Page 3 - Nelson final project deliverable

Theory of Change: Organizational Learning

Senge (2004) describes organizational learning as occurring in two ways.
The first method is through continuous improvement. The second method is
through a foundational shift in organizational thinking that leads to a
change in overall organizational culture. The goal of the key recommenda-
tions and accompanying logic plan is to utilize continuous improvement to
enact a long-term shift in organizational priorities and culture so that EDI is
embedded into the fabric of the school’s driving mission and tenets.

Timeline for Implementation

Month 3 Month 5
* Identify potential donors * Make contact with Months 7-9
for scholarship initiative potential community * Recruit potential
Month 1 * Create EDI Team (EDIT) partners students through
* Gather needed data and set committee goals * Meet with stakeholders community partner-
* Identify key campus * Identify potential commu- regarding necessary ships
players in EDI nity partners family supports

Month 2 Month 4 Month 6 Months 10-12
*Review admissions * Approach potential * Roll out draft family * Take potential stu-
policies for potential scholarship donors support program dents through the ad-
bias * Task EDIT with plans missions process with
* Create admissions family support pro- help from support team
policy handbook gram and EDIT
* Gather appropriate

Year 2-3
* Monitor diversity dashboard, looking at application rates, enrollment numbers, retention numbers, and support initiatives

Key Recommendations for Change

In order to attract and enroll a more diverse student population, Trinity must change its recruitment and
admissions process and begin to target the type of student it hopes to attract. Evidence-based strategies
that uphold the commitment to diversity must take center-stage.

 Critically evaluate existing admissions practices and embrace novel approaches (Young, 2017, p. 88).
 Create a standing EDI Committee/Team of stakeholders who meet regularly to use data to identify un-
derrepresented groups (Harrison et al, 2013).
 Target specific areas from which to recruit potential school families that embraces EDI (Young, 2017;
Ford, 2016). Build relationships with other Protestant churches in the area to help identify possible
quality applicants.
 Critically review existing financial aid opportunities and identify funding-specific sources of scholarship
monies (Squire, King, & Trinidad, 2019). Ensure those monies are earmarked for diversity growth.
 Create a family support team to provide help and support to new diverse families (Ford, 2016, p. 107;
Eshoo, 2015). It is critical that new families have a support system in place as they navigate the private
school world, possibly for the first time.