Equity Update Regular Board Meeting June 18, 2020 1 Humanizing - PowerPoint PPT Presentation

Equity Update Regular Board Meeting June 18, 2020 1

Humanizing Storytelling here 2

● Cabinet, Darrell Emanuel, Director of Curriculum ● Co-Chair, Keiawnna Pitts, Parent in Cedar Ridge LC ● Co-Chair, Natosha Daniels, Assistant Principal Wells Branch ● Co-Chair, Tiffanie Harrison, Teacher Round Rock HS We will still operate with a collective leadership model. 3

4 1 Courageous Conversations About Race Protocol from Beyond Diversity TM

Basic Principles for Equity Literacy 3 Direct Confrontation Principle: There is no ● path to equity that does not involve a direct confrontation with inequity. The Equity Ideology Principle: Equity is more ● than a list of practical strategies. Equity is a lens and an ideological commitment. The Prioritization Principle: Each policy and ● practice decision should be examined through the question, “How will this impact the most marginalized members of our community?” The “Fix Injustice, Not Kids” Principle: Equity ● initiatives focus, not on fixing marginalized people, but on fixing the conditions that marginalize people. 3 The Ten Principles of Equity Literacy by Paul Gorski. 5

Basic Principles for Equity Literacy Direct Confrontation Principle: There is no ● path to equity that does not involve a direct confrontation with inequity. The Equity Ideology Principle: Equity is more ● than a list of practical strategies. Equity is a lens and an ideological commitment. The Prioritization Principle: Each policy and ● practice decision should be examined through the question, “How will this impact the most marginalized members of our community?” The “Fix Injustice, Not Kids” Principle: Equity ● initiatives focus, not on fixing marginalized people, but on fixing the conditions that marginalize people. 6 The Ten Principles of Equity Literacy by Paul Gorski.

What is our lens and ideological commitment to racial and educational equity? What is our resource commitment to racial and educational equity? (Money, Time, Support) How will this impact the most marginalized members of our community? 7

The Groundwater metaphor is designed to help practitioners at all levels internalize the reality that we live in a racially structured society, and that that is what causes racial inequity. 5 Components of the Groundwater Analysis 1. Racial inequity looks the same 2. Systems contribute to racial inequities 3. Systems level disparities cannot be explained by a few bad apples 4. Racial inequities are concentrated in poor communities and communities of color (outcomes) 5. Systemic interventions and trainings work to reduce racial inequities and improve outcomes for all populations 8

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Transparency and Trust Professional Development Policy and Practice Explored Partnership with ● 100% Beyond Diversity ● Texas A&M to gather First review process for ● commitment stakeholder input and conduct local policy AE completed by Exchange leadership PD ● community meetings for Equity Task Force Affiliate Program with Pacific ● equity work PIB Committee member ● Educational Group Creation of a district webpage ● attended Equity Task Force Equity Task Force 2.0 to ● for Equity Task Force to gather policy guidance launch in Spring 2020 Creation of Equity Task Force ● Commitment by PIB ● Summer PD week will ● email address committee to invite Equity become Equity PD Institute Rubric for principals to ● members to committee for Partnering with Joyce James ● support selection of 2.0 on-going review Utilize Workplace as tool ● 13

Transparency and Trust Professional Development Policy and Practice Creation of Equity Task ● Ongoing Beyond Diversity ● First review process for ● Force email address (began commitment for local policy AE completed by utilizing on 6/8/20) Principals/APs Equity Task Force Utilize Workplace as tool ● Exchange Leadership PD ● Partnering with Joyce James ● Summer PD (June 2020) ● 14

● Equity Task Force Website (link Equity Action Team) (link Round Rock HS EDIC site) ● Community Engagement ○ Intentional Stakeholder Feedback ○ Two-way communication on COVID19 + Race Relations ○ Transparency on forming district Police Department ○ Engagement on hiring Exec. Director of Equity ○ Shared Accountability for all stakeholders 15

● Summer Equity Professional Development ○ Resources ○ Supports ● Professional Development 3 year plan ○ Learning in Community ○ Seek Affiliate Training 16

Panels Book Studies (How to Be an Antiracist, White Fragility) Community Healing Circles: race-based stressors Documentary Screenings (13th by Ava DuVernay) Outside Consultants (Paul Gorski, Skye Howell, Angela Ward, etc) 17

Online Anti-racist On-demand training with curriculum team African American Studies/ Mexican American Studies Racial Healing Circles Trainers Support Campus E-teams Beyond Diversity Affiliate Program 18

Affiliate Certification For Courageous Conversations About Race TM 19

● Racial & Educational Equity Policy ○ ETF representation on Policy Innovation & Budget ○ Policy review for all existing policies (DIA, FFH, DAA, FB) ○ Racial Equity Policy for Police Department ○ Planning for COVID19 Re-entry ○ Racial Accountability Questions 20

● Racial Equity Policy Work ○ Community Partnerships ○ Policy Lens ■ Professional Learning ■ Hiring ■ Curriculum ■ Discipline Management ■ Explicitly Racial Trauma-Informed 21

Do you make a conscious effort to contract with BIPOC (Black/Indigenous People of Color) owned businesses? Present ● eROC open platform, no way to solicit BIPOC-specific ○ Round Rock ISD Supplier Diversity Program ○ Now defunct marketing efforts around Historically Underutilized Businesses ○ Future ● Prioritize solicitation of bids from BIPOC ○ Review/Revise current Supplier Diversity Program to address HUB business ○ AISD as a model for Historically Underutilized Businesses ○ 22

How are you ensuring that your org contains a diverse group of staff, specifically BIPOC? Present ● Job fairs, college & university partnerships, “grow your own”, campus hiring teams ○ Campuses trained on images, text, narratives used to showcase campuses ○ Updated procedures on hiring practices, accountability audits ○ Principal and AP equity audit ○ Future ● Extend equity audit process to all positions ○ Equitable hiring as a system-wide principal ○ 23

Pacing for Privilege ● In too many schools, the pace of equity progress prioritizes the comfort and interests of people who have the ○ least interest in that progress. Poverty of Culture ● We cannot fix a problem we refuse to name. If our equity initiatives feature the word culture more than the ○ word racism, we’re probably off track. If we adopt an approach that obscures racism behind vague nomenclature like cultural competence or the diverse kids, we might be off track. Deficit Ideology Detour ● Equity initiatives should focus on eliminating conditions that marginalize students—never on fixing students of ○ color. If we cannot describe how our efforts are eliminating those conditions, it’s time for an equity overhaul. Celebrating Diversity Detour ● Requiring students of color to participate in these diversity spectacles while failing to attend adequately to ○ inequity can be exploitive Article 24

Board Commitments Continued Learning: ○ Joyce James ■ Book Studies ■ Equity Oversight (Accountability Partner) ○ Financial Support Equity Leadership in the absence of Executive Director of Equity and Inclusion ○ Stipend, Compensation ■ Budget for Professional Development ○ Equity Task Force Compensated Retroactively and in the Future ○ Affiliate Program ○ Joyce James Partnership ○ Dr. Terrance L. Green Partnership ○ 25

We Are At A Crossroads COURAGEOUS PATH EASY PATH 26

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