Stevens Cooperative School remains deeply committed to becoming a more equitable and anti-racist institution. In our continuing mission to build transparency, accountability, and a common understanding of the ongoing work, we are sharing this progress report with our school community. This report will be updated quarterly and will serve as a resource for community members on how the school is doing in regards to fulfilling these goals, as well as have a way for our constituents to hold our institution accountable. As an additional resource, please use the Racial Equity Tools Glossary to clarify any terms mentioned within the report.

ACTION ITEMS: CURRICULUM	STARTED	IMPLEMENTED	TIMELINE
Conduct a curriculum review, highlighting current anti-bias curriculum and diversity, equity, and inclusion concepts.			June 2021
Identify existing learning experiences that address Teaching Tolerance Social Justice Standards with all faculty during Tuesday faculty meetings.			June 2021
Continue to develop Stevens’ anti-bias curriculum through developing further faculty understanding of the Learning for Justice Standards in order to incorporate additional standards.			Ongoing
Review and improve summer book reading selections to include various stories across identities and experiences.			Implemented in 2020 Conducted Yearly

 

ACTION ITEMS: ANTI-RACIST SYSTEMS AND STRUCTURES	STARTED	IMPLEMENTED	TIMELINE
Include a required commitment to support the school’s anti-racist efforts in our family handbook.			July 2021
Incorporate anti-racist training and workshops into the cooperative’s membership meetings.			Ongoing
Complete board-directed investigations of past bias incidents. The board will coordinate and supervise the school’s response and report findings to the community.			November 2020
Amended policy on how employees report racist and discriminatory incidents.			September 2020

Institute new policy for students on how to report racist and discriminatory incidents.

July 2021

Require mandatory annual anti-racism (and unconscious bias) training for all employees			August 2020
Require mandatory annual anti-racism (and unconscious bias) training for all board members.			August 2021
Faculty/Staff Affinity & Alliance Groups formed.			September 2019

Student Affinity & Alliance Groups formed.

January 2020

Institute additional anti-bias protocols and rubrics for hiring managers to explicitly address racism and unconscious bias in the hiring process.			Ongoing

Incorporate additional structures that expand hiring efforts to faculty, staff, and administrators of color, including search firms and organizations that are dedicated to recruitment of underrepresented employees.

Ongoing

 

ACTION ITEMS: COMMUNITY ENGAGEMENT	STARTED	IMPLEMENTED	TIMELINE
Address our progress with anti-racism at the Cooperative's trimesterly membership meetings.			Ongoing
Create a group representing all constituencies, including students, parents, alumni, administration, staff, and faculty to work in partnership with the board and school administration, provide guidance and hold the school accountable.			February 2022
Family affinity and alliance groups formed based on parent/guardian survey.			February 2021

 

ACTION ITEMS: TRANSPARENCY	STARTED	IMPLEMENTED	TIMELINE
Redesign the DE&I website page to include Anti-racism progress report and community news on DE&I initiatives.			Ongoing
Annual reporting on the website of faculty/staff diversity data.			February 2022
Annual reporting on the website of student diversity data.			September 2019

Annually reporting to the board on high school outcome trends and patterns by student race.

April 2021