A year into Portland Public Schools’ intensive effort to confront how educators' attitudes about race affect students, “a-ha” moments have become almost daily experiences for teachers and principals.
On a recent morning at César Chávez K-8 School, the staff viewed the video “The Danger of a Single Story
,” and explored how curriculum limited to a white, Eurocentric perspective can disempower students of color and short-change white students by excluding multiple perspectives.
Suzanne Germaneri, a middle-grade writing and social studies teacher, said that at times, she had struggled to analyze her own part in racism. “Today,” she said, “it really came home to me.”
She realized, she explained, that she had always thought of her students as individuals yet hadn’t always considered their cultural context — even though many of them are Latino and some are African immigrants.
“It’s my responsibility to see what material is out there, so I can connect what they know and are learning from their families about their culture with what they’re learning in the classroom,” Germaneri said.
Closing the achievement gap
PPS began rolling out equity training districtwide in January 2010 in partnership with the San Francisco-based Pacific Educational Group
, which helps educators confront institutional racism so that all students can achieve at the highest levels.
Superintendent Carole Smith considers the training essential to closing the achievement gap between white students and African-American, Native American and Latino students, raising graduation rates, and preparing all students for success in college, their careers and a multicultural society.
“As educators, most of whom are white, we have so much to understand about our own attitudes about race and how those attitudes affect the way we teach, the policies we set and the systems we perpetuate,” Smith said. “Our equity training gets us to that uncomfortable place of seeing the wrongs and then learning to make changes that serve all of our students.”
The training, which spans five years, ultimately will touch all employee groups: custodians and bus drivers, teachers and counselors, administrators and the superintendent.
Pacific Educational Group, which is working in school districts across the country, provides materials, training and coaching to raise racial awareness and teach strategies for creating culturally responsive work, school and classroom environments. The training also focuses on integrating cultural competency into all that the district does — from teaching to hiring.
The $480,000-per-year contract is paid with general fund, Title I and federal stimulus dollars. Individual schools and PPS departments further the training during staff meetings and other in-house professional development.
Training under way in nine schools
Nine “beacon schools” are leading the work in the schools: César Chávez, Boise-Eliot PK-8, Irvington K-8, Vestal K-8, Jackson Middle, Franklin High, Jefferson High, Open Meadow and the DART Schools.
Equity teams have formed in a second group of schools and will begin deeper work this fall, when a third group of 76 schools launches their teams.
The work is often difficult, and employees acknowledge that they struggle. One teacher said the trainings sometimes feel like exercises in political correctness. Others question how something as ingrained as racism can ever be changed.
But many beacon school teachers describe how the training is bringing positive change. Several teachers, for example, said they realized they have been harsher on their black students than their white students for the same kinds of classroom misconduct. The message to black — and white — students is that black students are troublemakers, the teachers said.
“This has really forced me to examine my beliefs and practices and look again at what I’m doing in the classroom,” a primary grade teacher said.
At the district level, the training is helping leaders address systemic wrongs and create an equity policy that sets out expectations for educators at all levels.
PPS administrators, for example, are analyzing student disciplinary data and working with teachers and principals to consider how attitudes about race affect who gets disciplined.
The district is rolling out an approach called Response to Intervention (RTI) that calls for positive, not negative, reinforcement and is proactive in addressing conduct. RTI also teaches educators to test for learning challenges early and often, and adjust teaching to reach all students. The approach is viewed as a powerful tool for helping educators take responsibility for the achievement of all of their students.