by Sprinavasa Brown
I often hear White educators ask “What should I do?” expressing an earnest desire to move beyond talking about equity and inclusion to wanting action steps toward meaningful change.
I will offer you my advice as a fellow educator. It is both a command and a powerful tool for individual and organizational change for those willing to shift their mindset to understand it, invest the time to practice it and hold fast to witness its potential.
The work of this moment is all about environmental justice centered in social justice, led by the communities most impacted by the outcomes of our collective action. It’s time to leverage your platform as a White person to make space for the voice of a person of color. It’s time to connect your resources and wealth to leaders from underrepresented communities so they can make decisions that place their community’s needs first.
If you have participated in any diversity trainings, you are likely familiar with the common process of establishing group agreements. Early on, set the foundation for how you engage colleagues, a circumspect reminder that meaningful interpersonal and intrapersonal discourse has protocols in order to be effective. I appreciate these agreements and the principles they represent because they remind us that this work is not easy. If you are doing it right, you will and should be uncomfortable, challenged and ready to work toward a transformational process that ends in visible change.
I want you to recall one such agreement: step up, step back, step aside.
That last part is where I want to focus. It’s a radical call to action: Step aside! There are leaders of color full of potential and solutions who no doubt hold crucial advice and wisdom that organizations are missing. Think about the ways you can step back and step aside to share power. Step back from a decision, step down from a position or simply step aside. If you currently work for or serve on the board of an organization whose primary stakeholders are from communities of color, then this advice is especially for you.
Stepping aside draws to attention arguably the most important and effective way White people can advance racial equity, especially when working in institutions that serve marginalized communities. To leverage your privilege for marginalized communities means removing yourself from your position and making space for Black and Brown leaders to leave the margins and be brought into the fold of power.
You may find yourself with the opportunity to retire or take another job. Before you depart, commit to making strides to position your organization to hire a person of color to fill the vacancy. Be outspoken, agitate and question the status quo. This requires advocating for equitable hiring policies, addressing bias in the interview process and diversifying the pool with applicants with transferable skills. Recruit applicants from a pipeline supported and led by culturally specific organizations with ties to the communities you want to attract, and perhaps invite those community members to serve on interview panels with direct access to hiring managers.
As an organizational leader responsible for decisions related to hiring, partnerships and board recruitment, I have made uncomfortable, hard choices in the name of racial equity, but these choices yield fruitful outcomes for leaders willing to stay the course. I’ve found myself at crossroads where the best course forward wasn’t always clear. This I have come to accept is part of my equity journey. Be encouraged: Effective change can be made through staying engaged in your personal equity journey. Across our region we have much work ahead at the institutional level, and even more courage is required for hard work at the interpersonal level.
In stepping aside you create an opportunity for a member of a marginalized community who may be your colleague, fellow board member or staff member to access power that you have held.
White people alone will not provide all of the solutions to fix institutional systems of oppression and to shift organizational culture from exclusion to inclusion. These solutions must come from those whose voices have not been heard. Your participation is integral to evolving systems and organizations and carrying out change, but your leadership as a White person in the change process is not.
The best investment we can make for marginalized communities is to actively create and hold space for leaders of color at every level from executives to interns. Invest time and energy into continuous self-reflection and selfevaluation. This is not the path for everyone, but I hope you can see that there are a variety of actions that can shift the paradigm of the environmental movement. If you find yourself unsure of what action steps best align with where you or your organization are at on your equity journey, then reach out to organizations led by people of color, consultants, and leaders and hire them for their leadership and expertise. By placing yourself in the passenger seat, with a person of color as the driver, you can identify areas to leverage your privilege to benefit marginalized communities.
Finally, share an act of gratitude. Be cognizant of opportunities to step back and step aside and actively pursue ways to listen, understand and practice empathy with your colleagues, community members, neighbors and friends.
Camp ELSO is an example of the outcomes of this advice. Our achievements are most notable because it is within the context of an organization led 100 percent by people of color from our Board of Directors to our seasonal staff. This in the context of a city and state with a history of racial oppression and in a field that is historically exclusively White.
We began as a community-supported project and are growing into a thriving community-based organization successfully providing a vital service for Black and Brown youths across the Portland metro area. The support we have received has crossed cultures, bridged the racial divide and united partners around our vision. It is built from the financial investments of allies – public agencies, foundations, corporations and individuals. I see this as an act of solidarity with our work and our mission, and more importantly, an act of solidarity and support for our unwavering commitment to racial equity.
Sprinavasa Brown is the co-founder and executive director of Camp ELSO. She also serves on Metro’s Public Engagement Review Committee and the Parks and Nature Equity Advisory Committee.
Can I become a science inquiry facilitator? . . . If I’ve never been one?
by Jim Martin
What do I need to be competent in, comfortable with, being a facilitator instead of a top-down teacher? I think a first thing is the recognition that people can learn on their own; that they don’t need to hear me say every single thing that I want them to know. To be free to allow that, facilitators have to be comfortable with their understandings of the content they are delivering. And, they need to be comfortable developing effective work groups. Actually, I can think of a bazillion things, but these three are, so I currently believe, essential to making the transition.
If the Common Core State Standards (CCSS) and New Generation Science Standards (NGSS) are going to become more than simply another swing of the pendulum that arcs through the schools with predictive regularity, then teachers need to rally to support and develop those pieces of these initiatives which are directly targeted at the deficiencies in our teaching. Deficiencies which have landed us in a mediocre position in the educational statistics describing achievement on the globe. We’re the only ones who can do it.
Both the CCSS and NGSS initiatives profess to be based on a constructivist, active learning model of teaching and learning. This, to me, is wonderful news. Our brain is admirably organized to learn by actively constructing conceptual schemata, conceptual learnings. It does this best by asking questions of the real world. This means that teachers aren’t , of necessity, people who put learning into other people’s brains; rather, they are people who can organize their teaching environments to draw out the learning potential which resides in their students’ brains. They facilitate those brains to enter a conceptual space, engage and discuss what is there, and find out as much as they can about it. Like the little robotic vacuum cleaners, when, once their switch is turned on, clean up all the dust and litter in the room. All by themselves, with no one directing them. Once you turn on a brain, it doesn’t turn off. Unless it loses its freedom to work.
I’ve observed this dichotomy of teaching practices as long as I have taught, and been a student. Didactic, teacher-centered practices, and constructivist, student-centered practices: Is it a matter of personality, or of comfort with the content and methods being used to teach it? That makes a teacher prefer one or another? I’ve had (and observed) teachers who told me what to learn and how to learn it, then tested me on the results. Twice, in high school, I had teachers who threw out an idea, then sat back as I tried to find out more about it. I remember what I learned by finding out 60 years later. And the excitement of the learning. I carry no specific memories of learnings from the rest, except for things which personally interested me, like diagramming sentences. Which, odd it may seem, I loved to do.
The didactic teacher I had from fifth through eighth grades was the kind who told me what to learn and how to learn it all the way to the last days of eighth grade. Then, she started us on the way to pre-algebra by saying, “You don’t have to learn this. Just see if you can follow the argument.” Then, she wrote on the board the first algebraic expression I’d ever seen, a + 2 = 6. I looked at that for awhile and thought, “Wow! You can use letters to stand for anything! You could learn about anything with that!” A mind, at last free to explore.
For that brief moment, my stern, demanding teacher had become a facilitator. All by herself. That was 1952. Had her stern and demanding exterior reflected a lack of comfort with the content she was teaching and the methods used to deliver it; or, was her exterior reflecting the personality within? I can’t answer that question, but the obvious interest and enthusiasm she brought to the introduction to equations suggest she may not have actually been a stern and demanding person. It seems almost, from hindsight, relief to be free to teach as she thought she ought that I observed those very few days at the end of eighth grade. Today, more teachers have experienced being facilitators, but many have not. What would you need to become one? How can you find out?
At this point, I should leave you to find out; but, I’ll barge ahead with my own ideas, just as any didactic teacher would. Hoping all along that you’ll adopt a constructivist approach to the subject. That said, let’s start with my offering of three things a person who is a facilitator must have encountered and successfully engaged.
The first is probably the most difficult for a teacher to entertain – recognizing that people can learn on their own. When I first experienced this, I was in my first year teaching below college, in a 7th grade self-contained classroom. I didn’t know it at the time, but I had begun employing a constructivist teaching paradigm. It was hard, exciting work, yet I always felt the anxiety-producing peer pressure from colleagues whose view of school was students sitting in rows doing quiet seat work. Luckily, I had a very supportive principal, who encouraged what I was doing. And I applied what I had so far learned from raising my own children, that they do best when they are following up on choices they have made, which I had offered them, and which were within the limits I knew were workable.
So, what did I learn about using constructivist vehicles for delivering 7th grade curricula? About whether and how students can learn on their own? One, that this worked. At least, for me. They had two and a half hours each morning for language arts. During that tiem, they scheduled and worked on open-ended (but contained) writing and reading assignments. We also used speech and drama to engage active learning. (I didn’t know that’s what it is called; I simply knew it worked.) For instance, while working in groups to write and deliver one-act plays to elementary classes, they also learned the current language arts curriculum I had to deliver. Students became involved and invested in their work, and I noticed they also seemed empowered as persons. These were outcomes of the work; I wanted to know how this involvement and investment in their educations came to be. And that started my lengthy, often-interrupted journey into the human brain. A long stretch for me, with my background in intertidal marine invertebrate communities!
How would a constructivist science-inquiry delivery look in an actual classroom in two very different activities? The first is a microscope activity, where students observe for the stages of mitosis in plant cells. The second is a field activity, where students observe the effects of streamside vegetation on the temperature and dissolved oxygen content of the water adjacent to it.
When you employ a constructivist paradigm to organize the delivery of your curriculum, the students’ job is to construct the concepts you hope they’ll acquire by examining the pieces of the concept they are acquiring. Instead of you telling them the concept, they learn its essential parts by engaging them, and then use these parts to tell themselves the concept. A different way to teach; but effective. The first few attempts call for courage and confidence on the part of the teacher. And, in time, the patience to take the time to allow the learning to happen.
How does this play out? In the mitosis activity, you might start by projecting a slide of plant tissue containing cells whose chromosomes have been stained; the usual root cells most of us have observed. You have students pair up to do two things: Locate as many chromosomal configurations as they can and draw them. Or, if you know your students well, ask them to find out if there is any underlying order in the mish-mash of chromosomal configurations they see. This done, they are to organize their drawings in the order they think they occur during the progress of cell division. If you’re truly brave, you might ask them to find and draw other cellular evidence to support your placements. That done, they can present their findings, then go to the books and internet to find what other scientists have found about cell division. They will learn as much, or more, than you would have taught them. And moved further on the road to becoming life-long learners; explorers of the world they live in.
In the streamside activity, you ask each group to take a reach along the stream, then find out the effect of the vegetation on temperature and dissolved oxygen in the water along that reach. Nearly all students can do this. You can provide gentle hints about overhanging vegetation if necessary. The hard part of this work for you is locating a stream which has enough overhanging vegetation for the number of groups in your class. When they’ve collected the data, they find out what they can about temperature and dissolved oxygen, and relate that to what they observed. Next, they prepare presentations about their work, what their data tell them, and what next steps would be if they have discussed them in their groups. (Note that these are things the students and teacher do. To know what they think, we need to go into the brain.)
Eventually, with a constructivist approach to conceptual learnings, coupled with a didactic approach to things like safely lighting a bunsen burner or using a dissolved oxygen probe, I became convinced that this consistently led to solid learning. So, I slowly began to learn about the brain we carry with us, and the ways that it learns. What I found reinforced what I observed; validated it as a teaching paradigm based on real evidence. I had observed evidence over the years that students seeking answers to their own questions involved and invested them in their work; but that was just me, making observations and inferences. As I learned more about how the brain processes input from the world outside the body, I discovered that what I observed was real. Students get better and better at this. Probably quicker than you do. This relates to students as autonomous learners. Autonomous because they are pointing their needs to know, and following up on them.
The other two things a facilitator must engage, comfort with understandings of content, and comfort with developing effective work groups, are our responsibilities. Here is how I approached them. First, I recognized that they are, indeed, our responsibilities. Just as it was my responsibility to take college and graduate courses to fill the gaps in my understandings when I taught in college. Goes with the job. We’re teaching professionals, and that places the onus on us to do what is necessary to become comfortable with the content we teach. The only way to do that is to learn the content. We can take courses in it, work out an internship with someone who does the work, or teach ourselves. It’s an unfortunate fact of American education that we’ll be asked more than once in our careers to teach content we’re either marginally prepared to teach, or know next to nothing about. It will take all of us, working together, to resolve that.
When I finally decided to teach in K-12 schools, I knew nothing about teaching reading. I’d taken literature courses in college, but could only recall that we read, then discussed, then wrote papers. Not much help. I’d noticed in the few teacher education courses I’d taken that the most informative were the special education courses, so I enrolled in a course in corrective reading. It was taught by Colin Dunkeld, and delivered within a constructivist paradigm. (This was in the early 1970s!) I became comfortable enough to make my own decisions about teaching language arts. The corrective reading course was very hard and time-consuming work, but had a great payoff – confidence in content and comfort in delivery. That, and my life-long love of words helped me build a useful / effective / profitable / worthwhile7th grade language arts curriculum.
When you decided to do the mitosis and streamside vegetation activities, you marshallled together your understandings about those topics. You’d observed slides of dividing onion root-tip cells in a genetics course you took in college, and felt familiar enough with the process and observations that you would probably only have to review and practice to come up to speed in the mitosis activity. You’d also taken two botany courses because you’ve always loved plants, so felt you could understand the vegetation part of the overhanging vegetation activity. Temperature and dissolved oxygen in streams is new to you, so you decide to ask around about finding help. You contact the school district science specialist who recommends a field trip program which focuses on the riparian (streams and their banks) which includes water temperature and dissolved oxygen in its offerings. As a real bonus, the program includes measuring the effect of streamside vegetation on temperature and dissolved oxygen near the stream bank, and a field trip for you and your students. Offerings like the one described are fairly common! You do have to ask.
If your circumstances are different for your preparation to teach these two activities, how would you approach them? Leave your thoughts as a comment for others who will, you can be sure, be interested. Or, leave a question for me to answer!
Aside from knowing and teaching the learner inside each student who enters your door, your becoming comfortable with content and its delivery is something you cannot bypass. Its effect on your students is profound. Think of yourself as being assigned to perform as a heart surgeon, even though you’d never done it. Would you be satisfied knowing that, while you did have experience in knee surgery, you had none in heart surgery? Like surgeons, we directly affect the quality of our students’ lives, and must be certain we are delivering the best education possible. We can’t do that if we’re uncertain about our content understandings and delivery methodologies. Knowing is our responsibility.
If you know the learner who lives within your students, and are comfortable with the content you teach, then you’re ready to become comfortable developing and using what I call Effective Work Groups. These are small groups of students who know how to work together to accomplish tasks, and who can coalesce into larger groups to carry out projects. Humans are social beings, and can learn to work together effectively. Let’s look at the two examples of constructivist approaches to learning as they would appear from within an effective work group, or team. First, make the groups, then have each group discuss the work and decide how to organize it. After each session, they will discuss how it went, decide on any modifications, and then continue. When the work is completed, and it’s time to move on to more curriculum, they in their groups, then as a class, nail down what they know about effective work groups. (Be sure to call them that, and that they know this is a goal. Toward the end of the year, have them develop a description of effective work groups.)
Now, here is what one group has decided to do. Mitosis: Identify chromosomes; find different examples of chromosomes; each person will use a microscope because they all need to develop this skill; sort chromosomes out; declare the steps in mitosis; research what other scientists have found out about chromosomes; develop and critique their report; report to the class; assess their work. Communication is important here; one of the keys to becoming effective. You have them assess the role of communication in the effectiveness of their work after they have found and identified chromosomes, sorted them into a process, and have prepared their report to the class. They decide they’ll each observe their own slide, and will show others what they find and what they think it means. They assign tasks when they present. Streamside vegetation: They divide into temperature and dissolved oxygen teams; each team learns how to do the observation, then teaches the other group; then they divide the reach. After they arrive on site, they decide to assign a group of Mappers to map the vegetation. The group works on communication when they discuss data’s meaning, and divide jobs when they look up other scientists’ work on web and in books. You ask them to assess their roles in their group, and the outcome of their working together.
Active learning within a constructivist paradigm is effective, even at the college level. Many teachers engage it, but far from enough. It takes confidence in your students’ capacity for autonomous learning, and confidence in your capacity to do and facilitate this kind of work. And patience; lots of it. If you don’t believe students of almost any age can engage this paradigm, find a class of young students which uses it and observe them at work. When they are born, children possess wonderful potential. The environments they develop in determine, to a large extent, whether they will generate the capacity to achieve their potential. If their environment believes they cannot, more than likely they won’t. If their environment recognizes the learner within, they more than likely will. And feel this is normal.
This is a regular feature by CLEARING “master teacher” Jim Martin that explores how environmental educators can help classroom teachers get away from the pressure to teach to the standardized tests,and how teachers can gain the confidence to go into the world outside of their classrooms for a substantial piece of their curricula. See the other installments here, or search Categories for “Jim Martin.”