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We've really tried to improve our way we spotlight and lift student voice, the MS leadership elective (and teacher leading that work) has really made this happen. Our kids provide such good input into the school and MS climate. It's really great!

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Having a separate Equity Team of a small group, with little share outs hasn't worked as well as I want. Next year, equity work will be embedded in all things and specific work will be done more from the ILT and counselors for the whole staff. I want a book study for the whole staff as well to drive our conversations.

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I have found Courageous Conversations to be an important first step to lay the groundwork for conversations about race. My staff is very resistant to this, so it has been difficult. Other resources, are data that is color coded. Journals, books study, and student affinity groups for K-5 and 6-8.

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We have been reading articles on cultural appropriation vs. appreciation. 

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We have been reading articles on cultural appropriation vs. appreciation. 

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Surveys and guest presenters. We do equity work "for the children"...so we do surveys to hear from the students about their experiences and what they'd like to see done differently/better. Too often the adults determine what would be best for the kids...sometimes we should also ask them. :-)

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Each teacher has a copy of Grading for Equity; however, we didn't do a full book study - pulling from different chapters. We have used Learning for Justice and adapted some of the lessons.

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The CCR protocols are very helpful, as well as WSC characteristics to give us language to talk about race in our work. I want to do more of that next year.

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The CCR protocols are very helpful, as well as WSC characteristics to give us language to talk about race in our work. I want to do more of that next year.

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The voice from our student equity group has been powerful for our staff.  Expanding their opportunities to both create advisory lessons and to present to larger groups next year will be part of our plan.  

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The voice from our student equity group has been powerful for our staff.  Expanding their opportunities to both create advisory lessons and to present to larger groups next year will be part of our plan.  

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Our counselor and I attended CEI trainings throughout the year.

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Our counselor and I attended CEI trainings throughout the year.

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Our counselors created a student "equity" group.  They pull students from all racial backgrounds and give them spaces to speak about issues surrounding race and their sense of belonging at school.  The students have made videos for our teachers and done surveys to share their perspectives in staff meetings.

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Our counselors created a student "equity" group.  They pull students from all racial backgrounds and give them spaces to speak about issues surrounding race and their sense of belonging at school.  The students have made videos for our teachers and done surveys to share their perspectives in staff meetings.

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We're working on being kind to each other and expressing unconditional positive regard with students. We are trying to address a toxic staff culture and shift to becoming more kind to everyone so that we can build a foundation for being extra kind to people who need it the most.

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Equity Planned PD + Equity in our student data

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Equity Planned PD + Equity in our student data

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Our Equity committed to providing 2 staff meeting time PDs.  One was an exploration of indigenous tribes, land, names and connection to where staff grew up as well.  The second one was about 4th spaces for students to come together as they can be isolated in our school setting.

We also looked at discipline and attendance data as a whole staff, as well as plans for next year

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Our BARWE work was done in small groups. It was optional and about 2/3 of PAT staff meet regularly. Our Staff meeting included readings and conversations, reflections on WSC about four times this year. We also reviewed our Courageous Conversations about Race protocols.

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Our BARWE work was done in small groups. It was optional and about 2/3 of PAT staff meet regularly. Our Staff meeting included readings and conversations, reflections on WSC about four times this year. We also reviewed our Courageous Conversations about Race protocols.

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Social justice standards review and conversations amongst staff about how they're infusing standards into instruction. Some reviews of White supremacy culture characteristic. But truly very little equity PD took place. Goals of team were not clearly established in the fall.

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We did equity work at the start of every staff meeting until January. We stopped having all but a few staff meetings due to teachers' complaining of workload. I also didn't feel competent in leading this work when a few people on my staff have ideologies that differ dramatically from PPS policy. The pushback was so significant I felt at a loss for how to manage the situation.

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CEI Training for some staff, staff meetings on how to address/respond to hate speech with students and parents. Collaboration with parent equity, community equity, and school equity groups.

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CEI Training for some staff, staff meetings on how to address/respond to hate speech with students and parents. Collaboration with parent equity, community equity, and school equity groups.

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We have been working on evaluating our curriculum and tiered interventions to support equity. We focus our study on history so it is important that we evaluate these materials to offer multiple perspectives and avoid negative stereotypes. We have also been talking about equity of access to materials for our special education students. We have created a tool for teachers to evaluate novels (a large part of our curriculum). 

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We have been working on evaluating our curriculum and tiered interventions to support equity. We focus our study on history so it is important that we evaluate these materials to offer multiple perspectives and avoid negative stereotypes. We have also been talking about equity of access to materials for our special education students. We have created a tool for teachers to evaluate novels (a large part of our curriculum). 

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We've had Dena Simmons and Shauna Adams meet with us throughout the year. We also, internally, conducted student-voice surveys and then used the results to steer our efforts in supporting our students needs. As an entire team, we looked over the students voices and used that info to create bigger and better programming.

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Our Equity team led monthly equity PD in a books study on Culturally Responsive Teaching and the Brain. They integrated AVID strategies in the PD to support collaboration/teacher talk. Those convos were the best part of the book study. There was no work between PD sessions on the concepts learned, so it wasn't implemented fully.

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They selected a journal that we used at the start of all meetings. We were not able to get to looking at data as I had hoped. We did do empathy interviews and had a PD where we shared with staff and they were extremely defensive and upset about what was shared.

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Our admin and and counselors have received EPD through CEI.

our EPD team has also pulled various lessons and delivered PD whole staff - we didn't have our work scoped out as I would have hoped and plan to use funds next year to be more intentional and am planning hiring with a consulting firm to help us design and move the work. This is to build more capacity.

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I'm not sure that we're operating with a common definition of equity, and I don't know how to lead this work with a staff that are resistant to reflection on how their actions/mindset impact others.

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I had to make the choice of committees or collaborative work sessions to get through the year. I chose to push less on new committees to keep teachers balanced. It has worked and now we have the foundation to do a true E team next year. We did a lot of this work through Site Council and used that to present PD to staff. 

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I had to make the choice of committees or collaborative work sessions to get through the year. I chose to push less on new committees to keep teachers balanced. It has worked and now we have the foundation to do a true E team next year. We did a lot of this work through Site Council and used that to present PD to staff. 

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Our counseling team and admin have participated in the CEI trainings.  Admin typically can't all make them.  Counselors are pulled from buildings, so they actually attend.

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Our counseling team and admin have participated in the CEI trainings.  Admin typically can't all make them.  Counselors are pulled from buildings, so they actually attend.

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100% of our team participates in our equity meetings and work. We feel that its important, if we are to have a program vision, that everyone works together.

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Our Equity Team was one of 3 committees staff members could choose from this year.  All committee meetings happened at the same time (during a staff meeting) and I was not able to be a part of committees outside the ILT.  The base goals of meeting were there and they provided staff PD twice this year, but they did not feel they had a good understanding of what their work should be

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Our E team meets monthly, they are made up of members from each grade level band and specialists, they had a goal of providing a once monthly PD

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Our E team meets monthly, they are made up of members from each grade level band and specialists, they had a goal of providing a once monthly PD

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PAT "overwork" and "overload" and "lack of time" concerns were barriers to continuing these committees.

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PAT "overwork" and "overload" and "lack of time" concerns were barriers to continuing these committees.

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About 1/3 of staff on equity team. Goals were to establish measurable goals for the school and support professional development. The team was able to select a journal to do at the start of all staff meetings and selected a book study for next year.

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Currently, we have committees and Equity is one of our committees. We meet once monthly during staff meeting time. This year has been focused on self and learning our own identity and bias. We have also reviewed data and put strategies in place to support our SCIP goals - which are around equity and students of color.

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This work has shown up on Site Council. 

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This work has shown up on Site Council. 

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We have approximately 7-8 members on our school based equity team. Our goal has been to identify barriers that teachers/parents may have around approaching difficult conversations and providing resources to aid in these conversations.

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We have approximately 7-8 members on our school based equity team. Our goal has been to identify barriers that teachers/parents may have around approaching difficult conversations and providing resources to aid in these conversations.

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Grout combined the Equity team with our ILT.  So we have Equity/ILT.  We also have an Equity PD team that leads the professional development for the staff.  We have not been as consistent in this work as we would like because of competing demands from Covid and staff capacity.  We have started to move forward this spring, but in a slower fashion that we would like.

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Grout combined the Equity team with our ILT.  So we have Equity/ILT.  We also have an Equity PD team that leads the professional development for the staff.  We have not been as consistent in this work as we would like because of competing demands from Covid and staff capacity.  We have started to move forward this spring, but in a slower fashion that we would like.

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E team Membership was made up of staff who were interested in participating. Counselor, SLP, some teachers and myself. We did some limited work with social justice standards and white supremacy culture characteristics. We did not get far or go deep. People were very hesitant to taking on additional tasks this year. The meetings fell away when non-essential committees were cancelled. I'm excited to dig back in next year and establish some specific goals.

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Yes, we had a teacher-led Equity Team that led with the BARWE curriculum and met monthly. It's made up of two BIPOC teachers and two white teachers. During Staff Meeting, we did occasional work on WSC, but not as much as last year.

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Yes, we had a teacher-led Equity Team that led with the BARWE curriculum and met monthly. It's made up of two BIPOC teachers and two white teachers. During Staff Meeting, we did occasional work on WSC, but not as much as last year.

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We started strong with weekly equity work in staff meetings, planned and led by our Equity Committee, but ended almost all committee work in January because teachers did not feel able to do more than their own classroom work. I'm disappointed about this.

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We don't have an equity team this year. Our goals are many but our capacity for change is limited.

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There was a start of a team this year who met several times.  We had people choose committees, and there were several of our SPED teachers and myself.

# data[].attributes.subject
There was a start of a team this year who met several times.  We had people choose committees, and there were several of our SPED teachers and myself.