how can we reduce racial disproportionality in school discipline? kent mcintosh university of oregon
TRANSCRIPT
How Can We Reduce Racial Disproportionality in School Discipline?
Kent McIntoshUniversity of Oregon
PBIS Center Disproportionality Workgroup
Acknowledgements
Timberly Baker Aaron Barnes Alondra Canizal Delabra Yolanda Cargile Erin Chaparro Soraya Coccimiglio Tai Collins Bert Eliason Erik Girvan Steve Goodman Clynita Grafenreed Ambra Green Beth Hill Rob Horner Don Kincaid
Milaney Leverson Tim Lewis Kent McIntosh Kelsey Morris Rhonda Nese Vicki Nishioka Heidi von Ravensberg Jennifer Rose Therese Sandomierski Russ Skiba Kent Smith Keith Smolkowski
1. Complete some activities to explore disproportionality in school discipline
2. Share an intervention approach for enhancing equity in school discipline
3. Provide time for questions and answers
Overview of Tonight’s Talk
Handouts: http://www.pbis.org
Warm-Up Activity
Context matters!
Warm-Up Activity
Words are displayed in different colors to test “snap decision” making
Easier to identify the color of this word: GREEN (i.e., green) than this word: GREEN (i.e., red)
Warm Up Activity:Stroop Task
Stroop Task (Part 1) Practice Say the color of each word as quickly and
accurately as you can.NORTHEAST TEACHERS ARE THE BESTNORTHEAST TEACHERS ARE THE BEST
Say the color of each word as quickly and accurately as you can
Note the time it takes you to finish
Stroop Task (Part 1) 00
Stroop Task 00
Stroop Task 01
Stroop Task 02
Stroop Task 03
Stroop Task 04
Stroop Task 05
Stroop Task 06
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Stroop Task 11
Stroop Task 12
Stroop Task 13
Stroop Task 14
Stroop Task 15
Stroop Task 16
Stroop Task 17
Stroop Task 18
Stroop Task 19
Stroop Task 20
STOP
Stroop Task (Part 2)
Say the color of each word as quickly and accurately as you can
Note the time it takes you to finish
Stroop Task 00
Stroop Task 01
Stroop Task 02
Stroop Task 03
Stroop Task 04
Stroop Task 05
Stroop Task 06
Stroop Task 07
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Stroop Task 20
STOP
Stroop Task:A test of automatic associations Our brains are wired to look for patterns When we are forced to make quick
decisions, we use our automatic associations to respond
Warm Up Activity #2: Implicit Association Test https://implicit.harvard.edu/ Uses beliefs (stereotypes) and evaluations
(attitudes) associated with social groups Example: Gender-Career IAT
Tests automatic association of MEN more with CAREERS (work outside the home) and WOMEN more with FAMILY
Gender-Career IAT (Practice)FemaleFamily
MaleCareer
Jeffrey
Gender-Career IAT (Practice)FemaleFamily
MaleCareer
Julia
Gender-Career IAT (Practice)FemaleFamily
MaleCareer
Corporation
Gender-Career IAT (Practice)FemaleFamily
MaleCareer
Wedding
Gender-Career IAT (Practice)FemaleFamily
MaleCareer
Jeffrey
Gender-Career IAT (Practice)FemaleFamily
MaleCareer
Julia
Gender-Career IAT (Practice)FemaleFamily
MaleCareer
Corporation
Gender-Career IAT (Practice)FemaleFamily
MaleCareer
Wedding
Gender-Career IATFemaleFamily
MaleCareer
READY?
Gender-Career IATFemaleFamily
MaleCareer
Office
Gender-Career IATFemaleFamily
MaleCareer
Children
Gender-Career IATFemaleFamily
MaleCareer
Julia
Gender-Career IATFemaleFamily
MaleCareer
Rebecca
Gender-Career IATFemaleFamily
MaleCareer
Family
Gender-Career IATFemaleFamily
MaleCareer
Professional
Gender-Career IATFemaleFamily
MaleCareer
Emily
Gender-Career IATFemaleFamily
MaleCareer
Parents
Gender-Career IATFemaleFamily
MaleCareer
Paul
Gender-Career IATFemaleFamily
MaleCareer
John
Gender-Career IATFemaleFamily
MaleCareer
Anna
Gender-Career IATFemaleFamily
MaleCareer
Business
Gender-Career IATFemaleFamily
MaleCareer
Management
Gender-Career IATFemaleFamily
MaleCareer
Relatives
Gender-Career IATFemaleFamily
MaleCareer
Ben
Gender-Career IATFemaleFamily
MaleCareer
Salary
Gender-Career IATFemaleFamily
MaleCareer
Corporation
Gender-Career IATFemaleFamily
MaleCareer
Michelle
Gender-Career IATFemaleFamily
MaleCareer
Daniel
Gender-Career IATFemaleFamily
MaleCareer
Jeffrey
Gender-Career IATFemaleFamily
MaleCareer
Home
Gender-Career IATFemaleFamily
MaleCareer
Career
Gender-Career IATFemaleFamily
MaleCareer
Relatives
Gender-Career IATFemaleFamily
MaleCareer
Marriage
Gender-Career IAT
DONE
Gender-Career IATFemaleCareer
MaleFamily
Gender-Career IAT (Practice)FemaleCareer
MaleFamily
Ben
Gender-Career IAT (Practice)FemaleCareer
MaleFamily
Emily
Gender-Career IAT (Practice)FemaleCareer
MaleFamily
Children
Gender-Career IAT (Practice)FemaleCareer
MaleFamily
Salary
Gender-Career IAT (Practice)FemaleCareer
MaleFamily
Ben
Gender-Career IAT (Practice)FemaleCareer
MaleFamily
Emily
Gender-Career IAT (Practice)FemaleCareer
MaleFamily
Children
Gender-Career IAT (Practice)FemaleCareer
MaleFamily
Salary
Gender-Career IATFemaleCareer
MaleFamily
READY?
Gender-Career IATFemaleCareer
MaleFamily
Daniel
Gender-Career IATFemaleCareer
MaleFamily
Career
Gender-Career IATFemaleCareer
MaleFamily
Wedding
Gender-Career IATFemaleCareer
MaleFamily
Emily
Gender-Career IATFemaleCareer
MaleFamily
Jeffrey
Gender-Career IATFemaleCareer
MaleFamily
Professional
Gender-Career IATFemaleCareer
MaleFamily
Paul
Gender-Career IATFemaleCareer
MaleFamily
Corporation
Gender-Career IATFemaleCareer
MaleFamily
Michelle
Gender-Career IATFemaleCareer
MaleFamily
Office
Gender-Career IATFemaleCareer
MaleFamily
Parents
Gender-Career IATFemaleCareer
MaleFamily
Julia
Gender-Career IATFemaleCareer
MaleFamily
Anna
Gender-Career IATFemaleCareer
MaleFamily
Children
Gender-Career IATFemaleCareer
MaleFamily
Business
Gender-Career IATFemaleCareer
MaleFamily
Home
Gender-Career IATFemaleCareer
MaleFamily
Management
Gender-Career IATFemaleCareer
MaleFamily
Relatives
Gender-Career IATFemaleCareer
MaleFamily
Ben
Gender-Career IATFemaleCareer
MaleFamily
Family
Gender-Career IATFemaleCareer
MaleFamily
Rebecca
Gender-Career IATFemaleCareer
MaleFamily
Marriage
Gender-Career IATFemaleCareer
MaleFamily
John
Gender-Career IATFemaleCareer
MaleFamily
Salary
Gender-Career IAT
DONE
What did you notice about completing the activity?
How might patterns of responses on this activity relate to real world interactions?
Think-Pair Share
Unconscious, automatic Based on stereotypes We all have it (even those affected by it) Generally not an indication of our beliefs
and values More likely to influence:
Snap decisionsDecisions that are ambiguous
What is implicit bias?
AttractivenessReal estate agents rated as more attractive
sell homes for significantly higher prices (Salter, Mixon, & King, 2012)
HeightOne inch of height is worth $789 per year in
salary (Judge & Cable, 2004)
Implicit Bias at Work
Implicit Bias in Refereeing (Carlson, 2014)
“the challenge is not a small number of twisted white supremacists but something infinitely more subtle and complex: People who believe in equality but who act in ways that perpetuate bias and inequality.”
-Nicholas Kristof, The New York Times
Implicit Bias and Race
“African Americans are 2.07 times more likely to be searched during a vehicular stop but are 26% less likely to have contraband found on them during a search.”
Dept. of Justice Report:Ferguson Police Department
Police Officers use force when arresting African American children as opposed to White children (Goff et al., 2014)
Arbitrators decide labor grievances in favor of men over women (Girvan, Deason, & Borgida, 2014)
Pediatricians recommend less pain medication for African American children than White children with identical symptoms (Cooper et al., 2012; Sabin & Greenwald, 2012)
Implicit Bias predicts the extent to which…
Likelihood of “Arrest Ad”Black-sounding
name: 60%White-sounding
name: 48%
Bias in Google Web Searches (Sweeney, 2013)
Disproportionality in School Discipline (Losen et al., 2015)
http://civilrightsproject.ucla.edu/resources/projects/center-for-civil-rights-remedies/school-to-prison-folder/federal-reports/are-we-closing-the-school-discipline-gap
Poverty plays a role, but racial disproportionality remains, even when controlling for povertyAnyon et al., 2014Skiba et al., 2002; 2005Wallace et al., 2008
Addressing Common Questions“Isn't it all really about
poverty?”
No evidence of different base rates of behavior for any subgroupsBradshaw et al., 2010Losen & Skiba, 2010Skiba et al., 2014
Addressing Common Questions
“Aren’t Black boys just more violent?”
No! Our research indicates that disproportionality comes from implicit bias – that we’re not even aware of.Banaji & Greenwald, 2013Greenwald & Pettigrew, 2014van den Bergh et al., 2010
Addressing Common Questions“Are you saying that all
teachers are racist?”
…you’re halfway there.
If you’re aware…
How do we begin to address racial bias without it backfiring?
We all believe that a student’s color should not fate him or her to negative outcomes
Discussing equity and race is uncomfortable
Creating discomfort without providing effective strategies for equity is not productive
In discussing equity and taking steps, we will make mistakes
Assumptions
A 5-pointIntervention Approach to Enhance Equity in School Discipline
http://www.pbis.org/school/equity-pbis
1. Use engaging academic instruction to reduce the support gap (achievement gap)
2. Implement a behavior framework that is preventive, multi-tiered, and culturally responsive
3. Collect, use, and report disaggregated discipline data
4. Develop policies with accountability for disciplinary equity
5. Teach neutralizing routines to address implicit bias
5-point Intervention Approach
http://www.pbis.org/school/equity-pbis
Explicit instruction High rates of opportunities to respond Quality performance feedback Progress monitoring and data-based
decision making
1. What do we mean by engaging academic instruction?
(Hattie, 2009)
2007-08 2008-09 2009-10 2010-11 2011-12 2012-130%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
43% 47%36%
28% 24%11%
81% 84%88%
94% 91% 94%
38% 37%
52%
66% 67%
83%
White
Latino
Perc
ent M
eetin
g or
Exc
eedi
ng S
tand
ards
Effects of Engaging Instruction on the Support Gap
Tigard-Tualatin School District (Chaparro, Helton, & Sadler, 2016)
2. How do we make schools more inviting?
SYST
EMS
PRACTICES
DATASupportingStaff Behavior
SupportingDecisionMaking
SupportingStudent Behavior
School-widePBIS
OUTCOMES
Social Competence &Academic Achievement
School-widePBIS
SYST
EMS
PRACTICES
DATASupportingStaff Behavior
SupportingDecisionMaking
SupportingStudent Behavior
OUTCOMES
Social Competence &Academic Achievement
Not specific practice or curriculum…it’s ageneral approach
to preventing problem behavior and encouraging
prosocial behavior
Not limited to anyparticular group of
students…it’sfor all students
Not new…based ona long history of
effective educationalpractices & strategies
Vincent et al., 2011 Statistically significantly lower Black-White ODR
disproportionality in 72 schools implementing SWPBIS than in 81 schools not implementing SWPBIS
Vincent et al., 2009 Decreases in ODRs seen across racial/ethnic groups in 69
schools implementing SWPBIS Scott, 2001
Larger decreases in suspensions for Black students when SWPBIS implemented
McIntosh et al., 2014 Sustained decrease in suspensions over eight years of SWPBIS
implementation in an Indigenous school
Effects of PBIS onDiscipline Disproportionality
Ensure equitable access to praise and acknowledgment systems
Develop and revise school-wide systems with active involvement of families, students, and the community
Use regular student and family surveys to assess acceptability and fit
Culturally Responsive SWPBIS Implementation
Student Input &SatisfactionSurveys
Disproportionality Data Guide
3. Using disaggregated data to assess and address equity
http://www.pbis.org/school/equity-pbis
4. Implement policies with accountability for equity Equity Policy Guide
http://www.pbis.org/school/equity-pbis
Racial Bias
Disproportionate Discipline
5. How can we reduce implicit bias in our decision making?
Racial Bias
Disproportionate Discipline
Situation
A Multidimensional View of Bias
A specific decision that is more vulnerable to effects of implicit bias
Two parts:Elements of the situationThe person’s decision state (internal state)
What is a Vulnerable Decision Point (VDP)?
National SWIS Data(2011-12)
3,026,367 ODRs6,269 schools47 states, plus DC
Langu
age
Defian
ce/ Disr
espect
Disruption
Fighting
Forge
ry/ Th
eft
Harassm
ent/ b
ullying
Lying/
cheati
ng
M - Defi
ance/
Disresp
ect
M - Disr
uption
M - Dres
s code
M - Lan
guage
M - Other
M - Physi
cal Contac
t
M - Propert
y Misu
se
M - Tard
y0
5
10
15
20
25
5
21
9
51
31
117
1 2 3 31
3
Black
Langu
age
Defian
ce/ Disr
espect
Disruption
Fighting
Forge
ry/ Th
eft
Harassm
ent/ b
ullying
Lying/
cheati
ng
M - Defi
ance/
Disresp
ect
M - Disr
uption
M - Dres
s code
M - Lan
guage
M - Other
M - Physi
cal Contac
t
M - Propert
y Misu
se
M - Tard
y02468
1012141618
4
14
5
21
31
15
10
12
6 6
2
4
WhiteOffice Referrals by Problem Behavior
Art Room
Bathroom/ R
estro
om Bus
Bus Load
ing Zone
Cafeter
ia
Classro
om
Commons/ Common Area
s
Computer La
bGym
Hall/ Bree
ze way
Librar
y
Locker R
oom
Music Room
Off-Campus
Office
Other Locati
on
Parking L
ot
Playgro
und
Speci
al Eve
nt/ Asse
mbly/ Fi
eld tri
p
Stadium
Unknown Lo
cation
Vocational
Room0
10
20
30
40
50
60
70
1 25
0
5
56
1 03
7
1 0 1 13 2
0
9
0 0 1 0
BlackWhite
Office Referrals by Location
12:00AM
12:30AM
1:00AM
1:30AM
2:00AM
2:30AM
3:00AM
3:30AM
4:00AM
4:30AM
5:00AM
5:30AM
6:00AM
6:30AM
7:00AM
7:30AM
8:00AM
8:30AM
9:00AM
9:30AM
10:00AM
10:30AM
11:00AM
11:30AM
12:00PM
12:30PM
1:00PM
1:30PM
2:00PM
2:30PM
3:00PM
3:30PM
4:00PM
4:30PM
5:00PM
5:30PM
6:00PM
6:30PM
7:00PM
7:30PM
8:00PM
8:30PM
9:00PM
9:30PM
10:00PM
10:30PM
11:00PM
11:30PM0.01.02.03.04.05.06.07.08.09.0
Black
12:00AM
12:30AM
1:00AM
1:30AM
2:00AM
2:30AM
3:00AM
3:30AM
4:00AM
4:30AM
5:00AM
5:30AM
6:00AM
6:30AM
7:00AM
7:30AM
8:00AM
8:30AM
9:00AM
9:30AM
10:00AM
10:30AM
11:00AM
11:30AM
12:00PM
12:30PM
1:00PM
1:30PM
2:00PM
2:30PM
3:00PM
3:30PM
4:00PM
4:30PM
5:00PM
5:30PM
6:00PM
6:30PM
7:00PM
7:30PM
8:00PM
8:30PM
9:00PM
9:30PM
10:00PM
10:30PM
11:00PM
11:30PM0.01.02.03.04.05.06.07.08.09.0
White
Office Referrals by Time of Day
Subjective problem behaviorDefiance, Disrespect, DisruptionMajor vs. minor
Non-classroom areasHallways
Classrooms Afternoons
VDPs from national ODR data
ambiguit
yLACK OF
contact
fatigueDEMANDS?
Relevance?
As we become fatigued, our filters for appropriate behavior can be affected
Effects of hunger (Gailliot et al., 2009)
Decreases in willpower later in day“The Morning Morality Effect” (Kouchaki & Smith, 2014)
Examples…
Resource Depletion (Girvan et al., 2014)
Outcomes of parole hearings (Danziger et al., 2011)
Resource Depletion in Action
Judges’Snack Break
Judges’Lunch Break
Racial Bias
Disproportionate Discipline
Situation
Vulnerable Decision PointsSubjective Behavior HungerVague Discipline System FatigueClassrooms Unfamiliar with Student
Multidimensional View of Bias
SWIS Drill Down (www.swis.org)
Add White as a filter (click to “Include in Dataset”).
Click each graph and identify the
patterns.
When you see unwanted behavior, stop and ask yourself:
1. Is this a VDP? Situation Decision state
2. If so, use an agreed-upon alternative response
Two-step Neutralizing Routine for Staff:
Neutralizing Routines for Reducing Effects of Implicit Bias
Setting event Antecedent Behavior ConsequenceLack of positive interactions with student
Fatigue
Loud complaints about work (subjective behavior)
Send student to office (ODR)
Student leaves class (Escape social interaction)Alternative
Response“See me after class.”
Self-assessment“Is this a vulnerable
decision point?”
1. If-then statement2. Brief3. Clear steps4. Doable5. Interrupts the chain of events
What makes for a good neutralizing routine?
If this is a VDP…, “See me after class/at the next break” am I acting in line with my values? delay decision until I can think clearly ask the student to reflect on their feelings/behavior take two deep breaths recognize my upset feelings and let them go “I love you, but that behavior is not ok” picture this student as a future doctor/lawyer assume student’s best effort at getting needs met model cool-down strategy know that’s Rock Brain talking to me
Neutralizing Routine Examples
School Example
Urban K-8 School
Black/White ODR Risk Ratio = 2.67
Risk Indices
Drill Down: Phys. Aggression on Playground
Black/White ODR Risk Ratio = 4.5
ODRs and observations indicated differences in perceived basketball rules
Team clarified rules for staff and studentsAka “code-switching”
Additional teaching, practice, and acknowledgement
Monitor with ODRs and Black-White RRs
The School PBIS Team’s Intervention
Black-White Risk Ratios Overall
2013-14: 2.67 2014-15 (Sept to Dec): 2.0
Physical Aggression on Playground2013-14: 4.5 2014-15 (Sept to Dec): can’t calculate (1 ODR)
The School PBIS Team’s Intervention Outcomes
Thinking about and discussing solutions is the first step
Try to identify your implicit biases (even if afterwards)
Pick a neutralizing routine and try it out
Big Ideas
Turn to partner and share:One ahaOne questionOne next step
Think-Pair Share and Steps Forward
Contact Information Kent McIntosh
Special Education ProgramUniversity of [email protected] @_kentmc
Handouts: http://kentmcintosh.wordpress.com
Cannon Beach, Oregon © GoPictures, 2010