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I will step up my current involvement in the RET at my school. I want to reach out to Queen Beatrice Butler to seek district recognition for our team. I am also so excited to share the resources that we have explored this week with my team! In my classroom, I will be incorporating my learning in creating more opportunities to elevate student voice, to hear my student's stories, and to cultivate freedom of expression, learning, and joy every day!

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continuing to reflect on my own practice, thinking about yesterdays workshop and what justice, joy, and alternative yet valid ways of learning, being, and building. thinking about how I can do better at forming bridges across my fellow educators especially because I am mostly online. yesterdays workshop paired with todays really is calling me to continue building. would love admin to incorporate more supports for online teachers so we arent isolated from our fellow educators and more

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Within the work of Coordinated School Health, embracing restorative practices within the focus on inclusionary practices and promoting an emphasis on school culture and climate for all - students, staff, community - as we confront the data that illuminates the need to examine the lived experiences of all who enter our school hallways.

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I'm going to enter our school space with a spirit of solidarity and look for ways to collaborate with students and staff to collectively solve problems.

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Champion creating solidarity in our building

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Developing toolkits for people working in schools to build skills in antiracist practices....

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I would like to check on the collective action around Retention of Staff of Color.  What the District is saying/doing and what OSPI is saying/doing.  How we can support this work collectively?

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Love to liberate!

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I will use the African-centered pedagogy in my lesson planning and whole-class syllabus. I will share these resources with my PLC so we can keep each other accountable.

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Talk with staff about culture/space they've created.

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Talk with staff about culture/space they've created.

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Learn students names, stand in the halls and greet kids as they shuffle to their next class "eye contact" with students, some sort of morning greeting like fist bump or high 5/morning saying/circle/check in.

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Continuing working with my RET to push our administration making sure they are working with and not against. Keep Race and equity in front of admins. and staff's faces.

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As an Office Professional I will continue to speak up when I see any disrespect for students of color or educators of color. I will not sit and let them be humiliated by anyone in our building.

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I want to leverage my white privilege and power of experience to advocate for changing practices in K-5 at my school. Our preschool classroom has pedagogical freedoms that our K-5 colleagues may not, and it can be my call to action to support and teach K-5 educators in engaging, even in small ways, in practices that address the whole child - the whole FAMILY - that is in every classroom environment.

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I plan on asking more 'how can I help you' questions in support of my BIPOC staff members in my building. I also plan on speaking up in moments where my staff of color speak up and don't get acknolwedged for their words. I am reaching out to my principal to speak up to district leadership about the absent minded shifting of BIPOC staff from our building without any explaination to the community it most impacts. Pushing central office to have the conversations ahead of time so that parents aren't coming with the expectation that admin is the reason they were moved.

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Teach students to greet school staff by name

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Teach students to greet school staff by name

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We do a building tour at the start of the year. I'm going to add the practice of introductions with every adult on the tour, and follow up with role-playing in the classroom.

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Talk to admin about creating more space for appropriate PD as well as time to process and implement said PD. Including of course, the additional step of accountability/checking in/data collection.

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Talk to admin about creating more space for appropriate PD as well as time to process and implement said PD. Including of course, the additional step of accountability/checking in/data collection.

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Based on some of the many ideas shared here, these materials will be extended across departments with thoughts and ideas and creating a formal plan to seek ESA's of color. While it's great to encourage white ESA's to engage in antiracist practices, welcoming and sustaining the hiring and presence of ESA's of color expands that exponentially.

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"Education for ALL is an act of rebellion- the system was never made for that."

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"Education for ALL is an act of rebellion- the system was never made for that."

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I am inspired by Bea & Jonathan's talk today to build a retention goal with my RET for educators and families of color at our school. Some action points include checking in with staff, seeing what they need, and building stronger relationships with families of color.

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As ML department co-head (first time for me!) I will deliberately and consistently check in with our amazing bilingual IAs to see what they need to do their work and to protect their time, space, and energies. These educators do so much to connect with and support our multilingual students >3