Community & Culture

As members of an aspiring antiracist and anti-bias community, we know that we have a responsibility to educate and support all students, families, employees, alumni, and trustees. We commit to fostering a deep 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 have real and lasting impacts.

IN PRACTICE 


  • 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. (2020-2021)
  • Define a plan to improve parent representation in the Parents’ Association equal to the diversity of the student/family make-up of the School. (2020-2021)
  • Maintain the momentum and collective learning initiated through VISIONS training for faculty and staff. 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. (2020-2021)
  • Offer and support a Parent SEED group to provide opportunities for parents to explore identity and social justice. (2020-2021)
  • Provide safe, facilitated affinity spaces for parents of varied identities inclusive of underrepresented and marginalized groups as well as white antiracist spaces. (2020-2021)
  • Develop and implement systems for collaboration and strategic partnership between various constituents of the School — Board of Trustees, Administrative Team, Parents’ Association, Employees — focused on bringing about institutional change in line with the School’s antiracist and anti-bias commitment. (2020-2021)