DEI Action Plan Update, March 2021

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Diversity, equity and inclusion expectations added to employee contracts to ensure all faculty and staff are actively working to foster an equitable community Three-year cycle of required diversity, equity and inclusion professional development for all employees planned ○ Courageous Conversations training for administrative team continuing 2021-22 faculty and staff professional evaluation forms to include DEI goals and growth plan Seminar for administrative team on recruitment and retention of diverse teachers, administrators and coaches required in December 2020 Effective, efficient and equitable process responding to acts of discrimination in development The Bryn Mawr School Diversity Statement​ revised and shared Teacher feedback forms completed by Middle and Upper School students updated to include questions regarding culturally responsive and equitable practices Data gathered to research racial equity in academic placement, leadership opportunities, curriculum, achievement, attendance, discipline and salary levels

DEI curriculum review process, beginning with history and language arts/English departments in all divisions, launched in March 2021 Board of Trustees Community, Equity & Inclusion Committee, which includes alumnae, parents, trustees and employees, working with Office of Equity & Inclusive Practice on higher-level strategic vision and planning Anonymous community DEI survey conducted through Glasgow Group in January 2021 to encourage candid feedback. Currently reviewing findings with a particular emphasis on assessing the workplace environment and support structure for faculty and employees of color. Plan to engage outside consultants to guide a qualitative assessment in these areas, including focus groups and interviews with Black and African American employees.

Update: March 2021

(Processes, continued)

● Bias reporting form developed for constituents to report incidents of bias and discrimination while remaining anonymous to the larger community, accessible this spring ● Equity and Inclusion Council, composed of liaisons from each academic division and non-teaching employees, hosting regular small-group gatherings and conversations ● DEI standards and student competencies are being developed by each division with DEI liaisons to serve as a guide in curricular planning and development ● Student, employee and parent-level affinity groups formalized ● Continuing to allocate financial resources toward DEI programming as a strategic priority

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Divisions working with the Institute of Teaching Diversity and Social Justice on practical DEI applications for the classroom Upper School P4X pop-up classes being led by students and faculty include Environmental Racism, Conservatism and Liberalism, The “Brown” Latin American: A Short Exploration Race and Identity, and The Role of Power and Privilege E3 (Equity and Empowerment for Everyone) Day organized by Upper School students with keynote speaker Rodney Glasgow and a variety of workshops such as Challenges for Refugees During the Pandemic, Mixed: The Duality Of Biracial Identities, The Psychology Behind Subtle Asian Traits and Neurodiversity and Being Neurovergent at BMS NAIS Student Diversity Leadership Conference (SDLC) attended by five students People of Color Conference (POCC) attended by nine employees and five trustees Book discussion of Isabel Wilkerson’s​ Caste: The Origins of Our Discontents​ on April 27 and May 12.

Register for the two-part discussion here​ hosted by the Parents’ Association Diversity and Inclusion Committee and the Alumnae Association The Alumnae Association’s ongoing DEI series hosted “Engaging Across Difference” in January and is planning additional events this spring. More ​here​.

Update: March 2021

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(Programs, continued)

Recent virtual parent events included a discussion about gender and sexuality, ”How to Talk to your Children about Race,” and a student-led conversation on “Why Identity Matters in an Educational Setting” Group and individual coaching opportunities initiated with diversity practitioners (Glasgow Group, Jen Cort Consulting, Courageous Conversations)

Amplifying student voices: ○ Asian Student Union met with administrators in awareness of a spate of anti-Asian racism across the U.S. ○ Middle and Upper School leaders of Making Our School An Inclusive Community (MOSAIC) and ​Community Advocacy for Equity (CAFE)​ invited to join divisional DEI committees Edith Hamilton Library resources shared with the community, including ​Honoring Women of the Civil Rights Movement​, ​Racial Equity, Justice, and Anti-Racism Reading Guide​, and ​Twenty-five New Books by Black Authors to Read Anytime Generous donor created an endowed fund to support the annual Middle School trip to the United States Holocaust Memorial Museum in Washington, DC.

Update: March 2021