DEI Executive Committee

DEI Division Coordinators: 
  • Willie Teacher, US DEI Coordinator
  • Amanda EK, Assistant US DEI Coordinator
  • Tuo Liu, MS DEI Coordinator
  • Rachel Mwakitawa, LS DEI Coordinator
Leadership Team Members: 
  • Michael Wirtz, Head of School
  • Cyndy Jean, Assistant Head of School for Community and Inclusivity
  • Steve Bileca, Assistant Head of School for Academic Affairs
  • Andy King, Director of the Upper School
  • Shazia Durrani, Director of the Middle School
  • Lisa Oberstein, Director of the Lower School

List of 1 members.

DEI Plan 2020-21

At Hackley, we believe success is reflected in how we respect and uplift each other. Our deeply-held principles of diversity, equity, and inclusion are woven into the fabric of our identity, and we stand together in creating a sense of belonging for all of our community members through the following seven Action Areas of our DEI Plan.

Action Areas

List of 7 frequently asked questions.

  • Leadership: Focuses on school leadership, including the board of trustees

    Believing that the school’s leadership must model the change we wish to effect, Hackley has prioritized the creation of a director-level position to lead the school’s DEI efforts. In addition, the Leadership Team is undertaking an audit of the school’s policies and procedures. 
    • Successfully hire and onboard a Leadership Team-level position to lead DEI, community-building work
    • Review school policies and processes through the lens of equity
  • Hiring and Retention: Includes efforts to attract, recruit, and retain a diverse employee body, especially teachers and administrators

    Hackley is committed to diversifying faculty and staff across all dimensions of identity, with a particular emphasis on increasing the number of people of color. We have brought in training in anti-bias hiring practices for our leadership team, and will continue to implement anti-bias practices in our hiring practices across the school as we train other hiring managers. We continue to develop ways to attract candidates of color, including developing plans for a teaching fellowship program. In addition to hiring more candidates of color, Hackley is committed to supporting the faculty and staff of color currently working at the school through the creation of affinity groups.

    • Train Leadership Team and hiring managers on anti-bias hiring practices, and review and revise hiring practices through an anti-bias lens 
    • Create the Hackley Teaching Fellowship to support early career teachers
    • Broaden the pipeline of teaching talent by developing and formalizing relationships with national and local organizations working with high school and college students of color as a source for teaching candidates and sourcing candidates through internal networks (e.g. alumni).
    • Train adults to be affinity group leaders as part of support and retainment efforts
    • Identify and establish additional support mechanisms for faculty of color focused on retainment
  • Teaching and Learning: Expands curriculum and pedagogical approaches

    Hackley has conducted departmental reviews of curriculum, which includes auditing our History and English curricula for grades 5-12, and adopting and implementing selective aspects of the Pollyanna racial literacy curriculum for K-8. Curriculum has been reviewed through lenses of class, race, gender, and culture, ensuring narratives are about history and accomplishment, not solely oppression. Selected books have been changed to include a broader variety of perspectives and voices.

    • Review and modify, based on a gap analysis, History and English curricula for grades 5-12
    • Provide faculty professional development for ongoing curricular review through a DEI lens
    • Train K-8 faculty on the Pollyanna Racial Literacy curriculum, and implement selective units as they align with and support current curriculum in the Lower and Middle Schools  
    • Develop a school-wide, curriculum-wide review process with an eye toward inclusion of varying perspectives and voices 
    • Create forum for students and adults to discuss different perspectives on the election, social unrest, and current events throughout the year
  • Student Programming: Involves all-school programming for students that lies beyond the classroom experience

    Through a variety of programs throughout the year, Hackley is developing  community building work that celebrates diversity and commonality. These include heritage integration and programming for student advisories, student affinity groups, and an extended orientation program that includes community building.

    • Develop an extended orientation program to focus on community building and community standards, along with year-long follow-up programming for student advisories
    • Create an outline of the year to more fully integrate heritage celebrations, and engage divisional advisory groups to promote programming 
  • Student Support: Supports student social-emotional growth

    We are creating new, inclusive opportunities for affinity groups to flourish on campus. This includes conducting a climate assessment survey with our students to better understand the current environment and to gather broader points of view.

    • Train facilitators to lead affinity groups
    • Continue the Middle School DEI Toolbox course, focused on helping students have conversations about race, throughout the school year.
    • Strengthen counseling support for students of color, by providing additional professional development for school psychologists
  • Community Engagement: Promotes programming and structures to engage parents, families, and the alumni community

    Through activities like our alumni conversation series, parent discussion groups, and divisional advisory groups, we are finding new ways to engage the many facets of our community in civil discourse, learning opportunities, and meaningful discussion.

    • Establish divisional advisory groups, composed of students, parents, and faculty, in partnership with division directors to inform DEI programming.
    • Conduct a climate assessment and use the findings to inform future programs and changes
    • Use Community Connections for Dr. Derrick Gay to work with families
    • Partner with the Hackley Alumni Association and the Black Alumni Council to provide a series of three alumni discussions on racial equity
    • Develop cadence and channels to communicate efforts regarding DEI work to broader community
    • Develop channels to engage with students to solicit feedback and share updates 
  • Faculty, Staff, Administrator Growth and Support: Continues DEI professional development for faculty, staff, and administrators

    To support growth, Hackley is creating faculty affinity groups and introducing DEI measures to our employee performance evaluation process, sharing performance expectations, and providing training multiple times throughout the coming year.

    • Establish multi-year professional development goals around DEI for faculty and provide professional development around DEI in evaluation system
    • Establish continued K-12 professional development with Dr. Derrick Gay within the academic calendar 
    • Introduce affinity groups to faculty, staff, administrators
    • Work with Liza Talusan to train employees to facilitate adult, student affinity groups
    • Continue admissions office training regarding race, socioeconomics, and the intersection with financial aid, with Dr. Derrick Gay

DEI Team

List of 1 members.

  • Photo of Cyndy Jean

    Cyndy Jean 

    Assistant Head of School for Community and Inclusivity

List of 2 members.

  • Photo of Willie Teacher

    Willie Teacher 

    Performing Arts Teacher, US DEI Coordinator
  • Photo of Tuo Liu

    Tuo Liu 

    Modern Languages Teacher, MS DEI Coordinator

List of 2 members.

  • Photo of Amanda Esteves-Kraus

    Amanda Esteves-Kraus 

    Science Teacher; Director of Boarding, US Assistant DEI Coordinator
  • Photo of Rachel Mwakitawa

    Rachel Mwakitawa 

    Lower School Teacher, LS DEI Coordinator
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