Anti-Racism Action Plan - Georgetown Day School

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We at GDS have been engaging across the community to further define and deepen our commitments to being an anti-racist institution and staying true to our founding mission.

We have identified a path forward for the institution, and we want to transparently share how we have performed in meeting our commitments for the 2020-21 school year and beyond. Below you will find details of our work in the areas of community engagement, programming, professional development, and policy. Read ongoing stories from our anti-racist journey in the news slider at the bottom of this page.

Status

We are in the beginning stages of implementing this action.

We are currently implementing this action.

We are successfully implementing this action.

Russell Shaw, Head of School — Russell Shaw
Head of School

Marlo Thomas

Director of Diversity, Equity, and Inclusion

Updated August 26, 2022.

Use the tabs below to navigate between Immediate and Ongoing Actions from the GDS anti-racist action plan.

Immediate Actions (0–4 months)
Ongoing Actions (4–12 months)

Immediate Actions (0–4 months)

Engage Community & Communicate Accountability Measures and Expectations of An Anti-racist Education and Environment

Action	Status
Highlight current community expectations with respect to inclusion and anti-racism in welcome back to school communications to all families and students.			Complete
Commence work, in partnership with Board of Trustees, to review, and revise if necessary, current language around community expectations			Complete
Outcome highlight: Read the announcement of new anti-racist, anti-bias enrollment contract language >>
Commence quarterly communication with GDS community to provide updates on this work			Complete
Commence opportunities for anti-racism-related community engagement and offer resources for continued self-reflection			Complete
Outcome highlight: View DEI-curated Resources for Parents >>
Host ongoing Diversity, Equity & Inclusion (DEI) events focused on countering racism and bias and supporting equity and inclusion			Complete
Outcome highlight: View the visual map of our 2021 anti-racist journey >>
Host anti-racist education programming for non-Black parents			Complete
Outcome highlight: Read about one of these parent education programs >>

Engage Community & Communicate Accountability Measures Related to Disciplinary Matters

Action	Status
At the beginning of the school year, inform all community members how to report an incident of race-based harassment. Read an excerpt from the Parent/Student Handbook »			Complete
Outcome highlight: View a presentation to Middle School students >>
Review existing disciplinary procedures and practices, including record-keeping protocols, to ensure alignment with community expectations			Complete

Initiate Professional Development that Aims to Confront Anti-Black Racism

Action	Status
Establish an anti-Black racism professional development theme for 2020-21			Complete
Outcome highlight: View one story in a series documenting our 2020-21 anti-racist journey >>
Mandate annual anti-racism education for all faculty/staff			Complete
Outcome highlight: View one of the Staff Opening Days presentations >>
Finalize and implement teacher observation and evaluation tool that makes explicit culturally responsive teaching expectations, social justice standards, and GDS inclusion statement commitments			Complete
Outcome highlight: View an overview of rubric domains for culturally responsive teaching >>
Provide training for department heads and department chairs to coach faculty on further developing culturally responsive practices			Complete
Outcome highlight: Learn more about one of the texts used in this training >>
Enhance new faculty/staff cultural competency training			Complete
Initiate monthly check-in meetings between new faculty and DEI leadership			Complete

Strengthen Support of Black Faculty and Staff

Action	Status
Host regular meetings between Black faculty/staff and school leadership			Complete
Launch new faculty/staff mentor program for Black faculty and faculty of color			Complete

Initiate Curriculum Program Assessment & Audit

Action	Status
Launch curriculum review to identify social justice standards and curriculum connected to identity, diversity, inclusion and justice			Complete
Identify an independent consultant to conduct a third party audit of our current policies, climate, curriculum and program to include identifying climate assessment tools and evaluation of the Black experience			Complete
Outcome highlight: View the announcement of the selection of Blink Consulting >>
Identify an advisory group representing various stakeholders to work in partnership with the Office of Diversity, Equity, and Inclusion and independent consultant during the audit process to provide input, insights, and feedback			Complete
Outcome highlight: View the announcement of the Equity Audit Steering Committee >>

Tend to Culture and Climate

Action	Status
Host meetings between DEI and faculty/staff affinity group co-leads and Alliance of White Anti-Racist Educators (AWARE) co-leads to find opportunities for points of community connection as we engage in this work			Complete
Develop anti-racist education program for White families that aligns with AWARE			Complete
Outcome highlight: View the invitation to join the White Anti-Racism Group >>
Continued support of Black students, families, alumni, and faculty/staff need for affinity space meetings			Complete
Establish theme connected to anti-racist education and racial healing for our annual Social Justice Teach-In Days			Complete
Outcome highlight: View the announcement of the 2021 Social Justice Teach-In Days theme >>

Establish Support for Black Students/Enhance Student Environment

Action	Status
Commence direct engagement with current Black students at the start of 2020-21 school year in order to share available avenues for support and provide space for discussion			Complete
Schedule meetings between DEI office and HS Black Student Union (BSU) co-leads to discuss engagement and assess needs connected to Black@GDS			Complete
Schedule meetings between DEI team and faculty advisors to discuss affinity group engagement and assess needs connected to Black@GDS and overall student climate			Complete
Evaluate affinity group programs including BSU, Young Men of Color (YMOC), Young Women of Color (YWOC), and MS/LS Student of Color Mentoring Program			Complete
Enhance support and opportunities for Black boys and Black girls to engage with one another, including partnerships with alumni and other schools			Complete
Commence efforts to establish opportunities for Black girls to engage with one another, including possible partnerships with other area private schools			Complete
Outcome highlight: View photos from Crowns (Black non-male affinity group) gatherings and May 2021 retreat >>
Evaluate student climate surveys and consider any areas for enhancing surveys, with input from third party audit			Complete
Consider classroom demographics as part of class placement process			Complete

Enhance Equitable Access to All GDS Academic Programming and Activities

Action	Status
Evaluate High School clubs, athletics, and performing arts offerings to assess equitable access and determine potential barriers to more inclusive and racially diverse student participation			Complete
Include program and activities assessment in third party audit			Complete
Include assessment of college placement process and outcomes in third party audit			Complete

Ongoing Actions (4–12 months)

Conduct Third Party Audit of Curriculum Program and Climate with Independent Consultant

Action	Status
Evaluate findings and recommendations of third party audit to determine near- and long-term priorities			Complete

Strengthen Recruitment, Hiring, Support, and Retention of Black Faculty and Staff

Action	Status
Review and confirm participation of DEI office in applicant review, interview, and hiring process			Complete
Review hiring protocols to ensure culturally responsive recruitment and interview process			Complete
Initiate 1:1 peer mentor program with goal of increased retention			Complete
Continue work with compensation consultant related to ensuring equitable compensation practices			Complete
Complete analysis of current data (exit interviews, surveys, retention) and conduct annual reviews of data			Complete

Improve Accountability for All Members of the GDS Community

Action	Status
Review current disciplinary procedures, including record keeping protocols, and continue annual reporting of disciplinary events and data to the Board.			Complete
In partnership with independent consultant, identify a restorative justice process for race-related incident reporting and conflict resolution for addressing incidents related to racism and implicit bias as reported by students, families, and/or faculty/staff.			Complete
Outcome highlight: Learn more about the new bias incident reporting tool >>

Enhance Equitable Access to All GDS Academic Programming and Activities

Action	Status
Continue assessment of student placement in math, science, and other advanced classes broken down by race and gender, with advice and input from third party audit			Complete
Consider next steps for math and science research and implications for other academic areas			Complete
Consider next steps for student activities, including leadership training and institution of equitable student election practices			Complete

Continue to Strengthen and Align Admissions Initiatives with Equity and Anti-Racist Work

Action	Status
Continue admission outreach and partnerships with external organizations and internal community liaisons			Complete
Incorporate DEI director into admissions review process			Complete
Provide implicit bias training for all Admissions staff (including play visit teachers, ambassadors, etc.) and committee members			Complete
Launch Equity Fund			Complete
Outcome highlight: View the Equity Fund launch announcement >>

Establish Accountability Mechanisms for Anti-Racism Work

Evaluate findings and recommendations of third party audit to determine near- and long-term priorities

Action	Status
Work with Board of Trustees to review anti-racist work and inform potential governance changes			Complete
Outcome highlight: View the GDS by-laws >> (log in required)
Establish ongoing communication goals and strategies, in consultation with independent third party audit			Complete
Establish public dashboard or other mechanism to enable community to track/keep abreast of ongoing work			Complete
Generate reports for Board review and analysis			Complete