July 05, 2022
(Washington, DC) – Judicial Watch introduced at the moment that it acquired 194 pages of information from District of Columbia Public Faculties (DCPS) which present DC officers pushed segregated “Affinity Areas” on the premise of race and sexual identification.
Judicial Watch obtained the information in response to a June 24, 2021, Freedom of Info Act (FOIA) request for:
Data figuring out the variety of affinity areas hosted by District of Columbia Public Faculties from August 31, 2020 to June 24, 2021.
Data figuring out the matters mentioned throughout any affinity areas hosted by District of Columbia Public Faculties from August 31, 2020 to June 24, 2021.
Data inviting college students, college, and employees to affinity areas hosted by District of Columbia Public Faculties from August 31, 2020 to June 24, 2021.
Data, together with insurance policies and procedures, concerning the creation and use of “affinity areas.”
Any analyses of whether or not affinity areas excluding college students, college, and employees who determine as a selected race or gender is according to district and federal regulation, together with however not restricted to 42 U.S.C. 2000d and the Equal Safety clause of the 14th Modification of the U.S. Structure.
The information embody a DCPS September 2021 PowerPoint presentation titled “DCPS Affinity Group Curiosity Kind” stating:
DCPS employees: The Fairness Technique and Programming Workforce initially launched affinity areas as secure areas so that you can mirror and course of following the homicide of George Floyd, and we’re going to proceed them all through the 21-22 faculty 12 months as a spot for people to mirror and proceed to study and develop.
One approach to course of in a secure house is thru affinity. Affinity areas are gathering alternatives for individuals who share a standard identification. This house shall be organized primarily based on the racial identities represented in Central Workplace as we purpose to lean into the Brave Dialog situation of isolating race.
For extra details about the advantage of racial affinity teams, please leverage this Studying for Justice useful resource: https://www.learningforjustice.org/journal/summer-2015/making-space
DCPS Central Workplace employees from the Fairness, Neighborhood Motion and SEL [Social and Emotional Learning] Groups will co-facilitate these affinity teams in collaboration with volunteers at the least as soon as a month however extra ceaselessly as requested by the group.
A kind within the presentation asks respondents to submit their pronouns, which embody she/her, she/they, he/him, he/they, they/them, ze/hir, she/he/they, or “different.”
DCPS employees is requested to pick out “Which racial affinity group(s) do you propose to affix through Groups? (Choose all that apply to you and your racial identities. A separate calendar/Groups invite will come from the DCPS Fairness calendar.):”
Asian American Pacific Islander
Black/African American, Hispanic/Latinx
Indigenous/Native American, Multi-Racial, White
I’m not represented by any of those choices and wish to advocate one other group.
The shape provides: “As we outline race, it may be straightforward to conflate race with ethnicity or nationality as a result of the definition and limits are all the time altering. Use the US Census (https://www.census.gov/matters/inhabitants/race/about.html ) as a information however don’t let it restrict you primarily based on the way you personally determine racially.
The shape additionally asks if respondents are fascinated with new LGBTQIA+ “Affinity Areas.” These areas are divided into “BIPOC (Black/Indigenous/Individuals of Colour) LGBTQIA+” and “White LGBTQIA+.”
A DCPS memo particulars occasions to be held in June 2021 and is titled “Proposed Engagement in Response to Current Racial Incidents” begins: “These are troubling instances. I think about that all of us are struggling to make sense of the homicide of George Floyd and the continued racial violence and racism that folks of shade, however black individuals particularly, endure by the hands of the police, different programs and people.”
A desk of proposed occasions within the memo consists of an “Affinity Group Brown Bag” that’s described as a “Moderated house for CO [Central Office] employees to mirror, join, really feel, share, strategize in smaller, affinity (Black, White, Latinx, Asian) house: Concentrate on self-awareness, identification and cultural consciousness.”
An undated e-mail from the DCPS Fairness Workforce to AAPI Affinity (DCPS); Black Affinity (DCPS); Hispanic/Latinx Affinity (DCPS); Multi-Racial Affinity (DCPS); White Affinity (DCPS); and plenty of particular person DCPS members with the topic line “Cross-Racial Affinity Area (led by the Multi-Racial Affinity Group)” informs recipients that: “The Multi-Racial Affinity group is tentative to steer a cross-racial affinity house in the course of the week of August ninth – August 13th ”:
Cross-Racial Affinity Area Schedule
The present schedule for cross-racial dialogue is as follows (open to all affinity group members) to be led by respective affinity teams). Dates might change if conflicts come up for a majority of attendees:
* October: To be led by the Hispanic/Latino/Latinx affinity group
* December: To be led by the White affinity group
* February: To be led by the Black affinity group
*Might: To be led by the Asian American Pacific Islander (AAPI) affinity group
* August: To be led by the Multi-Racial affinity group
A couple of guiding norms and targets for all affinity areas:
- Transcend celebration: Central Workplace (CO) affinity areas will be certain that the dialog interprets identity-related points into motion that helps mitigate these points in our groups, places of work and CO.
- Isolate Race: CO affinity areas will leverage the Brave Dialog protocol <http://iel.org/websites/default/information/G10-courageous-conversationprotocol-overview.pdf> [no longer available on the IEL website] – particularly the norm of isolating race – in dialogue and collaboration.
- A lens for fairness: As CO affinity areas transition from dialog into motion, areas will guarantee these actions are rooted in an fairness lens that focuses on coverage, identification and mindsets, practices and tradition. The DCPS Fairness Framework <https://dcps.dc.gov/websites/default/information/dc/websites/dcps/page_content/attachments/DCPSpercent20Equitypercent20Framework_2018.pdf> is a foundational useful resource for exploring targets and goals by an fairness lens.
- Create Cross-Racial Studying Alternatives: CO affinity areas will come collectively in a single house for interracial dialogue and studying led by a respective affinity group each different month.
A January 26, 2021, e-mail from former DCPS Fairness Technique and Programming Workforce member Elizabeth Rene, who now works at Google, introduces to her then-colleagues what is known as the “Anti-Racist Educator College,” which is touted as the primary such endeavor “led by any faculty district.” The e-mail states:
Lots of you could have engaged in conversations about race and fairness together with your college students, households and colleagues. Nonetheless, many extra of you could have requested the way to translate these conversations into motion.
Anti-Racist Educator College is a chance to proactively apply what we’ve realized about race and fairness to our each day observe within the classroom in addition to shifting insurance policies, mindsets and tradition.
Anti-Racist Educator College is a strategic lever that gives DCPS educators with shared studying rooted in a collective dedication to energetic anti-racism….
A June 16, 2021, e-mail from Samuel Cuadro of DCPS to Principal Katie Lundgren and a number of other colleagues states: “[T]he aim of those affinity teams is to create a secure house amongst colleagues to course of the impacts of racism and white supremacy inside our faculty group and determine collective actions to take as people and as teams.”
“These surprising paperwork present, in evident violation of the Structure and civil rights legal guidelines, that the general public faculty system of our nation’s capital pushed blatant racial segregation amongst its employees primarily based on radical, divisive CRT ideas,” stated Judicial Watch President Tom Fitton.
Judicial Watch lately launched information revealing crucial race concept (CRT) instruction on the U.S. Navy Academy, West Level. One coaching slide comprises a graphic titled “MODERN-DAY SLAVERY IN THE USA.”
CFPB information obtained in February 2022 included a PowerPoint presentation titled “Race and gender primarily based microaggressions” that was used for coaching on the group.
In June 2022, Judicial Watch introduced that at the moment it has appealed a federal court docket resolution dismissing a civil rights lawsuit on behalf of David Flynn, a Massachusetts father who was fired from his place as highschool soccer coach after he raised considerations over Black Lives Matter/crucial race concept being taught in his daughter’s seventh-grade historic historical past class
In January, Judicial Watch introduced that it filed a Freedom of Info Act (FOIA) lawsuit for all FBI information associated to the October 4, 2021, memorandum issued by Legal professional Normal Garland focusing on mother and father who raised objections to Crucial Race Idea in colleges.
In November 2021, Judicial Watch introduced that it acquired two units of recent information associated to the instructing of crucial race concept in Montgomery County Public Faculties (MCPS), Maryland’s largest faculty system. The brand new information embody a coaching course with details about a e-book titled “Antiracist Child” that introduces the youngest readers to “the idea and energy of antiracism,” and says it’s the “excellent present” for “ages child to age 3.”
Data acquired from Loudoun County, VA, that Judicial Watch made public in October 2021, revealed a coordinated effort to advance crucial race concept initiatives in Loudoun County public colleges regardless of widespread public opposition.
Additionally in October 2021, Judicial Watch introduced that it acquired a coaching doc from a whistleblower within the Westerly College District of Rhode Island, which particulars how Westerly Public Faculties are utilizing academics to push crucial race concept in school rooms.
Data from Wellesley Public Faculties in Massachusetts, launched by Judicial Watch in June 2021, confirmed using “affinity areas” that divide college students and employees primarily based on race as a precedence and goal of the varsity district’s “range, fairness and inclusion” plan. The varsity district additionally admitted that between September 1, 2020 and Might 17, 2021, it created “5 distinct” segregated areas.