College Preparatory School for Girls Grades 3-12

Our Plan

The Roadmap in Action

The Diversity, Equity, Inclusion and Belonging (DEI&B) Roadmap includes an overview of action steps towards each of the priorities in the Diversity Mission Statement and Holton’s ongoing commitment to anti-racist education.

For a more detailed summary of progress through August 2021, please enjoy the full report.


Recruit and Hire a Diverse Faculty and Staff

In the 2019-2020 School year, 14% of faculty identified as people of color. While this percentage is comparable to local independent school peers outside the District of Columbia, because we know our students will benefit, we are committed to increasing the diversity of our faculty. Half of our 2020-2021 school year new hires identified as people of color.


Hold Ourselves Accountable

A core feature of our roadmap is developing inclusive School policies that the entire School community can internalize and hold one another accountable to. This year we amended several of School policies and statements to ensure we were living into our DEI&B mission.

Those policy updates include:

The Holton Board of Trustees' Steadfast Commitment

The Board of Trustees is committed to the DEIB mission of the school and actively works towards achieving Holton’s goal of being an inclusive environment that sees, values, and supports diverse identities and experiences, cultivates engaging discourse, and empowers our students to be thriving members of the global community.

The DEIB Mission Statement in conjunction with the Principles of Dialogue guide our journey to be the equitable, respectful, and just  community we envision.  

On the education front, the Board: 

  • engaged in several Reading and Discussion Groups.  Readings included  White Fragility, Whistling Vivaldi, Push Out, How to Be Anti-Racist, Why Are the Black Kids Sitting Together in Cafeteria? Seeing White Podcast
  • in conjunction with the entire school - read Stamped: Racism, Anti-racism, and You by Ibram X. Kendi 
  • participated in two 90-minute faculty-led Learning Sessions on Anti-Racism and Implicit Bias; these included readings from and jam sessions around “America’s Enduring Caste System”, “Monopoly”, “Racial Equity Impact Assessment Guide”, Miseducation of American Elites: and numerous others. 

On the policy and execution front, the Board worked with each of its Committees to identify, establish, and make progress on at least one anti-racist goal for the 2020-2021 school year.  These include: 

  • The 403 B Committee put in place sessions aimed at  increasing financial literacy and understanding of the 403 B for all employees, particularly those from underrepresented communities.
  • The Advancement Committee is engaged in evaluating language used in advancement communications to ensure it is inclusive, fosters diversity and equity, and is not exclusionary (i.e. identify acts of treasure, time, and talent in all communications from all affinity groups, alumnae solicitations, giving society programs and policies and procedures for dissemination of prospect information)  
  •  The Audit Committee’s primary anti-racist objective for 2020-2021 is to begin to ensure that all of the service providers and vendors to the school have in-place DEIB policies and track records that comply with HAS’ values and vision for an anti-racist and anti-discriminatory future.
  • The Buildings and Grounds Committee will:
    • Evaluate all vendors through the lens of anti-racism and prioritize those that share our vision and value set as part of the criteria of doing business with them. 
    • Renovate/add to HAS buildings and grounds so that they take into account and are responsive to the needs of all of the humans who occupy and utilize, and who will occupy and utilize the campus.  
  • The Finance Committee’s DEIB goal is to ensure the success (broadly defined) of the Faculty Fellows Program.  We believe that the  Faculty Fellows program will be something of a “game-changer” for Holton on the DEIB front, both
    • in the narrow sense of helping us to develop some younger, diverse faculty members for Holton, and
    • more broadly, in highlighting Holton’s commitment to “jump-starting” careers for new DEIB teachers even though many of them would go on to teach elsewhere.
  • The Trustee committee will increase Board diversity by nominating at least one ethnically and/or racially diverse candidate for the 2021-22 slate.
  • The Investment committee’s goal - consistent with its fiduciary duties to realize the School’s investment objectives - is to discharge said duties to embody the school’s institutional priorities of diversity, equity, inclusion, and belonging.

Continue and Extend Anti-racist Training

The school is committed to becoming an anti-racist, anti-biased school. We recognize that extensive and ongoing training must be part of achieving this goal and we are committed to ensuring that all faculty, staff, and students engage in this effort. We also began efforts to provide similar opportunities designed for parents and guardians and spearheaded by the Parent Association’s DEI&B committee.



Increase and Support Mentoring

Holton is committed to hosting safe spaces for our students, parents, and alumnae to connect with peers from similar backgrounds and life experiences. Learn more about our affinity and allied spaces.

Ongoing Advice and Consultation

As Holton engages in the ongoing process of becoming an anti-racist institution, we will continue to seek input from various constituents. Several alumnae from the Black Alumnae Union have generously agreed to serve as an advisory committee on issues related to anti-racism. We will also continue to work with outside experts, particularly The Glasgow Group (Admissions), Ali Michael (Parent Association-sponsored trainings for families), Racial Equity Institute (Professional Development for all Faculty, Staff and Senior Administrators), as well as peer diversity practitioners at the Wells Collective (Senior Admin/Alumnae).