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Goal 1: Review lessons and programming to ensure that the content and delivery will be inclusive and equitable.Updates, notes, next steps:Resources:
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Status
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Strategy:Action:
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Review lessons and look for opportunities to improve programming and communications.
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BOY annually for upcoming programmming Use Culturally Responsive Lesson Rubric to review already created lessons to identify gaps and improvementsLZM has done intitial review of Yr2 semester 1 lessons. Looking for a second set of eyes to also review. If staff does not have time, can ask for board member support. Culturally Responsive Lessons Rubric
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OngoingContinue to meet with consultants get support as neededTBD as needed
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OngoingCurrent staff continue professional development surrounding DEI and anti-racismStarting in 2023-24 yearly continuing ed will be requried and documented (4 hours of DEI, which should include 2 hrs of anti-racism). We will begin tracking all continuing ed to help us understand better where we are as at team. We are open to suggestions for orgs to parnter with.
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Added Jan 2022
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Take action after reading Land acknowledgments meant to honor Indigenous people too often do the opposite – erasing American Indians and sanitizing history instead
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In progressAfter meeting w/ consultant from the Indigenous Cultures Institute, create signage for the land at the farm and kitchenApproved by principal on 10/10! Paperwork to be complete by 10/21.
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Paused due to new scheduleIn lieu of Land Acknowledgment at meetings, bring research to share about the tribes that lived here at monthly meetingsResearch is being shared through indigenous tie-ins to lessons. Will include in EOS & EOY retreats.
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Goal 3: Build and maintain a team and workplace culture that prioritizes diversity of cultural, racial, and gender experiences
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Strategy:Action:
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Identify steps to get there
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Annually in spring--Meet with staff committee to review networks for sharing job postings
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Each hiring cycle--When not disruptive to programming include one specialist to participate in interview process
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Each hiring cycle--Review application questions and allow interview committee to input to add relevant questions
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Ongoing (after 1 year of employment)Give staff time to use allocated professional development funds to explore and implement new learning that elevates their role at PEAS and in our community
$100 for full time staff after 1 year of employment.
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Annually in Aug (Completed for 2022)Review the following documents, policies, and practices on an annual basis at our begining of the year gathering to get current staff input:
-Workplace Culture
-Employee Handbook
-Employee Procedures
-Public Facing DEI Documents
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OngoingReview and update DEI Goals bi-annually in August and January team gatherings.
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Aug 2022Create new subgoals relevant to current team
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In progressTeam members find and share resources for staff training that supports disrupting racism & hate in real time
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In progressTeam members find and share resources for staff training that supports trauma informed instruction1 PD led by Erin in Aug
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On going--Add related articles to staff PD spreadsheet
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Complete--Revisit PEAS Guidelines in fall educator meeting
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