# data[].attributes.body
Diversify the educator workforce means also helping  to build anti-racist, inclusive districts, schools, and systems.

# data[].attributes.body
To look critically at how we create and hold space for educators/leaders of color to influence the systems we ask them to be a part of.

# data[].attributes.body
To listening and hearing the stories of our educators - leaders and teachers. To unpack their narratives and experiences. Listen deeply. Seek to understand. Identify the barriers and disrupt.

# data[].attributes.body
Working with Trever, Shomari and Jennifer to create a checklist of leadership competencies that APs would need to be able to exhibit to be considered for a leadership position. make it very transparent and create opportunity for many leaders to move up to the lead role.

# data[].attributes.headline
How will we measure growth toward shared goals - beyond numbers and percents of Teachers and Leaders who identify as Black, Indigenous, or as People of Color? 

# data[].attributes.subject
How will we measure growth toward shared goals - beyond numbers and percents of Teachers and Leaders who identify as Black, Indigenous, or as People of Color? 

# data[].attributes.headline
We are doing and dealing with a white system- we are asking POC to work and thrive in spaces that have to do their racial equity work. 

# data[].attributes.subject
We are doing and dealing with a white system- we are asking POC to work and thrive in spaces that have to do their racial equity work. 

# data[].attributes.headline
Agree with @ thoughts on diversifying... we must move beyond recruitment to take a hard look at the system - and embrace the disruption that racial equity will require. And not burden our teachers and leaders of color to lead this disruption. 

# data[].attributes.subject
Agree with @ thoughts on diversifying... we must move beyond recruitment to take a hard look at the system - and embrace the disruption that racial equity will require. And not burden our teachers and leaders of color to lead this disruption. 

# data[].attributes.headline
The power is ESSENTIAL. Who is making the decisions about the system and who gets to belong.

# data[].attributes.subject
The power is ESSENTIAL. Who is making the decisions about the system and who gets to belong.

# data[].attributes.body
Frustrated with the lack of Admin. and other leaders of color in the system to support one another, to mentor new teachers, etc --> it's not the recruitment that's the issue, it's the retention and SUSTAINING

# data[].attributes.body
How do we impress upon all that we have to get out of the “Best Fit” mindset --> this really means what is the best fit for "me" to manage/squash
* This also falls into the "this is how it’s always be done" type mindset that serves NOONE

# data[].attributes.body
As with all plans, there should be intentionality and thoughtfulness (the why) behind our decisions.  Diversification allows our students to see role models, connect with them racially, linguistically, culturally and for their White counterparts to learn and think about diverse ideas. Diversity allows for the organization to gather multiple perspectives, and create and innovate. Conversely, it is important to recognize the impacts on our educators of color - hearing their stories and narratives, etc.

# data[].attributes.body
Diversity of insights, ideas, action, etc.  We become a more complete organization when we  truely represent the world (ours' and our district make-up).