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We often say that we are setting high expectations for students or setting a high bar. I think it is important for us to examine which standards (academically, behaviorally, socially, etc.) we are asking students to aspire to and why we have concluded that these standards are the most important.

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not all staff trust their school leaders (or their leaders' managers) so find other avenues to have POC staff be able to express their frustration/concerns and actually be heard.

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how can we encourage accountability without fear of retribution/social politics stuff?

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I want to be sure we're not falling into common organizational traps about paying lip service to trending issues without actually doing the work to transform our organization and the individuals that make up the organization.

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Our behavior management system perpetuates a lot of white ideals around scholarship, professionalism, and what is "appropriate". The BMS is too easily used as tool to control black and brown bodies and force compliance. It is not effective and it is triggering for students, which results in a cycle where we are provoking behaviors that we then feel the need to manage. The BMS replicates the same systemic oppression that we see in our society.

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equity does not *just* refer to race--> we need to make sure that we are also including professional inequities (significantly larger lift for folks in certain content areas). The race discussion is vital, but it's not the whole picture either.

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I have said this pretty often but I want conversation of equity to happen all the time not just as a performative measure. I also want them to know that it's hard to make change if they don't accept and make amends for things that have been done. Let people show up as who they are so that you are always getting real feedback even if it's feedback they don't like.

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A solid plan for engaging in equity/advocacy/antiracist work (for staff & in classes) that all schools in the network can implement is necessary - we have been doing a lot of talking about this work but it seems like we are tiptoeing around doing the actual work itself.

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Dear Senior Leadership Team at Up,
Who are you?
Like I know the CEO, and Tisha, and like three other people. But, as a teacher it seems like there is such a disconnect between your mission (what ever that is) and who you are and the support you may offer teachers. I know that sometimes some of you work in our schools and that's great but, why don't you say hi? The lack of human communication creates a disconnect and a hierarchy of power. What is the mission for the network to keep supporting schools, our staff of color, and our students? I do believe that as a Teacher,  I need more clarity on how you are supporting me, my school, my leadership team in my school, which trickles, down to being able to adequately provide my students the support they need to be successful, not to close the achievement gap that focuses on race, and disparities between social economical advantages, but because they deserve an education that will help them foster and create the citizens that we know we need for the future of our communities, country and the world. Thank you for taking the time to read my letter.

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I want Senior Leadership to know that right now opportunities among staff don't feel equitable, especially for staff of color. I want them to know that students should feel loved in welcomed in more ways than smiling and hugging at the door and that equity in education doesn't mean just pushing us through.

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Equity across the board (teachers, staff, etc), holding people to the same standards no matter race and gender. More minority teachers in the core classes. Really living out what the equity vision and holding people to it for real.

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I want there to be more unity between Administration and Staff. It seems as if there is a hierarchy between the two groups. The Administrators stay in their offices all day and the Staff in the building have to juggle so much.