[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-586681-105":59,"doc-detail-586681-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","program-review-as-an-opportunity-to-drive-anti-racist-change","Program Review as an Opportunity to Drive Anti-Racist Change","","Implementation Partnership Strategy Brief (September 2021) explains how Illinois community colleges can use the five-year program review process to implement anti-racist change. Using program review manuals and templates to disaggregate data, identify racial equity gaps, and commit to systemic action, it links Perkins V equity goals with the impact of historical and systemic racism on Black and Latinx students. It defines an equity-conscious approach, outlines responsibilities of an anti-racist team, and highlights opportunities across personal, interpersonal, institutional, and structural levels.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/program-review-as-an-opportunity-to-drive-anti-racist-change/586681/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/program-review-as-an-opportunity-to-drive-anti-racist-change/586681.png","ImageObject",300,407,{"name":92,"@type":93},"Angel","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-29","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":29},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"How does the program review process support anti-racist change in Illinois community colleges?","Question",{"text":112,"@type":113},"The process encourages institutions to disaggregate data, identify equity gaps, and use program review templates to commit to systemic change across programs, disciplines, departments, and the broader institutional context.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"What does an equity-conscious lens mean in the program review process?",{"text":117,"@type":113},"It refers to practitioners assessing their own racialized assumptions, acknowledging gaps in knowledge about race and racism, taking responsibility for historically underserved student groups, and critically assessing racialization within their educational and administrative practices.",{"name":119,"@type":110,"acceptedAnswer":120},"What responsibilities should an anti-racist program review team take?",{"text":121,"@type":113},"The team should identify equity gaps in data, openly discuss underrepresentation, hold partners accountable, name and resist color-evasive neutrality, understand the history behind exclusionary practices, and contribute to individual and interpersonal work that enables institutional and systemic change.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},586681,1792189143,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":29,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":24,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":143,"read_time":144,"preview_page_count":4},687207412472,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","pathways to results  \nImplementation Partnerships Strategy Brief  \nSEPTEMBER 2021  \nOffice of Community College Research and Leadership  \nProgram Review as an Opportunity to Drive Anti-Racist Change  \nBy Marci Rockey; Colvin T. Georges, Jr.; and Jewel Bourne  \nAs the more recent iterations of the Program Review manual to guide the five-year program review process for Illinois community colleges asks institutions todisaggregate data toward identifying equity gaps, the process provides Illinois community colleges with an opportunity to utilize the review as a vehicle to implement anti-racist change.  \nWithin the context of career and technical education (CTE) programs of study, the state Perkins V plan identifies equity as a central tenet and encourages colleges to move beyond the race-neutrality of identified special populations to include “others who have been or are marginalized by education and workforce systems”(Illinois State Board of Education & Illinois Community College Board, 2020, p. 5) .  \nEven outside of the context of CTE and Perkins V, the program review templates can facilitate the examination of disaggregated data, identification of racial equity gaps, and commitment to systemic change across programs, academic disciplines, and departments within a single institutional context. In Illinois, historical and systemic racism has especially impacted opportunities for Black and Latinx students to access and complete a postsecondary credential (Partnership for College Completion, 2021a) . With over half of K-12 students in  \nIllinois identifying as members of racially minoritized groups (ISBE, 2021), industries and educational institutions in Illinois will not prosper without truly becoming anti-racist.  \nNotable author, professor, and founder of Boston University’s Center for AntiRacist Research, Ibram X. Kendi (2019) has described an anti-racist personas “one who is expressing the idea that racial groups are equals and none needs developing, and is supporting policy that reduces racial inequity (p. 24) .” Within the context of the program review process at a specific community college, this would mean identifying and changing those policies or practices that are causing racial disparities at the program, discipline, department, or institutional level. Approaching the program review process with intentionality to disrupt racial inequities in student outcomes requires equity consciousness defined as “the mode of thinking exhibited by practitioners who are willing to assess their own racialized assumptions to acknowledge their lack of knowledge in the history of race and racism, to take responsibility for the success of historically underserved and minoritized student groups, and to critically asses racialization in their own practices as educators and/or administrators (McNair, Bensimon, Malcom-Piqueux, 2020, p. 20).” Adopting  \nan equity-conscious lens that meets this definition in the program review process can move institutions toward the implementation of anti-racist change, with the goal of examining current systems to understand how unequal power structures affect racially minoritized people (Georges, Jr. & Bourne, 2021) .  \nTherefore, an anti-racist program review team will not only identify racial equity gaps in the data, but will take responsibility for identifying, naming, and addressing through action the root causes for these gaps. An anti-racist program review team will openly discuss why it is problematic to have so few (or zero) racially minoritized students, faculty, staff, and employers atthe figurative and literal table; hold their colleagues and partners accountable for making systemic change; name race and resist terms that seek to remain neutral and color-evasive; know the history of exclusionary and racist practices in the district and how that manifested into the equity gaps evident in their current data;  \nand will have done the work on an individual and interpersonal level to understand how to ","cbCaii4ezkLwYZ1e","https://ap.wps.com/l/cbCaii4ezkLwYZ1e","pdf",553422,"English","# Program Review as an Anti-Racist Vehicle\n## Equity consciousness and responsibilities\n## Data disaggregation and identifying root causes\n## Levels of racism and action opportunities","[{\"question\":\"How does the program review process support anti-racist change in Illinois community colleges?\",\"answer\":\"The process encourages institutions to disaggregate data, identify equity gaps, and use program review templates to commit to systemic change across programs, disciplines, departments, and the broader institutional context.\"},{\"question\":\"What does an equity-conscious lens mean in the program review process?\",\"answer\":\"It refers to practitioners assessing their own racialized assumptions, acknowledging gaps in knowledge about race and racism, taking responsibility for historically underserved student groups, and critically assessing racialization within their educational and administrative practices.\"},{\"question\":\"What responsibilities should an anti-racist program review team take?\",\"answer\":\"The team should identify equity gaps in data, openly discuss underrepresentation, hold partners accountable, name and resist color-evasive neutrality, understand the history behind exclusionary practices, and contribute to individual and interpersonal work that enables institutional and systemic change.\"}]","Program Review as an Opportunity to Drive Anti-Racist Change | PDF",1792058904,13]