gender identity – Doula School Canada

Applying an Equity, Diversity, and Inclusion Lens to our Curricula

[vc_row][vc_column][vc_column_text css=”.vc_custom_1626172064269{margin-bottom: 0px !important;}”]In Fall 2020, Doula Canada circulated a survey that was looking to hear specifically from members self-identified as belonging to equity-seeking groups such as, but not limited to, Indigenous, Black, racialized, immigrants or newcomers, LGBTQ2S+, and/or disabled peoples. We really wanted to hear directly from members about their experiences, learn from them, and listen for ways that they felt that we could do better. Something that came up repeatedly was the gaps in our curriculum materials that resulted in members feeling excluded – things like gendered language, white dominant images, only heteronormative references, limited or inappropriate cultural references, and more. We were feeling this too and it was powerful to hear it echoed back at us!

We certainly see that, historically, the primary narrative in education and training in the perinatal field (especially in Canada) centers and reflects persons and experiences characterized in the following ways: white (including white/light skin tones and hair that tends towards long, blonde/brown and straight/wavy), in a heterosexual and racially homogenous couple, able-bodied, thin, 30-something, with pregnancy intentional and resulting from sexual intercourse between a cisgender woman and man. This narrative has been applied to both doula clients and doulas themselves. It is seen in images, language, resources and references, and focus of discussions. This narrative leaves so many valued people and groups OUT.

In late 2020, we took deeper action to change this narrative in our own house by initiating the development of a robust Curriculum Checklist that is built around an intentional integration of an equity, diversity, and inclusion (EDI) lens in curriculum materials (oral and written). Yes, a checklist sounds like it could be ugh when it comes to EDI work – like a token action that gets people off the hook from doing any deeper, transformational work. We thought about that! Our Curriculum Checklist is for internal and external course developers and instructors who work with Doula Canada. It pushes them to reflect on how people who differ from the primary narrative are excluded and ignored, or, are mentioned and described in ways that present them as out of the ordinary. The Checklist means that dominant biases get reduced or removed from our curriculum through an intentional and guided change in language, images, references, and resources. The Checklist is also part of our Equity, Diversity and Inclusion (EDI) Action Plan (that we will officially launch soon).

We have just started to test out the Checklist in practice. We will watch the results and take action as required. We see it as a living document that will be continuously refined and improved. Right now, it largely focuses on sexual orientation, gender identity, race, and culture as areas where the dominant narrative is exclusionary. We have started adding more on intentional inclusion of Indigenous Peoples and disabled people.

Wondering what it looks like? Here are a few snippets![/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_single_image image=”377355″ img_size=”full”][/vc_column][/vc_row]

Using Inclusive Language in Birth Work

[vc_row][vc_column][vc_column_text css=”.vc_custom_1617899935998{margin-bottom: 0px !important;}”]Let’s start with this: not all birthing people are women.

The birth world is full of ideas about who can get pregnant, give birth, and parent. This is reflected in the images we see on social media (hello, white dresses and flower crowns), the materials available to us (the classic La Leche League text, “The Womanly Art of Breastfeeding”), and the language that automatically gets applied to pregnant people (“Hi mamas!”)

If you’re somebody whose understanding or experience of parenthood fits into these ideas, you might not have even noticed that they exist. If you’re somebody whose understanding or experience of parenthood exists outside of these ideas, you’re probably painfully aware that they are there.

If your own personal connection to pregnancy and birth is rooted in being a woman, that’s okay. If your passion for birthwork, your reason for becoming a doula, and your personal brand are all rooted in working with women, that’s okay too. What isn’t okay is forcing these ideas on to people who don’t fit into them.

As doulas, our work is meant to be client-centered. This means listening to our clients’ needs and doing what we can to meet them. As well as being about which resources you share and which comfort measures you offer, being client-centered is about how you recognize your clients and the language that you use. If you are working with a client whose experience of pregnancy, birth, and parenthood don’t align with your understanding of these things, then it is your job to shift your framework to include them.

Some suggestions:

When introducing yourself to a client, share your pronouns as well as your name: “Hi, my name is Anna and I use she/her pronouns.” This creates space for your clients to share their pronouns too.
Think about the language and images you use in your own materials and brand. Who does it include? Who does it exclude?
Share the terms that you use, but acknowledge that clients’ may use different ones. “I generally use the term breastfeeding, but let me know if you would prefer chestfeeding, nursing, or something else.”
Recognize that we are always learning and growing and sometimes that means we will make mistakes. If you are challenged on something that you’ve said or done, say thank you and move on: “Thank you– parent, not mom. I’ll try to not make that mistake again.”
When possible, challenge other service providers’ language and assumptions too.
Find opportunities to celebrate a range of identities, experiences, and families. You can do this through your conversations with colleagues and clients, your social media, and events like Pride.

[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][mk_image src=”https://stefanie-techops.wisdmlabs.net/wp-content/uploads/2021/04/instead-of.png” image_size=”full”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text css=”.vc_custom_1617915869980{margin-bottom: 0px !important;}”]Building an inclusive doula practice means being intentional about the way you understand and reflect who can get pregnant, give birth, and be a parent. Unlearning and expanding these ideas can be challenging, but also rewarding. Doing this work means that you’ll be ready to work with all clients, not just all mothers.

What are you doing to make your work inclusive? Let us know in the comments![/vc_column_text][/vc_column][/vc_row]