APS Affinity Groups - Diversity, Equity and Inclusion

Mission Statement for APS Affinity Groups

To provide a space where APS staff populations, with self-identified commonalities, can come together in order to build community through connection and collaboration. Identified “spaces” are referred to as Affinity Groups and are intended to not only explore and address the needs of APS staff, but to carry forward and influence the educational experiences of our students. In addressing the needs of both students and staff, we look to ensure that they can bring their whole and authentic selves to APS schools and workplaces in an effort to improve overall staff of color recruitment and retention and student success rates.

Affinity Group or Space: General Definition

An affinity group or space is a designated “safe space,” where everyone in that group shares a common identity. This identity can be based on 'race,' gender, sexual orientation, language, nationality, physical/mental ability, socio-economic class, family structure, religion, etc. Affinity groups can be a place for underrepresented people in a community to come together to feel less isolated and more connected. During affinity group meetings, participants might share and talk about their experiences, or focus on working towards a particular mission or goal.

Historical Context for APS Affinity Groups and Spaces

Over the past several years, affinity spaces for APS employees emerged throughout APS in response to what was seen as a need for connection between individuals with similar characteristics. In the fall of 2019, the Mental Health Providers of Color (POC) Group launched in response to the following: to address issues related to retaining staff of color, to address microaggressions in the workplace, to provide support for ethnic groups, to build cross-cultural alliances, to promote equity, to respond to issues of bias and to ensure staff of color were feeling validated.

Further, the Mental Health POC Affinity Group formed with the vision that networking would provide stable communication, create a connection of support and maintain visible partners. More specifically, these relationships would facilitate the recruitment and retention of teachers, staff and leaders of color to help students shape successful futures. In 2021, the Latinx Affinity group was launched to create a safe space for Latinx teachers, staff and leaders to discuss challenges and opportunities in our district and beyond. The group provides Latinx educators with a forum to voice and discuss needs and priorities. The aim is to create lasting change to promote the well-being, hiring, retention and professional growth of Latinx educators.

During the 2020-2021 school year, APS partnered with Promise54, a national organization focused on the intersection of talent and diversity, equity, and inclusion. APS participated in the Denver Talent & Equity Consortium (TEC) to get support in developing and beginning implementation of a plan to strengthen its recruitment and retention of educators of color in APS. A key challenge identified through surveys and focus groups was that there is wide variation in the extent to which staff believe they can bring their whole selves to work, particularly for staff of color. In order to address this challenge, the APS_Promise54 Action Plan established a goal of building a working environment that respects and values the presence of cultural differences in the system. It also identified the creation of affinity groups for different populations in the district to make connections with other colleagues, to have a safe space to discuss challenges and successes and to have support and/or resources. In December 2020, the APS_Promise54 Action Plan was adopted by the APS Leadership Team for implementation.

In order to implement this action step and broaden access to affinity spaces for staff, members of the Mental Health POC Affinity Group, Latinx Affinity Group, and members of the APS Promise54 Core Team collaborated in the Spring/Summer 2021 to develop a framework for establishing district-wide affinity spaces.

During the 2021-22 School Year, four District-Sponsored Affinity Groups were established:

1. - Asian-American Pacific Islander Affinity Group
  - Black African American Affinity Group
  - Indigenous Peoples of APS Affinity Group
  - Latinx Affinity Group

Types of Affinity Groups In APS

Aurora Public Schools employees wishing to establish or participate in Affinity Spaces to build community through connection and collaboration may engage in District-Sponsored Affinity Groups:

District-Sponsored Affinity Groups are formally acknowledged by the district and, therefore, eligible to receive additional district support, resources, training, etc. However, this also comes with specific expectations and requirements under local, state, and federal laws.

Current Groups:
1. - Asian-American Pacific Islander Affinity Group
  - Black/African American Affinity Group
  - B.R.I.D.G.E. Affinity Group (Men of Color in Leadership)
  - La Familia Affinity Group (formerly Latinx Affinity Group)
  - She Who Leads (Women of Color in Leadership)

Expected Outcomes for District Affinity Groups

To encourage the formation and growth of affinity spaces, below are the goals that affinity groups are expected to contribute towards:

Improving the Acquisition and Retention of Diverse Talent
Improving belief that Aurora Public Schools is committed to Diversity, Equity, and Inclusion
Improving the perception and reality that staff of diverse identities can bring their whole selves to work
Increasing positive student experiences: academically, socially, and emotionally within the district
Upholding APS Values of Diversity, Equity, and Inclusion and Support, Respect, and Appreciation in order to create a Culture of Belonging, Safety, and Care.