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I would like to continue talking with colleagues about experiences and how I can approach or respond more effectively so I can crack the code.

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This video provided stories and experiences that have created opportunities for self-reflection and insightful conversations.  It is important that we all recognize the systems we have grown up in, the system we continue to live in, and how it may impact others in ways that are not easily noticed by us.  Despite our best intentions, the way our actions are perceived by others becomes their reality.  I would like to continue to work towards creating an environment where my peers feel comfortable having conversations with me that help me to recognize how my internal biases might reveal themselves so that I can become more aware of them and how they are received by others.  Thanks for continuing this important work.  Recent events in the news have made it more and more clear that the world we live in today still reflects the negative racial tensions that we like to talk about only existing in societies of the past.

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As an educator, I have my practices and instructional needs.  I cannot forget my humanity and the role it plays when instructing, investigating claims, drawing the line, etc.  Do I still make mistakes?  Sure!  Would I like someone who notices those to bring them to my attention - yes, provided.  None of us want to have our mistakes thrown back at us, but if we can agree to present them as an FYI and an opportunity for growth, then we should set that system up - even if it's just between a few people who know they can trust each other to be objective, and then hopefully things grow from there.  We all teach our kids to take feedback, we should be held to the same standard.  As during classroom observations, things get missed - context, the rest of the story, etc.  Engaging in conversation about things we notice that don't seem equitable may enlighten both parties.  We must agree that these conversations are designed to improve both our school/work morale and atmosphere and are intended in that spirit, whether they are presented that way or not.  This might be the beginning of a big change for some, less of a change for others, but all of us have room to grow and improve.

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In an effort to keep the conversation of equity going, I would like to participate in a 5 min or so discussion sometime during each staff meeting.  We could watch a short video, read a short article, or respond to a query about equity.

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I enjoyed it, truly, much more than most after school PD - at the same time, this should have been scheduled during the PD day to allow for more of those uncomfortable conversations. All of the research says everyone goes into a downshift after lunch and I'm not an exception. By four o'clock, there's no chance of my best effort through simple biological disposition.

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(continued from above) We have to trust and believe those who are marginalized or outside of positions of power. As mentioned above, there will need to be a more formalized system of reporting biased or prejudiced behavior, which should be utilized only with proper oversight from people trained in this area.

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I'd like to echo the sentiments made about having more of a top-down actionable plan. Personal growth and self-reflection are part of what makes us professionals, and this should include thinking biases and how they affect one's practices. I'm not sure that an case-by-case anonymous reporting system will create a safe or balanced structure for this growth. Certainly, teachers need to be held accountable for their actions regardless of their intentions, but there must be safeguards against false or exaggerated accusations being levied against any worker in any workplace.

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I am proud of how aware some of our staff were of their own bias prior to the film, I am proud of our commitment to equity long before it became a district initiative, and glad for the momentum the district initiative has provided in something we have been talking about for years.  Thank you for creating safe and trusting spaces for us to grow, revisit, and reflect in our practice. Action steps listed out for moving forward specifically at our school would be good.  Example: We are committed to equitably distributing resources/money/ideas for RTI vs. gifted despite state FTE dollars.  -Robyn

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Focus on Safety for Teachers, not a gotcha environment.  Finger pointing is not helpful for students or for teachers. identifying inequity safely and providing specific suggestions for improvement should be used.

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How do we go about changing the name of our school?

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Becoming more aware of how these issues are present at Renfroe - what does the 'healing' process look like school wide?

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The founders of this country didn't leave the future of it in the hands of sentiment or good-will. They created strategic checks and balances to assure that the past would not be repeated, and to make sure that the agenda of a few would not destroy the progress of the masses. I believe we are trying to alter people's biases by appealing to their humanity and to me that's the wrong route. I'd like an "HR team" for every occupation that wants their staff to be non-biased. Students, employees, etc can report unethical and biased practices and the team would pull work samples, investigate, ask questions, etc to see if there is validity to the claim. This way the prejudice will either be forced into equitable practices or forced to work somewhere else.

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The school needs an action plan.  Speaking in broad terms about inequity gets us all thinking as individuals but without a big picture shift in how the school operates it will be difficult to change things systematically.  This is a small school system with many benefits over larger school systems and we have the opportunity to become the model on how to get rid of looking at our school institutionally and treating like a place we would want kids to spend 8 hours a day (think-no police presence, treating the cafeteria like a place you would want to eat, no discipline structure). Also, can we make sure that equity includes all periphery groups (Hispanic, LGBT, Asian, etc.)

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Maybe peer observations could serve as a tool to help us identify behavior/bias and work on ways to improve. This would be more practical and meaningful. Maybe give students a voice in the dialogue (via survey/interview). They may be able to point out their experiences of inequity.

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yes! next steps. continue having courageous conversations, pointing out the unrealized micro-aggressions and internal biases, supporting growth and understanding for all.

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Suggestion: Have a SAFE place (padlet or an equity Mentor?) where people can anonymously report an observation of inequitable treatment of students by teachers at Renfroe. Many teachers do not recognize their internal bias and the behavior that inadvertently results.  If it is not pointed out (courageously and in a safe way), it is hard to change.

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Each scenario was not only powerful, but meaningful as well.  I really liked how the last segment of video started with the example of a courageous conversation in the Chinese Restaurant and ended with a second conversation at the movie theater.

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Suggestion: create smaller, interracial cohorts to continue this important conversation. Building relationships can allow for those courageous conversations to begin to happen. Perhaps by grade level?

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Honestly, the most helpful thing is continuously hearing from different perspectives and colleagues without judgement but in discomfort. Each story allows me a chance to replay stories and scenarios in my head to become a more just and equitable person and teacher. Each story takes a lot of time to process and I’m far from able to apply what I’m learning and processing. I hope for better in the future for myself and mycolleagues  but more discomfort has to be experienced and more listening must be done and more tough conversations must be had.