Racial Reconciliation Plan: Healing Our Community


Since its inception in the summer of 2020, the plan continues its focus on diversity, inclusion, equity and reconciliation at St. Francis. It is framed in our Catholic values which are steeped in human dignity that is the bedrock of the social teaching of our church.  

Our nine subcommittees have been meeting regularly and continue to assist with the implementation of the plan, healthy resolution of racial conflict, repairing broken relationships and creating a stronger community in support of our students and families of color:

Training and Professional Development: 

  • Faculty & staff participated in three hours of Racial Literacy training with Dr. Howard Stevenson; 12 hours additional training took  place January – June, 2021.

Evaluation/Personnel Issues: 

  • Released Mediation Strategy for Microaggressions and Racial Conflict to students and staff, based on model from International Institute for Restorative Practices
  • Updated Teacher Performance Rubric to include Racial Literacy, Culturally Responsive Pedagogy, etc.


  • Created, implemented and analyzed an Equity Audit for teachers to self- assess their curriculum. 
  • Reviewed all Scopes and Sequences with respect to diversity and racial topics.
  • Synthesized results of the Scope and Sequence review and Equity Audit to propose the following recommendations: Scopes and Sequences should be updated to reflect current practices; current courses should expand their meaningful discussion of diversity and race with expanded course offerings when appropriate; professional development focusing on culturally relevant pedagogy, universal design for learning, and strategy sharing should be offered; the establishment of an Anti-Racism PLC and the permanent establishment of a curriculum committee to implement these recommendations.

Equitable Discipline and Restorative Justice:

  • Provided Listening Circle Training for Faculty/Staff based upon models from the International Institute for Restorative Practices and the Oakland School District (May 2021).
  • Working to create a mediation protocol to resolve racial conflicts between students, primarily through listening circles. A timeline and step by step plan will be outlined prior to August 1 for the 2021-2022 school year. 
  • Working on articulating norms and reporting processes with students and faculty. These include enhancing the mediation protocol, and reinforcing restorative practices in the classrooms. There are also reflective practices for teachers to review how they respond to issues in the classroom.   
  • Will introduce restorative practices (Racial education, service to communities, etc) to replace retributive to decrease behavioral incidents. 

Celebrating Ethnicities and Cultures: 

  • Added four events (one per week) to celebrate Black History Month
  • Created Cultural Festival to highlight Cultural Clubs on campus
  • Created new Student Body Officer position – Equity Coordinator
  • Collaborated with the Black Student Union, Black Parent Group, and Black Alum Group


  • Reviewed data for all students receiving tuition assistance in 2020-21 and broke out by percent of overall population and percent of students receiving tuition assistance. In 2020-21, 234 students received tuition assistance which the families applied for through the TADS (Tuition Aid Data Service) system.
  • Shift to Mentorship: Goals shifted based on input from the Black Alumnae Group who desired more of a mentorship program than a scholarship program. The program will have a financial component — for example, coverage for books, travel and registration for training, and/or other mentorship-related activities.  However, the main purpose of the program will be pairing students with Black professionals (in a particular field) in the region through the Black Parent Group and Black Alumnae Group. These committees will develop the programming, and the school will organize and collect funds for covering supplemental costs.


  • Added language to website specifying focus on expanding and diversifying our qualified applicant pool for all current and future employment opportunities.
  • Became a member of Sacramento Black Chamber of Commerce, and developed a relationship with Greater Sacramento Urban League. Listed open positions with both organizations.
  • Posted faculty positions with the National Black Catholic Congress and with 240 colleges and universities via Handshake, that includes 17 HBCUs.  
  • Bought an ad with Diversity in Ed online magazine that is sent to all candidates in the Department of Education in all colleges and universities in which minority enrollment is at least 25% (this includes all HBCUs and HSIs).  
  • Ensured link to our jobs page is available at nearby, diverse parishes, and Dioceses. 
  • Adjusted new job descriptions to include diversity language in the overall responsibilities and skills needed, as well as questions related to diversity in the interview process for each position. 
  • Adjusted the employment application to include the question, “How did you hear about this position?” to determine if we are getting traction from the outreach.

Black/African American Parent Group: 

  • Created a mission statement; submitted governing bylaws for review by St. Francis; supported the BSU students with a speaker series during Black History month; and openly voiced concerns from students and families of color to the SFHS administration about their experiences as members of the SFHS community.   Also hosted a lunch meet up for member parents and their graduating seniors.

Black/African American Alumnae Group:

  • Led by two alumnae, the group is building a network of alumnae and developing plans, including a mentorship program, to support the school in improvement efforts.