Page 6 - Demo

KEY FINDINGS AND RECOMMENDATIONS
Laurel has critical assets which position its success in advancing DEIB and Anti-Racist goals. Laurel has:
✔ been doing substantive DEIB work for more than two decades laying a foundation upon which to build.
✔ a base of students, Black, Indigenous and People of Color (BIPOC) and white, in the Upper School who are ready to engage and support Laurel in becoming an Anti- Racist school.
✔ engaged and supportive trustees, leadership, faculty and staff willing to advance DEIB throughout the School.
✔ engaged alumnae committed to holding the School accountable and interested in supporting its commitment to becoming an Anti-Racist school.
✔ dedicated DEIB Co-Directors in place who are joining the school’s leadership team. To advance its DEIB and Anti-Racist work, Laurel must:
✔ develop a clear strategy and corresponding action plan with benchmarks and evaluation measures to mark progress.
✔ develop clear and consistent communications regarding Laurel’s DEIB and Anti- Racism strategy, goals and progress on its action plan.
✔ embed DEIB in all facets of Laurel’s culture, pedagogy and operations.
✔ advance a culture of engagement, trust and accountability.
✔ hire more BIPOC leadership, faculty, and staff and commit to developing leaders
of color.
✔ ensure that the adult culture is welcoming and affirming to all faculty and staff and
that they feel supported and valued for their unique attributes, perspectives, skills,
backgrounds and lived experiences.
✔ address any disconnects between the experience that adults believe they are
creating for students and the actual student experience.
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