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Engage cms in knowledge and skill building for reviewing their curriculum and assessment materials for potential bias and through lens of supporting all students, as well as reflecting on how WDC influences their daily lives in their classroom.  To do this, I've developed a DEI scope and sequence for when we meet monthly.

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1. Cohort quarterly equity audit looking at: touchpoints, retention, survey data, proficiency scores (licensure ratings or bullseye) across lines of gender, race, and homegrown status
2. TLD DEI work and goals we're driving at in this series
3. anti-racism reflection question embedded in cm debrief

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Systems Thinking:.
In order to support of corps members to drive at creating system level change, I must model this by also critically interrogating the systems I create and uphold through the lens of equity. This includes critically analyzing data for gaps in experience by identity markers, and investigating the barriers within our program to restructure programming for FY21, 22, and beyond.

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1. Offer a Leading for Equity PLC focused on anti-racist instructional leadership for 15 alumni leaders.
2. Provide PD in anti-racist school leadership – with Overcoming Racism.
3. Ensure that we have diverse representation in ALD initiatives: At least 25% of attendees to PLCs should be BIPOC.
4. No significant gaps (<5%) in alumni educator retention by race: 70% teachers in partner schools remain teachers in partners; 80% teachers in partners remain as teachers/leaders in partners; 90% leaders continue to lead in schools
5. Ensure a component of Alumni Leadership Development trainings (PLCs, coaching) involves managing or interacting across lines of difference.
In addition to these programming commitments, I personally commit to:
-- Reviewing all PLC and PD session plans that I design or support with an explicit focus on Fostering an Anti-White Supremacy Culture

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1. Create a TLD team mission, vision, and goals that reflect a commitment to DEI and a disruption of racism.

2. Determine the TLD specific experiences that will build the capacity of our team members to advance anti-racism in their job function.

1. Launch a DEI subcommittee (September)

2. Create personal learning plan / mos around Creating Systems Change

3. Design a scope and sequence for PD (December)

4. Launch DEI PD series (January)

3. Ensure all TLD team members have a vision to lead with DEI this year.

4. Explore job functions, expectations, and components and identify the places where I can live out a DEI commitment and where I may face resistance.

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I want to lead with identity at the self level (including I incorporate the personal history of co-workers to elevate the unique opportunities, access, skills, and assets that come from their identities, background, and lived experiences to maximize their impact.•I engage in perspectives and contributions of all people to ensure a safe, affirming, and responsive environment; •I pro-actively and intentionally engage with diversity in our organization; •I can lead with identity in my work and personal life in a way that has changed and enriched my life)

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For example a member of the cultural advisory board for Minds Matter Boston, another education non-profit in Boston. I want to be able to bring back purposeful practices from our meetings back to the team in hopes it is in addition to our growth. Continuing on working on creating sustainable and equitable practices within my coaching and leadership overall.

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Partner with alumni and school leaders at Argosy to continue to develop a PD series on DEI.

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Building relationships and networks: Go from being someone who takes steps to distribute resources/make decisions that eliminate inequities and has a nuanced understanding of the root issues facing students and coworkers to being a leader who:

has a complex understanding of the root issues & experiences facing students in the South Coast (in and outside of school), corps members, and coworkers (in and outside of the workplace)

proactively speaks out, allocates resources, and sets personal systems and practices to reduce and eliminate inequities in experiences and outcomes by demographic group

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1. In coaching with corps members, build anti-racist skills and mindsets and interrupt oppression when it occurs.

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1. Introduce anti-racist resources during coaching debriefs, while incorporating a reflection during our check-ins.
2. Plan and lead TLD DEI work.
3. Support BIPOC CMs in my cohort through the licensure process to ensure that 100% are licensed by EOY.
4. Collaborate with the TFAM Collective to lead and support with the Latinx Affinity Space.

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1. At minimum, one CM per month will engage in a CRP conversation + lesson analysis review.
2. Attend 80% of Collective Events
3. Plan and lead TLD DEI work