COMMUNITY

Goal

Because diversity and excellence are inseparable, St. Luke’s strives to maintain a strong pipeline of diverse students, faculty, staff, and trustees in order to retain a strong community.

Faculty, staff, trustees, and students will represent the broad range of human diversity, including but not limited to ability, ethnicity, gender, race, religion, and sexual orientation. As a community, St. Luke’s will be culturally literate, respectful, and able to collaborate, communicate, and navigate across the borders of difference.

ACTION PLAN FOR 2022-2025

STUDENTS: angle-right Develop accurate language to describe human difference angle-right Design interactive experiences for students in grades 5-12 to facilitate learning about people from different backgrounds and foster connections angle-right Increase pipeline and access for historically underrepresented groups in partnership with local community-based organizations (e.g., Horizons, Jewish Community Center, Reach Prep, RIISE, and Waterside) angle-right Office of Equity and Inclusion and Office of Admissions will examine financial support for middle school students and establish a timeline and benchmarks to measure yield and retention events for BIPOC students angle-right Seek donors to establish new endowed funds to increase the percentage of Black students as expressed in the Board-approved Seven Commitments

FAMILIES:

angle-right Connect all St. Luke’s families to the Office of Equity and Inclusion through increased communications and/or events angle-right Host targeted multicultural events in partnership with the Office of Admissions, Office of Equity and Inclusion, Parents’ Association, and Mosaic Committee angle-right Increase participation in St. Luke’s community events angle-right Gather data from families to better understand their experience at St. Luke’s and support parents and guardians

FACULTY/STAFF:

angle-right Gather targeted data about existing and prospective employees to gain insight into employee experiences to improve retention and recruitment angle-right Evaluate turnover via exit interviews with departing faculty and former candidates using internal HR processes and external consultant research angle-right Dedicate resources to support the Office of Equity and Inclusion and provide ongoing, DEIB-specific professional development angle-right Identify new opportunities and implement effective strategies for Head of School and Administrative Council to recruit and retain Black faculty and administrators as expressed in the Board-approved Seven Commitments

TRUSTEES:

angle-right Create a demographic data dashboard for trustees to regularly and accurately track progress toward proportional diversity goals (e.g., Seven Commitments and Board priority to match faculty/staff racial diversity with that of the student body) angle-right Implement deliberate tracking and intentional solicitation of diverse trustees as part of the Governance Committee work as expressed in the Board-approved Seven Commitments

The work will be led by: Assistant Head of School for Academics, Director of Enrollment Management, Head of School, Director of Equity and Inclusion, Parents’ Association