We—as educators, parents and colleagues—must commit ourselves to doing all we can to actively interrupt the persistent systemic racism that is laid bare before us. Our action plan includes the following priorities:
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1) Reimagining curriculum and pedagogy to foster inclusivity and promote authentic engagement through culturally-responsive and equitable teaching practices.
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Instituting professional development sessions with Teaching While White and the National Equity Project.
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Implementing individual anti-bias goals for every professional community member.
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Supporting targeted curriculum development over the summer.
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2) Incorporating cultural competence into our faculty evaluation and feedback systems.
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Updating existing evaluation forms and exploring new channels for community feedback.
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Introducing classroom coaching for faculty in support of professional growth.
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Using case studies to examine and improve our practice and response to incidents and difficult situations in and outside of the classroom.
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3) Creating meaningful opportunities for healing through Restorative Justice training.
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Clarifying channels for communicating and reporting incidents and difficult experiences.
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Formally documenting and following-up to address and redress incidents as they occur.
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Training administrators and adult/student leaders in restorative practices.
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Orienting and onboarding students so they are aware of community expectations, restorative protocols, and communication channels for reporting.
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Recognizing that further scheduling changes will be needed in order to create space for curricular work and restorative justice practices.
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4) Providing needed support for our adult racial affinity group advisors in the Upper School.
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Meeting with adult leaders of existing affinity groups to repair relationships and to address issues raised by BSU, LU and their allies.
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Creating a clearly articulated job description and support plan, which includes regular check-ins, professional development training, and compensation.
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White Anti-racist affinity group for US students
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White Anti-racist affinity group for parents in fall 2020
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Continuing to support student leaders with All Thrive training.
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5) Refining our recruiting, hiring, on-boarding, and retention practices.
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Actively seeking teachers from underrepresented groups.
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Utilizing unconscious bias training as part of our hiring practice.
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Working to create a culture that intentionally builds and sustains a diverse community.
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6) Formalizing listening opportunities in our community.
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Listening and responding to suggestions of new ideas and priorities for programming from faculty, students, and parents
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We will be communicating throughout the summer about the specific ways our community can be involved in this work. Please join us.