CRLS Black Student Union

&

District-wide Microaggressions Working Group

​

Roundtable

November 27, 2018

1.

Overview

2

Objectives for this Evening

• Highlight the the contributions and accomplishments the BSU achieved through their commitment to dialogue, education, and empowering social events.

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• Provide an overview of work, findings, and draft proposed recommendations of Micro-aggressions Working Group�
• Share School District, CRLS and School Committee work on equity, access and cultural proficiency

3

Agenda

• Overview
• Voices of Students: Black Student Union
• Microaggressions Working Group Overview
• Equity, Access and Cultural Proficiency:
• Cambridge Public Schools, Cambridge Rindge & Latin,�Cambridge School Committee
• Discussion

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4

Working Definitions of Equity and Racial Equity in CPSD

Equity means that each student, regardless of race, ethnicity, nationality, gender, gender identity, disability, sexual orientation, religion, or socioeconomic status will have access to the opportunities, resources, and support they need to attain their full potential.

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Racial equity means the absence of institutional and structural barriers experienced by people based on race or color, that impede access, opportunities, and results.

5

2.

Voices of Students

Black Student Union

6

3.

Microaggressions Working Group

A Brief Overview

7

Microaggressions Working Group -

School Committee Motion

Whereas, The Cambridge Public Schools has championed the ethos of celebrating the great diversity of CPSD; and

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Whereas, The video released by the Black Student Union on December 4, 2017 provided needed contextualization to fully examine the racial and cultural blindspots that unfortunately exist in our schools; therefore be it

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Resolved, The School Committee in conjunction with the CPSD administration create a working group that is made up of a diverse subset of stakeholders that solely examines race, class, and micro-aggressions through the vehicle of comprehensive and informed practices, procedures, and policies for students, families, teachers, and administrators for CPSD. (December 19,2017)

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Microaggressions Working Group Contributors

9

School Committee Rep

Community Partner

Reps

CPS Educator Reps

CPS

Caregiver

Reps

CRLS Student Reps

Working Group Calendar

10

Simply Put……

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MWG

Spring 2018

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“Talk to Us!”

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“Treat us Right!”

12

In case I’m not able to attend the Round Table on November 27th…..

The #1 thing I want School Committee Members to know matters to me/us is:

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• Accountability for Everyone → students, teachers, and staff when incidents happen
• Asking students what they need & honoring their voices and following their lead
• Forum for more support across schools
• Students need to feel seen, respected, taken seriously every day
• Teacher and student relationships
• To invite School Committee to come into the schools more so they are more visible and students see their responsiveness
• We need clarity & transparency about existing policies & procedures (responses to incidents) for students & staff [proactive work]
• We need communication tools in addition to policies & initiatives so that the community knows what change is happening
• We need increased transparency about how incidents are addressed (reactive) specifically closing the loop for the victim(s) & witness(es) of bias/discrimination so they know there has been a response

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Naming Issues & Identifying Priorities

What steps/actions

can we take,

starting today

to help our district

reduce or eliminate

microaggressions?

.

13

DISCUSSION PROMPT:

Results from 05/10/18

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• STAFFING → 18

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• EDUCATION FOR STAFF & FAMILIES → 13

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• TRUSTED ADULT → 09

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• CURRICULUM → 05

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• POLICIES → 03

Bringing Specificity to the Identified Priority Areas

Based on a combination of the School Committee Charge and suggestions

made by the Working Group the following action steps and tools were identified:

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1. Generate recommendations for revisions to existing practices, procedures, and/or policies
2. Formally request a continued district focus on a more diverse teacher workforce -and- education for staff & families
3. Clear and communicated guidelines for reporting microaggressions
1. Transparency regarding responses
2. Support for those involved
4. Intentional focus on relationship building
5. Incorporate building Culture & Identity work into day to day school experiences

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14

DRAFT Response to One Sample Priority Area :

How Will We Know? What’s the Evidence?

Clear and communicated guidelines for reporting microaggressions

• Transparency regarding responses
• Support for those involved

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• Every student can name the steps of the process or where to find this information
• It is talked about in Community Meeting
• Addressed at teacher orientation in the beginning of the year
• Reporting is easy to do AND is taken seriously by all.
• Flexibility and responsiveness in the process.

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15

Action Step

How will we know?

What’s the evidence?

Equity, Access & Cultural Proficiency Work in CPS

Developing Capacity:

• Admin Council DEEP work
• Teacher Leaders for Equity
• Cultural Proficiency and SIP

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Structural Changes:

• Level Up
• Grade 7 Enhanced Math
• CRLS Connects (1:1 Technology)
• Increased communication

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Educator Diversity:

• Dynamic Diversity Development
• Employee resource groups
• Diversity Dashboard

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Inclusive Practices:

• Building Equity Bridges (Nellie Mae Grant)
• Welcoming Schools
• School Climate Data

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16

Equity, Access & Cultural Proficiency Work at CRLS

17

Whole School Initiatives

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Level Up ELA 10 and History

BHCC Alignment and Dual Enrollment Program focused on 1st generation students

CRLS Connects 1:1 Initiative

Hiring Process Changes

Mandatory APC Cultural Proficiency Training Sessions with CRLS facilitators Winter-Spring 2018

Cultural Proficiency Workshop Series Winter- Spring 2019

CRLS Admin Ongoing DEEP Training 2018- Ongoing

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BSU & Student Voice

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Ongoing meetings with BSU after Vol #1 release. Meeting both before and after Vol 2 and Vol #3. Met once formally thus far this year.

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Joint BSU/ CRLS Staff Meeting- Winter 2018

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Developed opportunities and direct appeal to participate in hiring process- Spring 2018

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Support and Assist BSU Community Building Efforts- Ongoing

• End of Term Party- Winter 2018
• World Record Event- Spring 2018
• Welcome Black Event- Fall 2018

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School Events/ Activities

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Communitywide Conversations Microaggressions and the CRLS Community- 12/17

The Reporting Process- 10/18

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Joint CRLS admin/ BSU planning and participation in All Staff Meeting timed with Minority Reports Vol #2 release- Winter 2018

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Otherhood Podcast Premiere @ Staff Meeting

Otherhood Podcast Student Meeting- Spring 2018

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Equity, Access & Cultural Proficiency Work at CRLS

18

Whole School Initiatives

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Staff Reflection Sessions

Winter- Spring 2018

Letters of Acknowledgement and Encouragement

Winter 2018

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End of Course Student Feedback Forms

Winter- Spring 2018

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BSU & Student Voice

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Student Facilitated Workshop for CRLS Admin Staff-

Authentic Relationship Building

Spring 2018

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Student Development of CRLS/ CPS Opening Day Training Sessions

Summer 2018

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Reflection Session with CRLS and CPS Administration- BSU Poster Vandalism- Fall 2018

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School Events/ Activities

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CRLS Sponsored Implicit Bias Presentation- Fall 2018

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CRLS/ Arts Emerson Collaboration

• The White Card- Spring 2018

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CRLS/ A.R.T Collaborations

• The Black Clown- Fall 2018
• The Bitter Game- 2017
• Notes from the Field- 2017
• Trans Scripts- 2017

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CRLS/ CCAE Collaborations- Conversations on the Edge

Democracy & Social Media- Fall 2018

Two Cambridges- Winter 2019

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4.

School Committee Equity & Racial Equity Work

School Committee Motions

19

School Committee Racial Equity Work

11 Motions have been passed since 2017

• 1 Community Engagement through a Minority Advisory Council for Minority Students
• 5 BSU Motions to support students
• 2 CPS Non-Discrimination Policy and Prohibition Against Sexual Harassment Updates
• 1 Opportunity/ Achievement Gap
• 1 School Committee and City Council Microaggressions Training
• 1 Adoption of CPSD Equity and Racial Equity Definition

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​

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20

Discussion Questions

• What are the things we didn’t know?
• What did we learn?
• How did these collective activities impact the district?

21

Radical kinship means that when we look into the eyes of our students, we see ourselves…

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...I think our kids show amazing resiliency sometimes just to show up in your classrooms.

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​

Dr. Tyrone Howard

Professor & Associate Dean for Equity, Diversity & Inclusion

UCLA Graduate School of Education & Information Studies

“

”

Appendices

.

24

Microaggressions Working Group Contributors

25

Microaggressions Working Group Contributors

Continued

CPS Document & Policy Review by Microaggressions Working Group

• 2017-2018 Guide to Policies for Students & Families
• Page 33/Rights & Privileges
• #34: Non-Discrimination Against Students
• CPS Policy
• Non-Discrimination Policy & Prohibition Against Sexual Harassment
• CPS Policy
• Non-Discrimination on the Basis of Gender Identity
• CPS Policy
• Non-Tolerance of Hate Crimes
• CPS Policy
• Non-Discrimination on the Basis of Disability
• CRLS Guidelines for Reporting Inappropriate Behaviors

27

“Be open and honest”

“If a student is having a bad day check in with them”

“Listen”

“Get to know us”

“Acknowledge & encourage effort”

“Include our interests into classes and assignments”

“Ask your students about their experiences outside of school”

“Trust us”

“Don’t be sarcastic”

“Know students’ names”

Quotes from CRLS YPAR Students

08/09/18

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What would you add to the list?

TURN

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TALK

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POST