Executive Summary: Observations and Recommendations of the Andover Anti-Racism Task Force

E XECUTIVE S U MMA RY

A Synthesis of Observations and Recommendations of the Andover Anti-Racism Task Force March 2022

This document is a high-level summary of the 48-page “Synthesis of Observations and Recommendations of the Andover Anti-Racism Task Force.” The full report was submitted to the Phillips Academy Board of Trustees in winter 2022.

EXECUTIVE SUMMARY

ANDOVER ANTI-RACISM TASK FORCE PROCESS AND RESULTS In September of 2020, the Board of Trustees of Phillips Academy formed the Andover Anti-Racism Task Force (AATF). Aligned with the school’s 2014 Strategic Plan priority of Equity and Inclusion, the goals of the AATF were to identify manifestations of racism at PA and formulate strategies to accelerate our school’s growth toward becoming a more diverse, equitable, and inclusive community.

The process was comprehensive—from the formation of the task force, composed of trustees, faculty, staff, administrators, and alumni, to the research and synthesis required to bring this document to the Board of Trustees. Four subcommittees (Representation, Experience, Systems, and Cultural Competency) conducted surveys, focus groups, and individual interviews. More than 1,000 members of the campus and extended Andover community shared personal experiences, reflections, or ideas. The AATF provided opportunities for all to have their voices heard, and all input that was received informed their effort.

Each subcommittee then prepared a background paper, which was submitted to the Head of School.

This report, which synthesizes AATF observations and recommendations and provides further context and institutional history, was presented to trustees in February 2022. The board then delegated responsibility to the Head of School to oversee next steps. These include: determining which recommendations are pursued; prioritizing those recommendations; establishing a process for implementation; and tracking progress.

Now in its 244th year, as Andover forges a more intentional, enlightened path, it is important to know how it arrived here. For that reason, the report includes a History of Diversity, Equity, and Inclusion (DEI) at Andover. While this inward reflection is not intended to be all-encompassing, it is believed to be the first such written account of Andover’s DEI journey over time.

Understanding the breadth of the school’s challenges and progress assures that all those involved today will have a common understanding and will be better positioned to carry the work forward.

The task force process affirmed our belief that diversity, equity, and inclusion are expansive concepts and integral to academic excellence. We know that exposure to the widest range of experiences and perspectives leads to the strongest educational outcomes. The student experience was, therefore, a central focus of the AATF. The report revealed that Students of Color (SOC) experience Andover differently from their non-SOC peers and recommends more systematic and purposeful attention to DEI goals. We believe this approach will benefit all students.

ANDOVER ANTI-RACISM TASK FORCE | EXECUTIVE SUMMARY

• Lack of shared vision of instructional excellence related to anti-racist teaching, curriculum, and assessment

• Broad concern about the Empathy, Balance, and Inclusion (EBI) program • No regular review of the curriculum as a frame for assessing DEI aspects • Inadequate training of student leadership and uneven cultural competency in some student clubs • Inconsistent outreach to families with the appearance of better access for those with wealth • Lack of broad understanding of the role of CAMD • Inconsistent levels of adult support for some student subgroups • Outmoded system for review of student conduct (e.g., cases of racial bias) • Poor data (and/or access to data) for monitoring student outcomes and progress While the student experience most closely connects to the mission of the school, Andover’s commitment to DEI permeates the entire community—from the adults who teach, coach, and support students, to those who do not interact daily or directly with students, but who are equally crucial to Andover’s DEI aspirations. The report covers a wide range of issues including training and professional development, employee recruitment and retention, governance, data, and systems.

Cross-cutting themes (adults): • Erosion of trust across and between constituencies of the school • Inconsistent DEI training among faculty, staff, administrators, and trustees • No clear system for DEI accountability or defined goals and outcomes • Disproportionate reliance on people of color, especially women, to advance DEI work • Sense of staff lacking voice and influence in decision-making

WHAT DID WE LEARN?

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Cross-cutting themes (students):

March 2022

• Wide variation in understanding of and proficiency in cultural competency • Poorly understood systems of shared governance, and Academy processes, and policies • Poorly understood pathways for career advancement • Inadequate systems for recruitment, hiring, on-boarding, and retention of diverse faculty and staff

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EXECUTIVE SUMMARY

WHAT HAVE WE DONE RECENTLY?

WHAT ARE NEXT STEPS?

Andover’s most recent DEI work is included in Section V “Progress Since September 2020”. As the task force pursued its charge, Andover also continued to advance strategic initiatives across administrative and academic functions.

This section includes relevant completed and ongoing action items initiated over the last two years. Highlights include: • Trustee approval of a Native American Land Acknowledgement • Juneteenth declared a PA holiday • Bias reporting system implemented • Restorative justice training for faculty • Enhanced Employee Assistance Program • Athletic Diversity Board established to assess DEI across sports teams • Planning to review causes of differential attrition across racial and ethnic groups • Increased DEI training for faculty and staff • Student Conduct Task Force established

The Head of School will oversee implementation of Andover’s DEI actions and aspirations and will work with senior leadership to consider feasibility, cost, and impact. Not all recommendations will be pursued. For transparency, however, all AATF recommendations are included in the report. The Equity and Inclusion Committee of the Board of Trustees will support the school’s work and will provide governance oversight. The Associate Head of School for Equity, Inclusion, and Wellness will provide internal oversight and will be advised by the on-campus Equity and Inclusion Advisory Committee.

Meanwhile, the Head of School has identified three immediate institutional priorities: 1) Establishing a working group to examine student attrition and propose interventions 2) Creating a Student Advisory Board to strengthen student voice in decisionmaking. This body will engage students in the implementation of studentfacing AATF recommendations and ensure that their voice is present in other areas of school life.

3) Establishing a systematic approach to data, including the ways in which data is collected, retained, and used in decision-making

• Staff Council created • EBI program being reviewed by an outside consultant

WHAT IS RECOMMENDED? The report cites more than 80 recommendations, some overlapping between and among subcommittees. As stated in Section V and the summary above, Andover has already begun and/or completed various new initiatives that align with a particular AATF recommendation(s). Trustees have charged the Head of School with determining which subsequent action items will be pursued. The majority of recommendations fall within these broad categories:

Andover is also committed to transparency and accountability. The full AATF report is available online, along with a dashboard to track progress. As DEI actions are completed and new initiatives are launched, the Head of School and/ or the Associate Head of School will provide bi-annual updates to the campus community, the E&I Committee of the Board, and annual reports to the full Board of Trustees.

• Additional training for staff, faculty, trustees, students • Expanded support for students • Creation of clear goals and measurable outcomes • Improved data systems and processes on all fronts • Improved systems for recruitment, hiring, retention of faculty, staff, administrators • Improved and consistent DEI performance assessments for all employees

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ANDOVER ANTI-RACISM TASK FORCE | EXECUTIVE SUMMARY

March 2022

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