ANTI-RACISM

Background

The Saanich School District is committed to identifying and removing barriers to a safe, inclusive learning and working environment, free from racism and discrimination, recognizing that racism whether it be individual, systemic, or institutional harms dignity, well-being and educational success. 

The District acknowledges the ongoing impacts of racism on Indigenous, Black, and other racialized groups, and affirms its responsibility to identify and dismantle racist beliefs, practices, and structures.  Guided by the BC Human Rights Code, the District upholds protections against discrimination based on race, ancestry, colour, place of origin, and related characteristics.  Effective anti-racism work requires continual prevention, education, clear reporting pathways, timely interventions, accountability, and support for all those involved, which may include supports for the victim, restorative practices, and any appropriate discipline.

The District supports professional learning that builds staff competence in anti-racism education and best practice when responding to incidences of racism. 

This Administrative Procedure applies to all persons at all district sites, school sponsored activities, district transportation, and digital/online spaces where school community is present.

Definitions:

Anti-Racism: Active and intentional work to identify, challenge, prevent, and change values, structures, policies, practices, and behaviours that perpetuate racism. 

Microaggressions: Intentional or unintentional actions and communication that express derogatory, biased, hostile, and negative sentiments towards marginalized groups. 

• Micro-assaults are explicit attacks meant to cause harm. 
• Micro-insults are subtle remarks rooted in stereotypes. 
• Micro-invalidations are dismissals of individual experiences. 

Racial Incident: Any occurrence, action, or behaviour that is intentional or unintentional that discriminates against, targets, or harms individuals or groups based on perceived and or actual race or ethnicity. 

Racism: Prejudice, discrimination, or antagonism directed towards people based on actual or perceived race or ethnicity; racism may be explicit or implicit and may be embedded in systems and institutions. 

Restorative Practices: Approaches to bring affected parties together, where appropriate, to address the harm and an agreed upon pathway forward to repair relationships and restore community. 

Systemic Racism: Practices and structures that produce inequitable outcomes for racialized groups.

Procedures

1. Expectations:
   1. The District expects all members of the school community to conduct themselves in ways that support non-discrimination, human rights, and cultural understanding.
   2. Racist language, symbols, behaviours, intimidation, bullying, retaliation, exclusion, microaggressions, or discrimination will not be tolerated.
2. Responsibilities:
   1. The District will support staff in the selection of learning resources that reflect local Indigenous ways of knowing and diverse cultural identity groups. 
   2. The Principal will maintain a school climate that supports culturally sustaining pedagogy to promote inclusivity and belonging. This will include timely, trauma informed responses to racist incidents, including supports for all parties involved.
   3. The Principal will review, annually and when necessary, the school code of conduct with students to communicate clear expectations for acceptable responsible behaviour and describe appropriate consequences that include a range of interventions that are preventative and restorative. 
   4. All employees have a responsibility to interrupt racist behaviour when witnessed, ensuring that any racist incident involving students or staff is reported to an appropriate authority (e.g. teacher, administrator, or supervisor), and responding in a manner that is timely, trauma informed, and educational.  All incidents will be treated with respect and confidentiality consistent with privacy obligations.
   5. School administration may use the Racist Incident Report Form, to document what has been reported by students.  This will be shared with the Assistant Superintendent – Diversity and Inclusion. 
   6. Employees who feel they are being subject to racism are encouraged to report their concerns to an administrator, supervisor/manager, or the Director of Human Resources.
   7. The erase Report It tool, available to all students and the community at large, is an alternate mechanism available to report incidents of racism.   
3. Process:
   1. When appropriate, emotionally safe and voluntary Restorative Practices will be encouraged which promote accountability, healing, and anti-racism education. 
   2. Support will be considered for all parties involved, which may include counselling and cultural support. 
   3. The Principal may arrange a meeting with an offending student and their parent/guardian to review the school code of conduct and reinforce the importance of respect for others, self, and the school community.
   4. Any behaviour deemed to be racist by any person on school district property or at a school-related activity may result in a range of responses proportionate to the nature and seriousness of the incident. In more serious circumstances, responses may include discipline, limits on access, or removal from a school site, in accordance with the School Act and District procedures.
   5. The Assistant Superintendent - Diversity and Inclusion will track racist incident reports and responses to identify patterns, inform prevention strategies, and strengthen practices.