At first I had difficulty understanding the different examples of assessments and the conclusions Bradbury drew from them, for example, value added. I found the text a little repetitive and although the questioning of policy which Bradbury recommends to critically analyse policy is effective I feel there could have been further actions suggested as it is too reliant upon the awareness and diversity of the group asking those questions.Upon further research I found that Bradbury is a white presenting, female identifying Professor of Sociology of Education. I did not see anything within the text of the importance of having a diverse group of policymakers who meet a range of intersections and cultivating a safe space to question and analyse policy.
I agreed with Sadiq’s critique of DEI training and how he feels that training is often built with assumptions and stereotypes, becoming the opposite of inclusive. This mirrors my own concerns around some of the material studied in this unit and my experience of DEI training at UAL. Bradbury also raises how these generalisations affect policy making decisions and are influenced by sociological theories that have become accepted realities in policy making. “ the question ‘How does this damage or disadvantage minoritised groups or individuals?’ is also needed, as a gain for one group does not relate simply to loss for another. We also need to ask ‘How does this disadvantage one group more than another? What is the purpose of this?’” links me to my own questions regarding the intersections of faith and gender in my previous blog post. However I don’t feel Bradbury gives clear guidance on how to move forward.
I could relate to Garrett’s analysis of how race impacts careers within higher education.I have witnessed the ideas of ‘politeness’ and conflict, competing for personal gain rather than a collective goal, etc play out with female ‘non-white’ colleagues and white male and female management and peers. I would also say that I have had similar experiences in relation to sexism and the gender expectations put upon me as a woman.
Upon further research I found that Garrett considers herself as ‘Chinese British’ and ‘mixed race’ and has experienced passing as a white person. This could give her a unique experience of sometimes occupying spaces as a white person but also not fitting into those spaces, along with being part Chinese, but having that identity questioned also.
I appreciated Sadiq’s stance of localising diversity training and encouraging teams to share lived experiences and decentralising this training, to create more relevance and impact upon participants. “How do we create experiences that truly drive change?”