The quest for equity and diversity has taken center stage in a pivotal moment for the Roaring Fork School District (RFSD). With a student body of 60% Latino students, the district confronts significant challenges in fostering an inclusive educational landscape.

A resolution passed at the April 10 Board of Education meeting marks the beginning of a comprehensive effort to address disparities and cultivate a more equitable system.

One of the key initiatives set in motion by the board is undertaking an equity audit. Traditionally conducted every five years before crafting a new strategic plan, the audit has been fast-tracked due to the impending completion of the 2024-29 strategic plan.

Recently, The Sopris Sun asked questions of Dr. Anna Cole, RFSD superintendent-selectee, and Alex Sánchez, the founder and executive director of Voces Unidas de las Montañas, about the disparities experienced by Latino students, staff and families, along with potential solutions.

Cole outlined a multifaceted approach within the district’s strategic plan that, according to the plan, will “improve staff recruitment, retention and development systems to promote adult well-being, positive culture and staff capable to meet the needs of students.” 

Central to this endeavor is the engagement of a third-party partner for an organizational equity audit. “This evaluation aims to scrutinize existing hiring and staff development practices and offer recommendations for their enhancement, laying the groundwork for a more inclusive workforce,” Cole shared.

Sánchez’s perspective amplifies the situation’s urgency, advocating for a robust response beyond what may appear to be perfunctory adjustments. “If their strategic plan is not bold enough to meet what we’re demanding of the school district, then that’s on them,” he said.

He emphasizes the need for concrete, multi-year plans to eliminate the white/Latino student achievement gap. “We want to see that plan spelled out in detail in terms of the strategies, programs, interventions and resources that are needed. Why? Because it’s taken us a long time to get where we are, and it will take us a while to eliminate it,” Sánchez shared.

Another aspect of this endeavor is fostering greater involvement of Spanish-speaking parents in decision-making processes at the school and district levels. Recognizing the importance of cultural transformation, Sánchez stresses the need for a shift away from “using a deficit model of Latino parents needing services, [that] we need to save them.” Instead, he calls for an inclusive framework that empowers all parents to participate actively in shaping educational policies and practices.

Cole cited that family partnerships take precedence within the 2024-29 strategic plan to strengthen relationships among schools, families and community partners. “Our Family Resource Center team, in partnership with the district Family Advisory Council (FAC), will develop a toolkit next year of family partnering strategies and best practices,” she stated. Cole noted that the FAC is composed of diverse community members, stressing that solutions to engage Spanish-speaking parents must originate from them.

Language access emerges as another pivotal issue, with Dr. Cole outlining measures to ensure equitable communication channels for Spanish-speaking families. She explained that the district’s Bilingual Communications Toolkit provides best practices and guidelines for ensuring language access and equity in all district communications. Cole shared that this would be coupled with anti-bias and equity training for staff.

However, Sánchez advocates for even more comprehensive language services. “Eventually, through our advocacy, we’re hoping that we can get them [the district] to say we need a language justice office,” he shared.

With Latino staff comprising a mere 12% of the Roaring Fork Schools educators, the district recognizes a critical gap that must be addressed through strategic recruitment and leadership development efforts.

Sánchez urges the district to reimagine its recruitment and retention strategies. “That’s a big challenge that every school district across the country faces,” Sánchez admitted.

Emphasizing the importance of diversity among educational leaders, Sánchez calls for concerted efforts to attract, recruit and support individuals who reflect the student demographics served by RFSD. He said this entails a departure from traditional recruitment practices, necessitating national searches and community-driven initiatives to foster a culture of inclusivity.

Voces Unidas’ advocacy spans legal action, community organizing and electoral engagement. The Voces Unidas Action Fund is registered with the Colorado Secretary of State as a licensed petition entity for the current RE-2 school district recall campaign, demonstrating their commitment to holding elected leadership accountable.

As RFSD embarks on this journey towards equity and diversity, marginalized stakeholders’ voices will be essential in guiding decisions and ensuring alignment with inclusive and just principles.

For the latest updates to the 2024-29 strategic plan, visit: www.bit.ly/RFSD5yearplan