• 2020/21 Actions for the 8 Point Commitment to Educational Justice


    1. Improving school culture and diverse representation

     Expand on welcoming and inclusive activities at the start of the year to include culturally responsive practices

    • Create Identity Safe Zones at sites/departments by Spring of 2021
    • Implementation of Response to Hate and Bias strategies in schools safety August 2020
    • Expand the site/department work on cultivating safety and belonging for both staff and students while re-shaping the norms of our response around behavior 


    2. Accountability for All 

    • Building our collective capacity to have courageous conversations and interrupting both implicit and explicit racial inequities
      • Create reference documents to support staff in recognizing, interrupting, and repairing systemic and personal racial inequities.
      • Expand professional training on Compassionate Dialogue
    • In collaboration with Human Resources, Legal, FACE, Equity, and community members, develop and implement a transparent system to report racism/inequities for students, parents, staff & community members (Fall of 2020).
    • Develop indicators of success for each of the eight commitments and the metrics to measure those success indicators


    3. Expand and Prioritize Family and Student Voice 

     Strategic conversations around race, anti-racism, and anti-bias practices

      • Listening sessions
      • Continue empathy gathering sessions at sites that are free of bias and racism
      • Train teachers/ employees in "Let's Talk about Race" and "Speak up at School"
      • Commit to holding spaces for stakeholders to share their lived experiences
    • Invite all community stakeholders at least two times a year(Fall and Spring) to report on the progress of all initiatives and provide a forum for continuing conversations about institutional and structural racism
    • Find a variety of ways to message out the work in this plan ( social media, podcasts)

    4. Required Training with Robust Offerings of Professional Development 

     Implement required training of all staff

      • Focused on anti-racist/anti-bias education/equity/cultural responsiveness 
      • Expectations are explicit in policy and practice 
      • Accountability measured through the Professional Learning System
    • Offer a menu of professional development options that are differentiated for the staff
    • Integrate anti/bias education/equity/cultural responsiveness into all professional learning


    5. Building Anti-Racist/Anti-Bias Instruction within our Curriculum

     Integrate Preschool - Adult Social Justice Standards into the content curriculum to provide an Anti-racist and Anti-bias education

      • Social-Emotional Learning competencies to utilize as a tool to support the delivery of Social Justice Standards
      • Increase site-level expertise of restorative practices and embed into in-person and remote learning

     Provide and support teachers in the use of resources (both electronic and print) for specific content curriculum which reflects a diverse population and tells counter-stories as opposed to dominant narratives

    • Continue to refine and expand the equity matrix in the adoption of curriculum
      • Ensure that all ethnicities and identities are represented in historically accurate perspectives, highlights positive protagonists and eliminates negative stereotypes


    6. Site/Department Level Commitment to Equity 

     Systematize site/department level conversations around equitable practices as well as anti-racist/ anti-bias actions.

    • Create a commitment to equity for this coming school year --site-specific actionable goals for staff to implement and progress monitor throughout the year 
    • Work with current leadership teams or establish equity teams at each site
    • Offer district-level support with site-level conversations, determining goals, and implementing actions at least three times during the school year 
    • Ongoing mentoring/coaching available to newly formed equity teams
    • Further, advance the role and responsibilities of site equity teams


    7. Increase Workforce Diversity 

     Retain our diverse workforce primarily black and brown staff AND create pathways for more advanced positions

      • Expand onboarding practices to all new employees
      • Focus this year on career development- Classified and certificated
      • Create and maintain a data dashboard to be utilized by sites and departments to help us monitor our progress around increasing our diversity
      • Administration training to ensure the implementation of best practices for HR


    8. Establish a Networked Improvement Community to create equitable access to schools, programs, and rigorous coursework

     Root Cause Analysis to identify and create possible actions

      • Gather data through empathy gathering, surveys, review of current practices and policies, student enrollment, and completion rates in programs to further identify barriers to access and opportunity and report out the findings by Spring 2021.
    • Create a culture of high expectations for all students through a "warm-demander mindset."