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Admissions and the Black Lives Matter Movement: We Are Stronger Together – Part II

By Anita Hilson posted 07-14-2020 10:19 AM

  
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Admissions and the Black Lives Matter Movement: We Are Stronger Together – Part II

Anita Hilson, Executive Director, Open Door Care

When I accepted my first position in admissions in 2001, I found that I was one of very few African American admissions professionals in an area saturated with independent schools. When I was promoted to Director of Admissions in 2003 – a position I held for nine years -- the percentage of African Americans in that leadership role was even smaller. In 2020, the diversity in admissions teams has increased, but it is still not unusual to find schools nationwide without anyone of color in such an important role in the life of the school. If you attend a local or national gathering of admissions professionals, the diversity challenges are readily apparent.

Schools endeavor to enroll a diverse student body for all of the right reasons, including commitment to different cultures, points of view and experiences. Independent schools need to be a microcosm of the world in which we live. An admissions staff should also be diverse for those reasons. If your staff is lacking in diversity, and hiring is out of the question right now, consider whether there are existing BIPOC (Black, Indigenous People of Color) faculty who may have an interest in supporting admissions work. A diverse admissions team will ensure that you not only represent your school well, but it will allow for differences in perspective, background and experience to be shared at committee time.

One of my former colleagues, also a long-time admissions professional, cautions against adding a teacher or administrator of color to the admissions team who is not genuinely committed to the work of admissions. Just be certain that everyone on your team is authentic and sincere. You will do more harm than good if anyone on your team is not committed to each and every family who walks through the campus or virtual door.

Also consider finding ways to include BIPOC families at your tours, open houses and yield events. Take a good look at your admissions page and invite input from your communications team and other stakeholders at your school on ways you can make this online front door more welcoming for all. Consider adding a tab for parent ambassadors so that your prospective families will see the diversity in your school, even if your admissions team is not representative.  Join and be an active participant in groups like AWARE (Association of White Anti-Racist Educators) or other affinity groups at your school or local admissions association. Consult with your school’s Director of Equity and Inclusion for advice. Being part of the solution and able to share with families that you are actively working toward equity will demonstrate your commitment.

Families want to see themselves and their children at your school. And they will want assurances that their BIPOC children will be welcomed. BIPOC students and alumni at independent schools and colleges have been sharing their experiences in a number of ways in recent weeks, through social media groups, informal gatherings and surveys and by invitation from school leadership, to name just a few. It is possible that you and your admissions team will be on the front lines answering questions about sensitive and painful issues raised by these students and alumni in the coming admissions season. There will no doubt be conversations about these concerns with your faculty and staff at the start of the school year, and each school will find a way to reassure families that there is no place for discrimination by faculty, staff or other students.

This is a truly historic time in our country, and we all have work to do. As admissions professionals, you are charged with building a unique and diverse community of students. It is very likely you may find this year to be the most challenging of your admissions career to date. At this time or unrest and change, I encourage you to read, listen, and engage with an open mind to understand bias and how to be a partner for racial equity. There will be some uncomfortable moments as many schools take action long overdue. But the effort will be worth it. Because we are truly stronger together, and the time for this work is now.

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