Equity and Belonging
At Eton School, Diversity, Equity, Inclusion, and Belonging (DEIB) is thoughtfully woven is into every aspect of our culture, shaping how we learn, teach, connect, and grow together each day.
Statement on Diversity
We believe in the worth and dignity of all people.
We learn, reflect, grow, and effect change through dialogue, education, and action.
We foster a community that acts with compassion, embraces discomfort, thinks critically, questions norms, and welcomes the world’s multiple perspectives.
We use our voices, challenge ourselves and others, and stand up for ourselves and others against injustice.
We champion, cultivate, and celebrate all members of our community so that we all participate as our full authentic selves, and thereby become stronger in our shared diversity.
We believe in the worth and dignity of all people.
We learn, reflect, grow, and effect change through dialogue, education, and action.
We foster a community that acts with compassion, embraces discomfort, thinks critically, questions norms, and welcomes the world's multiple perspectives.
We use our voices, challenge ourselves and others, and stand up for ourselves and others against injustice.
We champion, cultivate, and celebrate all members of our community so that we all participate as our full authentic selves, and thereby becoming stronger in our shared diversity.
DEIB Committee Purpose Statement
The Diversity, Equity, Inclusion, and Belonging (DEIB) committee at Eton School is dedicated to fostering an inclusive and equitable environment where all members of our school community feel valued, respected, and empowered. Our committee works collaboratively to address and dismantle systemic barriers, promote diversity, celebrate differences, and ensure that every individual feels a strong sense of belonging. Through our policies and initiatives, we strive to create a safe and nurturing educational environment that embraces the unique identities and experiences of all students, families, faculty, staff, and board members. Policies outlined herein do not supersede any information, policies, or procedures outlined in the Eton School Employee Handbook.
DEIB Strategic Plan
Eton School is committed to prioritizing Diversity, Equity, Inclusion, and Belonging (DEIB), recognizing that this work requires intentional and ongoing action. The DEIB Strategic Plan serves as a tool to provide direction and measure impact.
- Goal : Grow DEIB Fluency and Ownership Among Employees and Trustees
- Goal: Increase Safety and Reduce Harm for Community Members with Marginalized Identities
- Goal: Integrate Student Vision and Voice
- Goal: Expand Engagement Within the Eton School Community
- Goal: Broaden Visibility and Partnerships Within the Greater Community
Goal : Grow DEIB Fluency and Ownership Among Employees and Trustees
What:
Continue developing a shared understanding and language that empowers employees and trustees to embrace diversity, equity, inclusion, and belonging.
Why:
We learn, reflect, grow, and effect change through dialogue, education, and action.
How:
- View the classroom, curriculum, and culture through a DEIB-focused lens
- Provide and support professional development and learning opportunities
- Share and engage with resources
- Incorporate time and resources for self-reflection and goal setting
- Audit curriculum and school-wide materials
- Build skills for having difficult conversations
Goal: Increase Safety and Reduce Harm for Community Members with Marginalized Identities
What:
Identify and remove exclusionary barriers from institutional practices and policies, cultivate a culture of agency that empowers everyone to respond to inequities, and increase representation of marginalized identities.
Why:
We use our voices, challenge ourselves and others, and stand up for ourselves and others against injustice.
How:
- Use consistent messaging and action to prevent and respond to hate speech, harm, and inequities
- Create a culture where people with marginalized identities have the agency to speak safely against harm
- Increase points of access and opportunities for people with marginalized identities to participate in Eton School’s program and community
- Ensure equitable representation in classroom materials and curriculum
- Grow and support the representation of marginalized identities amongst employees
- Create and nurture safe spaces for groups with shared marginalized identities to build community
Goal: Integrate Student Vision and Voice
What:
Provide opportunities for students to discuss and identify DEIB issues and participate in and lead DEIB initiatives.
Why:
We champion, cultivate, and celebrate all members of our community so that we all participate as our full authentic selves, and thereby become stronger in our shared diversity.
How:
- Familiarize students with the anti-bias framework
- Empower students to be involved in learning about and advancing DEIB work
- Provide students with DEIB resources (e.g. reading lists, speakers)
- Share student DEIB work
- Explore the options for a student DEIB Committee
- Ask students how they would like to be involved in learning about and advancing DEIB work
Goal: Expand Engagement Within the Eton School Community
What:
Build and nurture DEIB-centered learning, relationships, and spaces for Eton School community members (students, employees, and families).
Why:
We believe in the worth and dignity of all people.
How:
- Share information about the work being done and resources
- Seek feedback and use it to enhance engagement
- Cultivate student-created content for social media and other channels
- Invite parents/guardians into the school to experience DEIB activities and events
- Make space for members of marginalized communities to be heard and to shape DEIB efforts and initiatives (nothing about us, without us)
Goal: Broaden Visibility and Partnerships Within the Greater Community
What:
Demonstrate that Eton School is a leader in equity work and a valuable member of the greater community.
Why:
We foster a community that acts with compassion, embraces discomfort, thinks critically, questions norms, and welcomes the world’s multiple perspectives.
How:
- Seek opportunities in the greater community to increase partnership in DEIB efforts
- Host activities at greater community events
- Lead service-learning projects
- Partner with other schools and organizations for events, speakers, affinity groups, etc.
DEIB Events
Juneteenth Community Celebration
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Crossroads Park, Bellevue
DEIB Events
Eton School at Pride Celebration
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Kirkland
Shared Language
To communicate most effectively with each other about DEIB, it is important to have a shared understanding of common acronyms, terms, and definitions.
|
Term |
Definition |
|
ABAR |
Acronym for Anti-bias and Anti-racist |
|
Ableism |
Beliefs and practices that devalue and discriminate people based on their ability |
|
Anti-bias |
Actively working against biases |
|
Anti-racist |
Actively working against racism |
|
Belonging |
The feeling of being seen, heard, and valued for your authentic self |
|
BIPOC |
Acronym for Black, Indigenous, and People of Color |
|
Body Neutrality |
A movement that encourages a person to accept their physical body as it is, even on the days that they may not love, or feel positive about their body and/or abilities |
|
Body Positivity |
A movement that encourages everyone to have positive feelings and love for their body every day, no matter what it does or what it looks like |
|
Colonization |
Establishing control over a place and/or people |
|
Critical Race Theory (CRT) |
The examination of how race and racism have influenced social systems and institutions in America |
|
Decolonization |
Active resistance to colonial powers |
|
Discrimination |
The unfair treatment of a person or people based on an aspect of their identity |
|
Diversity |
Representation of a variety of different identites, including race, ethnicty, religion, gender identity, physical ability, neurodivergence, etc.) |
|
Dominant Culture |
A culture established as standard for an entire group of people |
|
Environmental Justice |
Fair treatment of all people in the implementation and enforcement of environmental laws, regulations, practices, and policies |
|
Equality |
Offering the same treatment, access, and opportunity to all people with no consideration to the specific needs of people or groups of people |
|
Equity |
Offering fair treatment, access, and opportunity to all people, while working to eliminate specific barriers for a person or group of people |
|
Ethnicity |
The identity of a group of people based on cultural characteristics (ie language, ancestry, ritual, etc.) |
|
Fat Acceptance |
A movement that seeks to normalize larger bodies and helps promote size inclusivity |
|
Gender Expression |
The way people externally communicate their gender identity to others |
|
Gender Identity |
A person's innermost concept of self as male, female, both, or neither. Unrelated to biological sex or sexual orientation |
|
Gender Role |
Set of expectations and behaviors assigned to females and males by society |
|
Implicit bias |
Unconscious and unintentional attitudes or stereotypes that can affect a person's actions |
|
Inclusion |
The act of creating environments in which everyone feels welcomed and respected |
|
Intersectionality |
The way in which social identities such as gender, race, ethnicity, sexual orientation, gender identity, disability, and class intersect to create unique dynamics and effects in regards to power and privilege |
|
Marginalized |
A person or group of people regarded with little or no importance that has a lesser amount of power |
|
Micro-aggression |
Subtle and often unintentional insults or actions against people that belong to marginalized groups |
|
Model Minority |
Harmful stereotype of Asian Americans that characterizes them as universally successful and high achieving |
|
Neurodivergent |
A difference in neurological function from what is considered typical |
|
Nonbinary |
A person that does not identify with a specific gender |
|
Privilege |
Advantages given to a person or group of people that have identities that match those of the dominant culture |
|
Race |
The identity of a group of people based on physical characteristics, especially skin color |
|
Racism |
The belief that race is a determinant of superiority |
|
Sexual Orientation |
Identity that corresponds with the gender(s) that a person is attracted to |
|
Social Construct |
An idea that has been created by society |
|
Social Identity |
The collection of physical, cultural, and social characteristics that tie a person to different social identity groups |
|
Social Justice |
Creating and sustaining equality in society, including opportunities, rights, and treatment |
|
Socioeconomic Class |
Hierarchy based on fiscal wealth and social class |
|
Stereotype |
A common and shared belief about a person or group of people that is not based on fact |
|
System |
A number of different pieces that work together to acheive a common purpose |
|
Systemic |
Relating to the entirety of a system |
|
Transgender |
A person whose gender identity is not the same as the gender they were assigned at birth |
|
White Fragility |
A defensive reaction by white people in response to racism |
|
White Guilt |
Feelings of shame or remorse held by white people in response to racism |
|
White Supremacy |
Belief that the white race is superior to all other races |
Eton Community Education Archives
DEIB Speakers
Talking about Race & Racism with Ijeoma Oluo (Recording)
Seattle resident Ijeoma Oluo (ee-joh-mah oh-loo-oh), writer, speaker, internet yeller, and author of the #1 New York Times bestseller, So You Want to Talk About Race, headlined the virtual Eton Community Education webinar on 28 April 2022.
In So You Want to Talk About Race, Oluo guides readers of all races through subjects ranging from intersectionality and affirmative action to “model minorities” and how race and racism infect almost every aspect of American life. During this event, she will discuss this bestselling work to guide our community toward having more honest conversations about race and racism.
It's Not Your Imagination, Kids are Different Today with Jenn Cort (Recording)
The first speaker for Eton Community Education was Jen Cort who spent almost two hours with our community on the evening of 28 October 2021. In her excellent presentation, she provided research and information regarding how children are different today and took the time to answer questions. She also provided consent for us to record the presentation and to share it, which is what we are doing here.
Community Partnerships
“The Bellevue Diversity Advisory Network is made up of a diverse group of 21 members who provide counsel to the city on how to better reach, serve, communicate and collaborate with Bellevue’s diverse communities.”
“Bridging Legacies Across Campuses (BLAC) is dedicated to fostering inclusivity and supporting diversity in educational settings. Through collaborative partnerships and a commitment to equity and belonging, BLAC aims to empower students and educators alike, facilitating meaningful dialogues and actionable change within our communities.”
Eastside Pathways, a collective of public and private organizations on the Eastside serving children, is a member of StriveTogether, a national network of 70 community partnerships that use the principle of Collective Impact framework as the way to effect deep, long-lasting systemic change to support local education systems. The approach is based on individual responsibility and collective accountability, using data to drive actions and decision-making and focusing on continuous improvement. (http://eastsidepathways.org/collective-impact/)
POCIS Northwest strive to connect, empower and strengthen the BIPOC members of our schools and our regional independent school community by providing opportunities and programming for education, growth, and engagement.
POCIS Northwest offers our member schools resources and programming to support their DEI goals that enhance the student experience in learning, engagement, and connection.
POCIS Northwest's aim is to:
- Promote dialogue among educators, students, and families of color in our schools
- Provide learning opportunities for our member schools’ broader communities
- Build community and belonging in our schools
- Help to attract more families of color to our member schools
Vision: A safer, more informed and equitable community for the queer population on the Eastside.
Values
Integrity: How we act toward others is consistent with our mission and our principles. It is the essence of who we are and what drives us – with unwavering honesty and respect.
Authenticity: We come to each discussion, interaction and relationship with an open, honest sense of self, and expect our partners to do the same. We embrace transparency in our communications and operations, and we foster genuine relationships with our communities, partners and supporters. As a guiding principle, we are humble in our learning, adaptive in our approaches and inclusive while providing sincere support.
Inclusivity: We foster all voices that come from a place of love and celebrate diversity to not only include but embrace and honor the sacred lived experiences of our community. Through action and listening, we ensure that all are represented.
Adaptability: While serving the needs of our 2SLGBTQIA+ & BIPOC communities, we are dedicated to remaining flexible, open to change and resilient in the face of evolving needs and challenges. With the use of innovation and continuous improvement, we navigate shifting circumstances while staying true to our mission and values. This ensures we can effectively address the ever-changing landscape of queer rights and their well-being, while remaining rooted in our core principles.
