RE Log Spring 2021

SPRING 2021 Ransom Everglades LOG 33 “I joined the task force primarily to share an insider’s knowledge of the local community, its history and realities. I believe that such a perspective is useful for evaluating and assessing how RE can achieve its goals and improve its practices regarding diversity recruitment, community engagement and proactive anti-racism initiatives. I grew up and work nearby. I have witnessed first hand the socio-economic, cultural and racial shifts and dynamics in the neighborhoods surrounding RE. My current work involves dealing with the effects as well as the challenges of that today. I am also very familiar with the workings of public school boundaries, testing and magnet/charter school initiatives and how that has effectively increased economic and racial segregation in our area schools. While RE is a private school, I feel that these are relevant issues affecting Ransom Everglades’ work to recruit from and support the area’s historically Black district.” – Olga Granda Appoint a blind arbitrator (RE staff, faculty or administrator) to be a part of every significant disciplinary session involving Black and minority students. • Update the employee and student manuals/handbooks with more concrete language about RE’s anti-racism principles and incorporate clear language about consequences for racist and discriminatory practices or behaviors. REflect and REach The Anti-Racism Task Force developed this pillar to emphasize the importance of full community engagement and constant reflection and reassessment to prevent stagnation and complacency. Our short-term recommendation is: • Convene community town halls/workshops with parents, faculty, alumni, and other key stakeholder groups to facilitate discussions around race, engage in knowledge level- setting, acknowledge the past, and collectively define the future of RE. RElate The task force added this as a separate pillar to emphasize its importance – even though student engagement is fundamental to each pillar. Student voices must be sought, heard and re-engaged. Anti-racist work is not just for the adults in the room. Our short-term recommendation is: • Facilitate discussions with students around race, engage in knowledge level-setting, acknowledge the past, and collectively define the future of RE. Across all pillars we recommend: • Audit RE operations for racial bias and inequity within branding culture (images and text), hiring practices, admission policies, disciplinary policies, and lived experiences of Black students, faculty and staff, and implement corrective actions accordingly. There is much work to do, and we are fully committed. Members of this group have been meeting nearly weekly since our work commenced last August. The term “labor of love” is surely overused, but it applies in this case: Our hearts are in this work, and we are fully engaged. We look forward to sharing our full report with long-term recommendations in May. Chairs of the Anti-Racism Task Force “I decided to join this group because I wanted to help Ransom Everglades address the equity concerns facing them during this time. There is a lot of work to do, and I wanted to help by lending the perspective of an alum who is in the business of education.” – Christine James ’99 “I am honored to be a part of a group that is committed to promoting anti-racism, diversity, equity and belonging at RE. It is important to me to be in a school community where everyone can be their authentic selves and where we all celebrate each other.” – Jeannine Lehr •