2020-21
STRATEGIC WORKING PLAN RACIAL EQUITY
FULL REPORT
OCTOBER 2020
CONTENTS
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INTRODUCTION 12
2020-21 PRIORITIES
FROM THE HEAD OF SCHOOL MISSION + VISION This Strategic Working Plan for the 2020-2021 school year is the result of a great deal of thought and discernment about one of the most pressing topics of our time; the struggle for equity and inclusion in our school. At Friends School of Baltimore, we have long sought to be a community where everyone can live out their full identity and be cherished and respected for every aspect of it. And yet, as we have learned, from the experiences shared with us, there are many ways and many instances in which we have failed to achieve these ideals. We are not yet the antiracist, equitable, and inclusive institution that we aspire to be. The steps articulated in this plan are preliminary measures to help us attain this critically important goal. We seek this goal for the benefit of all members of our community, not simply those who identify as part of traditionally-marginalized groups. We believe that no school is effectively preparing its students for life in 21st century America unless it both equips them to be antiracist and provides them the skills, knowledge, and habits of mind and heart to be able to engage in deep and meaningful discourse around issues of inequity in all its forms. As we move closer to attaining these objectives, we will be both a more inclusive community and one that produces young people who are better prepared to contribute well-being M I S toSthe IO N + ofVtheI society S I OatNlarge. We recognize that the sincerity of our commitment to the goals outlined in this plan will - and should - be judged by our actions rather than our words. During the course of this year, while we are working on the items articulated in this document, we will also be engaged in developing a longer-term strategic plan for equity and inclusion that will carry this work forward in the years to come. We are grateful for all those who have contributed directly and indirectly to the thinking represented in this plan. These contributions took many forms; postings on the Black@FSB page, participation in review sessions of the equity audit and the earlier drafts of this document, one-on-one conversations, emails, and much more. This plan is a true community effort, as will be the work that emerges from it. That’s the only possible path to the lasting change and success that we all seek. Sincerely, Matt Micciche, Head of School 03
MISSION STATEMENT Friends School of Baltimore is a Quaker school that exists to foster in young people the skills, knowledge, and habits of mind needed to partner with their communities and to be courageous change-makers in the world. Our School is guided by the testimonies of simplicity, peace, integrity, community, equality, and stewardship, and our core belief that there is that of God in each person. Thus, we value diversity and strive for equity, within a campus community where each individual can live out their full identities. We believe education is a journey, a continual seeking after truth that relies on both inward reflection and outward connection with others, especially across lines of difference. At Friends, learning is grounded in relationships and deepened by application to the world beyond our campus. We strive in all ways to exemplify the ideals of the Religious Society of Friends.
STATEMENT OF RESPECT At Friends School of Baltimore, our Quaker values and commitment to being an inclusive and constructive learning environment compel us to uphold the dignity of all individuals at all times. We practice George Fox’s belief that there is “that of God in everyone,” and hold ourselves accountable for the intention and impact of our behavior and speech. Friends School opposes and actively addresses hurtful language and behavior, especially that which demeans or discriminates based on race, ethnicity, ability, sex, gender, sexual orientation, religion, age or any attributes of identity. We believe that such acts are harmful to individuals, divisive within our community and corrosive to society. Friends School engages in open dialogue, embraces diverse perspectives, and celebrates difference. We also insist that all discourse, however controversial or well-intended, must always be respectful in tone, in content and, ultimately, must support the Quaker value of inclusivity.
2020-21 STRATEGIC WORKING PLAN FOR RACIAL EQUITY
2020-21 STRATEGIC WORKING PLAN FOR RACIAL EQUITY
2020-21 STRATEGIC WORKING PLAN FOR RACIAL EQUITY
04
INTRODUCTION
INTRODUCTION
ABOUT THIS PLAN The 2020-21 Strategic Working Plan for Racial Equity was developed by the Office of Diversity, Equity, and Inclusion (DEI) led by Director of DEI, Sarah Meteyer, in partnership with the Friends School Senior Administrative Team and several parent/caregiver, faculty and staff, and student groups. This plan was heavily informed by findings from the Equity Audit, Faculty Listening Sessions, Surveys, and other sources of data. This plan will outline the action steps that Friends School of Baltimore has committed to taking over the course of the 2020-21 school year in an ongoing effort to become an antiracist institution.
THEMES Several themes were extracted from the findings of the Equity Audit, Faculty Listening Sessions, Surveys, BlackAt Instagram posts, and other data sources. The most common themes are listed on the following page.
Terminology DEI = Diversity, Equity, and Inclusion BIPOC = Black, Indigenous, People of Color SWP = Strategic Working Plan
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INTRODUCTION
Widespread concern about the climate around race on campus.
No clear, standardized system for reporting and/or restoratively addressing incidents of biasbased injustice.
High turnover rate for BIPOC employees, especially for Black women and women of color.
Lack of standardized reporting and communication about ongoing DEI initiatives.
Inequitable outcomes for BIPOC students— with regard to academic achievement and discipline.
Lack of standardized data collection measures.
White, Eurocentric curriculum is the standard across all divisions.
All students need to be better equipped to address injustice and racism.
INTRODUCTION THEMES, CONT. These themes have been grouped into five categories, listed below.
CULTURE
LEARNING
DATA
DATA ACCOUNTABILITY
RETENTION
P R been I O R grouped I T I Z I Ninto G five N Ecategories, X T S T E listed P S below. These themes have It is clear that unprecedented change is needed for Friends School of Baltimore to become an antiracist institution. Although Friends has committed to drafting a longer term, multi-year plan for racial equity, urgent action is needed for the 2020-21 school year. Therefore, we have identified five of the most urgent needs for the upcoming year, and prioritized action steps based on these needs.
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INTRODUCTION WHAT ARE THE MOST URGENT NEEDS?
Culture + Climate
There is an urgent need to create a more equitable and affirming climate on campus.
Retention There is an urgent need to increase the retention rate of BIPOC faculty, staff, and administrators.
Accountability There is an urgent need to create clear and standardized systems for addressing bias-based injustice.
Learning There is an urgent need to adopt antiracist teachings, curricula, histories and methods to uplift and empower all Black, Brown, and POC students.
Data There is an urgent need to provide timely and clear communication about ongoing DEI initiatives and to standardize data collection measures.
2020-21 STRATEGIC WORKING PLAN FOR RACIAL EQUITY
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PRIORITIES & ACTION STEPS
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CULTURE
1.
Build and sustain an inclusive and antiracist institutional culture and climate which celebrates and affirms the richness, depth, and resilience of Black, Brown and POC cultures, with a particular appreciation for the Black American experience.
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CULTURE
CELEBRATING THE RICHNESS, DEPTH, AND
2020-21 GOALS 1. Create safe, affirming peer spaces for Black, Brown and POC community members to fellowship, offer and receive support, and create networks of care.
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We will expand the DEI Office in the form of seven, stipended DEI Coordinators. Coordinators will work in all divisions, including Little Friends and Pre-Primary. Two of the seven coordinators will be staff positions. SEPTEMBER 2020
STUDENTS
FACULTY
STAFF
We will continue to support the establishment of affinity groups for any interested community with the goal of expanding these spaces and creating groups for other identities, as needed (Latinx, Multiracial, AAPI, etc.) DECEMBER 2020
STUDENTS
FACULTY
STAFF
ADMIN
The DEI Director will schedule an introductory one on one meeting with all BIPOC-identified employees. JUNE 2021
FACULTY
STAFF
ADMIN
2. Develop inclusive policies which allow BIPOC community members to observe and celebrate all parts of their identity. We will create an excused absence and homework policy for all religious and cultural holidays and celebrations. DECEMBER 2020
STUDENTS
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RESILIENCE OF BIPOC COMMUNITIES
We will create space for diverse religious and cultural observations. At the beginning of each academic year, Division Heads will communicate with all families to identify how the school can support any students who need additional permissions and space for religious and cultural observations. Similarly, supervisors will communicate with staff at the beginning of each year to identify how the school can support faculty/staff by providing them with needed permissions and space for religious and cultural observations. DECEMBER 2020
STUDENTS
FACULTY
STAFF
ADMIN
3. Cultivate an inclusive and welcoming climate at Friends School of Baltimore.
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Design and administer a School Climate Survey for students, faculty, staff, and parents/caregivers to proactively identify and respond to areas of concern and celebrate milestones and achievements. FEBRUARY 2021
STUDENTS
FACULTY
STAFF
Design a program for parents/caregivers that provides a solid foundation in antiracist practices. JUNE 2021
PARENTS
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ACCOUNTABILITY + MEASURES OF SUCCESS GOAL 1
Seven DEI Coordinators are hired by September 20, 2020.
GOAL 2 Findings from School Climate Survey indicate that students, faculty, staff, and administrators who observe and/or celebrate religious and cultural holidays feel supported by the School.
GOAL 3 70% participation rate in School Climate Survey across all divisions and parent/caregiver population. Average satisfaction rating of ‘moderate-high’ in the School Climate Survey across all divisions and parent/caregiver population.
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RETENTION
2. Attract, retain and invest in Black, Brown and POC talent, scholarship and leadership as part of the faculty, staff and student body.
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RETENTION
ATTRACTING, RETAINING, AND VALUING
2020-21 GOALS 4. Maintain/Increase the number of Black, Brown and POC students.
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We will develop a diversity recruitment and outreach strategy within the Admissions Office, which includes but is not limited to: Hosting an admission event for Black, Brown, and POC prospective students. Designating a role in the Admission Office to lead diversity recruitment and outreach efforts. Creating an intentional family match program for Black, Brown and POC families. MAY 2021
STUDENTS
5. Decrease the attrition rate for Black, Brown and POC students. We will establish a midyear check-in structure for new Black, Brown, and POC students to assess satisfaction, needs, and success with the DEI Director and DEI Coordinators. BIPOC students in grades 5-12 will take a survey that will allow the DEI Office to evaluate satisfaction, identify needs, and celebrate successes. First year parents/caregivers of BIPOC students in grades PK-4 will take the survey on behalf of their child(ren). JANUARY 2021
STUDENTS
BIPOC TALENT AND LEADERSHIP
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We will intentionally provide opportunities and support for students to attend leadership and identity development events. JUNE 2021
STUDENTS
We will design and implement DEI Divisional Convocation Days in the Lower School and Middle School, and continue to strengthen the Upper School Convocation Day. JUNE 2021
STUDENTS
We will design a Black alumni program, which will include mentoring and support for current Black students. JUNE 2021
STUDENTS
ALUMNI
6. Enhance hiring and retention practices to maintain and increase the number of Black, Brown and POC faculty, staff, and admin members in all offices and divisions. We will create anti bias practices in our hiring system that are uniform across all divisions, departments and offices, in order to reach and attract more Black, Brown and POC staff, faculty, and admin. MARCH 2021
FACULTY
STAFF
ADMIN
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RETENTION We will partner with an external Human Resources consultant to review and improve all employment and hiring practices through an antiracist lens.
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JUNE 2021
FACULTY
STAFF
ADMIN
We will design and run a School Climate Survey in the 20-21 school year for students, faculty/staff, and parents/caregivers to proactively identify and respond to areas of concern and celebrate milestones and achievements. FEBRUARY 2021
STUDENTS
FACULTY
STAFF
ADMIN
7. Provide ongoing professional development opportunities for Black, Brown and POC faculty, staff, and admin members. We will offer all Black, Brown and POC faculty, staff, and admin members at least two professional development opportunities per academic year and support their attendance. JUNE 2021
FACULTY
STAFF
ADMIN
>>> We will partner with an external Human Resources consultant to create a peer mentorship track for Black, Brown and POC faculty, staff, and administrator members within the Mentoring Program. DECEMBER 2020
FACULTY
STAFF
ADMIN
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ACCOUNTABILITY + MEASURES OF SUCCESS GOAL 4
30 families attend inaugural event The Admissions Office will create a role to lead diversity recruitment efforts by May 2021. 15 families are matched in the program by the end of Summer 2021.
GOAL 5 70% participation rate in School Climate Survey across all divisions and parent/caregiver population. Average satisfaction rating of ‘moderate-high’ in the School Climate Survey across all divisions and parent/caregiver population. Any student who is interested in attending at least one leadership and/or identity development event is provided with resources to attend. Black alumni program is rolled out in the summer of 2021.
GOAL 6 More inclusive hiring strategies are in place by March 12, 2021. Average tenure of BIPOC-identified employees increases. School Climate Survey launched in Winter 2021 with 70% participation rate. HR consultant reports out findings to the employee community.
GOAL 75 GOAL
All 30 Black, families Brown, attendand inaugural POC faculty, event staff, and administrator who are interested, The Admissions attends Office up towill two create professional a role todevelopment lead diversityopportunities. recruitment Findings efforts byfrom Maythe 2021. 2021-2022 School Climate Surveys indicate an average 20 families satisfaction are matched rate in of the “moderate-high� program by the with end regard of Summer to the 2021. peer mentorship program.
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ACCOUNTABILITY
3. Hold all members of the School community accountable for bias-based injustice, especially when inflicted on individuals who identify as being a member of a historically oppressed racial identity.
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ACCOUNTABILITY
STRATEGIES FOR
2020-21 GOALS 8. Use techniques and methods rooted in restorative practices to address harm and misconduct among students.
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We will create a structure for students to request and/or engage in restorative circles to mitigate conflict and address misconduct. JUNE 2021
STUDENTS
We will establish a bias reporting and response system for students to address past and present bias-based harm. MAY 2021
STUDENTS
9. Use techniques and methods rooted in restorative practices to address harm and misconduct concerning admin, faculty and staff.
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We will provide training for all Faculty, Staff, and Administrators on using restorative practices in the school setting. JUNE 2021
FACULTY
STAFF
ADMIN
We will partner with an external Human Resources consultant to establish a bias reporting and response system for faculty, staff, and administrators to address past and present bias-based harm. MAY 2021
FACULTY
STAFF
ADMIN
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ADDRESSING HARM
We will launch a Task Force to reconcile Friends School's connection to the systemic displacement of First Nations/Native American/Indigenous people as well as its historical connection to slavery, segregation, and other racist policies. JANUARY 2021
STUDENTS
FACULTY
STAFF
ADMIN
10. Establish a policy to address injustice and misconduct concerning parents/caregivers.
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Create a conduct policy for parents/caregivers that outlines expectations for parent communications, interactions, administrative contact, and behavior. DECEMBER 2020
PARENTS/CAREGIVERS
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ACCOUNTABILITY + MEASURES OF SUCCESS GOAL 8
DEI Coordinators will attend IIRP Conference and receive training by April 2021. Measurable decrease in disciplinary action disparities between white students and Black, Brown, and POC students. School Climate Survey findings indicate a decrease in number of biasbased harm reports filed and an increase in feelings of safety among Black, Brown, and POC students after two years of implementation.
GOAL 9
All faculty, staff, and admin have begun training to actively use restorative practices by the 2021-22 school year. School Climate Survey findings indicate a decrease in number of biasbased harm reports filed and an increase in feelings of safety among Black, Brown, and POC admin, staff, and faculty after two years of implementation. Task Force will share results of their findings and make recommendations to the School.
GOAL 10 The FSB Senior Administrative Team mandates that all parents/caregivers must sign this policy to be a part of the Friends School community.
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LEARNING
4. Lead the campus-wide adoption of antiracist and anti-oppressive teachings, curricula, histories and methods in order to ensure social and emotional wellbeing and academic achievement of all Black, Brown and POC students.
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LEARNING
ACQUIRING KNOWLEDGE TO BECOME STUDENTS, EDUCATORS, AND CITIZE 2020-21 GOALS 11. Create a wraparound support network for Black, Brown and POC students.
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We will establish an initiative for Black Student Achievement, tasked with centralizing and coordinating social, emotional and academic support for Black students. JUNE 2021
STUDENTS
We will hire an Assistant Director of Diversity, Equity, & Inclusion with prior clinical counseling experience. DECEMBER MAY 2021 2020
STUDENTS
12. Increase the mean grade achievement for Black, Brown and POC students, with a particular focus on Black students.
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As part of the initiative for Black Student Achievement, the DEI Office will partner with Learning Specialists to provide culturally responsive academic support and tutoring services. DECEMBER 2020
STUDENTS
13. Equip the student body across all divisions with the tools and knowledge needed to address injustice and racism. The Office of Diversity, Equity, and Inclusion will provide mandatory annual training on antiracism and anti-oppression with opportunity for reflection. JUNE 2021
STUDENTS
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BETTER STUDENTS, EDUCATORS, AND CITIZENS 14. Equip faculty, staff, and administrators to unpack, process, and examine how white supremacy shows up in their individual and collective practice. We will provide mandatory annual training on antiracism and culturally responsive teaching. MAY 2021
FACULTY
STAFF
ADMIN
We will establish a “White People Doing the Work” affinity group for white faculty, staff, and administrators to engage in white racial identity development, “unpack” white privilege, and interrogate the role of white people in antiracist work. DECEMBER 2020
FACULTY
STAFF
ADMIN
15. Build a comprehensive and culturally relevant academic program that reflects antiracism, anti-oppression and inclusive teaching. We will begin to audit and build a curriculum that centralizes and emphasizes the histories, contributions, and experiences of historically oppressed communities. JUNE 2021
FACULTY
ADMIN
The faculty evaluation system will be updated to include teacher reporting on what learning they have done on Culturally Responsive Teaching to better understand race and address issues of racism. This evaluation system will assess teachers in their differentiated instruction for diverse learners and provide support, as needed. JUNE 2021
FACULTY
ADMIN
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ACCOUNTABILITY + MEASURES OF SUCCESS GOAL 11
School Climate Survey indicates correlation between increased academic achievement and initiative for Black Student Achievement. Assistant Director of Diversity, Equity, & Inclusion is hired by December 2020.
GOAL 12
Mean grade achievement for Black, Brown and POC students increases steadily from 2020-2025.
GOAL 13 100% of students participate in DEI Convocation days. Measurable decrease in bias-related reports from 2020-2025.
GOAL 14 100% participation from staff, faculty, and administrators in annual training and DEI professional days. "White People Doing The Work" affinity group has met by December 2020.
GOAL 15
Findings from School Climate Survey indicate that Black, Brown, and POC students see themselves reflected in the updated curriculum. Measurable improvement noted in teacher assessments from 20202025.
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DATA
5. Use data collection and reporting to measure, track and benchmark progress.
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DATA 2020-21 GOALS 16. Gather accurate baseline data We will analyze and report on findings from the Equity Audit. AUGUST 2020
STUDENTS
FACULTY
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ADMIN
We will ensure that demographic data is collected accurately and consistently from the student body and employees. JUNE 2021
STUDENTS
FACULTY
STAFF
ADMIN
17. Track and report progress We will prepare timely updates for the school community about the status of ongoing DEI initiatives in the form of a monthly DEI Newsletter. SEPTEMBER 2020
STUDENTS
FACULTY
STAFF
ADMIN
PARENTS
We will make real-time improvements and additions to the current plan based on data. DECEMBER 2020
STUDENTS
FACULTY
STAFF
ADMIN
ACCOUNTABILITY + MEASURES OF SUCCESS GOAL 16
Equity Audit presentation shared with Board of Trustees, Equity and Inclusion Committee, Parents of Black Students group, and the entire school community by mid-September 2020. 2020-21 Strategic Working Plan is approved by November 2020. Demographic information is collected from 90% of students and employees.
GOAL 17
Biweekly DEI Updates are shared through end of Summer 2020. The DEI Office shares a monthly DEI Newsletter with the entire school community for 2020-21 academic year, beginning in September 2020. Deliver “DEI State of the School� report during opening & closing meetings, including a detailed yearly progress report. Any information regarding program adjustments will be included in DEI communications. The SWP Accountability Team meets monthly to track progress on initiatives listed in the SWP.
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2020-21 STRATEGIC WORKING PLAN RACIAL EQUITY