From Words to Action: What We Need in Our Next Superintendent

In recent years, our district has faced challenges in effectively prioritizing the needs of our students and staff in the areas of diversity, equity, and inclusion (DEI). While past leadership spoke often about the importance of DEI, meaningful action and follow-through have been limited. In 2023, our district ran an Equity Audit that identified clear gaps in several areas. After the presentation of the results, the superintendent stated that the district was not obligated to implement any of the recommendations that emerged from the audit. And indeed there has been little visible progress in addressing those recommendations to date. While our current Strategic Plan for 2022-2027 can easily highlight DEI as a priority in two of its “arches,” realizing that vision requires leadership that is committed to turning those aspirations into measurable, sustained change. 

The federal government is actively eliminating DEI efforts across the country. The current administration threatens to cut federal funding to universities unless they comply with its demands, and many have capitulated. We know that it is only a matter of time before these same threats are made to Massachusetts public schools. 

At a time when DEI efforts are both more important and more at risk than ever before, Holliston needs a leader who will stand strong  against these threats and actually lead the district in the direction we have agreed as a community to uphold. 

We need a leader who listens and leads with curiosity rather than fear. 

We need a leader who is willing to change their mind, admit what they don't know, and share their power with folks who have expertise and experience that they lack.  

We need a leader who is not afraid to admit when they are wrong, when they have made a mistake, and who is willing to model accountability when mistakes are made. 

We need a leader who fosters a culture of trust and collaboration, who is approachable, and understands that faculty and staff need to be supported when they are asked to make meaningful changes. 

We need a leader who is willing to give our Social and Emotional Learning and Equity Director, Mr. Jariel Vergne, the independence and autonomy to use his skills to address the district's needs in these areas. 

We need a leader who is willing to challenge the status quo and move past "the way we have always done things". The way we have always done things means more of the same. It will not result in any meaningful change. 

We need a leader who values AND has experience in:

• closing gaps in equity and demonstrate measurable improvement

• recruiting and retaining staff from varied backgrounds and identities

• updating our k-12 curriculum to include a variety of perspectives, highlighting leaders from groups that are historically underrepresented, moving beyond the white-washed, incomplete history taught in schools today

• looking at policy and practice that interfere with fair and just treatment of students from historically underrepresented groups

Anyone can say they value DEI, but we need a leader who can show that they have actually done this work. The Holliston School Committee has appointed a “screening team” who will interview the semi-finalists that emerge from the initial pool of candidates. The screening team is tasked with asking the kinds of questions that would reveal tangible evidence that demonstrates a candidate’s experience and track record. They also need to be able to evaluate a candidate’s responses as understanding where systems of power protect themselves, so that they can make the kind of meaningful change we so desperately need in our district.

Currently, there is no one on the appointed team who possesses expertise in using a DEI lens when evaluating leadership. For a district that has identified this as a top priority in their next superintendent, this is a major gap.

Please share your concerns about this with the Holliston School Committee and urge them to add another member to the screening team. You share this request by:

1. emailing any members of the Holliston School Committee, or

2. attending School Committee meetings and speaking up during the public comment period.

Many voices must come to the table to demonstrate that this is a widespread concern and not just the special interest of a few outliers. Please take a few moments to make your opinion about having DEI expertise on the screening team known.