Have you recently heard the scornful claims of “progressives” who assert that critical race theory (CRT) is absolutely, unequivocally not taught in public schools? Never, no way, no how. Have you heard the suspiciously uniform proclamations that CRT is an academic theory originating and taught exclusively in law schools? Well, take a gander at this upcoming course offered at the Illinois Mathematics and Science Academy—a public high school:

SESSION # 34 TITLE: Introduction to Critical Race Theory in Education Research

LENGTH: 60 minutes / Three Days DESCRIPTION The three-day session will cover an introduction to Critical Race Theory concepts, the utilization of CRT in the field of education, and research applications of CRT in K12 classrooms and districts. The first 60- minute session is mainly lecture with a brief discussion focused on the tenets of CRT and the field of education. The second 60-minute session has a brief lecture on CRT in education and research, followed by small and large group discussions connecting students’ experiences with the CRT concepts and how they apply to the CRT framework. The final session will be students working in groups to design research questions and choose research methods using CRT as a theoretical framework. Students will create power points and share their ‘research designs’ with the group in the final 60-minute session. Students will be required to read journal articles and book chapters before the start of the session and during the 3-days of the course. Students will also have a small assignment outside the designated class time of the session to prepare for the group presentations.

SESSION GOALS

• To familiarize students with Critical Race Theory concepts.
• To familiarize students with CRT research applications in education.

STUDENT OUTCOMES

1. Students will be able to identify specific tenets of Critical Race Theory.
2. Students will be able to articulate different ways education researchers have used CRT to address education inequity in K12 classrooms and districts.

SESSION CATEGORIES

Academic – Session provides additional insight and inquiry into academic disciplines, Diversity, Equity, and Inclusion – Session promotes DEI values and perspectives.

PREREQUISITES

N/A

FACILITATOR(S)

Thandeka K. Chapman, Alumni IMSA Student

Remember, IMSA is a public school—that is, a school funded by you, the public. IMSA is using public funds to promote a highly controversial, arguable leftist theory on race and justice, which also includes controversial and arguable ideas about homosexuality and gender confusion.

By the end of the indoctrination seminar, IMSA expects students to be able to “identify specific tenets of” CRT and “articulate different ways education researchers have used CRT to address education inequity in K12 classrooms and districts.” IMSA does not, however, expect students to be able to identify dissenting views of CRT or how assumptions embedded in or derived from CRT may be wrong. In other words, IMSA is not teaching the controversy, and the seminar is not ideologically diverse or inclusive. It is biased in favor of CRT.

Thandeka K. Chapman

The woman teaching this course—and who is presumably being paid handsomely by Illinois taxpayers—is Thandeka K. Chapman, an alumna of IMSA, professor at the University of San Diego, and a “social justice” activist.

She calls herself a “Black Power Baby” whose “parents are educators and activists who utilized their resources to challenge injustices in education. Conversations about race and racism were regular dinner topics while I was growing up.”

All decent people oppose injustice. Many people, however, see serious problems in the way CRT defines injustice and with its proposed solutions to alleged injustice.

When asked, “If you could make any policy recommendation based on your own research (without regard to political possibility!), what would it be,” Chapman replied,

[M]y policy recommendation is to raise teacher salaries to be equivalent to–or above–salaries in other professions. Teachers have the most influence in students’ lives. … Teachers disseminate knowledge in particular ways, justify or demonize certain morals, values and behaviors. … Raising teacher salaries would elevate the profession. (emphasis added)

Paying more to recruit activists who are demonizing conservative morals, values, and behaviors is no solution, and paying activists more money will not elevate the teaching profession.

Depoliticizing teaching would be a good start, but leftist bias is systemic in schools and all ancillary institutions connected to schools, including the colleges and universities that train teachers, professional journals and organizations, teachers’ unions, and organizations that profit from advancing leftist ideas on injustice, systemic bias, oppression, race (and disordered sexuality). The entire system from the inside out and top to bottom is corrupt.

Regular IFI readers may be interested in who the “Chief Equity Officer” at IMSA is. It’s none other than Traci Ellis, former school board activist in District U-46 who infamously said about the American flag,

that flag means nothing more than toilet paper to me.

Ellis also referred to the Republican National Convention as the “Klanvention.” Can someone like that represent a diverse community or promote “equity” and justice?

On her school website, Ellis links to IMSA’s “Equity and Excellence” document adopted in 2018 when she was the Executive Director of the Office of Human Resources, Diversity, Equity and Inclusion. What is most notable about this document filled with “social justice” education-ese is the absence of the word “equality.” There are lots of references to equity, inclusion, marginalization, cultural competence, and global citizenship (as opposed to American citizenship) but not one reference to equality.

One thing most “educators” today are not is independent thinkers. They are ideological lemmings whose rhetoric parrots whatever they read in their professional journals and hear at their conferences.

The “Equity and Excellence” document jampacked with jargon concludes with this:

The President, in collaboration with Academy departments, shall develop action plans with clear accountabilities and metrics, where appropriate, to execute this policy. (emphasis added)

This is the escape route for social justice change agents. This is the way they escape accountability for the inefficacy of their doctrinaire plans to change the world using other people’s children. They simply assert that “metrics” are inappropriate tools for measuring the outcomes they desire.

For more on the unprofessional, arrogant, and nasty Ellis who has no business involved in the education of other people’s children, Click HERE.

Some intrepid IMSA parents ought to find out how much Thaneka Chapman is being paid. And they ought to find out what teachers have been learning during professional development over the past five years since Traci Ellis was hired, because taxpayers fund professional development as well.

Anyone who teaches in public schools or has taught in public schools in the last two decades knows that ideas from CRT inform professional development and curricula. Anyone who denies that is either ignorant or deceitful.

Listen to this article read by Laurie:

https://staging.illinoisfamily.org/wp-content/uploads/2021/12/Black-Power-Baby.mp3

Written by Walter Williams

It’s nearly impossible to have even a short conversation with a college administrator, politician or chief executive without the words diversity and inclusion dropping from their lips. Diversity and inclusion appear to be the end-all and be-all of their existence. So, I thought I’d begin this discussion by first looking up the definition of diversity.

According to the Oxford Dictionary, diversity is “the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc.” The definition gratuitously adds, “equality and diversity should be supported for their own sake.” The standard definition given for inclusion is involvement and empowerment where the inherent worth and dignity of all people are recognized.

Here’s my question to those who are wedded to diversity and inclusion: Are people better off the less they have in common with one another? For example, women are less likely to be able to march 12.4 miles in five hours with an 83-pound assault load. They are also less likely to be able to crawl, sprint, negotiate obstacles and move a wounded comrade weighing 165 pounds while carrying that load. Would anyone argue that a military outfit would benefit from diversity by including soldiers who can and those who cannot march 12 miles in five hours while carrying an 83-pound load?

You say, “Williams, the military is an exception!” What about language? The International Civil Aviation Organization has decreed that all air traffic controllers and flight crew members engaged in or in contact with international flights must be proficient in the English language as a general spoken medium. According to UNESCO, there are about 7,000 languages in the world. The International Civil Aviation Organization could promote language inclusiveness by requiring language rotation. Some years, Cebuano (of the Malayo-Polynesian language family) and in other years Kinyarwanda (of the Niger-Congo language family) could be the language of pilots and air traffic controllers. Keep in mind that it is claimed that the great benefit of diversity and inclusiveness is that it promotes and fosters a sense of belonging. It values and practices respect for the differences in the talents, beliefs, backgrounds and ways of living of its members.

Another issue is what should be done when people who should know better praise non-diversity and non-inclusiveness? Civil rights leader Rev. Jesse L. Jackson said, “I applaud commissioner Adam Silver’s commitment to diversity and inclusion within the NBA.” During the 2018-2019 season, more than 33% of NBA teams had head coaches of color. The number of assistant head coaches of color was over 42%. The number of black NBA players was 82%. In the face of these statistics, Oris Stuart, the NBA’s chief diversity and inclusion officer said, “Diversity, inclusion and equality are central to every aspect of our game and our business.” I would like for Jesse Jackson and others who claim that there’s racial diversity and inclusiveness in professional basketball to make their case. The same question can be asked about professional football where 70% of NFL players are black, and 9% of team head coaches are black. The thornier question and challenge is what can be done to make professional basketball and football look more like the American population?

Most of the diversity and inclusiveness insanity has its roots in academia. An example is a paper titled “Equilibrium Grade Inflation with Implications for Female Interest in STEM Majors,” written by Naval Postgraduate School professor Thomas Ahn, Duke University economics professor Peter Arcidiacono, Duke University researcher Amy Hopson, and James R. Thomas of the Federal Trade Commission. The authors argue that science, technology, engineering and mathematics programs at colleges and universities lacking female enrollment can be attributed largely to harsh grading policies in these fields. Their solution to increase the number of women’s involvement in STEM is to standardize grading curves, in order to grade less “harshly.” The insanity of this approach is to not only weaken standards for women but to weaken standards across the board. This is more evidence that George Orwell was absolutely right when he said, “There are some ideas so absurd that only an intellectual could believe them.”

Walter E. Williams is a professor of economics at George Mason University. This article was originally published at Townhall.com.