Cultural Proficiency Advisory Committee

Diversity, Equity, & Inclusion

Contact Information

Nyree Wilkerson
Diversity, Equity, & Inclusion Coordinator
Email Nyree Wilkerson
330.653.1328

Resources

Cultural Proficiency Framework

DEI Glossary of Terms

Teacher Resources

Staff Newsletters

Ohio's Strategic Plan for Education

Bias-Free Language

ABOUT THE COMMITTEE

The Cultural Proficiency Advisory Committee is a committee of students, staff, parents, and community members who volunteer their time to advance the district's mission of progressing toward cultural proficiency. The Advisory Committee is not a decision-making body, instead, the members research best practices and draw on their own areas of expertise to advise and make recommendations to the Superintendent regarding policy and procedure, curriculum, professional development, cultural programming, and behavioral health as it relates to diversity, equity, and inclusion in our schools.

OBJECTIVE 1. Hire Diversity, Equity, and Inclusion Coordinator

OBJECTIVE 2. Determine current cultural proficiency baseline with a focus on anti-racist multicultural data points

Identify and review current information

HS student survey November 2019
Final summary for DCNEO
Panorama disaggregated results in grades 3-12
Hudson demographics
Civil Rights Data

Identify additional information to be gathered
- Board of Education
- Cultural Proficiency Advisory Committee
- Hudson City School District stakeholders
- Cultural climate surveys for parents, staff, and students
- Bias self-assessments
- Feedback from students and families of color and other marginalized groups
Determine processes for sharing information with stakeholders
- Board of Education
- Cultural Proficiency Advisory Committee
- Hudson City School District stakeholders

OBJECTIVE 3. Establish Cultural Proficiency Advisory Committee

Composed of stakeholders and non-stakeholders committed to diversity, equity, and inclusion, this committee will professionally inform and assist in the implementation of the ongoing efforts.

Create structure of positions to compose the Cultural Proficiency Advisory Committee
Create process for identifying members
Create process for identifying tasks
Make recommendations for the implementation of identified tasks

OBJECTIVE 4. Create the tool for conducting Curriculum/Academics audit focusing on cultural proficiency and oversee the identification of necessary revisions

OBJECTIVE 5. Review anti-harassment and bullying policies including training and procedures for following policies.

Review/examine anti-harassment and bullying policies for students and staff
Provide clarification and training of the anti-harassment and bullying policies in regard to racial language or incidents for students, staff, and parents
Clarify the difference between Zero Tolerance and Zero Indifference
Clarify and communicate Ohio law regarding policies, privacy rights, and discipline
Identify and clarify communication processes including transparent and legal ways to do so

Determine purpose, platform, process, publishing of data, procedural flowchart, and sharing of process with all stakeholders
Communicate to students/parents various ways to report an incident
Teacher/staff member reporting and following through
Training of reporting process for all staff members
Tracking and reporting racial incidents- how an incident is reported and how to communicate the outcome
Communication processes including transparent and legal ways to do so

OBJECTIVE 9. Provide staff professional development to support implementation of objectives

All Staff

Develop plan for ongoing PD
Focus placed on understanding implicit and unconscious biases, micro and macro aggressions, multiculturalism, upstander vs bystander, etc.
Anti-harassment-understanding, reporting, and follow-through
Creating continuing education plans for ongoing learning

Teaching Staff
- Culturally Responsive Teaching Practices
- Conflict Resolution Training
- Restorative Practices training
  - Proactive Circles
  - Courageous Conversations

OBJECTIVE 10. Identify and develop programming focusing on cultural proficiency

OBJECTIVE 11. Review and and make recommendations for modifications to hiring practices to recruit and retain staff members of color