RE Log Spring 2021

32 Ransom Everglades LOG SPRING 2021 “I joined this task force because I truly believe that diversity of perspective allows us to tackle challenges in a more creative way and the change we want to see should start with our youth.” – Lisa Franklin “I’ve devoted my life to pursuing equity. I’m passionate about the Ransom Everglades community. The Anti-Racism Task Force is an enormous opportunity to marry the two interests.” – Terron Ferguson ’04 “Seeking to help preserve our legacy of one of the best secondary schools in the nation.” – Wendell Graham ’74 to Diversity, Equity and Inclusion Committee of Board of Trustees: “When I graduated Ransom Everglades, I felt confident and well prepared to go out into the world. I realize now that my education fell short in many respects and perpetuated my participation in a system that upholds white supremacy and white privilege. By interrogating practices and leaning into tremendous discomfort, I can do better as a Ransom Everglades alumna and I believe RE can evolve to provide an education and environment that is authentically anti-racist.” – Caroline Miller ’06 Short-TermRecommendations REcruitment The recruitment of students, faculty, staff and trustees at Ransom Everglades must result in a school community that accurately reflects the racial diversity in Miami-Dade County. Our short-term recommendations are: • Initiate recruitment and admissions processes to increase the Black student population by 10 students with particular emphasis on the sixth and ninth grades for the 2021-22 school year. • Increase awareness of RE and recruit in Black and brown communities through community partnerships, local admission fairs, and collaboration with local school administrators. REtention It is not enough to recruit talented students and faculty – there must be institutionalized support mechanisms in place to ensure those students and faculty feel at home and choose to remain at Ransom Everglades. Our short- term recommendations are: • Audit curricula on both campuses to ensure cultural inclusivity and incorporate Black history and literature in school programming. • Compulsory DEI training for faculty and staff regarding microaggressions, bias and inclusive classroom practices. • Expand financial aid awards to permit students to participate fully in all extra- curricular activities. • Formal inclusion of DEI work in job performance reviews and job descriptions, and consider additional compensation for such work when appropriate. • Mentorship: formal peer-to-peer mentorship for Black and brown faculty and students. • Create identity-based affinity groups by providing physical space and appropriate faculty advisement. REsponsibility Ransom Everglades must ensure that its dis- ciplinary system and outcomes are equitable for all students. In its letter, reBa used the word REinforcement to frame this priority, which is essential for students to feel safe and supported in the school environment. Our short-term recommendations are: