Amplify the voices of historically marginalized people in our community and embed our systems with consideration of the needs of all.


As a school that commits to being antiracist, we know our systems and policies must be free from bias. We seek to amplify the voices of historically marginalized people in our community and to embed our systems with consideration of the needs of all.


  • Immediate priority: Continue to review and update recruitment and hiring practices in order to increase the representation of Black Indigenous People of Color (BIPoC) faculty and staff in our Park community. Ensure that their experiences and voices are centered and heard. Increase effort toward retention of faculty and staff of color, primarily through formal mentoring and professional development programming. [Lead: Assistant Head for Academics & Program and Director of HR]

  • Immediate priority: Analyze student and school data in aggregate and disaggregated by race, culture, gender-identity, sexual-orientation, family-structure, and socioeconomic status to track and measure student access and outcomes to ensure The Park School Mission is accessible to all students. [Lead: Head of School]

  • Immediate priority: Articulate the antiracist commitment of the School in all recruitment and onboarding events for new families, including but not limited to published materials, interviews, tours, new parent events, and annual back-to-school evenings. [Lead: Director of Admission]

Short Term

  • 2020-2021 priority: Define bullying, harassment, microaggressions, and hate speech and create an institutional channel for reporting offenses for students, parents and guardians, and faculty/staff. Clearly outline a set of responses for such events and demonstrate accountability and transparency regarding action steps. [Lead: Division Heads]

  • 2020-2021 priority: Provide clear expectations for faculty and staff regarding their prompt response to incidents of bias, stereotyping, racism, and bullying reported by parents or students ensuring that incidents are taken seriously, investigated, and addressed. [Lead: Division Heads]

  • 2020-2021 priority: Develop written policies, define practices, and provide faculty and staff professional development to support both genderfluid and transgender students and adults. [Lead: Director of DEI]

  • 2020-2021 priority: Define the School’s commitment to inclusive pronoun use and modify and amend communications to reflect. [Lead: Director of DEI]

  • 2020-2021 priority: Review Admission practices with particular attention to the recruitment of BIPoC students and families. Address the lack of representation of PoC in the admission process. [Lead: Head of School and Director of Admission]

  • 2020-2021 priority: Evaluate Financial Aid systems, in particular, how families are supported with costs beyond tuition for supplies, trips, events, ASP, Academic Support and other programming. [Lead: Assistant Head for Finance & Operations]

  • 2020-2021 priority: Evaluate and improve overall communication policies and procedures to inform, engage, and educate our parent community more effectively, increase transparency, and accountability. [Lead: Assistant Head for Finance & Operations and Director of Strategic Marketing & Communications] 

Medium Term

  • 2020-2022 priority: Review and revise as necessary, all of the School’s Handbooks – for students, families, and employees – to ensure that all policies are aligned with the School’s antiracist and anti-bias mission and guidelines. [Lead: Director of DEI]