List of 4 items.

• Curriculum Subcommittee

  The Curriculum Subcommittee is committed to eradicating racist and biased curricula as well as expressions of racism and other expressions of bigotry. This subcommittee compiled three short-term recommendations to be carried out in the 2022-2023 school year, which included detailed questions and notes faculty can use as a tool for reflection and revision. The recommendations are focused on immediate impacts for students and include the establishment of norms in each classroom, coursework that provides “windows” and “mirrors,” and student-centered syllabi that clearly states each teacher/department’s policy with regard to DEI.

   

  In addition, three long-term recommendations, focused on the sustainability of culture change, were identified to be carried out in the 2023 academic year and beyond, as well as determine ways to evaluate and measure success. Time was dedicated during the February in-service day for departments to develop three DEI commitments to be implemented in their curriculum.  
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  2021-2022 Recommendations

  • Establish and adhere to norms in and beyond our classrooms
  • Vary coursework/classwork so that the curriculum can act as both mirrors and windows for all students
  • Adopt a student-centered syllabus/class outline/class contract for all students

  Progress (as of spring 2022)

  • Established detailed guidelines for questioning and analyzing to help create a culturally responsive curriculum for faculty, students and administrators
  • Made commitments by faculty departments to be undertaken during the 2022-2023 school year

  2023 and Beyond
  

  • Challenge bigotry and racial injustice in the real world
  • Encourage and elevate student voices
  • Acknowledge and address challenging content

• Policies and Procedures Subcommittee

  The goal of this subcommittee was to identify and develop schoolwide policies and procedures for students, faculty and staff to swiftly and systematically respond to any instances of racism, bias and/or bigotry. One of the first tasks of the subcommittee was to modify divisional and employee handbooks, which have been updated to further detail what will not be tolerated with respect to diversity, equity and inclusion.   

   

  For the 2022-2023 school year, student handbooks will be adjusted to contain non-gendered language, and most awards and leadership roles will be non-gendered. At the same time, the school will make sure there is an equitable distribution of awards.

   

  To strengthen its response protocols around incidents of racism, bias and bigotry, Tower Hill has created a flowchart of the procedural steps that should be taken both for students and for faculty and staff. It was recommended that the Director of Social Justice be included and consulted throughout the inquiry and disciplinary process as necessary for the given incident. An infographic has been created so that students easily understand who they can turn to for help, and it will be displayed throughout the school.
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  Recommendations

  • Anti-hate statement will be shared broadly
  • Strengthen response protocols and reporting system for incidents of racism, bias and bigotry
  • Outline a framework and establish a flowchart for who to contact and how the process will be documented and resolved
  • Language in handbook, on policy and around traditions, will be suited to non-gender conforming language

  Progress (as of spring 2022)
  

  • Anti-hate statement shared at opening assemblies and meetings
  • Changes were made to both the student and faculty handbooks
  • Social Justice team met with ninth grade students during Freshman Seminar to review and discuss expectations around bias/bigotry
  • Created a flowchart of the procedural steps that will be taken both for students and for faculty and staff
  • Designed an infographic for students to easily understand who they can turn to for help. This infographic is now in final review and will be displayed throughout the school.
  • Policy and procedure changes are in place for the student handbooks to be published in the 2022-2023 handbook

• Recruitment and Retention Subcommittee

  The Recruitment and Retention Subcommittee’s aim was to provide advice and make recommendations on programming, initiatives and services affecting the recruitment and retention of faculty that is in alignment with Tower Hill’s strategic plan. The building blocks for many of the recommendations were already in place. For example, the school engages with Nemnet, an organization committed to assisting schools in the recruitment and retention of diverse faculty and staff. The school is utilizing many of Nemnet’s strategies and best practices. Interviewers at Tower Hill have taken anti-bias training, and the school is exploring other ways to improve internal processes. 

   

  Retaining excellent faculty is a top priority for Tower Hill, which starts with making new faculty feel included and giving them the tools to make an impact. The school has a mentor program for new faculty, which has been strengthened with a detailed handbook. The subcommittee discussed ways to improve and expand upon the existing mentor program specifically for faculty of color. The Director of Social Justice has regular meetings with each new faculty member of color to establish rapport, provide support and answer questions that might ease their transition into Tower Hill and the Wilmington area. 

   

  The school is working to create a support system that specifically embraces diverse faculty and staff. One approach being explored is establishing affinity groups to build connections within the school.
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  Recommendations
  

  • Conduct an assessment/survey of inclusivity climate
    • Progress
    • Students, faculty, staff and families participated in a school climate survey in April 2022. Results will provide actionable data that will lead to positive school enhancements.
  • Improve exit interviews with staff and families to enhance internal reporting 
    • Progress
    • Exit interviews for faculty and staff have been underway for a few years, and interviewees have been expanded
      
      
  • Continue internship/fellowship opportunities for prospective new teachers
    
    • Progress: Strengthened current relationships with:
    • University of Delaware’s Student Teaching Internship Program
    • Delaware State University’s School of Education
    • Fellows Program in the Lower School and in Upper School Science
    • Partnerships with Wilmington’s Eastside Charter - APEX Honors Program in our Middle School

  • Expanding DEI staff
    • Progress
    • Staff expanded to include Assistant Dean of Social Justice and Dean of Hiring and the number of Divisional Equity and Inclusion Coordinators increased from six to eight
    • Continue to work with Nemnet Minority Recruitment Services and other agencies that promote diverse candidates
    • Continue to provide anti-bias training for faculty and staff who are involved with interviewing and hiring

  • Board involvement/outward reporting in hiring process
    • Progress
    • Regular outward reporting to the Board of Trustees of open positions and hiring

  • Improve mentoring program especially with faculty of color/diverse faculty
    • Progress
    • Created mentoring handbook
    • Continue to optimize mentoring program
    • Director of Social Justice meets regularly with new faculty of color
    • Director of Social Justice founded a multi-school affinity group of LGBTQIA+ faculty/staff that meets regularly for both social and education events
    • Director of Social Justice founded a multi-school affinity group of faculty/staff of color that meets regularly for both social and educational events
    • Continue to sponsor the Delaware DEI Practitioners group made up of diverse faculty/staff that meets regularly
      
      

• Future Focus

  Tower Hill’s work on creating a more equitable, diverse and inclusive school is ongoing, and our Head of School, Board and school leadership are all deeply committed. The values of engaged citizenship, respect for others and critical thinking have always been part of Tower Hill’s mission and are the bedrock of our commitment to inclusivity. This work is fundamentally about ensuring academic and community excellence at the highest level.

   

  While our progress is measurable, we recognize that we still have work to do. We look forward to advancing our social justice program and improving diversity, equity and inclusion, which will strengthen our community. To those who served on the task force, thank you for your strength, honesty, time and dedication to this important work.