Community & Culture

Foster a true sense of belonging and justice for all in the daily life of the school.

 

As members of an aspiring antiracist and anti-bias community, we know that we have a responsibility to educate and support all students, parents, and employees. We commit to fostering a true sense of belonging and justice for all in the daily life of the school. The effects of COVID-19 and racial injustice in the world and in our small community will have a real and lasting impact as we grapple with the trauma of 2020 and beyond.

Underway

  • Immediate priority: Maintain the momentum and collective learning initiated through VISIONS training for faculty and staff in August of 2019. Continue to provide PACE training for all new members of the faculty and staff indefinitely to create a common vocabulary and DEI skill set. Engage beyond VISIONS work in affinity spaces facilitated by Park employees for People of Color, White Allies, and others. [Lead: Director of DEI]

  • Immediate priority: Offer and support a Parent SEED group to provide opportunity for parents to explore identity and social justice. [Lead: Director of DEI]

Short Term

  • 2020-2021 priority: Provide safe, facilitated affinity spaces for parents of varied identities inclusive of underrepresented and marginalized groups as well as white antiracist spaces. [Lead: Director of DEI]

  • 2020-2021 priority: Create forums and opportunities for all members of the community — students, parents, faculty/staff, and alumni — to engage in discussions about their experiences at Park, with a focus on amplifying the voices of marginalized people. Create action plans to address the concerns. [Lead: Director of DEI]

  • 2020-2021 priority: Develop and implement systems for collaboration and strategic partnership between various constituents of the School — Board of Trustees, Administrative Team, Parent Association, Faculty and Staff — focused on bringing about institutional change in line with the School’s antiracist and anti-bias commitment. [Lead: Head of School]

  • 2020-2021 priority: Define a plan to improve parent representation on the Parents’ Association equal to the diversity of the student/family make-up of the School. [Lead: PA President]

  • 2020-2021 priority: Create a Development Anti-Racism Task Force which will review and reexamine all aspects of Park’s advancement program through an anti-racist lens. Implement positive changes toward volunteer recruitment, events, new parent cultivation, alumni relations, and stewardship. [Lead: Director of Development] 

Medium Term

  • 2020-2022 priority: Develop, in partnership with The Park School Parents Association, a parent education series that provides workshops and resources on relevant topics and themes of diversity, equity, inclusion, and anti-racism to bolster parent discourse with their children. [Lead: PA DEI Chairs]

Longer Term

  • 2020-2023 priority: Create a school culture that openly confronts discord and works through conflict by embracing and building the cross-cultural competencies of all members of the community and emphasizing restorative justice as an approach to collective learning. [Lead: Head of School]