AntiRacism

In Solidarity with API Communities

March, 20, 2021

Dear Friends School Community,

On Tuesday, March 16, we witnessed another bigotry-driven attack that stole the lives of eight people, six of whom identified as Asian. We say their names and hold their loved ones in the light.

Soon Chung Park, 74

Suncha Kim, 69

Yong Ae Yue, 63

Hyun Jung Grant, 51

Xiaojie Tan, 49

Delaina Ashley Yaun, 33

Daoyou Feng, 44

Paul Andre Michels, 54

While many have noted a disturbing uptick in anti-Asian violence, it is a disservice to Asian American Pacific Islander (AAPI) communities to describe this as a new or unprecedented trend. Anti-Asian violence, misogyny, and oppression are consistent storylines in American history.

At Friends, we let our lives speak when we see that of God in those who have been marginalized by society. When we interrupt the everyday acts of racism that lead to widespread violence, and do the difficult work of dismantling these practices in our own school and our own neighborhoods to build a more just and equitable world.

Here is a list of immediate action steps you can take (shared via the Friends School DEI Office):

Learn more about what is happening and why

• [Read] "America’s long history of scapegoating its Asian citizens" (National Geographic)

• [Read] Reports and data on AAPI violence (Stop AAPI Hate)

• [Read] "The 'Model Minority' Myth" (NPR)

• [Watch] “Asian Americans” documentary (PBS)

• [Watch/Teach-In] Sign up for the Asian Pacific Public Health Network’s Zoom teach-in on the history of the API community and State Sanctioned Violence next week.

Talk to your children about racism

• How to Talk to Children about Difficult News

• Your Kids Aren't Too Young to Talk About Race: Resource Roundup

Report and/or interrupt racism when you see it

• Report anti-Asian hate incidents at StopAAPIHate.org

• Attend a bystander intervention training (Hollaback | Asian Americans Advancing Justice)

Sincerely,

The Board of Trustees + Administrative Council

Strategic Working Plan for Racial Equity Dashboard

Winter 2021 DEI Updates & News

February 2021

Click here to read the November Monthly Update from the DEI Office

January 2021

Click here to read the November Monthly Update from the DEI Office

Fall 2020 DEI Updates & News

November 2020

Click here to read the November Monthly Update from the DEI Office

October 2020

Click here to read the October Monthly Update from the DEI Office

September 2020

Click here to read the September Monthly Update from the DEI Office

Summer 2020 DEI Updates & News

August 20,2020

UPDATE 1: INCREASING SUPPORT FOR THE DEI OFFICE

The BIPOC identified counselor’s role has been expanded to also serve as the Assistant Director of Diversity, Equity and Inclusion (DEI). The Assistant Director will partner with the Health Team, the DEI Director and the seven DEI Coordinators to advance the initiatives outlined in the Strategic Working Plan.

UPDATE 2: RESPONSE TO THEATER PETITION

Some members of both the Senior Administrative Team and the Theater Department have received and carefully reviewed a petition from alums of the FSB theater program. An invitation has been extended to these alumni to discuss ways in which their suggestions can be and already are being incorporated into the School’s theater education program.

UPDATE 3: EQUITY AUDIT PRESENTATIONS

The first two Equity Audit presentations were held on August 10 for current employees and parents. The next round of presentations will take place on August 24 and September 8. Registration links have been emailed.

UPDATE 4: FRIENDS SCHOOL PARENTS ASSOCIATION (FSPA)

The Friends School Parents Association announced a number of actions to the community earlier this month, including the creation of a standing Diversity, Equity and Inclusion (DEI) board member position as part of the Board structure, elevating DEI training for all board members, and redistributing FSPA dues for a DEI focused guest speaker series and/or to support the Friends School SEED groups.

UPDATE 5: DEI COMMUNICATION SCHEDULE

Moving forward, the FSB DEI Office is committing to sharing monthly updates with the FSB community for the 2020-21 school year. Beginning in September, we will continue to share updates on the progress of DEI initiatives through email. Updates will also continue to be shared on this page.

August 6, 2020

BI-WEEKLY UPDATES

As Friends School moves forward in our efforts to be an anti-racist institution, we are committing to sharing bi-weekly updates through the end of August. We will develop an updated communication schedule at the beginning of the school year.

UPDATE 1: EQUITY AUDIT

The first, quantitative phase of the Equity Audit is complete. Current employees and parents are invited to attend four special presentations. Randolph Carter of East Ed will share significant findings from the Audit, and School administrators will share a high-level overview of the actions contained in the 2020-21 Strategic Working Plan for Racial Equity (SWP).

Equity Audit & SWP Presentations*

Employees— August 10, 12:00 pm and August 24, 5:00 pm
Parents— August 10, 6:30 pm and September 8, 6:30 pm

*Registration links will be emailed.

UPDATE 2: STRATEGIC WORKING PLAN

The latest draft of the 2020-21 Strategic Working Plan for Racial Equity will be shared following the special presentations on Monday, August 10. The SWP is grouped into five categories: Culture, Retention, Accountability, Learning, and Data.

July 23, 2020

BI-WEEKLY UPDATES

As Friends School moves forward in our efforts to be an anti-racist institution, we are committing to sharing bi-weekly updates through the end of August. We will develop an updated communication schedule at the beginning of the school year.

UPDATE 1: EQUITY AUDIT

In March 2020, Friends School contracted with East Ed to launch an extensive Equity Audit to examine systems, policies, and practices and collect data on academic outcomes, school climate, discipline, and more. The report from this first, quantitative phase of the audit is scheduled to be finalized in the coming days.

Current employees and parents will be invited to attend upcoming Equity Audit presentations in

mid-August and early September. Randolph Carter of East Ed will share findings from this initial component of the Audit and School administrators will discuss the actions contained in the 2020-21 Strategic Working Plan.

UPDATE 2A: STRATEGIC WORKING PLAN

The first draft of the 2020-21 Diversity, Equity, and Inclusion (DEI) Strategic Working Plan has been shared with the Equity and Inclusion Committee, Parents of Black Students group, and the Senior Administrative Team. These groups are collaborating to provide feedback and contribute to a second draft. FSB current parents and employees will also have the opportunity to give feedback at the upcoming Equity Audit presentations.

UPDATE 2B: STRATEGIC WORKING PLAN

Friends will continue to work with Randolph Carter and East Ed to conduct focus groups and gather additional qualitative data in the fall. This work will inform the longer-term (3-5 year) strategic working plan.

UPDATE 3: HIRING & RETENTION

Charlene Hayes of Human Capital Consulting has begun a comprehensive review of employee policies. She is also working with faculty, staff, and administrators as we strengthen the mentoring program and the orientation process for new employees.

UPDATE 4A: INCREASING SUPPORT FOR THE DEI OFFICE

FSB is expanding the capacity for Diversity, Equity, and Inclusion (DEI) efforts on our campus. The new position descriptions for seven stipended DEI Coordinators were released to current employees on Wednesday, July 22 via email. For information about the hiring process, please contact the DEI Office at smeteyer@friendsbalt.org.

UPDATE 4B: INCREASING SUPPORT FOR THE DEI OFFICE

DEI COORDINATOR RESPONSIBILITIES—

• Develop and implement programs, initiatives, and strategies that are informed by the Strategic Working Plan (including, but not limited to at least two professional development opportunities, one of which will reflect Restorative Practices)

• Complete Culturally (DEI) Responsive Peer Coaching with Equity Audit Consultant to provide peer coaching to colleagues

• Collaborate with DEI Director to help create a DEI Database (topics page) with a collection of resources

• Collect information from divisions/departments about current DEI initiatives, in order to track progress

• Work with the DEI Director to further design and facilitate Racial Justice TrainingsWork with the DEI Director on concrete projects related to DEI that unfold each school year

• Publicize community (surrounding neighborhoods, etc.) DEI programs, resources, and opportunities

UPDATE 5: HEALTH & WELLNESS RESOURCES FOR BIPOC EMPLOYEES & STUDENTS

The Counselors and the School Nurse, in collaboration with the DEI Director and the Head of School, have begun the hiring process for a BIPOC-identified counselor. For information about the selection process, please contact Sarah Meteyer at smeteyer@friendsbalt.org.

July 9, 2020

BI-WEEKLY UPDATES

As Friends School moves forward in our efforts to be an anti-racist institution, we are committing to sharing bi-weekly updates through the end of August. We will develop an updated communication schedule at the beginning of the school year.

UPDATE 1: LISTENING SESSIONS

Black, Indigenous, and POC community voices made clear that we misstepped in calling for additional listening sessions. BIPOC Faculty, Staff, Students, Alumni, and Parents have consistently communicated about specific actions the School must take to move forward as an anti-racist instiution, and we recognize that going forward it is our responsibility to take what we have heard and put it into action. While we acknowledge the importance of continued dialogue with the community, we have cancelled the current listening sessions and are focusing our time and efforts on creating change.

UPDATE 2: STRATEGIC PLANS

The FSB Senior Administrative Team received and carefully reviewed the Reclamation of Justice priorities shared by @BlackAtFSB. These priorities, including curriculum changes, creating a bias-response system, improving data collection measures, and overhauling the discipline system will be outlined in the forthcoming 2020-21 DEI Strategic Working Plan (SWP). This plan will also be informed by data from the Equity Audit, past listening sessions with BIPOC faculty, and surveys. Details about the 2020-21 DEI SWP, as well as details about the longer-term, community-informed DEI plan will be shared in our next round of bi-weekly updates the week of July 20.

UPDATE 3: IDENTITY-BASED SLURS POLICY

*Please note that this policy was developed for the School by former Director of Diversity, Equity and Social Justice, Jessy Molina, and reflects minor changes. The FSB Senior Administrative Team has approved an “Identity-Based Slurs in Curriculum Policy” that will be immediately implemented. The text of this policy is listed below:

Identity-Based Slurs in Curriculum Policy

Many rich and important literary and historical texts contain identity-based epithets and slurs. Often, these texts are critically important to our curriculum.

When an identity-based epithet is in a text, faculty will ensure that the historical and cultural context of the word is taught. In teaching this context, faculty and students should avoid saying the epithets out loud and instead use a euphemism, such as “the n-word,” or “the f-slur,” or “the t-word.” This list of examples is not meant to be exhaustive, and it will evolve over time.

Faculty will also require that neither students nor faculty say the word aloud during classroom discussion or in reading the text out loud. When the word needs to be used, students and faculty will use a euphemism.

Many faculty and students feel trauma and pain when hearing identity-based epithets and slurs, which can impact their ability to focus and learn. In order to ensure that the classroom is a safe space for all, FSB faculty and students will not read or say identity-based epithets out loud.

UPDATE 4: RESPECT FOR HAIR STYLES, ADORNMENTS, AND COVERINGS

*Please note that this policy was developed for the School by the leaders of Friends School’s Parents of Black Students (POBS). This policy has also been approved by the Senior Admin Team and will be immediately implemented. The text of this policy is listed below:

As an affirming Quaker community, we recognize that self-presentation is an important aspect of identity. Hair styles, adornments and coverings are often linked to racial, cultural, and religious identification. As a diverse learning community any disparaging comments, physical touching, or calling undue attention to hair styles and/or cultural/religious hair adornment is unacceptable.

Resource: https://www.thecrownact.com/

UPDATE 5: HIRING & RETENTION

Friends School is partnering with Charlene Hayes of Human Capital Consulting (former Vice President for Human Resources at Johns Hopkins University) to enhance our hiring and retention practices for BIPOC faculty and staff. Charlene will also be a resource in helping us develop a bias-response system, revamping our mentoring program, and reviewing all of our employee policies through an anti-racist lens.

UPDATE 6: INCREASING SUPPORT FOR THE DEI OFFICE

Friends School has committed to adding staffing support to our DEI Office in the form of stipended coordinator roles for the divisions and staff.

UPDATE 7: HEALTH & WELLNESS RESOURCES FOR BIPOC EMPLOYEES & STUDENTS

One of the most pressing concerns identified by Black students and employees is the urgent need for increased health and wellness resources. An immediate measure we are taking to address this need is providing access to a BIPOC-identified counselor, starting in the 2020-21 school year. Additional resources will be outlined in the 2020-21 DEI Strategic Working Plan.

ACCOUNTABILITY AND TRANSPARENCY

We have fallen short in our efforts to create a culture of accountability, and to respond as effectively as we could have when confronted with racism and bias on our campus. We believe that accountability and transparency are a crucial part of moving forward and building trust with BIPOC community members and as an anti-racist institution. An extended proposal outlining how we will create a culture of accountability and provide more transparency will be shared in the 2020-21 DEI Strategic Working Plan with opportunities for community members to provide feedback as it is developed.

DEI Communications Archive

Anti-Racism Resources