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In their sustained work, Sonia Kang (For the love of work [Audio podcast]. https://link.chtbl.com/fortheloveofwork?sid=sonia. Accessed 2 Mar 2025, n.d.) and Lily Zheng (Diversity and inclusion: how to show white men that diversity and inclusion efforts need them. Harvard Business Review. Retrieved October 9, 2025, from: https://hbr.org/2019/10/how-to-show-white-men-that-diversity-and-inclusion-efforts-need-them, 2019) call on the need to rethink the idea of equity, diversity and inclusion (EDI) as a required workshop, something that institutions make compulsory for their employees, and something you set and forget. Building on this argument, especially at a time when the policies and politics of EDI are under assault, our first and foremost task is to define our terms, be clear about the logic of these policies and politics, acknowledge their limits and work with their radical possibilities, especially the need to couple EDI with anti-racism. If we do define our terms, I contend, we will discover that EDI is not DEI (and that is not a semantic debate); and that we should be thinking about an economy of invitation into ongoing, sustained, and productive yet courageous conversation: where people are comfortable with being uncomfortable and where people are invited to become wide-awake (Greene, New Educ 1:77–80, 2005) to know the limits of what they know as we co-create a better, more humane future.

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Rethinking Equity, Diversity, and Inclusion Strategies in Education: From Anti(bias) to Co-creation

  • 动态工具书词条

  • 发表日期：

    2026年

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  • Awad Ibrahim

摘要

In their sustained work, Sonia Kang (For the love of work [Audio podcast]. https://link.chtbl.com/fortheloveofwork?sid=sonia. Accessed 2 Mar 2025, n.d.) and Lily Zheng (Diversity and inclusion: how to show white men that diversity and inclusion efforts need them. Harvard Business Review. Retrieved October 9, 2025, from: https://hbr.org/2019/10/how-to-show-white-men-that-diversity-and-inclusion-efforts-need-them, 2019) call on the need to rethink the idea of equity, diversity and inclusion (EDI) as a required workshop, something that institutions make compulsory for their employees, and something you set and forget. Building on this argument, especially at a time when the policies and politics of EDI are under assault, our first and foremost task is to define our terms, be clear about the logic of these policies and politics, acknowledge their limits and work with their radical possibilities, especially the need to couple EDI with anti-racism. If we do define our terms, I contend, we will discover that EDI is not DEI (and that is not a semantic debate); and that we should be thinking about an economy of invitation into ongoing, sustained, and productive yet courageous conversation: where people are comfortable with being uncomfortable and where people are invited to become wide-awake (Greene, New Educ 1:77–80, 2005) to know the limits of what they know as we co-create a better, more humane future.