In the last issue of the 21-22 “Weekly,” focus was placed on race at Parker. Much of that, including by me, was in the form of complaints. This sort of writing is often frowned upon by the school, but for this issue I want to present something tangible. For issue one of this new year, I want to focus again on race. Specifically, I want to write about Diversity, Equity and Inclusion (DEI) dialogues at Parker. 

DEI is a broad term. It encompasses issues of race, gender, disabilities, religion, sexual orientation, and many other topics I’m forgetting. However, at Parker, it often tends to revolve around conversations of race, for better or worse. I will be referring to ‘DEI dialogues’ and focus on race in this column and wanted to issue that disclaimer before continuing.

Once, maybe twice, each year we’re broken up into groups, be it in student government, advisory, or graderoom, to do climate surveys and then awkwardly talk about issues of race at Parker. These groups, often randomly assigned, are predominantly white, but much of the heavy lifting of the conversation falls on the students of color in the room. The conversations, surveys, and whatever else are wrapped up and nothing happens. Rinse and repeat. 

I leave these conversations increasingly disillusioned and exasperated. The questions asked are insulting to all of us. They lack nuance and are angling for certain, sugarcoated, answers. And white students are happy to oblige. This leaves students of color to correct the record. 

Now I said I wouldn’t just be criticizing, so, credit to the school for having the dialogues at all. Next, let’s get into some ways they can be made better. 

First, make the dialogues happen more consistently. There was only one in the 21-22’ school year. That’s not nearly enough. I understand that it’s difficult to organize the dialogues as even talking about taking teaching time away is considered blasphemy (unless it’s for a tradition), however, if any progress is going to be made, more time needs to be devoted to DEI dialogues. And this needs to start in as early a grade as possible. Having these dialogues happen consistently over a number of years will create a group of students who are more comfortable, more honest, and overall more willing to engage in the dialogue. 

Second, make the DEI dialogues more specific. DEI is a huge topic and shouldn’t be addressed all at once. Each topic (race, gender, socioeconomic status, etc) needs space to breathe. Additionally, the questions should be less vague. It’s a lot harder to weasel out of being honest when the questions are more specific. And the more honest the conversation, the more people will actually engage, reflect, and change. 

Third, split people up more intentionally. The conversations I have had at Parker thus far have been split up either by section (middle school) and advisory or randomly. None of these are inherently bad, however, for the sake of a more honest conversation, more attention should be placed on how people are split up. Familiarity, for example, can lead to more honesty but can also lead to more joking around and things of that nature. More important is to isolate affected groups. For example, in grouping people of color with white people it creates a taxing environment for the people of color who have to take on the role of the educator and makes everyone less comfortable. If, instead, you hold these dialogues with students of color separated from the white students, it can allow for more comfort on both sides which will result in more honesty, etc. I do, however, acknowledge that it’s much easier to do this with race than topics like sexual orientation or gender.

Fourth, and finally, act based on the conversation. This is directed mostly at the administration but also at everyone. Whatever gets communicated to you, take it and use it. Use it as a jumping off point for the next conversation. Use it to inform how you shape curriculum. Use it to start changing the relationship between those in power and students. And start showing students how you’re using it. The more impact they see from their honesty, the more trust you’ll build with them and the more they’ll be honest. 

DEI dialogues need to improve and these strategies are just a few ways I think they can. These dialogues represent an extraordinary opportunity to build trust amongst the students and to learn what needs to be changed. Don’t create more cynics. Listen, learn, and act.