HRS DEI Action Plan 2020-2021

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Dear HRS Community, Change is overdue. It’s clear that we must think and

It is our goal that this plan, along with a sincere

act differently to dismantle and rebuild the structures

and authentic focus on accountability, will build

and systems to address racism and inequity issues at

our community’s trust and confidence in our school

Head-Royce and in our society.

mission and core values of academic excellence, diversity, and citizenship.

Words alone cannot rebuild our foundation, but specific and widespread actions that lead to change

We are inspired by our community’s passion and

can. Our plan requires thoughtful action and

commitment in firmly standing together against

accountability. Our Diversity, Equity and Inclusion

systemic racism at Head-Royce. Only when change

Action Plan serves as our public commitment to

can be seen and felt, will we know we are moving the

change as well as a report card for our progress.

needle. We are confident we can.

Head-Royce School’s resolve to be a more inclusive

Sincerely,

and equitable community is not new: it’s a priority in our strategic plan and core to our mission.

Nevertheless, the testimonies and narratives we’ve been hearing clearly demonstrate that our existing

Crystal Land

Johára Tucker

Tejal Patel ’86

policies and practices have not been enough.

Head of School

Director of

Chair, Board of Trustees

Anti-Racism Statement

Head-Royce School

Equity + Inclusion

Head-Royce School stands against racism and hatred in all its forms. Our entire community reflects diversity in cultural, racial, religious, and gender identities and we are stronger because of it. Our School’s mission is built on the pillars of scholarship, diversity, and citizenship; our commitment to these principles demands that we raise our voices in pursuit of justice. We acknowledge the significant, ongoing pain and violence inflicted upon our Black community, and pledge to embody our mission by taking tangible actions to dismantle systemic racism and oppression.

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Overview We have been listening and gathering

Actions Completed

constituency input and clarifying expectations and

These action steps are complete and

timing around our DEI work. Much of our current

integrated into our current school

and ongoing work is in alignment with requests

operations and protocols.

made by our community. For transparency and accountability we are providing a public plan and

Ongoing Work

update, prioritizing our current work around these

These action steps are in process and

10 Action Steps, noted further with completed

require collaboration and work from many

and ongoing

stakeholders across our organization. We expect many of these action steps to be completed and fully implemented during the 2020/21 school year and will continue to provide progress updates via our school communications channels.

10 AC TION STEPS Created a Board Diversity Committee, a formal subcommittee of the Board of Trustees.

Convene an Inclusion Advisory Task Force representing all constituencies including students, parents/caregivers, alumni, administration, faculty and staff.

Hire an external consultant to conduct a DEI Climate Assessment, reviewing policies, curriculum, practices and protocols.

Approved a new language policy that addresses explicitly the use of derogatory and offensive language and behavior for all HRS Community members.

Strengthen and expand DEI professional development and community-wide access to DEI programming, including required affinity group work for employees.

Developed an Incident Reporting Protocol for students to safely and confidentially report incidents/complaints of bias/racism.

Initiate a complete and critical review of our K-12 curriculum using an anti-racist and racial justice lens to represent BIPOC positively, intentionally, and inclusively.

Establish a diversity hiring initiative.

Institute a yearly evaluation metric for all employees including required DEI cultural responsiveness training.

Head-Royce School

Continue to increase opportunities for more extensive DEI community engagement.

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SEE BELOW FOR DETAIL S ON HOW WE ARE APPROACHING THIS IMP ORTANT WORK:

Created a Board Diversity Committee, a formal subcommittee of the Board of Trustees.

• This committee is dedicated to furthering the Board’s DEI work, guiding and supporting the School’s K-12 diversity action plan/initiatives and engaging in the broader HRS community.

• The Board committed to diversifying current board representation and requiring on-going, internal DEI training for all trustees.

Head-Royce School

Convene an Inclusion Advisory Task Force representing all constituencies, including students, parents/caregivers, alumni, administration, faculty, and staff.

• Task force will work closely with the Office of Equity and Inclusion, the Board DEI Committee and Board more broadly to collaborate on DEI initiatives and reforms.

• Task force will serve as a communication hub to raise, review and discuss on-going initiatives and receive regular feedback.

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Hire an external consultant to conduct a DEI Climate Assessment, reviewing policies, curriculum, practices, and protocols.

• This extensive, year-long assessment will provide essential data and recommendations for all the school’s DEI work, allowing us to shift and plan with clarity.

• High level recommendations will be shared with the community after assessment is complete.

Approved a new language policy that addresses explicitly the use of derogatory and offensive language for all HRS Community members.

• Policy incorporated into our 2020/21 Student and Employee Handbooks.

• Faculty members, DEI Deans, and Department Chairs will use the policy to develop classroom covenants at the beginning of 2020/21 school year that are developmentally and disciplinarily appropriate for each level.

Head-Royce School

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Developed an Incident Reporting Protocol for students to safely and confidentially report incidents and complaints of bias/racism.

Establish a diversity hiring initiative.

• During year one, the initiative is focused on three areas: attracting, including, and retaining Black and POC teachers.

• Institute uniform training for our search committees and department chairs to include anti-bias and DEI awareness training.

• Students and Professional Community will be introduced and oriented to new protocol during

• Develop a DEI Teaching Fellows Program,

opening meetings in August 2020.

specifically for POC, housed within the Office of Equity and Inclusion.

• Protocol includes action steps and communication plans to keep relevant constituents updated and informed while respecting necessary confidentiality.

• Bolster support for BIPOC and wellness and mental health.

Head-Royce School

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Institute a yearly evaluation metric for all employees, including required DEI cultural responsiveness training.

• The Employee Evaluation Process includes new and enhanced protocols and procedures around DEI goal setting, development, and evaluation

Strengthen and expand professional development and community-wide access to DEI programming, including required affinity group work for employees.

• Develop a formal three-year scope and sequence

metrics.

of our cultural literacy and responsiveness

• Evaluating teachers using the Danielson

organization, raise expectations for our

Framework, allowing for a consistent tool for feedback, and documentation of DEI goals and cultural competence.

• Develop a coaching model for teachers to expand our teacher coaching model to strengthen culturally responsive teaching strategies.

training to ingrain the content across the community, and delve deeper into learning each year.

• All administrators will receive training in Restorative Justice practices.

• Launch a series of professional development opportunities that amplify Black voices and advance our DEI work across our curriculum, community, and culture.

Head-Royce School

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Initiate a complete and critical review of our K-12 curriculum using an anti-racist and racial justice lens to represent BIPOC positively, intentionally, and inclusively.

Continue to increase opportunities for more extensive DEI community engagement.

• Metrics on engagement and feedback on past events were very positive. Future event programming will

• Focused reviews have begun in specific courses across all

be a collaborative effort between the Office of Equity

divisions for adoption in Fall 2020.

and Inclusion, the Parents’ Association, and the Inclusion Advisory Task Force.

• Yearly reviews will be completed in every division and department, looking specifically at the texts and content we

• Collaborate with our Alumni Association to build

teach and the tenets of our Teaching Tolerance, social justice

stronger partnerships with our BIPOC alumni.

framework that emphasizes Identity, Diversity, Justice, and Action.

• Support parent/caregiver Anti-Racist affinity group work.

• Curricular changes will be presented to departments and then to the Curriculum Committee during the school year for formal approval and communication to the larger community.

• Student promotion expectations are revised in each division to include an identity and cultural responsiveness requirement to be met through specifically developed courses piloted in grades 5, 8, and 11/12.

Head-Royce School

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Thank you for your partnership as we move forward on this important work.

For more information, please visit: headroyce.org/about-us/diversity

Head-Royce School