the 19th century. That is, they were defined at times as white and at other times as not white. Asian Americans and Pacific Islanders, as designated groups, have been used by whites at different times in history to compete with African American labor.

  SOURCE:

  1–2. PBS, “Race: The Power of an Illusion” (2018–2019 relaunch of 2003 series).

  3. Paul Kivel, Uprooting Racism: How White People Can Work for Racial Justice (Gabriola Island, British Columbia: New Society Publishers, 2002), page 141.

  Related Resources:  Race, Ethnicity, and Indigeneity

• Race-based
• Race-based caucusing
• Race-consciousness
• Race equity champions

• Race equity culture 

  A culture focused on proactive counteraction of social and race inequities inside and outside of an organization. 

• Race equity
• race equity lens
• Racial equity tools
• Race equity work
• Race essentialism
• Racial and educational equity

• Racial aggression
• Racial demographics

• Racial Equity

  1. Racial equity is the condition that would be achieved if one’s racial identity no longer predicted, in a statistical sense, how one fares. When we use the term, we are thinking about racial equity as one part of racial justice, and thus we also include work to address root causes of inequities, not just their manifestation. This includes elimination of policies, practices, attitudes, and cultural messages that reinforce differential outcomes by race or that fail to eliminate them.

  2. “A mindset and method for solving problems that have endured for generations, seem intractable, harm people and communities of color most acutely, and ultimately affect people of all races. This will require seeing differently, thinking differently, and doing the work differently. Racial equity is about results that make a difference and last.”

  SOURCE:

  1. Center for Assessment and Policy Development.

  2. OpenSource Leadership Strategies.

  Related Resources:  Racial Equity

• Racial equity balances
• Race
  equity capacity
  building
• Racial justice practice
• Racial Equity Learning (REL)
• Racial equity lens
• Racial equity tools

• racialized identity

• Racial Identity Theory

• Racial Justice

  1. The systematic fair treatment of people of all races, resulting in equitable opportunities and outcomes for all. Racial justice—or racial equity—goes beyond “anti-racism.” It is not just the absence of discrimination and inequities, but also the presence of deliberate systems and supports to achieve and sustain racial equity through proactive and preventative measures.

  2. Operationalizing racial justice means reimagining and co-creating a just and liberated world and includes:

  • understanding the history of racism and the system of white supremacy and addressing past harms,

  • working in right relationship and accountability in an ecosystem (an issue, sector, or community ecosystem) for collective change,

  • implementing interventions that use an intersectional analysis and that impact multiple systems,

  • centering Blackness and building community, cultural, economic, and political power of Black, Indigenous, and other People of Color (BIPOC), and

  • applying the practice of love along with disruption and resistance to the status quo.

  SOURCE:

  1. Race Forward, “Race Reporting Guide” (2015).

  2. Maggie Potapchuk, “Operationalizing Racial Justice in Non-Profit Organizations” (MP Associates, 2020). This definition is based on and expanded from the one described in Rinku Sen and Lori Villarosa, “Grantmaking with a Racial Justice Lens: A Practical Guide” (Philanthropic Initiative for Racial Equity, 2019).

• Racial prejudice
• Racial sensitivity
• Racial sensitivity training
• Racial supremacy
• Racial Triangulation Theory
• Racially biased behavior mindsets
• Racism

• Radical
• Radical authenticity
• Radicalism
• Radicalized
• Raising Consciousness
• Reality
• “Reconstruct” America
• Reflective exercises
• Reimagining
• Reparations

• Representation and inclusion
• Resistance

• Responsible Business / Accountable Business

Responsible Business/Accountable Business is a position by which a business will be held in check or account for their decisions and actions. An accountable business requires a commitment to the vision of Black and other oppressed peoples to assume self-determination over those areas deemed by Black and other oppressed people to directly affect their lives. “Responsible” or “Accountable” businesses must meet three basic criteria: provide living wage jobs for community residents; adhere to ethical labor and investment standards; treat workers and consumers/clients with dignity and respect; and make regular charitable contributions that support Black communities.

• Restorative Justice

• Restorative practices
• Revolution

• Scapegoating

Blaming an individual or group for something based on that person or group’s identity
when the person or group is not responsible. Bias, prejudicial thinking and discriminatory acts can lead
to scapegoating.
Elementary school version: The action of blaming a person or group for something when, there
may not be a person or group responsible for the problem. Example: “If the girls weren’t talking
so much, we wouldn’t have lost the game.”

• Science
• seeking (math)
• Senior Leadership Lever

• social action

• Social control
• social constructivism
• social critique
• social identities
• social justice
• social justice activism (“doing the work”)
• Sociocultural Revolution
• Social Emotional Learning (SEL)
• Social justice
• Social justice meta-practice skills
• social justice training

• social-political challenges
• social-political dimensions of mathematics
• “socialpolitical turn (math)

• social sector 

  The group of organizations that consist of both nonprofit and philanthropic organizations. 

• social turn (math)
• Social work curriculum
• Social work
• Social Work Coalition for Anti-Racist Educators (SWCAREs)
• Social work education
• societal status quo
• spirit murdering
• strategic colorblindness

is the perception that talking about race acknowledges the reality of
racial differences and is therefore a racist behavior.

• structural bias
• structural inequity

• student focus
• student voice
• subjective truth
• subjectivity of perspective
• symbolic racism

Is the belief that members of certain racial and ethnic groups do not live up
to widely held American values such as hard work, honesty, and personal responsibility.

• systemic bias
• systemic equity action
• systemic oppression (historical and present day)
• Systems
• systems of oppression

• Systemic Racism

  1. This is an interlocking and reciprocal relationship between the individual, institutional and structural levels which function as a system of racism. These various levels of racism operate together in a lockstep model and function together as a whole system. These levels are: 

  • Individual (within interactions between people) 

  • Institutional (within institutions and systems of power)

  • Structural or societal (among institutions and across society)

  2. In many ways “systemic racism” and “structural racism” are synonymous. If there is a difference between the terms, it can be said to exist in the fact that a structural racism analysis pays more attention to the historical, cultural, and social psychological aspects of our currently racialized society.

  SOURCE:

  1. Canadian Race Relations Foundation, Glossary of Terms.

  2. Aspen Institute, “11 Terms You Should Know to Better Understand Structural Racism” (2016).

• Systems of power and oppression
• Systemic Power
• Systems theory

• teach behavior and biases
• “teacher action”
• Textbook CRT (Theory)
• Theory 
• Theoretical (math)
• tolerance

• “too much ‘understanding’” )in regards to teachers)
• Transdiagnostic perspective
• “transformational interventions”
• transformative change

Refers to intentional change that seeks to alter the core of an issue,
perspective, or situation in ways that are both innovative and creative. This type of change
has wide-ranging ramifications, as it promotes deep understanding and may alter underlying
assumptions, processes, and structures.

• Transformative Justice

“Transformative justice [is] a theory and approach to violence…[which] seeks safety and accountability without relying on alienation, punishment, or State or systemic violence, including incarceration or policing. Three core beliefs: 1) Individual justice and collective liberation are equally important, mutually supportive, and fundamentally intertwined—the achievement of one is impossible without the achievement of the other; 2) The conditions that allow violence to occur must be transformed in order to achieve justice in individual instances of violence. Therefore, Transformative Justice is both a liberating politic and an approach for securing justice. 3) State and systemic responses to violence, including the criminal legal system and child welfare agencies, not only fail to advance individual and collective justice but also condone and perpetuate cycles of violence.

Transformative Justice seeks to provide people who experience violence with immediate safety and long-term healing and reparations while holding people who commit violence accountable within and by their communities. This accountability includes stopping immediate abuse, making a commitment to not engage in future abuse, and offering reparations for past abuse. Such accountability requires on-going support and transformative healing for people who sexually abuse.” — Generation 5

The main goal of transformative justice is to repair the harm done as much as possible. Ideally, transformative justice seeks the transformation of individuals, communities, and society as a whole. Also, transformative justice at its best places the power to respond to harm back into the hands of the people most affected by harm. The institutions of the state and of white supremacy would no longer control and dictate responses to acts of harm. — Critical Resistance

• Transforming White Privilege (TWP)
• Transgender

An umbrella term for people whose gender identity differs from the sex they were
assigned at birth.
Elementary school version: A term for people whose gender identity differs from how they were
assigned at birth (e.g., assigned girl or boy).

• Tribalism
• truth (math)

• Unconscious bias
• Underserved
• “understanding your whiteness”
• Undoing racism
• unearned privilege
• Unintentional racial discrimination

Occurs when situational conditions unknowingly create
a disadvantage for people of a particular racial grouping. Example: A white manager asks her
current employees—who are all white—to recommend people to fill a new position. 

• unpack root causes
• Uprooting “Whiteness”
• Universalism

• Western
• White
• White accountability group
• White acculturalization
• White ally
• white, deficit-based lens
• “White dominance”
• White dominant culture
• White educators
• “White emotionalities”
• “White fragility”

• “White” institutions
• White mathematics (see ethnomathematics above)
• White oppressiveness 

• White Privilege

  1. Refers to the unquestioned and unearned set of advantages, entitlements, benefits and choices bestowed on people solely because they are white. Generally white people who experience such privilege do so without being conscious of it.

  2. Structural White Privilege: A system of white domination that creates and maintains belief systems that make current racial advantages and disadvantages seem normal. The system includes powerful incentives for maintaining white privilege and its consequences, and powerful negative consequences for trying to interrupt white privilege or reduce its consequences in meaningful ways. The system includes internal and external manifestations at the individual, interpersonal, cultural and institutional levels. 

  The accumulated and interrelated advantages and disadvantages of white privilege that are reflected in racial/ethnic inequities in life-expectancy and other health outcomes, income and wealth, and other outcomes, in part through different access to opportunities and resources. These differences are maintained in part by denying that these advantages and disadvantages exist at the structural, institutional, cultural, interpersonal, and individual levels and by refusing to redress them or eliminate the systems, policies, practices, cultural norms, and other behaviors and assumptions that maintain them.

  Interpersonal White Privilege: Behavior between people that consciously or unconsciously reflects white superiority or entitlement.

  Cultural White Privilege: A set of dominant cultural assumptions about what is good, normal or appropriate that reflects Western European white world views and dismisses or demonizes other world views.

  Institutional White Privilege: Policies, practices and behaviors of institutions—such as schools, banks, non-profits or the Supreme Court—that have the effect of maintaining or increasing accumulated advantages for those groups currently defined as white, and maintaining or increasing disadvantages for those racial or ethnic groups not defined as white. The ability of institutions to survive and thrive even when their policies, practices and behaviors maintain, expand or fail to redress accumulated disadvantages and/or inequitable outcomes for people of color.

  SOURCES:

  1. Peggy McIntosh, “White Privilege and Male Privilege: A Personal Account of Coming to See Correspon­dences Through Work in Women Studies” (1988).

  2. Transforming White Privilege: A 21st Century Leadership Capacity, CAPD, MP Associates, World Trust Educational Services (2012).

• white racial identity
• White social capital

• White supremacy claims

• White Supremacy Culture

  1. White Supremacy Culture refers to the dominant, unquestioned standards of behavior and ways of functioning embodied by the vast majority of institutions in the United States. These standards may be seen as mainstream, dominant cultural practices; they have evolved from the United States’ history of white supremacy. Because it is so normalized it can be hard to see, which only adds to its powerful hold. In many ways, it is indistinguishable from what we might call U.S. culture or norms – a focus on individuals over groups, for example, or an emphasis on the written word as a form of professional communication. But it operates in even more subtle ways, by actually defining what “normal” is – and likewise, what “professional,” “effective,” or even “good” is. In turn, white culture also defines what is not good, “at risk,” or “unsustainable.” White culture values some ways of thinking, behaving, deciding, and knowing – ways that are more familiar and come more naturally to those from a white, western tradition – while devaluing or rendering invisible other ways. And it does this without ever having to explicitly say so…

  2. An artificial, historically constructed culture which expresses, justifies, and binds together the United States white supremacy system. It is the glue that binds together white-controlled institutions into systems and white-controlled systems into the global white supremacy system.

  SOURCE:

  1. Gita Gulati-Partee and Maggie Potapchuk, “Paying Attention to White Culture and Privilege: A Missing Link to Advancing Racial Equity” (The Foundation Review vol. 6: issue 1, 2014).

  2. Sharon Martinas and the Challenging White Supremacy Workshop, 4th revision (1995).

  Related Resources:  Organizational Change Process (see the first section: “Addressing White Dominant Culture”)

• White values (universal values)
• White women

• Whiteness

  1. The term white, referring to people, was created by Virginia slave owners and colonial rules in the 17th century. It replaced terms like Christian and Englishman to distinguish European colonists from Africans and indigenous peoples. European colonial powers established whiteness as a legal concept after Bacon’s Rebellion in 1676, during which indentured servants of European and African descent had united against the colonial elite. The legal distinction of white separated the servant class on the basis of skin color and continental origin. The creation of ‘whiteness’ meant giving privileges to some, while denying them to others with the justification of biological and social inferiority.

  2. Whiteness itself refers to the specific dimensions of racism that serve to elevate white people over people of color. This definition counters the dominant representation of racism in mainstream education as isolated in discrete behaviors that some individuals may or may not demonstrate, and goes beyond naming specific privileges (McIntosh, 1988). Whites are theorized as actively shaped, affected, defined, and elevated through their racialization and the individual and collective consciousness formed within it … Whiteness is thus conceptualized as a constellation of processes and practices rather than as a discrete entity (i.e. skin color alone). Whiteness is dynamic, relational, and operating at all times and on myriad levels. These processes and practices include basic rights, values, beliefs, perspectives, and experiences purported to be commonly shared by all but which are actually only consistently afforded to white people.

  SOURCE:

  1. PBS, “Race: The Power of an Illusion” (2018–2019 relaunch of 2003 series).

  2. Robin DiAngelo, “White Fragility” (International Journal of Critical Pedagogy, 2011).

  Related Resources:  System of White Supremacy and White Privilege

• whiteness is integral
• whiteness studies
• “whitewashed” curriculum
• woke
• Woke Vigilante
• wokeness

1619 Project

7E Model for Cultural Humility