Head-Royce School

The school's Office of Equity & Inclusion compiled anti-racism resources, including "Antiracist Baby" and "Stamped: Racism, Anti-Racism, and You" (Ibram X. Kendi). The school also categorize sresources, labeling two categories as "Anti-Racism Resources for White People" and "Anti-Racism Resources for Non-Black POC."

One of the school's family affinity groups is the "White Anti-Racist Family Network" for "white-identifying Head-Royce families interested in discussing race, privilege, and social justice. The group supports each other in leaning into discomfort, continuing to learn, and committing to anti-racist actions."

The Equity & Inclusion office's mission includes "Providing the time and resources necessary for our professional community members and administration, to participate in trainings, review and revise curriculum, pedagogy, policies, and practices through an anti-racist lens" and "Providing the time and resources necessary for the Board of Trustees to participate in policy review and trainings through an anti-racist lens."

The school scheduled ongoing DEI training for Board trustees.

The school has a Bias Incident Reporting Policy.

The school launched a new program to "embed DEI into our admissions process."

The school created an Equity & Inclusion enrichment series for parents.

The school approved "allocation of funding for DEI programming, initiatives, and resources"

The school incorporated a "stronger racial justice lens on pedagogy by evolving programs...with an anti-racist lens." The curriculum is currently under review.

The school will have regular DEI training sessions for faculty and staff.

The school will reimagine "curriculum and pedagogy to foster inclusivity and promote authentic engagement through culturally-responsive and equitable teaching practices" by "Instituting professional development sessions with Teaching While White and the National Equity Project," "Implementing individual anti-bias goals for every professional community member," and "Supporting targeted curriculum development over the summer."

The school has a "White Anti-racist affinity group for US students."

The school will be "Utilizing unconscious bias training as part of our hiring practice."

The school will "Require faculty and staff training (this summer and ongoing) to address several key focus areas, including anti-racism, grading for equity, and creating culturally responsive classrooms."

The school will "Update the current 9th grade Health course to address issues of identity, intersectionality, and skills for dialogue across difference" and "Pilot an Upper School social justice course that we will work toward making a graduation requirement."

The school "Created a Board Diversity Committee, a formal subcommittee of the Board of Trustees" and convened "an Inclusion Advisory Task Force representing all constituencies, including students, parents/caregivers, alumni, administration, faculty, and staff."

The school will "Strengthen and expand professional development and community-wide access to DEI programming, including required affinity group work for employees."

The school will "Initiate a complete and critical review of our K-12 curriculum using an anti-racist and racial justice lens to represent BIPOC positively, intentionally, and inclusively." It writes, "Yearly reviews will be completed in every division and department, looking specifically at the texts and content we teach and the tenets of our Teaching Tolerance, social justice framework that emphasizes Identity, Diversity, Justice, and Action. Curricular changes will be presented to departments and then to the Curriculum Committee during the school year for formal approval and communication to the larger community."