Diversity Action Plan

Perform a DEI curricular audit that will address three critical strands:

• Multicultural Education – ensuring a wide variety of perspectives are represented in the program
• Inclusive Teaching Practices – teachers and pedagogy adjusted to increase belonging and inclusion
• Provide access to upper-level courses to all boys more fully
• Embed time in our schedule for deeper and more consistent dialogue on DEI issues
• Review and adjust departmental and graduation requirements as needed to achieve these goals

• Augment and add to existing affinity groupings and spaces where boys of different backgrounds feel supported – including religion and sexual identity as well as race and ethnicity
• Consider new ways to support the residential student community more fully
• Analyze and develop the staffing and structure of the Office and Community and Diversity to meet goals and objectives of this plan and long-term goals more comprehensively

• Maintain emphasis on building diverse candidate pools in all searches as well as implicit-bias training for the Administration to support this objective
• Build networks and track data more comprehensively in all areas of this process to measure progress
• Continue to develop strategies to address housing concerns related to hiring at Belmont Hill
• Leverage teaching-fellow program more fully to meet diversity objectives

• Continue recent progress in outreach to find great matches for Belmont Hill from diverse populations
•  Leverage success with current families to spread the word in communities of color about Belmont Hill
•  Track and develop strategies to attract outstanding candidates (both financial aid and full-pay students) of diverse backgrounds

• Increase trainings and professional development for all faculty and staff
•  Add cultural competency skills as a component of all evaluations across campus
•  Continue to foster on-campus opportunities for growth and development in addition to traditional conference avenues; foster a culture of dialogue and growth in this area
•  Ensure that staff compensation is strong and that our adult culture is fully inclusive as well

• Create a committee to thoughtfully tackle issues of intent and impact with language use on campus including training around microaggressions
   
• Build out programming that will develop awareness and sensitivity while preserving a sense of humor and brotherhood on campus

• Consider and implement best strategies to continue Board professional growth and leadership as a model for the organization
• Analyze opportunities for Belmont Hill to have a broader community impact through vendor selection and other potential programming as an “anchor institution” in our area
• Continue analyzing future of residential program in our Long-Range Vision

• Develop deeper mentorship programming between students and alumni of color
• Leverage alumni for speakers and other programming
• Continue building events that help communicate our work and commitment in this area
• Strengthen MAP structure to maximize its positive impact on the Belmont Hill community

• Develop social media and other marketing strategies to more consistently tell the story of our commitment to work in this area.
• Close the gap in understanding regarding our progress and programming in this area for parents and alumni
• Integrate work in this area with a projected website rollout Fall of 2021

• Hone messaging regarding why DEI work is an essential aspect of developing character and college preparation for all students and not just students of color
• Work to create thoughtful events that will draw in a larger group of the parent body to address our goals
• Offer exciting opportunities for parents who are eager to go deeper into this area

• Establish History Task Force to dynamically engage with our history
• Utilize the work of this Task Force to infuse the Centennial with new positive energy
• Refine a message (in our website and elsewhere) that continues to unify our community during a time of division nationally