Actions for Equity

• Germantown Friends School is dedicated to reaching that of God in every person. Our mission is to seek truth, challenge the intellect, honor differences, embrace the city, and nurture each student’s mind, body and spirit.  
• This Mission Statement is an expression of our belief in the divine in each person. 
• Our Mission Statement does not allow us to rest. The challenge is continual, and we are called to approach antiracism in new ways.
• We are clear and unequivocal that Black Lives Matter to all of us at GFS.  We fully affirm the value of Black humanity. We are in solidarity with the Black community at GFS and in our nation. 
• We are committed to working holistically and collaboratively toward sustaining anti-racism efforts. We are committed to translating our Quaker values into our school culture, pedagogy and curriculum, school systems and processes, and individual interactions with students. 
• We will build on our anti-racism, anti-bias and inclusion/belonging work, identify areas of growth and strategic recommendations on a timeline for immediate and short term actions as well as longer term initiatives.
• The proposed action items, guided by our testimonies of Simplicity, Peace, Integrity, Community, Equity, and Stewardship, are designed to be systemic and sustainable. We intend to increase anti-racism education and intercultural proficiencies among all members of our community: students, faculty, staff, parents and caregivers, and the School Committee.

Students, faculty and staff of African descent, indeed all students, faculty, and staff belonging to minoritized identity groups--must find themselves in a respectful and loving community. Allies and accomplices must be practiced in showing love and admiration for one another, too.

1. Reporting, Allyship, and Accountability
   • Establish a student/faculty team that includes a representative of DEI Office to review and adjudicate reports of student-to-student racially based bias, discrimination, and microaggressions  (fall 2020)
   • Establish and share clear processes, consequences, and protocols for any individual found to have committed bias or discriminatory acts (fall 2020)
   • Establish and share a clear process for reporting incidents of racially based bias, discrimination, and microaggressions (fall 2020)
   • Review HR processes and protocols to ensure that the consequences of committing racially discriminatory or biased acts towards colleagues or students are clear and consistent; communicate them to faculty and staff at the start of the coming school year
   • Ensure that all members of the community understand that racist remarks, actions, and behaviors will not be tolerated.
2. Policy Review
   • Audit all handbooks and policies to ensure anti-racism and anti-discrimination statements are clear and complete (summer 2020)
   • In the case of teaching primary textual sources with the “N” word, students and teachers will not read that word aloud. Further, in advance of teaching said text, teachers will consult with the Director of Diversity, Equity, and Inclusion and others, as appropriate, to consider best practices.
   • All GFS employees must read and acknowledge anti-racism and cultural proficiency commitment statements 

We believe that all members of our community have a unique responsibility to learn about bias and racism in a manner that is not merely academic but creates opportunities for personal reflection and self-examination and cultivates genuine investment in creating a welcoming, inclusive school. Our work will be differentiated as appropriate. It will also be sustained, annual, and required for all. Supporting children in diversity work across the ages 2-18 looks different than the work supporting adults. Further, the work for white people is often distinct from the work for people of color. Working together inter-racially is also vital to building a healthy trusting community. Therefore, while all members of the School Committee, faculty/staff, and students will be required to engage in anti-racist education, not all programming will be the same.

1. Faculty and Staff
   • All faculty and staff must complete professional development in the area of race every two years. This is outside of internal professional development and the annual Multicultural Resource Center at ADVIS workshop
   • All members of Administration will participate in a yearlong Seeking Educational Equity and Diversity (SEED) program during the 2020-21 academic year, then required to renew their antiracist education annually; new members of Administration will be required to join SEED or a similar program in the future
   • Continue cultural competency workshops launched in the fall of 2019 through the yearlong mentoring program for new faculty/staff
   • Include “Looking Deeper at Race” as part of onboarding and orientation for new faculty/staff
   • Expand access to Intergroup Dialogue, Critical Friends Groups, and Seeking Educational Equity and Diversity (SEED) training for all faculty and staff
      
2. Students
   • Use Community Time in MS and US for Implicit Bias and Microaggression education
   • Provide additional co-curricular equity and inclusion opportunities for all students, such as People of Color Student Diversity Leadership Conference, Mid Atlantic Regional Diversity Conference, Unity Days)
   • Required Dialogue/Unity Days/Teach-in days in LS, MS, and US
      
3. School Committee (our Board)
   • Participate in annual anti-racist training (all members)
   • Make training part of onboarding new members
      
4. Parents/Caregivers and Community/Neighbors
   • Introduce plan for training opportunities in antiracism at Parents Association orientation (fall 2020)
   • Provide SEED training for parents 
   • Develop a Community and Family/Caregiver Anti-Racist and Quaker Education Program  
   • Develop Community and Family/Caregiver opportunities for Intergroup Dialogue

• LS Anti-Racism Curriculum (ARC) and racial affinity group conversations will be expanded to 3rd and 4th graders (modeled after the 5th grade pilot)
• New required African American History course will be launched in fall 2021; For the intervening 20-21 school year, our African American History spring elective will be offered.
• Continued curriculum review and revisions to bolster anti-racism and DEI content across all divisions, building off survey of DEI at GFS in the spring of 2018
• Launch MS Anti-Racist Curriculum (developmentally aligned) 
• Middle School Diversity Committee (MSDC); establish MS Junior Diversity Ambassadors program
• Develop robust anti-racism/DEI co-curricular education in MS & US
• Continued piloting Grading for Equity standards (with substantive professional development in 2020-21, first policy modifications to be instituted in fall 2021)
• Require evaluators to comment on teacher work in the area of diversity, equity, and inclusion. At present, the DEI component of our Teacher Evaluation Plan, along with other aspects of non-classroom, community-life based points for evaluation, are not required points of commentary.

• Review and remake public and classroom spaces, starting with the Front Hall, to reflect, represent, and celebrate Black life and inclusiveness throughout campus
• Prioritize hiring of Minority-Owned Businesses: Contractors, consultants, and vendors
• Support building solidarity across anti-racist identity groups at GFS
• Anti-racism/cultural competency training for student leaders - all diversity ambassadors; student leaders; student council (spring 2021)
• Students added to Diversity Committees as participants in decision making about DEI programming and follow up on anti-racism actions as outlined below 
• Reengage Faculty and Staff Climate Advisory Group to the Head of School
• Establish student advisory groups to partner with Head of School, DEI Office, and Communications (invite leaders of affinity groups and Student Council)

1. Recruitment and Retention of Faculty and Staff of Color
   • GFS-hosted Diversity Recruitment Fair (now in year 3; expand and include specific recruitment of teacher candidates and educators at HBCUs)
   • Continue to use top recruitment firms to support sourcing of diverse candidates; attend diversity recruitment fairs outside of GFS
   • Establish a need-based fund to support the pursuit of continuing education and advanced degrees, prioritizing faculty/staff of color
   • Continued and intentional pathway for people of color to leadership positions
      
2. Recruitment and Retention of Students of Color
   • Provide support for the Director of Diversity Recruitment to enhance our relationships and community partnerships that yield increased admission for Black and otherwise diverse applicant pool (goals forthcoming)
   • Review Admissions goals, marketing efforts, and measurements of success to increase enrollment of Black students and those of African descent
   • Increase financial aid budget (tuition and non-tuition support) to improve socio-economic diversity, thereby supporting incoming Black students for whom tuition is a barrier to entry
   • As possible, expand and formalize Alumni of Color mentor program; providing training for mentors and expanding the number of mentors
   • Review and strengthen retention practices, with a focus on Black students, using exit interviews and input from current students/families.
      
3. Recruitment and Retention of School Committee Members
   • Take the existing board of 20 members, which is currently 20% POC--10% African American--to a minimum of 1/3 POC, prioritizing Black membership
   • Increase representation of African Americans serving as co-opted members on committees and working groups of School Committee

1. Continue to hold Community Conversations (open listening sessions) throughout the year with students, parents, faculty/staff, alumni, and neighbors
2. Share annual DEI report that will be distributed to the GFS community, including School Committee, faculty and staff, parents, students, and alumni