Equity at River Trails School District 26
Our district defines equity as giving everyone what they need to be successful, unlike equality where everyone gets the same.
District Equity Statement
Approved by the RTSD26 Board of Education on June 14, 2022.
We, as the representatives of the River Trails Board of Education, pledge our commitment to implementing policies, procedures and guidelines that reflect equity and inclusion for all members of the District 26 community. We resolve to provide the necessary support to all of our students, in order to improve educational outcomes. We are insistent on removing the barriers, biases, limitations, and disparities that negatively impact student success. We are committed to ongoing community engagement to identify areas that require additional attention and resources to facilitate inclusiveness and a sense of belonging. We are dedicated to celebrating our district’s diversity and the perspective each stakeholder has to offer. We are devoted to creating and promoting a respectful, accepting and safe environment in which all of our students and staff thrive. We will be deliberate in our equity journey and apply a lens of equity and inclusion to the practices, interactions and oversight of River Trails School District 26.
Racism Free Schools
Discrimination and Harassment on the Basis of Race, Color, and National Origin Prohibited
Discrimination and harassment on the basis of race, color, or national origin negatively affect a student’s ability to learn and an employee’s ability to work. Providing an educational and workplace environment free from such discrimination and harassment is an important District goal. The District does not discriminate on the basis of actual or perceived race, color, or national origin in any of its education programs or activities, and it complies with federal and State non-discrimination laws.
Examples of conduct that may constitute discrimination on the basis of race, color, or national origin include: disciplining students more harshly and frequently because of their race, color, or national origin; denying students access to high-rigor academic courses, extracurricular activities, or other educational opportunities based on their race, color, or national origin; denying language services or other educational opportunities to English learners; and assigning students special education services based on a student's race, color, or national origin.
Harassment is a form of prohibited discrimination. Examples of conduct that may constitute harassment on the basis of race, color, or national origin include: the use of racial, ethnic or ancestral slurs or stereotypes; taunts; name-calling; offensive or derogatory remarks about a person's actual or perceived race, color, or national origin; the display of racially-offensive symbols; racially-motivated physical threats and attacks; or other hateful conduct.
Individuals are encouraged to promptly report claims or incidences of discrimination or harassment based on race, color, or national origin to the Nondiscrimination Coordinator, a Complaint Manager, or any employee with whom the student is comfortable speaking. Reports under this policy will be processed under Board policy 2:260, Uniform Grievance Procedure.
Any District employee who receives a report or complaint of discrimination or harassment must promptly forward the report or complaint to the Nondiscrimination Coordinator or a Complaint Manager. Any employee who fails to promptly comply may be disciplined, up to and including discharge.
Nondiscrimination Coordinator:
Dr. Carie Cohen, Asst. Supt. for Student Services 1900 E. Kensington Rd., Mr. Prospect, IL 60056 ccohen@rtsd26.org 847-297-4120
Complaint Managers:
Kristine Seifert, Asst. Supt. for Teaching and Learning 1900 E. Kensington Road, Mt. Prospect, IL 60056 kseifert@rtsd26.org 224-612-7303
Ryan Berry Asst. Supt. for Business Services 1900 E. Kensington Road, Mt. Prospect, IL 60056 rberry@rtsd26.org 224-612-7302
Reports and complaints of discrimination or harassment will be confidential to the greatest extent practicable, subject to the District’s duty to investigate and maintain an educational environment that is productive, respectful, and free of unlawful discrimination, including harassment.
This policy does not impair or otherwise diminish the existing rights of unionized employees to request an exclusive bargaining representative to be present during any investigatory interviews, nor does this policy diminish any rights available under an applicable collective bargaining agreement, including, but not limited to, a grievance procedure.
If the District fails to take necessary corrective action to stop harassment based on race, color, or national origin, further relief may be available through the Ill. Dept. of Human Rights (IDHR) or the U.S. Dept. of Education's Office for Civil Rights.
To contact IDHR, go to: https://dhr.illinois.gov/about-us/contact-idhr.html or call (312) 814-6200 (Chicago) or (217) 785-5100 (Springfield).
Retaliation against any person for bringing complaints, participating in the complaint process, or otherwise providing information about discrimination or harassment based on race, color, or national origin is prohibited (see Board policy 2:260, Uniform Grievance Procedure).
Individuals should report allegations of retaliation to the Building Principal, an administrator, the Nondiscrimination Coordinator, and/or a Complaint Manager.
Title IX
Discrimination on the basis of sex, including sex-based harassment, affects a student’s ability to learn and an employee’s ability to work. Providing an educational and workplace environment free from discrimination on the basis of sex is an important District goal.
The District does not discriminate on the basis of sex and prohibits sex discrimination in any education program or activity that it operates, as required by Title IX of the Education Amendments of 1972 (Title IX) and its implementing regulations (34 C.F.R. Part 106), including against applicants for employment, students, parents/guardians, employees, and third parties.
Sex discrimination as defined in Title IX (Title IX Sex Discrimination) is prohibited. A District employee, agent, or student violates this prohibition whenever that person engages in conduct on the basis of sex that causes another person to be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination under any education program or activity operated by the District. Title IX Sex Discrimination includes discrimination on the basis of sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and/or gender identity.
Sex-based harassment is a form of Title IX Sex Discrimination. Sex-based harassment occurs whenever a person engages in conduct on the basis of sex that satisfies one or more of the following:
- A District employee, agent, or other person authorized by the District to provide an aid, benefit, or service under the District's education program or activity explicitly or impliedly conditions the provision of an aid, benefit, or service on a person's participation in unwelcome sexual conduct; or
- Unwelcome sex-based conduct that, based on the totality of the circumstances, is subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person's ability to participate in or benefit from the District’s education program or activity; or
- Sexual assault, dating violence, domestic violence, or stalking as defined in 34 C.F.R. §106.2
- Complainant means: (1) a student or employee who is alleged to have been subjected to conduct that could constitute Title IX Sex Discrimination; or (2) a person other than a student or employee who is alleged to have been subjected to conduct that could constitute Title IX Sex Discrimination and who was participating or attempting to participate in the District’s education program or activity at the time of the alleged Title IX Sex Discrimination.
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Complaint means an oral or written request to the District that objectively can be understood as a request for the District to investigate and make a determination about alleged discrimination under Title IX.
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Respondent means a person who is alleged to have violated the District's prohibition on Title IX Sex Discrimination.
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Retaliation means intimidation, threats, coercion, or discrimination against any person by the District, a student, or an employee or other person authorized by the District to provide aid, benefit, or service under the District’s education program or activity, for the purpose of interfering with any right or privilege secured by Title IX or its regulations, or because the person has reported information, made a Complaint, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under the Title IX regulations.
A person who wishes to make a report under this policy may make a report to the Title IX Coordinator, Nondiscrimination Coordinator, Building Principal, Assistant Building Principal, Dean of Students, a Complaint Manager, or any employee with whom the person is comfortable speaking.[1]
School employees who receive information about conduct that reasonably may constitute Sex Discrimination under this policy shall promptly forward the report or information to the Title IX Coordinator. An employee who fails to promptly make or forward a report or information may be disciplined, up to and including discharge.
The Superintendent shall insert into this policy and keep current the name, office address, email address, and telephone number of the Title IX Coordinator.
[1] Using “or any employee with whom the Complainant is comfortable speaking” ensures Title IX compliance because Title IX requires “any employee” with information about conduct that may reasonably constitute sex discrimination to notify the Title IX Coordinator. Therefore, a report to any employee triggers a district’s duty to respond. 34 C.F.R. §106.44(c)(1). This policy contains an item upon which collective bargaining may be required. Any policy that impacts wages, hours, and terms and conditions of employment is subject to collective bargaining upon request by the employee representative, even if the policy involves an inherent managerial right.
Nondiscrimination Coordinator:
Dr. Carie Cohen, Asst. Supt. for Student Services 1900 E. Kensington Rd., Mr. Prospect, IL 60056 ccohen@rtsd26.org 847-297-4120
Complaint Managers:
Kristine Seifert, Asst. Supt. for Teaching and Learning 1900 E. Kensington Road, Mt. Prospect, IL 60056 kseifert@rtsd26.org 224-612-7303
Ryan Berry Asst. Supt. for Business Services 1900 E. Kensington Road, Mt. Prospect, IL 60056 rberry@rtsd26.org 224-612-7302
Upon receipt of a report of conduct that reasonably may constitute Title IX Sex Discrimination, the Title IX Coordinator and/or designee shall offer and coordinate supportive measures, as appropriate, for a Complainant.
Further, the Title IX Coordinator will analyze the report to identify and determine whether there is another or an additional appropriate method(s) for processing and reviewing it. For any report received, the Title IX Coordinator shall review Board policies 2:260, Uniform Grievance Procedure; 5:10, Equal Employment Opportunity and Minority Recruitment; 5:20, Workplace Harassment Prohibited; 5:90, Abused and Neglected Child Reporting; 5:120, Employee Ethics; Code of Professional Conduct; and Conflict of Interest; 7:10, Equal Educational Opportunities; 7:20, Harassment of Students Prohibited; 7:180, Prevention of and Response to Bullying, Intimidation, and Harassment; 7:185, Teen Dating Violence Prohibited; and 7:190, Student Behavior, to determine if the allegations in the report require further action under those policies.
Reports of alleged Title IX Sex Discrimination will be confidential to the greatest extent practicable, subject to the District’s duty to investigate and maintain an educational program or activity that is productive, respectful, and free of Title IX Sex Discrimination.
The Superintendent or designee shall implement procedures to ensure the prompt and equitable resolution of all Complaints according to a grievance process that fully complies with 34 C.F.R. §106.45. See the District’s Title IX Complaint Grievance Process (Grievance Process) under administrative procedure 2:265-AP2, Formal Title IX Complaint Grievance Process.
When a Complaint is filed, the Title IX Coordinator will investigate it and make a determination regarding the outcome of the Complaint, or appoint a qualified person(s) to undertake the investigation and make a determination regarding the outcome of the Complaint.
The District prohibits any form of retaliation, including peer retaliation, in its education program or activity. Any person should report claims of retaliation using this Board policy 2:265, Title IX Grievance Procedure. A student, employee, or other person authorized by the District to provide aid, benefit, or service under the District’s education program or activity who retaliates against others for reporting or complaining of violations of this policy or for participating in any manner under this policy will be subject to disciplinary action, up to and including discharge, with regard to employees, or suspension and expulsion, with regard to students.
Equity Action Plan for 2022-2023
Members of the District Equity Leadership Team met throughout the 2021-2022 school year to create an Equity Action Plan for 2022-2023. This plan was presented to the Board of Education on April 26, 2022.
District Equity Audit
During the 2020-2021 school year, River Trails School District 26 engaged in an equity audit. An equity audit is a proactive opportunity to critically examine systemic equity movement. The purpose of the equity audit is to clearly identify areas of strength, and especially recognize needed improvement to advance equity.
The audit was conducted by Dr. Ivette Dubiel. Dr. Dubiel is the CEO of Systemic Educational Equity, LLC, a full-service diversity, equity and inclusion equity firm. The audit was completed in cooperation with members of the RTSD26 Board of Education, administration, staff, students and parents.