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Anti-Racist Action Plan

In the spirit of E Pluribus Dana and in alignment with our aspiration to deepen and expand who we are as a school and community, Dana Hall School is stepping decisively into a new era. With your support and championing, we are not only announcing it now; we are moving forward. In addition to implementing the recommendations made by Diversity Directions (DD), an aspiration outlined in Vision 2025: Enriching and Extending the Dana Difference, Dana Hall commits to making tangible and impactful changes through action steps for strategic anti-racism. We have used suggestions that the Association of Independent Schools of New England’s (AISNE) Diversity Practitioners issued in June 2020 and calls to action from community members to inform this plan. 

We immediately commit to:
  • Training our community (students and adults) on how to more effectively engage with race-related discussions inside and outside the classroom beginning in the fall and on an ongoing basis. 
  • Developing an annual report that transparently outlines the School's objectives and progress related to racial equity.
  • Continuing to identify new ways of recruiting and retaining students, faculty, and staff of color.
  • Creating a permanent page on the School's website dedicated to resources that advance racial understanding, including a core set of dynamic resources for each of our stakeholders: current and prospective students, families, alumnae, board of trustees, faculty, and staff.
  • Collecting feedback and data to assess our progress and refine our goals.

General Themes of Anti-racist Action Plan

  1. Increase number of Black, Indigenous and People of Color (BIPOC) faculty, staff, and students

  2. Create a more inclusive environment for BIPOC students and adults 

  3. Commit to curricular change to uplift anti-racist teaching in all subjects and with all grades, starting with curriculum audit with view towards anti-racism

  4. Increase accountability and action with regard to community, equity, and inclusion (CEI) efforts to ensure improved BIPOC student experience 


  1. We commit to increasing the number of BIPOC faculty, staff and students. (DD Recommendations IV.A.2)

    1. Maintain and increase representation of faculty and staff of color in all departments 

    2. Continue to implement the recommendations from Diversity Directions for attracting and retaining a diversity of faculty and staff (DD Recommendations IV.A.1-5) 

    3. Continue to expand hiring network in creative ways such as leveraging the SHADES Alumnae Chapter Facebook group to post job opportunities and continuing to post on Historically Black Colleges and University (HBCU) Career Centers

    4. Continue to recruit a diversity of domestic students by strengthening partnerships with community based organizations and schools that help underserved students apply to independent schools (DD Recommendations V.A.1-5)

    5. Maintain presence at Admission fairs and forums that primarily recruit students of color


  1. We will create a more inclusive environment for BIPOC students and adults. 

    1. Partner with outside organization to provide ongoing training for adults and students on how to more effectively engage in race-related discussions inside and outside the classroom

    2. Work to increase enrollment of BIPOC students in Honors, AP, and advanced level courses 

    3. Create listening groups with each group of stakeholders—students, faculty, staff, alumnae, parents/guardians, and trustees—to further understand questions and concerns around strategic CEI initiatives already in place

    4. Review Inclusion and Diversity statement with a view to including anti-racism 

    5. Assess and improve affinity group programming in order to more effectively mitigate cultural isolation (DD Recommendations V.C.1-4)

    6. Codify process for starting new affinity groups on campus if requested by underrepresented students and communicate process to community

    7. Create a racial equity communications strategy that includes community-wide messages from the Head of School to respond to national racial and social inequities, such as the recent killings of George Floyd, Ahmaud Arbery, Tony McDade, and Breonna Taylor

    8. Ensure there is a BIPOC counselor who is accessible to both Middle School (MS) and Upper School (US) students

    9. Partner with the SHADES Alumnae Chapter to affirm and support BIPOC students

    10. Create parent programs to address the complex interdependence of racism, privilege, and economic systems of oppression in the ongoing history of predominantly white institutions (PWI)


  1. We commit to curricular change to uplift antiracist teaching in all subjects and at all age levels. 

    1. Launch a curriculum audit to identify gaps for both skills and content with view towards anti-racist action

    2. Develop and expand antiracist Forum curriculum and make accessible for use as an interdisciplinary tool by August 2020

    3. Develop antiracist orientation program and/or required Peer Education night focused on addressing Microaggressions in predominantly white institutions (PWI)

    4. Continue to incorporate education on BIPOC leaders in STEAM (Science, Technology, Engineering, Arts, Mathematics) fields

    5. Continue to investigate connecting community service initiatives with formal curriculum


  1. We will increase accountability with regard to CEI efforts to ensure improved BIPOC student experience. 

    1. Determine and institute the most effective metrics to assess Dana Hall’s progress on this action plan; these metrics will be based on best practices, feedback and data

    2. Develop a clear protocol for reporting and responding to bias incidents and communicate that protocol (DD Recommendations V.B.1)

    3. Engage students and faculty/staff in the development of this process/platform this summer to have ready to launch by August 2020

    4. Include a commitment to antiracism as well as growth and performance in CEI work as part of employee and program evaluation systems

    5. Engage CEI Council in implementation and assessment of antiracist action plan (DD Recommendations II.C.4)

    6. Develop Critical Friend Groups for faculty and advisors to support learning, professional development, and outcomes

    7. Hire an outside consultant to periodically assess progress of school in anti-racist action and CEI work

    8. Communicate progress on implementation of the Diversity Directions Recommendations on website


Specific to the Board of Trustees:

    1. Create CEI Committee on Board of Trustees

    2. Address the complex interdependence of racism, privilege, and economic systems of oppression in the ongoing history of predominantly white institutions (PWI) during Trustee orientation (DD Recommendations II.A.3)

    3. Provide ongoing educational opportunities to Trustees to support Board leadership in anti-racist action and CEI 

    4. Increase information about the Board of Trustees’ composition, experience, and commitment to CEI on the website in order to increase transparency about Board Leadership in Inclusion and Diversity (DD Recommendations II.A.1)

    5. Include on Board self-evaluation an expectation that it is fulfilling the goals of the Inclusion and Diversity Statement (DD Recommendations I.A.3)

Written and shared in June 2020