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Dear Editor:
Westfield Parents for Change (WP4C) has discussed and compiled the following content from comments and feedback from several of our 950-plus members. We reviewed the superintendent job posting both on the WWS school website and the subsequent link to the application.
This is an opportunity for our community to find a dynamic leader that can help our district grow – socially, emotionally, and academically. We are disappointed that the candidate requirements do not include references to areas of diversity, equity and inclusion – a critical part of creating a safe and inclusive environment for all students and helping them to grow socially and emotionally. The only reference to diversity, equity and inclusion in the search criteria is in the Equal Opportunity Employment statement, which is federally mandated for local, state and federal institutions. Commitment to diversity, equity and inclusion (DEI) directly correlates to success in all of the Westfield Washington Schools strategic pillars.
According to the Indiana School Board Association’s website, there are currently 14 school districts in our surrounding area also searching for a new superintendent. Hamilton Southeastern, Anderson Community Schools and Richmond Community Schools all specify commitment and vision regarding DEI as a job requirement. As a school district with a history of excellence, best-in-class leadership is paramount for our children and community at large. We need to actively prepare our students to operate and excel in a diverse world.
Additionally, it is the community and city’s desire to attract global businesses. We need high quality and diverse schools to attract and retain businesses and top talent; their presence expands the tax base AND financially benefits our schools. We’d like to share a few examples from neighboring districts:
Hamilton Southeastern: “A person who will incorporate equity, diversity, and inclusivity as part of the landscape of the overall wellbeing of students, staff, and the community” (Source)
Anderson Community Schools: “Describe your employment experience with each of the following: 1. Fostering widespread support for systemic change; 2. Dramatically improving and sustaining student achievement; 3. Developing community and inter-governmental relationships; 4. Promoting system-wide equity; 5. Building a collaborative work environment; 6. Attracting and retaining strong and diverse leaders; 7. Budgeting and financial management; 8. Leveraging community and business partnerships to procure additional funding; 9. The 8-Step Process.” (Source)
Richmond Community Schools: “A student-centered leader who is passionate that every child receives the best public education possible to achieve their full potential and become a productive contributor to society, embraces inclusion and champions equity in meeting the social and emotional and educational well-being of all children and families, and drives this belief through rigorous and relevant curriculum, instruction and assessment practices. A collaborative and inclusive leader who learn from and contributes to the learning of others, engages stakeholders, listens well, invites constructive criticism, considers feedback in final decision making, and communicates the needs and accomplishments of the district in a variety of formats through internal and external engagement. (Source)
Here are what we view as necessary Superintendent candidate qualities:
- Documented experience with leading positive, transformational change that shows success and commitment to DEI
- Ability to set a strategic vision and execute a plan that aligns of a rapidly growing community not only in numbers but in diversity of population
- Experience with and commitment to developing a diverse, equitable and inclusive staff
- Leadership in a district that is more diverse than WWS, a district that looks much more like where we are going than where we have been.
Questions for the School Board on the Superintendent Search:
- What is the search strategy for this candidate and how are the qualities of DEI reflected in that search? Indiana is a competitive field for qualified superintendent candidates, how is WWS positioning itself to get a shot at that talent pool?
- Is this a NATIONWIDE search with active pursuit by our recruiter to find the best candidate to help WWS during this major growth period?
- What is the plan to attract a diverse candidate pool of top candidates? There should be a minimum of two candidates who are diverse in life experience, district demographics and professional background, rather like the Rooney Rule in the NFL.
- How is Emotional IQ being measured in potential candidates?
- Are the current survey responses going to be incorporated and published to the community and in the job posting?
Questions for the new Superintendent candidates:
- What are the steps to build and execute a plan for a more diverse, equitable and inclusive district?
- There are challenges to building a diverse, equitable and inclusive staff – what are your plans to accomplish?
- How do you create DEI accountability for all staff & teachers in the district?
- How will you stand up for progress in the face of potential criticism from members of the community?
- What is your approach for enabling programs, curriculum and securing teaching materials to ensure a full picture of history and culture is represented?
Please direct all responses to Joey Mayer at jmayer@wp4c.rocks.
Joey Mayer
On behalf of W4PC