I've reached the stage in my career where I'm receiving invitations to speak about #EDI #Indigenization #Decolonization from the same institutions that also declined to interview me for TT positions... umm, let's unpack/unwind this with a meandering🧵

I need to be clear, as a white/white-coded Métis and Cree scientist, I experience relatively little marginalization, certainly non-comparable to other BIPOC scholars (perhaps more for my gay and two-spirit identities, especially when younger)

I recognize the privilege/advantage being white and male has afforded my education (that's a whole thread on its own) -- But I also see how my work with #EDI and esp. #Decolonization and #Indigenization of botany/science is simultaneously desired yet undervalued for advancement

This undervaluing is significant, it's a real problem for #Decolonial #Indigenous science, esp. for Indigenous (+settler) scholars taking time/care to co-produce science using Indigenous methods and culturally appropriate protocols, and not having that labor recognized as valid

Although I don't want to victimize myself while holding so much privilege, there's nuance where universities want me/others to educate them about #EDI #Indigenization #Decolonization, yet won't consider us for the innovative work and employment we're advocating for... 🤷‍♂️

I don't like the analogy that simply hiring #BIPOC/ #LGBTQ2S+/ #Disabled/ #Women magically fixes issues with lack of diversity(so many challenges await once you're inside) -- but you can't deny that the continual presence of motivated #RoleModels + #Mentors can be transformative

It comes back to what I've said before, academic leadership is not prepared to deal with #EDI #Indigenization #Decolonization since most lack basic interest and/or have limited experience with the history, literature, language to contribute intelligent commentary. Re? read/learn

As @MalindaSmith has stated, #DepartmentChairs are the #Gateways or #Gatekeepers into academia -- they hold incredible agency over hiring priorities and frankly many departments (here biology specifically) do not have #EDI or even gender/women representation on their radar...

One of the promising outcomes of BLM is many academic societies recognize they lack basic background knowledge on #EDI and (hopefully) incorporate continual education and discussion on EDI in their conferences and workshops, with requirements for board members, leadership etc.🤞

Lastly, this is not to critique the incredible labor that #EDI committees (especially unpaid student/postdoc labor) are doing to push for transformation within their institutions.

#EDI teams are providing the invitations/opportunities while chairs/profs/leadership are barriers

Which underscores the often huge disconnect and conflict between 'grassroots' #EDI committees pushing for change and academic leaderships effectively working to uphold their traditional (read: colonial) structures

Anyway, that's enough for now, thanks for reading -- Departments (esp. chairs, admissions, hiring committees) need to reflect on their incredible influence and what they can tangibly control with #EDI and hiring/supports for profs/staff/students

But because it’s Friday, and we remain unbothered + undaunted by the work that needs to be done, here’s some fabulous Bougainvilleas to cleanse you for the weekend ✌🏻✌🏻 🌺🌺🌺

Good morning everyone, belated heartfelt thanks for your support of this thread

I was under the weather and resting the last few days but I’m excited to connect with you 🌺

If I had one follow up, it’s to emphasize that you/we have the ability to name the responsibility of learning about and supporting #EDI #Indigenization #Decolonization on academic leadership (profs/chairs/deans/boards) — the people who guide money, program, and hiring priorities

Lastly, citation is care and if you liked this 🧵 I recommend reading/listening/following the work of (at min) these brilliant and influential thinkers and scholars:

🌺🌸🌻🌸🌺

@apihtawikosisan
@BerondaM
@KimTallBear
@MalindaSmith
@policingblack
@ZoeSTodd

🌺🌸🌻🌸🌺