ABSTRACT
This chapter examines limitations of common approaches that inform Diversity, Equity, and Inclusion (DEI) training and explore how critical reflective practice can be integrated into such training to further support substantial, sustainable, and accountable practice improvement within organizations including for addressing anti-Black racism. Critical reflexivity and self-reflexivity Pon has been suggested as an alternative to the cultural competency model to address many of the criticisms. It is clear to us that an over-focus on the White learner can reproduce the notion of service providers as White and service users as racialized. Robin Di Angelo writes on her experience with DEI training and White people's common reactions to learning about racism. Critical reflective practice helps create a space for agency that allows choice for the professional to not follow oppressive assumptions but to create a new path of action, drawing on critical analysis and input from others.
