¬ť∂Ļ…Ámadou

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Anti-racism, Reconciliation and Equity

OUR COMMITMENT  

¬ť∂Ļ…Ámadou is committed to working intentionally toward anti-racism, reconciliation and equity through continuous action, learning and improvement. This commitment and work is guided by our Anti-racism and Equity policy and First Nations, M√©tis, and Inuit Education policy.

We know that racism still exists in our school division and broader community. We believe that listening to, and learning from, students, staff, families and community is critical to understanding what is important.

These voices have helped to inform actions outlined in our Anti-racism, Reconciliation and Equity Action Plan. This work will lead to authentic and meaningful long-term systemic change.

 
Education serves as the cornerstone of society and ¬ť∂Ļ…Ámadou strives to be an organization where every staff member and student feels that they belong, are included and can succeed.

–Superintendent Darrel Robertson

ANTI-RACISM, RECONCILIATION AND EQUITY COMMITTEES 

To guide the work of the Anti-racism, Reconciliation and Equity Action Plan, the Division has created four committees.

These committees bring together a variety of voices, perspectives and real-life experiences to guide the Division's efforts in anti-racism, reconciliation and equity initiatives. Each committee is governed by a terms of reference, grounded in the action plan.

  • Equity Advisory Committee: This group reflects the diversity of our city through the voices of families and community members who provide insights on initiatives created under the action plan.
  • Anti-racism, Reconciliation and Equity Staff Advisory Committee: This new staff committee provides a wide range of perspectives on the work we’re doing to advance the action plan. The committee includes staff representing a variety of:
    • staff groups
    • roles
    • work locations
    • personal identities
    • lived experiences
  • Anti-racism, Reconciliation and Equity Steering Committee: This internal group reflects leadership, experience, diversity and expertise across the Division and provides overarching guidance on advancing the action plan.
  • Anti-racism, Reconciliation and Equity Principal Committee: This group of principals works directly with the steering committee to help plan, develop and carry out the action plan in schools.

Advancing our Action Plan: Year Two Update

The Anti-racism, Reconciliation and Equity Action Plan Year Two Update outlines the actions the Division has taken in the 2022–23 school year to support anti-racism, reconciliation and equity in schools and the community.

Read the Year Two Update

HIGHLIGHTS FROM YEAR TWO

Our work is focused on three key areas identified in the Anti-racism, Reconciliation and Equity Action Plan: support for schools, human resource practices and student demographic data.

SUPPORT FOR SCHOOLS

Supporting and enhancing school capacity in the areas of anti-racism, reconciliation and equity involves multiple layers of listening, learning, unlearning and relearning.

Providing ongoing professional learning that supports personal growth and professional practice is necessary as we strive to learn more about the students we serve.

HIGHLIGHTS FROM YEAR TWO

  • Anti-racism Critical Support (ARCS) Team: providing support for school-based incidents perceived to be racist or discriminatory
  • Multi-faith calendar: building a sense of belonging for all students
  • Professional learning: building on the skills and knowledge of staff at all levels of our organization
  • School-level conversations: using student voices to advance anti-racism, reconciliation and equity within school communities
  • School Renaming Criteria Advisory Committee: learning and reflecting on our history through the lens of anti-racism, reconciliation and equity

In year two of the action plan, we introduced and enriched several initiatives that encourage inclusive practices in schools and support a sense of belonging. Moving forward, our focus is on how we create space for student voices so we can better understand their unique student experiences.

Learn more about our work to support schools.

HUMAN RESOURCE PRACTICES

It’s critical that staff, students and families see themselves reflected in our workforce.

To help us achieve representation, we will examine our human resources practices and policies to ensure they support hiring, developing and retaining a workforce that represents the diversity of the students and families in schools.

HIGHLIGHTS FROM YEAR TWO

  • Professional learning on equitable hiring practices: understanding how unconscious bias impacts hiring practices
  • Anti-racism, reconciliation and equity leadership competency: recognizing the importance of leadership skills related to anti-racism, reconciliation and equity
  • Increasing Diversity in Leadership Report: representing the voices of Division staff with diverse identities
  • Anti-racism, Reconciliation and Equity Staff Advisory Committee: engaging a diverse range of staff perspectives
  • Staff and applicant demographic data collection: committing to research and exploration

In year two of the action plan, we gained further understanding on how we apply an equity lens to our human resource practices through engagement opportunities and professional learning sessions. Moving forward, we will focus on strategic projects that enhance trust and communication with staff and support equitable outcomes.

Learn more about our work in the area of human resource practices.

STUDENT DEMOGRAPHIC DATA

Student success and well-being is at the heart of the Division’s work—striving to have all students feel safe, experience a sense of belonging at school and to grow and succeed as learners.

One action to help the Division further enhance student success in school is to better understand how students identify themselves and then examine which students are thriving in school and which students need additional support.

In September 2020, the Board of Trustees requested that ¬ť∂Ļ…Ámadou administration develop a model for the collection of data to better understand the self-described identities of students in the Division.

In fall 2022, ¬ť∂Ļ…Ámadou conducted a Student Demographic Survey for the first time.

HIGHLIGHTS FROM YEAR TWO

  • Student Demographic Survey launch: 73 per cent participation rate
  • Survey data preparation: respecting privacy and protecting confidentiality
  • Student Demographic Survey Report: sharing results of the survey with students, staff, families and community

In year two of the action plan, we took great care to prepare and support our school communities in carrying out the Student Demographic Survey. Moving forward, we will focus on using the survey results to better understand how students experience success and belonging in our schools.

Learn more about our work around student demographic data.

WHAT HAPPENS NEXT

The Anti-racism, Reconciliation and Equity Action Plan is a multi-year approach reflecting the Division’s commitment to reconciliation and becoming an anti-racist organization. We will continue to update staff, students and families on what we’ve accomplished and the critical next steps.

This work is a collaborative effort that is built on listening, learning and evidence-based decision making. We will continue to engage in meaningful ways with students, staff, families and community members so that diverse lived experiences and perspectives inform our work. 

For more detailed information on the Division’s next steps in each of the three key areas, read the full Anti-racism, Reconciliation and Equity Action Plan Year Two Update