Diversity, Equity & Inclusion

At ABRSD, we are dedicated to creating and sustaining inclusive classrooms, schools, and systems that foster a sense of belonging for each and every student. At the core of our diversity, equity, and inclusion (DEI) work is our commitment to disrupt the dominant culture and the systemic, institutional biases within our school system that currently limit or impede opportunity or access for minoritized students. This work requires continuous learning so that we can identify, examine, and confront our language, practices, procedures, and policies that directly or indirectly promote or sustain inequitable outcomes and deficit thinking.

Our District Definitions of Diversity, Equity, and Inclusion:

Diversity: the sum of the ways that people are both alike and different. While diversity itself is not a value-laden term, the way that people react to diversity is driven by values, attitudes, beliefs, and experiences. (Adapted from the National Education Association) Equity: securing needed supports, opportunities, and resources for individuals and groups of students who typically haven't received what they need from schools (Adapted from Mica Pollack's Schooltalk: Rethinking What We Say About- and to- Students Everyday)
Inclusion: is not a strategy to help people fit into the systems and structures which exist in our society; it is about transforming those systems and strategies to make it better for everyone. Inclusion is about creating a better world for everyone.  (Diane Richler, Inclusion International)



Talking with Your Kids About Hate, Bias, and More

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Discrimination and Harassment Policies and Procedures

The District is committed to maintaining a school environment where all individuals are treated with dignity and respect. We will not tolerate harassment of staff or students based on race, color, sex, sexual orientation, gender identity, religion, disability, age, active military/veteran status, ancestry, or national or ethnic origin. In addition, students who are homeless (McKinney-Vento Act) or of limited English-speaking ability are also protected from discrimination. For details, read the following documentation: 

Any individual who wishes to file a complaint alleging harassment may inform any trusted staff member or a supervisor.  If an employee does not wish to discuss the issue with a staff member or supervisor, or who feels that the problem was not addressed in an effective manner, the employee should contact the Director for DEI.  

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