Parents Against Critical Theory

Equity Consultants

What is an “Equity Consultant”? They are nothing more than individuals or groups of people charging big bucks to tell school districts and corporations how racist they are. There are many “Equity Consultants” across the US and they are part of the multi-billion dollar Grievance Industry. At the present time, we do not have a listing of all of the “Equity Consultants” across the country, however, the information below is based on our knowledge and understanding of who Loudoun County Public Schools uses, The Equity Collaborative. Given the nature of this particular industry, we strongly believe that all “Equity Consultants” use identical terminology, similar training & coaching methodologies, and the overall “theme” or “look and feel” will not be very different.

Hope this helps to provide a better understanding of what “Equity Consultants” are offering and how they are destroying our teachers and students.

Equity Consultant Life Cycle

Immediately below are (4) documents, and for all practical purposes I’ll simply refer to them as the contractual life cycle of an “Equity Consultant”:

  1. The Equity proposal
  2. The Equity Master Agreement (binding contract between school system and equity consultant)
  3. The Equity Service Agreement (details services to be provided)
  4. The Equity Consultant’s end product, the “Assessment”.  This “Assessment” lays the groundwork for the subsequent roll-out of CRT implementation

Equity Consultant Training Slide Decks

  • Engage in discussion about oppression and education and examine assumptions about bias, privilege, change, and learning;
  • Use listening strategies as culturally responsive leadership and teaching skills to increase cultural proficiency and better diagnose challenges and
    support students to grow and learn;
  • Examine an analytic of racialized systemic power in order to better catalyze change in institutional policies and practices;
  • Engage in discussion about oppression and education and examine assumptions about bias, privilege, change, and learning;
  • Consider listening as a culturally responsive leadership and teaching skill to increase cultural proficiency and better diagnose challenges and support students to grow
    and learn;
  • Explore the aspects of Culturally Responsive Teaching to support students’ investment in their own learning;
  • Use coaching strategies and frameworks to guide further learning and improvement of equity focused coaching and leadership practice.
  • Engage in equity conversations that feel productive in order to gain a new level of discourse about issues of oppression and privilege
  • Examine implicit bias and racial identity as a lens to support reflection and action toward educational equity
  • Increase cultural synchronization between schools and the families and students they serve in order to develop stronger trusting relationships
  • Connect with others during this new time, centering our humanity over our jobs
  • Explore adaptive leadership as a frame for approaching our current equity challenges
  • Use colleagues to support our efforts to grow our
    leadership