This year, the Local Control and Accountability Program has been replaced with the Learning Continuity and Attendance Plan. Please do not be fooled; this year’s LCAP is completely different from last year’s LCAP. Your regularly-scheduled LCAP will return next year.
Confused? Then join one of our webinars:
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Materials from these seminars may be found here: tinyurl.com/LCP-parents
Almost everyone would agree, education is the key to success in life. In line with this objective, the Tiger Woods Foundation has become part of the global learning community and the TGR Foundation is doing much to support students and educators. In tune with technology, TGR provides digital workshops and holds virtual office hours while providing 40+ interdisciplinary learning resources through TGR EDU.
August 18th, 2020
Last month, UC released preliminary admissions data and announced that Latinx students will now comprise the largest segment of admitted freshmen, a first in the institution’s history. We applaud the increase in diversity of the UC system, but what about the African-American/Black students? Furthermore, what is UC doing to meet the needs of African-American/Black students, and to ensure that they feel welcome and included? What, if anything, is being done to promote anti-racism, and to reduce in particular anti-blackness?
According to recent preliminary data1 released by UC, African-American students have comprised only five percent of system-wide freshmen admissions for the past three years. It should also be noted that Native American and Pacific Islander students comprised far less, as the data shows zero admits from both student populations for the Fall of 2019 and 2020. Clearly, much work still needs to be done with regards to the institution’s efforts to increase diversity, and to ensure the retention, persistence, and graduation of African-American/Black students, as well as other underrepresented students of color.
We anticipate welcome and necessary changes in these areas should Assembly Constitutional Amendment 5 (ACA 5)2 pass in the November election and repeal Prop 209, which prohibited Affirmative Action in California schools and government. According to the bill’s author, Assemblymember Dr. Shirley Weber, the bill would allow for the explicit inclusion of race in university discussions and actions,3 which begs the question, what discussions, and more importantly, what actions? How will those discussions and actions affect African-American students? These are all questions that will need to be answered by UC and its board, which has unanimously endorsed the bill. UC officials have acknowledged4 that removing the restrictions of Prop 209 would be a good start to increasing diversity in the UC system, but have noted that much work will need to be done. We ask that as they prepare to do this work, that they
- Approach the work with an equity lens
- Engage with all stakeholders, including African-American/Black students, staff, faculty, and the community.
- Increase accountability and transparency by sharing their plans and data with the public.
In addition to the UC Board of Regents endorsement of ACA 5, UC has made several additional recent efforts to promote Diversity, Equity, and Inclusion (DEI), such as eliminating the SAT and ACT tests from admissions requirements, hiring the institution’s first Black President, and creating an Anti-Racism Taskforce. UC has also released statements regarding recent protests against police brutality, and systemic racism, all against the backdrop of the killings of George Floyd, Breonna Taylor, and other African-Americans. However, such statements and efforts are simply insufficient, unless they are tied to initiatives to support African-American/Black students and to specific actions to address and combat anti-Blackness at the intuition. The lack of such actions and initiatives, and the timing of UC’s recent efforts are questionable, and lead us to ask if they are essentially performative and reactive work, rather than intentional and proactive.
We are well aware that the UC San Diego Black Staff Association recently hosted a series of informative workshops addressing some of these very issues. These were well received, and allowed for some important discussions to take place. However, as our colleagues, Dr. J. Luke Wood and Dr. Frank Harris III of the Center for Organizational Responsibility and Advancement (CORA) have recently pointed out, institutions must go beyond holding such “healing circles,” and “devise a comprehensive strategy for addressing anti-blackness.” We call on the UC system to devise such a strategy, and to implement other effective strategies to address anti-blackness, and support African-American/Black students, as well as other underrepresented students. Such strategies are well documented in the literature, in particular those offered by our aforementioned colleagues.
We also invite UC to listen, believe, and acknowledge the real experiences of African-American/Black students, staff, and faculty. We have not forgotten past incidents such as the Compton Cookout, and the noose at the Geisel Library, nor more recent incidents such as the swastikas that were found in Muir buildings at UC San Diego just this past year, nor the recent stories from staff of color at UC who have witnessed and experienced racism, discrimination, and bias, both implicit and explicit on UC campuses. These incidents are reflective of wider issues of campus climate and systemic racism, and are counterproductive to anti-racism and the reduction of anti-blackness. UC must address these wider issues.
We implore UC to do more not only to ensure that the diversity of their student body better reflects the diversity of California, but that the diversity of their staff, faculty, administration, and board also reflects the diversity of the students that they serve. According to UC’s data on workforce diversity5 from October of 2019, over 60 percent of the Faculty were White (domestic & international combined) at all UC campuses. If UC truly strives to create inclusive and welcoming spaces at all of its campuses, and to foster a sense of belonging for all students, particularly for African-American/Black students, they will need to do more to address this lack of workforce diversity, particularly with regards to faculty representation, and begin to implement proactive, intentional and effective strategies to meet the needs of UC students, staff, and faculty, particularly those from underrepresented groups. The NAACP San Diego Branch Education Committee welcomes collaboration with UC, and stands ready to assist them in the development and implementation of such efforts, which will benefit the entire UC community, local surrounding communities, and ultimately, the wider society.
NAACP San Diego Branch Education Committee
July 7, 2020
Students from Patrick Henry High School in the San Diego Unified School District are amusing one another by posting pictures in blackface. This, while much of the nation is experiencing a moment of consciousness about the true extent of racial injustice in our society, and taking to the streets in support of their fellow human beings. Clearly, the killing of Mr George Floyd is not what is in the consciousness of San Diego Unified students when it comes to African-Americans; instead, it is the mockery of the minstrel show.
Perhaps one of the reasons these students lack consciousness of their actions is that the district continues to employ (and promote!) teachers who themselves find blackface a matter of amusement, like Dean Schmidt at Serra High.
Racist incidents are going to continue to show their hideous faces until we address the systemic racism in our schools.
Cindy Marten, however, continues her crusade to pretend we live in a “post-racial” society and that she runs a “post-racial” school district. Why else would she have abolished the Race, Human Relations and Advocacy Department?
Mr Kevin Beiser, you are trustee for all the youth in the district. We ask that you rise to this occasion and show some bold leadership. We ask that you call the Superintendent onto the carpet and hold her accountable.
Mr Beiser, this superintendent tried to sweep this incident under the rug, as she has so often done in the past. This superintendent has shuffled her organization chart nearly 20 times, and never brought much in the way of diversity to the decision-making table. Instead of addressing each new problem, she merely crows that much louder that there are no problems, in hopes of never having to make real change.
Also, Mr Beiser, while we note the school’s statement regarding its name, we invite you to consider the words of high school student Mr Dino Jones, when he called for the renaming of his own “Patrick Henry High School”: It’s a direct contradiction to speak out for freedom for some and still own slaves. It is time to change the school’s name; we do not think it appropriate to operate a school named after a man who said “Give me liberty or give me death” but refused to grant liberty to others when it was his to give. That is hypocrisy, not heroism.
Francine Maxwell, President
NAACP San Diego Branch