Nuestro compromiso: Equidad racial y pertenencia

In response to the outrage and pain across our country sparked by the killing of George Floyd, and the sharing of stories of racism within our own school community, College Prep renews its commitment to centering the work of racial justice and equity across all aspects of school life.
Although the School has walked the path of equity and inclusion for many years, we have gone neither fast nor far enough. We hear and acknowledge the destructive and pernicious role of anti-Black racism and white supremacy within institutions, including our own.
 
We recommit our energy and resources to creating a transformed learning environment where each student is cared for, supported equitably, and prepared to participate in the creation of a more racially just world. The Board of Trustees Equity and Inclusion Committee is working with the school community to catalyze and guide this work.

Building on the School’s existing equity frameworks for bias management, cultural competency, and service leadership, we will focus on the five areas of commitment that follow. The School will begin work immediately in each area, while also building out longer term initiatives based on our learnings and experiences.

List of 5 items.

  • School Culture

    Our Aims: Develop and amplify resources, systems, and programs that support a compassionate, equitable, and affirming school culture. College Prep’s culture must cultivate and express the values of dignity, fairness, inclusion, and respect that are at the heart of its equity and justice work. 

    Immediate actions to launch or amplify (2020-21 school year):
    • Develop and provide explicit and developmentally appropriate equity, inclusion, and anti-oppression curriculum at each grade level through the Compass Program.
    • Dedicate regular time within the advising program for all students to participate in educational activities focused on equity, racial justice, and cultural competency.
    • Examine and revise policy language to ensure clear standards, expectations, and consequences for students, faculty, and staff regarding harassing or discriminatory behavior.
    • Create accessible spaces and processes to enable critical feedback about experiences of racism on campus.
    • Ensure that the Black Student Union has the support necessary to fulfill its purpose.
    • Encourage explicit articulation of community norms to be collaboratively established and modeled regularly in all school spaces.
    • Connect interested alumni of color with opportunities to share their expertise and perspectives with current students.

    Longer term strategies and aspirations (1 to 5 years):
    • Develop and make available restorative pathways and processes for students and employees who experience discrimination or racial misconduct.
    • Create more formal mentorship pathways between Black and BIPOC alumni and current students.
    • Assess communications around the college application process and its impact on students and culture.
    • Develop sustained partnerships with local organizations that support opportunities for experiential learning and deepen ties with the Oakland community.
    • Provide and communicate clearly about non-tuition aid and other resources to ensure that all students have access to the full experience of the School.
  • Teaching and Learning

    Our Aims: Audit and adapt curriculum and pedagogy to support teaching and learning for equity. Our academic program must empower each of our students with the skills and understandings needed to have agency in their own lives and to affect positive change in their communities, developing an understanding of the systems of power and oppression that shape our society.

    Immediate actions to launch or amplify (2020-21 school year):
    • Integrate course materials that highlight the experiences and voices of a range of identities, especially those of historically marginalized people, focusing first on courses within the English and History Departments.
    • Identify outside partners and internal structures to support a comprehensive, equity-based process for curriculum review.
    • Examine physical classroom spaces to ensure that displayed materials are representative of diverse cultures and identities. 
    Longer term strategies and aspirations (1 to 5 years):
    • Implement curricular transformations identified in the 2020-21 school year. 
    • Create courses in the humanities that center BIPOC identities and histories.
    • Using input from the faculty, design a year-long program of professional development to support skill building in anti-bias and cultural competency work.
  • Adult Representation

    Our Aims: Increase representation of Black and Black-identified people in faculty and administrative roles, focusing first on teachers in core academic areas. All students should be able to see their identities represented in the adults who are teaching and guiding them, as well as benefit from having faculty and administrators whose backgrounds are different from their own.

    Immediate actions to launch or amplify (2020-21 school year):
    • Revisit College Prep’s hiring processes, including review of job description templates, job criteria, interview questions, finalist interview day format, and the faculty/staff evaluation processes to ensure that equity practices are centered and clearly articulated.
    • Identify and partner with recruiting firms who work primarily with underrepresented candidates.
    • Develop a network of informal “referrers” identified through community meetings and family interviews who can be notified of position openings.
    • Strengthen on-boarding practices for all new employees to ensure that they feel respected, that the expertise that they bring is acknowledged, that they gain a sense of true belonging to the community, and that they are empowered to create further change.
    Longer term strategies and aspirations (1 to 5 years):
    • Fund selective overstaffing to create positions as talented Black-identifying and Latinx candidates are identified.
    • Build multi-year relationships with potential candidates.
    • Evaluate employee benefits for opportunities to make College Prep’s employment offers more competitive.
  • Student Diversity

    Our Aims: Increase representation of Black and Black-identified students. College Prep strives to be a school where Black students from a broad and diverse cross section of the community find community and a multidimensional sense of belonging.

    Immediate actions to launch or amplify (2020-21 school year):
    • Create and offer at least two admission events for BIPOC students and families.
    • Develop opportunities for Black-identifying applicants to meet and spend time with current Black-identifying students.
    • Increase the number of underrepresented students in the Admission Office Ambassador program. 
    • Ensure that student profiles featured on College Prep’s admission webpages accurately represent the demographics and varied experience of the student body. 
    Longer term strategies and aspirations (1 to 5 years):
    • Develop a multi-year plan for increasing representation of Black applicants at every stage of the admission process.
    • Evaluate the need for additional budget and staffing dedicated to outreach and awareness building in Black communities.
    • Build a robust set of community partners that expand the School’s referral network beyond traditional sending schools.
    • Evaluate shifting from a financial aid/assistance model to indexed or flex-tuition.
    • Seek funding for a restricted endowment for tuition assistance for Black students. 
    • Deepen the relationships between The Partners Program’s sending schools and College Prep.
    • Evaluate the role of standardized testing in the admission process.
  • Training

    Our Aims: Train all employees and Board members in anti-bias and anti-racism tools and frameworks. Through shared knowledge of and practice with the tools and behaviors of racial justice work, our adult community will be culturally competent and able to support each other and our students. 

    Immediate actions to launch or amplify (2020-21 school year):
    • Identify outside expertise to facilitate a fall training for the full Board of Trustees on equity and racial justice in governance work.
    • Identify a framework, including content and dedicated time, for anti-bias and cultural competency training for all faculty and staff.
    • Prioritize professional development funds for the support of equity, inclusion, and anti-racist work.
    Longer term strategies and aspirations (1 to 5 years):
    • Develop the School’s internal capacity to deliver on-going training.
    • Embed feedback mechanisms specific to anti-bias and cultural competency in existing supervisory practices and structures.
We will hold ourselves accountable for these commitments through:
  • An annual progress report/assessment based on that year’s goals and plans
  • Regular community conversations that provide a forum for updates, dialogue, and discussion
  • Learnings, work plans, and results that are shared and visible on this website

We invite you to follow our progress and embrace this opportunity to make College Prep more equitable, inclusive and just. We hope that you will join us on this journey.


Community Communications

List of 3 items.

  • July 1, 2020: To the College Prep Community

    Dear College Prep Community,
     
    We reach out to you today with humility and open hearts. Especially to the Black members of our community, we say clearly, we hear you: your emails; your phone calls; your posts on Instagram at blackatcollegeprep and other social media. It is humbling to learn of injustices that took place long ago and as recently as this last school year. It is heartbreaking to hear that members of our community have been hurt or diminished by the very people they relied upon for care and support: administrators, faculty, peers.
     
    We hear the individual and institutional ways that College Prep has fallen short of providing the experience and community that you deserve.We appreciate the courage that it has taken to share your stories. Underneath the details, we have heard evidence and patterns of ways that our actions and inactions caused pain; we deeply regret the harm we have caused and the opportunities lost. We should have done better. For this, we are truly sorry.
     
    In order to foster the genuinely equitable and inclusive culture to which we aspire, we must face our shortcomings, and yet not be paralyzed by them. In June, the School made a Statement of Commitment to deepen our anti-racist work, acknowledging that statements, by themselves, do not create change. We are moving forward with intent and urgency to review our programs and practices. While this planning takes shape, we commit to anchoring our work by:
     
    • Requiring anti-racist training for all employees and Board members;
    • Identifying and implementing additional strategies to recruit and hire Black faculty and administrators so as to expand the diversity of our adult population;  
    • Identifying and addressing barriers to the enrollment of more students who identify as Black, striving to be a school of choice for Black students who represent a broad and diverse cross section of the community; 
    • Creating accessible spaces and processes to enable critical feedback about experiences of racism on campus while implementing accountability measures and restorative and accountability pathways for students and employees;
    • Using curriculum and expanding programming to foster an anti-racist culture of inclusion and belonging for all students, employees, and parents;
    • Strengthening transparency and communications about existing and future programming and anti-racist efforts to ensure visibility, accountability, and change.
     
    We know this is the School’s work to do. We hope that you, our community members, will help us do it better. If you are willing, we want to hear more: about the ways that race impacted your experience at College Prep, about the ways you would like to see our school improve, about how you’d like to get involved. We invite all interested students, parents, alumni, past parents, and employees to give us feedback:  
     
    1. Share your written feedback here
    2. Participate in a summer or fall live community conversation via Zoom with Jeremiah Jackson, Director of Equity and Inclusion, and Monique DeVane, Head of School. 
    3. Send a confidential message to the Board of Trustees through this dedicated email account.
     
    We do not expect to proceed without stumbles, but we are listening and committed to action. We work toward a vision where every member of our community feels safe, visible and supported, ready to live and learn in a more equitable world.
     
    Sincerely,
     
    Monique DeVane
    Head of School
     
    Kevin Katari
    Chair, Board of Trustees
  • June 9, 2020: A Statement of Commitment

    In this moment of national reflection, The College Preparatory School affirms its longstanding commitment to social justice and its rejection of hatred in all its forms; especially racial hatred and anti-Black violence. At College Prep and for our wider community, we state unequivocally that Black lives matter. 
     
    Statements of commitment are important starting points, but they do not create change, nor do they expose the full extent of the real and existential harm experienced daily by Black people in our country. Meaningful changes are needed on both individual and structural levels, guided by the experiences of those who have been most hurt and whose opportunities have been most deeply diminished. As a learning community, we are only strengthened when we acknowledge and center these voices. 
     
    To our Black students, families, staff, faculty, and alumni, we acknowledge that, while College Prep continues to work earnestly and has made tangible progress on issues of equity and inclusion, it has not been a place of comfortable belonging for all of its members, nor has it been immune to structural racism. If we are to be an anti-racist institution, we have a great deal to do. We are committed to this goal and understand that this work—too often shouldered by Black students, faculty, and staff—must engage the entire community. 
     
    For College Prep to live up to the aspirations of its mission statement, we must keep working against cycles of historic injustice, across racial and ethnic divides, and for change that is actionable and measurable. We will continue to enlist the help of our extended community to create a durable and inclusive framework for this effort, one that is collaborative and visible. Only then can we truly foster shared accountability and an equitable future.
  • June 3, 2020: To Students and Families

    Dear Students and Families,
     
    I am without adequate words for the range of emotions these past days have brought. Juxtaposed with my appreciation for how our teachers and students have risen to this most unusual spring, like many of you, I am also grieving: for George Floyd and so many before him, lost to anti-Black violence; for the cost of our tolerance of systemic racism; for the enormous gap between our aspirations and the lived realities of so many people of color in our country.
     
    It is heartbreaking to witness the racial chaos in which we find ourselves, to know that people continue to be denied basic protection and dignity in ways that feel numbingly familiar. As parents, we all want our children to be safe, to have hope and opportunity. I cannot know what it feels like to be a parent of color right now, but I am certain that within our own diverse community, some of our families are disproportionately and profoundly affected by the hate, inequities, and violence in our country. Our students and their families need and deserve to know that we are in solidarity in the shared belief that Black lives matter.
     
    Schools hold a particular obligation to be places of hope. But hope alone is not enough. We must be resolved to live up to our School’s commitment to anti-bias, cultural competency, and service leadership. As we look to the future, we need to be willing to sit with the discomfort that comes with hard questions and realities, and to listen and learn from those whose lives are centered in this struggle. In this challenging space, perhaps we can find openings for new and shared understandings. Perhaps repair can begin. 
     
    I have great faith in our students and faculty. Their daily work promises new beginnings and a more just society. Even though the school year is over, I see the students in our No Place for Hate Coalition and the Black Student Union creating spaces to talk and plan together. Our faculty are also sharing resources and engaging in both adult and community conversations. There is much work to be done, but in our own spheres of influence, we can each use our power to disrupt oppression and inequity. We can all commit to educating ourselves, to listening, and to kindness.
     
    With care, 
     
    Monique DeVane
    Head of School

NON-DISCRIMINATION POLICY

La Escuela Preparatoria Universitaria admite a los estudiantes de cualquier raza, origen nacional y étnico, credo, capacidad física, situación económica, identidad de género u orientación sexual para disfrutar de todos los derechos, privilegios, programas y actividades generalmente disponibles para los estudiantes de la escuela. La escuela aplica todas las normas legales de no discriminación a los programas administrados por la escuela, las prácticas administrativas y en apoyo de todos los miembros de la comunidad.

Follow Our Progress

List of 2 items.

  • FALL 2020 UPDATES

    - Admissions communications in Spanish and other languages: 

     -- Website translations in Spanish, French, Vietnamese, and Mandarin.

     -- Parent volunteers are set to support families in Spanish, Mandarin, Korean, French, and German during the application process.


     -- Closed captioning in English and Spanish to all videos in our video gallery.


     -- Translating our viewbook and program guide into Spanish; posted on our website soon.  


     -- Financial Aid application is available in Spanish. School and Student Services (our financial application service) provides customer support in Spanish.


     -- Financial Aid presentation will be recorded and posted with closed captioning in English and Spanish

    - Community conversations held with over 150 alumni, Board of Trustees Equity and Inclusion Committee members, Head of School Monique DeVane, and administrators.

    - College Prep partners with Oakland's Circle Up  to develop a series of education programs for faculty, staff and students.  All members of our community will participate in this work which will allow us to better understand racism, restorative practices, and anti-racist work.

    - Members of the faculty and staff activated an E&I Coordinating Committee to identify areas of equity work specific to faculty / staff experiences, provide spaces for collaboration in these areas, and coordinate efforts between groups working on different facets of E&I at the School.

    - College Prep alumni, ranging in class years from 1973 to 2016, attended a small group conversation with Head of School, Monique DeVane, Equity and Inclusion Director, Jeremiah Jackson, and Director of Alumni Relations, Ingrid Ray to discuss how they would like to get involved to help the School in its E&I efforts.

    - A pilot group of faculty and staff participated in Harvard's Reimagining Integration: Diverse and Equitable Schools Project (RIDES) Training. 

    - Translation capability is added to the School’s website, making it accessible in five languages. 

    -
    Board of Trustees equity and inclusion training with facilitator Gene Batiste (genebatisteconsulting.com).



    - BSU holds an open meeting for students, faculty, and staff to discuss the impact of Black@CollegePrep Instagram site. Next meeting: allyship.

    - CPS communications staff participated in “Antiracist Communications Strategy Session” hosted by Nueva School.

    - Oakland-based CircleUp Education leads our opening faculty/staff professional development day: Processing the Impact of Societal Change: A Restorative Conversation.  

    - The website for the Our Commitments: Racial Equity and Belonging launches to ensure that College Prep’s plans and progress are visible to the entire school community.

    -The English Department revises its reading list for 9th and 10th grade core courses. Read more in Community Voices.

    - Introducing new LifePrep programming for 11th graders this fall. Through a partnership with The Mosaic Project, a local experiential learning and equity organization, students will engage in more anti-oppression work and training.

    - Revamping curriculum for 10th grade Wellness and Decision Making (formerly Sophomore Health) in partnership with HIFY, a Bay Area multicultural organization focusing on health, equity, and multi-level social change. 

    Please check back for updates throughout the fall.
  • SUMMER 2020 UPDATES

    - Board of Trustees Equity and Inclusion Committee begins work with the administration to catalyze a school culture that centers racial equity through this current moment and into the future. 

    - Alumni and current students share their personal experiences regarding racial identity and equity via the Black@CollegePrep on Instagram and directly with the School, providing a critical call to action.

    - Over 50 CPS students participate in the inaugural Student Leadership Institute, a three-day equity-focused training and gathering to bring together student leaders from all facets of school life. Read more in Community Voices.

    - Parents of Black and Black-identified students meet with members of the Board Equity and Inclusion Committee to share their experiences, expectations, and hopes for College Prep.

    -Over 135 current families attend a Community Meeting via Zoom hosted by the Board Equity and Inclusion Committee and the Head of School to engage in conversation and share ideas about racial equity at College Prep.

    -The Equity and Inclusion Committee of the Board approves moving forward with Our Commitments: Racial Equity and Belonging.

La Escuela Preparatoria de la Universidad

mens conscia recti

una mente consciente de lo que es correcto