Q: What diversity efforts have you made in the past and what efforts will you make going forward?
A: While we can always and will do better, we are proud of the actions we have taken to advance diversity, inclusion and opportunity with our faculty and student body. Three years ago, we appointed a member of our faculty, Twyla Ashman, to her current role of Director of Diversity, Equity and Inclusion. Earlier this year, we expanded her responsibilities to oversee these efforts across grades Pre-K through 12. We have had exhibits, presentations and conversations about issues of equity, inclusion and opportunity across our student body and faculty/staff. These have been facilitated by the School’s Multi-Cultural Leadership Team (MLT) and OneJax. Faculty and student teams have been sent to the NAIS People of Color Conference and we also had administrators attend the Carney, Sandoe Diversity Forum and Hiring Fair. In addition, we have been working with internationally known consultant and speaker on diversity and inclusivity, Dr. Derrick Gay, for the past three years. During this time, Dr. Gay has held workshops for the entire faculty/staff, administration, MLT and student groups from the middle and upper schools. 

Q: Can you tell us more about some of the specific work that has been ongoing and will continue?
A: Of course. We have been considering this work for many years and here are a few examples of the projects that are ongoing, important and evolving:

• A review of the School's Parent-Student Handbook, with a focus on campus language guidelines.
• Ongoing training for faculty and staff on identifying and overcoming implicit bias.
• Continuation of the curriculum review that is part of the School's strategic plan, in conjunction with the Academic Council and Department Heads.
• Follow through on that strategic plan, which includes diversity, equity and inclusion within the Bolles experience.

Q: How is Bolles helping students better understand some of these issues and how they can overcome racism, implicit bias and other barriers?
A: Bolles Director of Diversity Equity and Inclusion Twyla Ashman already has met with incoming Bolles boarding students to discuss some of these important topics. In addition to new class offerings and tweaks to our curriculum, the School is planning more workshops and events to explore these topics more deeply. Student clubs like the Black Student Union and the diversity committee also are looking for ways to share experiences and deepen understanding between students of all cultural and racial backgrounds.

Q: Is the school adding any courses focused on the Black experience or history:
A: We are offering a new African-American Literature class on the Bolles Upper School San Jose Campus for the 2020-21 school year. Libraries on all four Bolles campuses also have done an incredible job boosting resources on multicultural and diversity studies. We continue to review and enhance our curriculum through this lens.

Q: How is the school involving the parent community in its Diversity, Equity and Inclusion Efforts?
A: The Bolles Parent Association formed a new group called “Parents for Positive Change.” This group has shared resources, direction and information to help foster conversation around the student experience at Bolles. They have been sharing information in weekly global emails to the Bolles parent community and are planning additional events this fall.

Q: How are Bolles alumni being included in this important work?
A: Bolles Director of Diversity, Equity and Inclusion Twyla Ashman has spoken with numerous alumni groups in meaningful Zoom gatherings. Bolles Alumni Director Ryan Trevett has been supportive of and participating in these events and looks to host more this year. Independently, a group of Black Bolles alumni have formed a Black Bolles Alumni page on Facebook and Instagram to promote the achievements, successes and career paths of Black alumni.

Q: What actions are you taking in response to the allegations made on the @BlackAtBolles Instagram page?
A: In the face of these current challenges, we are undertaking a concerted effort to listen to many voices and engage in direct dialogue that reflects our school’s values and aspirations. In the wake of the posts on @BlackAtBolles, the Bolles Board formed a search committee for the purpose of seeking and hiring an independent, expert resource to conduct a comprehensive and objective review of all the allegations made concerning diversity and inclusion at Bolles. After weeks of searching, the committee eventually hired Dan Schorr, formerly a managing director with New York City-based Ankura, to partner with The Bolles School as we begin this research and review. Schorr has been reviewing this summer’s @BlackAtBolles Instagram posts, speaking with concerned parties and identifying major themes for the School to address. Throughout this process, we have supported our entire community—students, faculty/staff and alumni—and continue to look for ways we can improve, progress and strengthen our school. Listening, learning and progressing—together—as a community is our priority.  If you have something specific to share, we welcome you to contact Mr. Schorr directly by emailing dan@danschorrllc.com.

Q: How is Bolles connected to the @WhiteAtBolles Instagram account?
A: Bolles has nothing to do with the @WhiteAtBolles Instagram account. We do not condone any part of its mission or online presence. It is counter to everything we believe in at Bolles. While we have reported our concerns with @WhiteAtBolles’ content, it remains up and we continue to monitor it for any inappropriate content. Unfortunately, we cannot influence this account’s existence and cannot manage as it is an unaffiliated page and thus far has not breached any standards set forth and investigated by Instagram. If you see any threatening, illegal or harassing posts on that page – or any others – you may, as an individual, report the account to Instagram for review.

Q: Have you been communicating directly with the creators of these accounts?
A: We do not know who created these accounts nor have we heard directly from them. We are interested in direct dialogue that can advance the conversation.

Q: When did you first learn of the allegations?
A: The Instagram account is one of many similar accounts that have appeared around the country, addressing issues at schools like ours. It was brought to our attention soon after it went live on Friday, June 12, 2020.

Q: Have you been in contact with the faculty who have been named?
A: We have, and are committed to our faculty and staff, making sure they know they are essential members of our community. We are committed to ensuring everyone engaged in this conversation is treated fairly and respectfully.

Q: Have you been in contact with other schools that have been criticized in similar accounts?
A: The education leadership community is reasonably well connected thanks to associations, conferences and the like, so there is meaningful dialogue between institutional leaders on how best to address the stories of those who are posting as we all work to improve the culture, curriculum and community at our respective schools.

Q: The @BlackAtBolles page is just a symptom of much bigger issues. What is Bolles doing to address the broader picture of enhancing Diversity, Equity and Inclusion at Bolles?
A: Momentum around our efforts has been building for many years and has gained much traction this summer. In recent years, we named math teacher and advisor Twyla Ashman as  Director of Diversity, Equity and Inclusion. Her role has been expanding ever since to include programming at the lower school levels as well. In May, the Bolles Board of Trustees and Administration approved a Strategic Plan which includes diversity, equity and inclusion within the student experience and they continue to work hard to develop the many tactics necessary to achieve this goal. In conjunction with the board and administration, the Academic Council and Department Heads continue their review of the overall curriculum as prat of the 2020-25 Strategic Plan work. Bolles recently established a Multicultural Leadership Team on all four campuses. They are meeting this school year. Bolles also is exploring avenues to increase financial aid giving that will promote diversity, equity and inclusion by working with new and existing donors. Other initiatives include: the creation of a DEI Task Force with representatives from all campuses; a review of the School’s Parent-Student Handbook, with a focus on campus language guidelines; additional workshops with Dr. Derrick Gay; providing a list of resources for faculty, staff and parents to build inclusion and awareness competencies; and additional training for faculty and staff on identifying and overcoming implicit bias.

Diversity, equity and inclusion have been important areas of development at Bolles. We have been working hard to improve the Bolles experience for students of all racial, cultural and social backgrounds. Together, we're going to make Bolles an even better place.

This work has gained wonderful momentum this past summer. And while there is much work ahead we are proud to announce several key initiatives:

• The Board of Trustees and Administration approved a Strategic Plan last May which includes diversity, equity and inclusion within the student experience and they continue to work hard to develop the many tactics necessary to achieve this goal.
• In conjunction with the Board of Trustees and Administration, the Academic Council and Department Heads continue their review of the overall curriculum as part of the work on the 2020-25 Strategic Plan.
• We have hired an independent resource to investigate, discuss and parse out the allegations made on the @BlackAtBolles Instagram page. Dan Schorr, formerly managing director with New York City-based Ankura, was selected for this important role. He already has begun his good work.
• We established Multicultural Leadership Teams on all four campuses to begin meeting this school year.
• We are exploring avenues to increase financial aid giving that will promote diversity, equity and inclusion by working with new and existing donors.
• Offering a new African-American Literature class on the Bolles Upper School San Jose Campus for the 2020-21 school year.
• The Bolles Parent Association formed a new group called “Parents for Positive Change.” This group has shared resources, direction and information to help foster conversation around the student experience at Bolles. They already have begun sharing information in the weekly global emails and are planning for additional opportunities this fall.
• Director of Diversity, Equity and Inclusion Twyla Ashman, along with other teachers and administrators, has continued work that has been underway at Bolles for some time, including:
  • The creation of a DEI Task Force with representatives from all campuses.
  • A review of the School's Parent-Student Handbook, with a focus on campus language guidelines.
  • Faculty and staff will continue to do professional development work with Dr. Derrick Gay.
  • Providing a list of resources for faculty, staff and parents to build inclusion and awareness competencies.
  • Ongoing training for faculty and staff on identifying and overcoming implicit bias.
  • The School is conducting important diversity and inclusion Zoom forums to discuss ways to encourage connectedness and a more inclusive community.

Goal:  To nurture students to be the best version of themselves by fostering well-being and joy in an environment that cultivates a diverse and inclusive community. 

Strategy A:  Optimize the student experience to empower positive connections within the Bolles community and encourage a sense of collective pride and a healthy school-life balance.

Strategy B:  Cultivate a welcoming community by providing programming reflective of our commitment to support a diverse and inclusive school environment.

Strategy C:  Create a safe, nurturing environment where students experience joy and learn how to enhance their own well-being.

The Diversity, Equity and Inclusion Task Force will identify strategies and tactics necessary to implement the diversity and inclusion components of the five-year strategic plan. 

Fernando Acosta Rua '85	Board of Trustees Chair and Alumnus
Twyla Ashman	Director of Diversity, Equity and Inclusion, Black Student Union Faculty Sponsor and Sophomore Advisor
John Curran	Web Design and Communications Associate and Residential Life Staff
Mike Drew	Associate Head of School
Tracey Douglas '82	Alumna
Brittany Groover	Trustee
Stacey Hendershot	Lower School Ponte Vedra Beach Campus Head
Anna Jacobson	Upper School English Teacher and Student Diversity Committee Faculty Sponsor
Danielle Jones	Middle/Upper School World Languages Teacher
Christina Karvounis	Lower School Ponte Vedra Beach Librarian
Danielle Leach	College Counselor
Christy Lusk	Lower School Whitehurst Campus Head
Moya Marks	Upper School San Jose Campus Head
Piper Moyer-Shad '91	Assistant Head of Upper School, Director of Student Leadership Development, Upper School Science Teacher and Alumna
Tatiana Salvador '86	Trustee and Alumna
Matt Toblin	AP Psychology Teacher and Varsity Football Head Coach

Task Force Areas of Focus:

• Curriculum and Pedagogy
  This committee is tasked with gaining an understanding of the overall curriculum structure and recommending expansion of the curriculum. A desired curriculum will include one that prepares students to value a multi-cultural world and one that is intentionally inclusive of the diverse scholars and voices that contribute to our world and community.
• Campus and Community Engagement
  This committee will recommend programs that promote access, diversity, equity and inclusion through campus and community partnerships. These programs should create long-term and sustainable change at Bolles and our surrounding communities.
• School Policies and Practices
  This committee is working to identify systemic inequities within Bolles' policies, practices and procedures to support needed change.
• Training and Development
  This committee is charged with recommending training to integrate anti-racism practices, stimulate inclusive ideals and breakdown constructs of implicit bias to maximize education goals.
• Faculty and Student Recruitment and Retention
  This committee is working with Admission and Human Resources to recommend diverse and non-traditional avenues to recruit faculty and students of color along with inclusive programming and partnerships to retain enrollment/employment.