Diversity, Equity, Inclusion, and Anti-Racism Services
Listening to the voices of our community in an equity-informed manner compels us to act with urgency to hasten work on our Multi-Year Strategic Plan priorities for 2019-2023 that address issues of systemic racism in a proactive and capacity-building way.
Based on dialogue with equity-seeking groups and the broader community LRSD serves, the division launched its Diversity, Equity, Inclusion (DEI) and Anti-Racism Initiative on Oct. 5, 2021. Its operating goals for 2021-2023 include the following priorities:
1. Bring together students, staff, and families to co-create initiatives to address issues of systemic racism in a proactive and capacity-building way
2. Develop and implement an Equity and Anti-Racism Policy and action plan
3. Develop and implement an on-going equity-based curriculum review process to emphasize decolonization
A review of the of the Human Ecology curriculum is in progress. We are working to establish a steering committee in 2022 and budget for 2022-2023.
4. Develop and implement a multi-year equity-based professional learning plan focused on anti-racism/anti-oppression education, trauma-informed practice, and the Truth and Reconciliation Commission's Calls to Action.
5. Develop and implement an employment equity policy and action plan
A few actions we've taken toward this goal include:
introducing new wording in our job postings as of November 2021
developing an employee recruitment and retention strategy by March 2022
deepening our understanding of the lived experience for our employees who identify as BIPOC through an ongoing equity audit
developing a draft employment equity policy to receive first reading by June 2022
6. Continue to expand and improve equity-based outcome data collection and analysis including
regular census of students and staff to develop an equity-based profile of the LRSD (on-going)
collection and analysis of (on-going)
disaggregated student data (gender, grade, Indigeneity, race, disability, sexual orientation)
student discipline (suspensions, etc.)
7. Effective June 2022, start an annual equity accountability reporting commitment to measure efforts to
address disparities in students’ achievement and wellbeing based on disaggregated BIPOC demographic data
audit policies, protocols, programs, curricula, and practices
measure employment equity efforts
8. Establish a Diversity, Equity, Inclusion (DEI) and Anti-Racism Education Team (Office) to champion the work of addressing issues of systemic racism in a proactive, capacity-building, and systematic way. This team includes:
reimagining the ECHO teachers’ roles and responsibilities, effective August 1, 2021
appointing Bobbie-Jo Leclair Divisional Vice-Principal of Indigenous Education, Intercultural Understanding and Transformation, effective August 1, 2021
appointing Darcy Cormack assistant superintendent on October 5, 2021
appointing Michelle Jean-Paul Divisional Principal of Diversity, Equity, Inclusion and Anti-Racism Services, beginning Jan. 6, 2022
We will continue to share regular updates on the progress and work on the DEI and Anti-Racism Services Team in the coming weeks and months.
Christian Michalik, Superintendent