- Monroe One
- Our Equity Journey
Diversity, Equity, and Inclusion
Page Navigation
Our Equity Journey
-
The work to create an inclusive school community is not new here at Monroe One.
For more than a decade, we have been actively engaging in work to create a community full of compassion, culturally responsive teaching, and trauma-responsive practices.
The NYS Board of Regents Framework on Diversity, Equity, and Inclusion builds off the foundation we have already started.
By clicking on the roadmap on this page, you will see a snapshot of some of the work done during the past 10 years.
The commitment to eliminating inequities for our staff and students does not end. Rather, it continues to evolve and expand. The examples you see connected to each year on this website are not all-encompassing of the incredible work our teachers, staff, and students engage in every day to create a school community where everyone grows and thrives.The Champions of Equity Team
The team who continues championing the work to reimagine Monroe One include staff members from across all of our programs, positions, and bargaining units. They bring their own unique, lived experiences and perspectives to the conversation as they meet regularly to review policies and procedures. The Champions Team continues to be instrumental in shaping the Mission, Vision, and Pillars of Equity for Monroe One.
Staff Engagement
In addition to the Champions Team, all of our staff from across the organization are participating in professional learning which focuses on creating an inclusive school and work environment.
Every staff member participated in a session that ended in reflection of current Monroe One practices. They provided feedback, identifying what we do well and what we can do better.
The slides below share some of the common themes collected during those sessions and will provide the Champions Team with a baseline to build off of for future work.
The employee feedback was also shared in its entirety to department heads so they could individually review practices that impact their staff, and reflect on ways to make their department even more supportive and inclusive.
Roadmap
-
2023
- The Monroe One Code of Conduct is being reviewed, which will reflect the reimagined Mission, Vision, and Pillars.
- All instructional programs have committees focused on CRSE framework to provide program- and building-level support.
- The Monroe One Champions of Equity Team expands and will collaborate with program teams on equity efforts.
- Monroe One's commitment to family and community engagement continues. Surveys are sent out to bring in student, family, and staff voice and input.
- Identifying and reviewing assessment tools and practices is underway so we can measure our growth in all areas of creating an inclusive school community.
- Guidance for staff continues to be created, along with professional learning opportunities.
- Monroe One leadership will build off of action plans developed during professional learning.
- Training is developed on implicit bias for anyone participating on a hiring committee.
- Work continues in recruiting and retaining a workforce that better reflects the school community.
- Work is underway to review, identify, and update forms used across the organization to ensure they are accessible and inclusive.
- The Monroe One Code of Conduct is being reviewed, which will reflect the reimagined Mission, Vision, and Pillars.
-
2022
- The Board of Education formally adopts the DEI policy and reimagined Mission and Vision statements.
- Development continues of gender policy.
- Equity Action Plan is developed and implemented.
- Professional learning begins around CRSE framework.
- Superintendent's Conference Day explores importance of culture and understanding implicit bias.
- All staff engage in professional learning surrounding Monroe One's commitment to creating a culture of compassion.
- All staff engage in professional learning surrounding Monroe One's commitment to creating a culture of compassion.
- Champions Team builds off of Reimagined Mission and Vision, increasing team's depth of knowledge and sharing with individual programs and staff.
- Building-level teams are established to create structure for program-level support.
- The Board of Education formally adopts the DEI policy and reimagined Mission and Vision statements.
-
2021
- The Champions Team continues Vision Process, ensuring beliefs and practices align with tenants of equity.
- Draft Mission, Vision, and Equity Pillars are sent out to all staff, students, community partners, and stakeholders for review.
- Draft Mission, Vision, and Equity Pillars are sent out to all staff, students, community partners, and stakeholders for review.
- Leadership retreat centers around diversity, equity, and inclusion.
- Superintendent's Conference Day builds off leadership retreat, engaging staff in reimagining Monroe One.
- All staff participate in DEI workshop, assessing the strengths and areas of growth at the program and organizational level.
- Monroe One participates in Equity Challenge and informal listening campaigns.
- The Champions Team continues Vision Process, ensuring beliefs and practices align with tenants of equity.
-
2020
- The Champions Team expands its number of members and mission; pairs Culturally Responsive Education and Diversity, Equity, and Inclusion work.
- Monroe One works to ensure equitable access to education through COVID planning.
- Gender-neutral bathrooms are added to buildings.
- Monroe One establishes Diversity & Equity Planning CoSER.
- Work begins to reimagine Mission and Vision. Development of Pillars of Equity begins.
- The Champions Team expands its number of members and mission; pairs Culturally Responsive Education and Diversity, Equity, and Inclusion work.
-
2019
- Survey goes out to all families to examine digital equity.
- TIG leadership participates in tabletop training for critical incidents.
- All new staff continue to be trained in understanding of TIC principles and participate in trauma-sensitive learning communities.
- All new staff continue to be trained in understanding of TIC principles and participate in trauma-sensitive learning communities.
- SEL curriculum is finalized, mapped off of state standards.
- Champions Team actively works through each area.
- Survey goes out to all families to examine digital equity.
-
2018
- Trauma 101 is offered to the entire organization. Students are surveyed from across all center-based programs.
- Leadership prioritizes school-wide trauma sensitivity to become fully integrated into Monroe One schools and programs.
- Leadership prioritizes school-wide trauma sensitivity to become fully integrated into Monroe One schools and programs.
- Code of Conduct reviewed to be reflective of restorative and trauma-informed practices.
- SCD focuses on wellness and mindfulness for staff.
- Champions Team is created.
- Team includes members from across the organization.
- Members begin reviewing culturally responsive practices.
- Trauma 101 is offered to the entire organization. Students are surveyed from across all center-based programs.
-
2017
- Trauma 101 steering committee is created. That work resulted in a core group of trainers for organization.
- Organizational leadership is trained in understanding and adopting the core principles of trauma-informed care.
- Organizational leadership is trained in understanding and adopting the core principles of trauma-informed care.
- Monroe One launches a uniformed effort around PBIS, which has been a long-standing structure in our programs.
- Standard curriculum for SEL is in place.
- Trauma 101 steering committee is created. That work resulted in a core group of trainers for organization.
-
2016
- Grant is written to bring Trauma 101 as a training to BOCES.
- Staff are trained in Trauma 101.
- Additional training is developed to roll out as new staff are hired.
- Staff are trained in Trauma 101.
- Monroe One collaborates with districts to survey staff and students through grant from the Wilson foundation.
- Grant is written to bring Trauma 101 as a training to BOCES.
-
2015
- Staff begin to participate in book study on Culturally Responsive Teaching and the Brain.
-
2014
- Training increases around Trauma Informed Care (TIC) and Trauma, Illness, and Grief (TIG).
- Monroe One marks a milestone of 10 years of being part of the Consortium on Trauma, Illness, and Grief.
- This work continues to shape practices seen around the organization today.
- Training increases around Trauma Informed Care (TIC) and Trauma, Illness, and Grief (TIG).
-
2013
- Work continues around Trauma Informed Care (TIC).
- This ongoing work strengthens the organization's commitment to seeing and serving the student as an individual.
- Work continues around Trauma Informed Care (TIC).
-
2012
- Monroe One continues to utilize established practices around Trauma, Illness, and Grief (TIG).
- Monroe One was accepted as a member of the Consortium on Trauma, Illness, and Grief in 2004.
- The organization continued to build on that learning, also expanding its Grief Crisis Intervention team.
- DASA Legislation is introduced, Monroe One creates required training for all staff.
- Monroe One continues to utilize established practices around Trauma, Illness, and Grief (TIG).