Diversity, Equity and Inclusion Advisory Board

Initiatives:

• Create disciplinary procedures around identity-based incidents for all members of the GFS community and ensure transparency throughout the process
• Implement anti-racist, diversity, equity, and inclusion training for all members of the GFS community
• Create a resources document with anti-racist DEI readings, and trainings that will be available to all faculty and staff
• Work with the GFS Alumnae Board to form a Black Alumnae Subcommittee of the board and plan events in coordination with and support of DEI initiatives
• Work with the GFS Parents Association to plan events in coordination with and  support of DEI initiatives
• Create a school-wide DEI vision statement to guide work moving forward

Initiatives:

• Assemble student DEI groups in the Middle School and Upper School
• Implement DEI training during Orientation
• Build a robust, transparent and complete set of metrics with an established methodology for the collection and monitoring of data about the placement of students in different courses to ensure equity for all student
• Design and develop curriculum, courses and spaces for the safe engagement and education around historical and global context, cultural competence and social justice topics that facilitate a diverse, equitable and inclusive learning environment for all students

Initiatives:

• Create an all-school faculty and staff evaluation tool to support diversity and inclusion efforts
• Reinstate the Diversity Leadership  Council
• Expand our recruitment efforts to reach a more diverse and inclusive pool of applicants. 

October 1, 2020

Tone Setting to Start the School Year

One of the key take-aways from listening sessions and other input the DEI Advisory Board received across all constituent groups was the need for school-wide trainings and professional development in courageous conversations, cultural competency and other areas that will further the school's commitment to building an antiracist community. This is vital in laying the foundation to ensure our students are able to respectfully engage at all levels and to create a shared language around DEI work. 

As one of its first initiatives, the DEI Advisory Board determined that tone-setting prior to the beginning of the school year was important to ensure work in this area could begin immediately. To facilitate these sessions, GFS partnered with the same professional psychologists, Myque Harris and Bryanna Campbell, who led the alumnae and parent listening sessions. We expect to work with Myque and Bryanna throughout the school year as we build on these discussions.  

About our facilitators:

To date, we have facilitated a training session with all GFS faculty and staff, as well as age-appropriate, separate sessions for Lower School, Middle School and Upper School students. Additional sessions, including opportunities for parents to engage, will be scheduled soon.

August 25, 2020

Listening Session Overview

Throughout July, GFS held 32 listening sessions for members of our community, including faculty and staff, Middle and Upper School students, parents and alumnae. The goals of these sessions were to hear directly from our entire community, guide the work of the DEI Advisory Board and the school as a whole going forward and give our community the opportunity to share their experiences. Faculty and staff and student sessions were led by members of the DEI Advisory Board; for parent and alumnae sessions, we used professional, experienced facilitators The facilitators who will be moderating these listening sessions are licensed, practicing psychotherapists who have experience working with young women and teens and a focus on racial justice and equality. We plan to continue engaging with these facilitators for training and additional listening sessions throughout the year. 

In addition to providing summaries and recordings of each session, facilitators provided an overview of suggested next steps based on the themes identified throughout the sessions. The DEI Advisory Board reviewed all content and used it to guide and refine their areas of focus moving forward. The broad categories of their suggestions are:

• Accessibility: Ensuring equal access across all student and parent groups to events and support systems.
• Accountability: Creating transparent systems of accountability for all community members who engage in inappropriate or hurtful speech or behavior and uphold school values for all
• Alumnae Involvement: Creating meaningful engagement opportunities for alumnae, particularly alumnae of color
• Curriculum: Review and revise curriculum to meet the school's DEI goals and vision
• Connection: Be intentional about how and when students connect, especially around courageous conversations
• Parent Involvement: Create opportunities for parents to engage in DEI work and connect for meaningful dialogue 
• Representation: Increase or enhance recruiting efforts for faculty and staff that represent racial/ethnic diversity as well as diversity in gender, disability and religion
• Retention: Create systems and groups designed to support faculty and staff
• Community Involvement: Examine and evaluate service opportunities and partnerships with local communities
• Transparency: Aim to be honest and transparent in hiring processes and overall communications around policies and procedures
• Trainings and Professional Development: Implement school-wide and age-appropriate training around courageous conversations, cultural competency and other areas that will further the school's commitment to building an antiracist community