Diversity Equity & Inclusion 2024

Welcome to our seventh annual installment of “Business Cares: Diversity, Equity & Inclusion.”

In this year's section you can read about the exciting work happening at DePauw University to prepare future leaders for an increasingly diverse world. Then you can take a look at the demographic trends—pulled together by Black Onyx Management—that illustrate why all of this work is so important. You'll also find:

• Citizens Energy Group CEO Jeffrey Harrison's invitation to join the good work of Business Equity for Indy, a four-year-old coalition working to spread economic opportunity in central Indiana.
• Advice from leaders of the Indiana Latino Institute, who say embracing the Latino community is the key to filling gaps in our workforce.
• An explanation of how the Metropolitan School District of Lawrence Township is boosting student and staff performance by making the district an open and welcoming place for all.
• Northwestern Mutual-Indiana's testament to the benefits that come along with helping those who are struggling with mental health and elevating the importance of gender diversity in a field too long dominated by men.

Thanks to the 36 companies and organizations that sponsored this important section of IBJ. Their investment will fund a Diversity, Equity & Inclusion awareness campaign throughout the month of July via print, digital, and e-newsletter platforms.

We hope you'll support our sponsors as they join all of us in working toward a more diverse, equitable, and inclusive central Indiana.

Sincerely,

Nate Feltman
Publisher, President & CEO

A schooling in DEI prepares students for business and life

By Dr. Lori White

There has been much heated rhetoric over diversity, equity and inclusion and whether an intentional focus on DEI in education and business in the 21st century is necessary or divisive. However, it might be surprising that most of us are on board.

Some 60% of Americans support measures to address historic inequalities in business, according to a Washington Post/Ipsos poll released last month. Approval was greater when respondents heard the specifics of corporate DEI efforts.

These findings echo our experience at DePauw University, where the Justin and Darrianne Christian Center for Diversity and Inclusion, or CDI, will mark its seventh anniversary this fall. The CDI welcomes our entire community into a dynamic space supporting student engagement and success for all students; the center illustrates exactly why universities need broad-based inclusion initiatives that support career development, global engagement and civic life.

The CDI's inspiration and can-do position come largely from Justin and Darrianne Christian. They're the visionary couple who started BCforward—a global information technology consulting and workforce fulfillment firm—just three years after they graduated from DePauw in 1995. BCforward has since expanded into the largest minority-owned business in Indiana, with some 5,000 employees globally.

The Christians saw promise in their business and also in their alma mater. Thanks to their commitment of $1 million, the university built the 10,000-square-foot CDI to unite the Association of African American Students, the Dorothy Brown Cultural Resource Center and additional offerings.

“We aim for students to leave DePauw not only with academic knowledge but also with a profound understanding of the importance of diversity and inclusion in all aspects of life,” the Christians wrote recently. Their goal: to make sure “every student, faculty and staff member finds a place where they belong and are empowered to bring their full selves to every endeavor.”

Since its dedication in November 2017, the faculty- and staff-supported center has become a hub for student involvement and activity. Its focus on leadership and professional and career development, along with cross-cultural enrichment and understanding, prepares graduates to compete effectively in an increasingly diverse and rapidly changing world.

The CDI prioritizes a strong start for students who are often in the minority at DePauw. An inclusive space, the center also invites all students to engage in its programs and initiatives. The ability to move beyond comfort zones and engage, adapt and network sticks with graduates for life, in business and beyond. Also invaluable for success is the deeper exposure to different languages and cultural traditions and norms that the CDI embraces.

DePauw prides itself on graduates, such as the Christians, who lead in business and civic life. Our students arrive with an appetite and potential for leadership. Some have served at the high school level, perhaps as a class president, athletic team captain, club leader or student activist, though perhaps without formal guidance in leadership. Being a smaller community with myriad student organizations, DePauw offers a slew of opportunities for young leaders to hone skills. Exposure to leaders in a variety of fields lets students envision what's possible.

The CDI's leadership coaching readies students for those future roles and more immediate projects, like launching campus groups or their own companies. Lessons in integrity ground the coaching.

“Without integrity, nothing works,” says Holbrook Hankinson, the center's executive director. “We take them through the application of integrity and what it means to honor your word.”

A former executive and advisor for international companies, Hankinson—himself a DePauw alumnus—teaches that behavior is a function of a person's environment. It's on leaders to shape that environment.

As important, leadership coaching leverages the value of similarities.

“Most people believe we're more different than we are similar,” Hankinson explains. “But if you can find similarities, you can empathize with people. And when you empathize with people, you understand their needs.

“Once you understand their needs, if you want to start a business, you can find a way to fulfill them,” he adds.

Finding such connections is especially central as business becomes more global, including in Indiana. The skill set to nurture professional relationships can create new options for students of color, who historically have been less likely to pursue entrepreneurship and careers in business.

Whether they're interested in business or any other field, the CDI helps students sharpen their focus, set goals and identify resources that see them through. Hankinson developed a reputation in the corporate world for careful listening and collaborating across international borders. By listening to students and endowing them with direction, he and his staff are empowering them with those very same abilities.

“The center should be a place where students learn the importance of empathy, collaboration and resilience skills that are vital for personal and professional success,” the Christians added. Diversity and inclusion “are not just ethical imperatives but essential components of successful communities and businesses.”

Primed by the CDI, students can adjust to distinct cultures, communities and partnerships. They're also prepped to give back to their own communities. Longtime DePauw supporters like the Christians, other alumni and retired faculty set an example by returning to campus as contributors of life lessons.

Student involvement extends to civic and nonprofit groups. Activities such as voter-education and -registration drives with the NAACP introduce varied dimensions of leadership, deepening transferable expertise in organization and public service.

Our goal at DePauw is to prepare the leaders the world needs, which is the foundation of any DEI work at the university. The CDI programs are not divisive, exclusionary or nice-to-haves; these are must-haves as companies cross more cultures and time zones, our politics continue to fragment and our communities demand leadership. These are core assets of a 21st-century education.

Dr. White is president of DePauw University.

Bridging the Gap: How Latino Talent Can Address Indiana’s Workforce Shortages

By Marlene Dotson and Andrew Peñalva

Indiana’s business landscape is thriving, but a critical challenge looms: a widening gap between available jobs and a qualified workforce. To address this issue and ensure continued economic prosperity, the state needs to tap into a vibrant and underutilized talent pool: the Latino community.

The Indiana Latino population is projected to reach 750,000 by 2050, representing a significant growth engine for the state’s workforce. Today's K-12 students are tomorrow's workforce, and in Indiana's K-12 public schools, Latinos already are the largest minority group, comprising 14.6% of the student body (compared with 13.4% African American enrollment). By strategically investing in the education and career development of this burgeoning Latino population, Indiana can cultivate a future workforce that is both skilled and diverse, ensuring its long-term economic success.

Indiana faces a significant worker shortage across various sectors, from health care and manufacturing to construction and technology. The state has only 72 available workers for every 100 open jobs, and projections indicate this number could continue to rise in the coming years. This shortage threatens to stifle economic growth and hinder Indiana’s ability to compete in the global marketplace.

The Latino community presents a solution to this challenge. Latinos are the fastest-growing demographic group in the state, with a labor force participation rate exceeding the national average. With a Latino labor force participation rate of 71% in Indiana, this population exceeds the overall adult rate of 65%, indicating that Latinos represent a highly engaged demographic group poised to contribute to the state’s economic growth.

Key strategies can unlock the full potential of the Latino workforce and bridge Indiana’s workforce gap:

• Education and Skills Development: Partnering with educational institutions to create targeted programs focused on in-demand skills and career pathways is crucial. This could involve expanding access to bilingual technical training programs, mentorship opportunities connecting Latino students with industry professionals, and scholarship programs that address financial barriers to higher education.
• Language Acquisition: While English language proficiency is essential for success in many workplaces, fostering bilingualism can be a significant asset. Programs that support English language learners and encourage businesses to value bilingual employees can enhance communication, build stronger relationships with diverse clientele, and create a more inclusive work environment.
• Removing Barriers to Employment: Many Latino job seekers face challenges such as lack of recognition of foreign credentials and limited access to transportation and childcare options. State and local initiatives can address these challenges by streamlining credentialing processes, providing transportation assistance programs, and supporting the development of affordable childcare solutions.

The Indiana Latino Institute is a leading non-profit dedicated to building the Indiana Latino community's capacity. Through its multifaceted approach and an amplified voice for the community, ILI plays a critical role in raising educational attainment and connecting Latino Hoosiers with workforce development opportunities.

The proverbial pipeline to postsecondary credentials and good jobs is failing Latinos. Latino highschoolers, for example, enroll in college at the lowest rate of major racial/ethnic groups. With grants from the Lilly Endowment and Richard M. Fairbanks Foundation, ILI’s initiatives are providing college access and success programs that prepare Latino students for higher education and careers. With the Joyce Foundation's support, ILI is changing systemic practice and leading policy and advocacy efforts at the Statehouse, along with statewide leaders from both K-12 and higher education institutions.

Additionally, ILI has more than tripled the number of renumerated internships compared to previous 12-month periods, going from an average of 30 to now over 100 internship placements annually. Through the generous support of IU Health Foundation, ILI has not only achieved a remarkable increase in renumerated internship placements but has also transformed the trajectory of countless young lives, providing them with invaluable work-based learning experiences.

Indiana’s future economic success hinges on its ability to harness the talent and potential of its diverse population. By investing in programs that empower Latino Hoosiers and fostering inclusive workplaces, the state can bridge the workforce gap, strengthen its economic engine, and create a more vibrant and prosperous future for all. The future of our workforce is diverse, and the Latino community represents a significant pillar of that future. Embrace this opportunity!

Dotson is president and CEO of the Indiana Latino Institute. Peñalva is ILI's director of workforce development.

DEI is embedded in programming of DePauw's new business school

By Sarah Steinkamp

In today's economy, even small companies depend on customers, vendors, partners and operations abroad. Navigating those relationships around the world hinges on international competence: the ability to interact, communicate, build meaningful relationships and work effectively across cultures.

That is one key reason DePauw University's School of Business and Leadership has adopted a global focus. By incorporating pillars of diversity, equity, inclusion and belonging throughout its programming, the school gives students the tools to adapt and communicate anywhere.

“My goal is to develop students who are comfortable and can be effective in diverse situations, who are graduating as global operators—people who can be successful in international environments as much as domestic ones,” says John Clarke, the school's inaugural dean.

He joined DePauw in July 2023 to lead the new school, which opened in fall of that year and built on the university's strengths and traditions in the liberal arts. It positioned DePauw among a small number of liberal arts institutions in the country with a business school.

A central part of the university's model for a 21st-century, world-class education in the liberal arts, the School of Business and Leadership has introduced new areas of study, including finance, business analytics, entrepreneurship and leadership, on top of longstanding majors in economics and actuarial science.

Its offerings are open to all DePauw students, as the university encourages them to explore course offerings across disparate disciplines. That cross-pollination fosters collaboration skills that are increasingly essential.

“The ability to be comfortable and effective in diverse environments is becoming much more important,” Clarke adds. “Studies across the liberal arts are all important because of the skills students develop. We want to develop creative and critical thinking, leadership and communication skills, ethical reasoning and logical problem-solving skills.”

Such scope prepares graduates to reach beyond the business world and serve as nonprofit, civic and community leaders, too.

“They are poised to support not just shareholders but also their communities, where their companies do business and employees live,” says Lori S. White, the DePauw president. “Those ties—and being a good citizen, corporate and otherwise—telegraph the holistic role that businesses play in civic life. It is imperative that universities and their students work for the public good. DePauw graduates will understand the imperative to reinforce the service function.”

Students develop big-picture thinking through a variety of tailored programming and curricula. A service-learning program for fourth-year students embeds them in nonprofit groups to assist their institutional planning. A course held in partnership with DePauw's Center for Diversity and Inclusion, “Leading in Business and Beyond: Bringing Out The Best in People,” outran expectations and enrolled over 50 students in the winter 2024 term.

Taught by Holbrook Hankinson, the center's executive director, the course immersed students in leadership theory and style, including the significance of diversity, equity and inclusion. The course included sessions led by DePauw alumnus Peter Linkow, author of a handbook on leveraging diversity as a strategic competitive advantage.

The higher-level understanding informs students’ future approaches to work. As Clarke puts it, DePauw graduates will ascend to leadership positions not only in business but also in their communities.

The future lives beyond a single bottom line. With the School of Business and Leadership, DePauw is living its commitment to comprehensive leadership for a complicated and changing world.

Steinkamp is vice president for communications and strategy and chief of staff at DePauw University.

Doing the Work: How BEI Is Advancing Racial Equity

By Jeffrey Harrison

Promoting diversity, equity and inclusion in our region's business community has many upsides. One is that it will increase opportunities for success and prosperity to a broader population, thereby creating a more dynamic and robust economy.

This work can't be done by a single entity or person. It requires expansive collaboration within the business community and with other partners. Business Equity for Indy is one example of a coalition of organizations and businesses coming together to make a bigger impact in the community than they might be able to do individually.

Launched four years ago after the murder of George Floyd, BEI is a joint partnership between the Indy Chamber and the Central Indiana Corporate Partnership, in collaboration with the Indianapolis Urban League. BEI has primarily focused on how the business community can uniquely promote diversity, equity and inclusion for the greater good of the region. BEI has focused on three key pillars—People, Policy and Procurement—to address racial disparities that can impede progress and prosperity for the Indy region's Black residents and people of color.

In an effort to foster transparency and trust, as well as identify areas where we can improve and grow, BEI recently published its inaugural Annual Impact Report (available in BEI's News Center at www.businessequityindy.com). The report highlights BEI initiatives, programs and other activities implemented over the past few years, along with unique stories of how BEI member companies have leveraged them.

Initiatives such as the Procurement Roundtable illustrate the tremendous impact of connecting diverse owner-suppliers to new business contacts—and potential contracts—that can position them for success and growth. For example, the Roundtable recently highlighted Black-owned catering services and food providers, showcasing their offerings to potential clients. This resulted in immediate opportunities for participating businesses, demonstrating the Roundtable’s effectiveness in catalyzing growth and fostering new business connections within the Black entrepreneurial community.

When it comes to the critical need for policy development and advocacy, BEI also stepped up through our Policy Pillar to address entrenched inequities and enact meaningful change. By leveraging expertise in government affairs and community engagement through member partners, BEI focused on several legislative priorities that are important to our mission, including apprenticeships and work-based learning; postsecondary and health investments; diversity education; and law enforcement accountability.

One of the most significant contributions of BEI’s Policy Pillar centered on advocating for greater accountability and equity within law enforcement agencies. This work influenced the establishment of the General Orders Board, which prioritizes civilian input in shaping law enforcement protocols by empowering civilians to influence police policy decisions.

Through our People Pillar, BEI hosted several Communities of Practice, which provided guidance, support and information about best practices focused on hiring, attracting, retaining and advancing Black and other minority employees.

In addition, key partnerships with organizations such as Mentors of Color enhance professional networking and mentoring relationships among young Black professionals. Programs such as the Workforce Pilot support a cohort of small- to mid-sized companies in implementing diversity strategies that were recommended by BEI and provide a shared learning experience among organizations striving to start their diversity, equity and inclusion journey—regardless of past experience or starting point.

While we have accomplished much to be proud of, the data continues to show significant disparities for minority and Black individuals in key areas, such as infant mortality, education attainment, unemployment and income, that cannot be ignored. Tackling these disparities will not be easy. It is not a short-term proposition, and it will require continued, sustained attention from the business community and the community at large. BEI will continue to advance racial equity throughout our region, and I call on all businesses to join us in our efforts.

Businesses who wish to join or learn more about BEI can find information about our free membership by visiting www.businessequityindy.com.

Harrison is president and CEO of Citizens Energy Group and chair of Business Equity for Indy.

Where does your company focus its DEI initiatives?

Northwestern Mutual-Indiana aims to make a difference in gender diversity, mental health and childhood cancer

By David Kiecker

At Northwestern Mutual, we can't fully achieve our top business objective—helping families achieve financial security across generations—without integrating philanthropy, community engagement, and social impact practices into everything we do.

Specifically, at Northwestern Mutual-Indiana, we've focused on improving lives by creating a culture of awareness, diversity, and acceptance, while remaining cognizant of the issues affecting our community and leading with an empathetic view.

To embrace diversity is to offer support to those who are struggling and facing unfair stigmas. A large and rarely discussed issue is the millions of individuals struggling with their mental health. Our team is deeply invested in fighting the persistent mental health stigma in our country. It's something that transcends race and culture, affecting millions across different communities.

Today, nearly 40 million people, or 18% of U.S. adults, have an anxiety disorder. Another 16 million, or 7% of the population, have had at least one depressive episode. These figures were only exacerbated by the COVID-19 global pandemic, with 4 in 10 adults reporting symptoms of anxiety or depression. These numbers are absolutely staggering, so we've made mental health education and awareness a top priority in our community outreach efforts.

For the past several years, we've partnered with Indiana-based RemedyLIVE, an innovative non-profit that uses technology to create meaningful conversations about mental health in businesses, organizations and schools. Their interactive town halls rely on anonymous polling to educate on what mental health is (and isn't) and have led to some eye-opening revelations about the struggles that nearly 1 in 5 Americans experience daily.

In addition to our work in the mental health awareness space, we've also spent the last six years working with Indiana University Athletics and the non-profit organizations Alex's Lemonade Stand Foundation and A Kid Again-Indiana, to raise awareness and funds for families impacted by life-threatening conditions like childhood cancer across the Hoosier state. This past season, we committed to donating $20 for each successful free throw made by the IU women's basketball team. By the end of the season, we had reached our goal of raising $10,000. Since 2013, Northwestern Mutual-Indiana has raised over $2.5 million and funded nearly 30,000 hours of life-saving childhood cancer research.

Outside of our community-focused work, we're focused on attracting, developing, and advancing women in financial services across all roles and levels. That's why Northwestern Mutual launched the Women's Field Association, or WFA, in January 2020. We recognize that our collective success—and ability to positively impact the experiences of all women at Northwestern Mutual—requires engagement, as well as action, from both women and male allies across the field.

Locally, Leah Burton, our director of philanthropy and executive services, leads WFA initiatives while our chief marketing officer, Chris Djonlich, serves on a nationwide committee. Together, they work with our executive leadership team and corporate home office to unify and grow the WFA community, amplify the voice of women in the workplace, and influence priorities to elevate the experiences of all women at Northwestern Mutual. Their work includes advocating for the increase of women in leadership roles, providing professional development and mentoring opportunities for women across all stages of their careers, and prioritizing family planning and maternity leave policies to foster a workplace environment that attracts and retains talent.

We believe that when you cultivate a culture that embraces the whole identify of your company, success follows. Our commitment to making a positive impact on the communities we serve is one way we live our vision, mission and mutual values—driving positive, lasting outcomes for generations to come.

Kiecker is managing partner at Northwestern Mutual-Indiana.

Data dictates that DEI is here to stay

By Marshawn Wolley

Demographics are destiny, and how we engage with diversity, equity, and inclusion must evolve to reflect the complexities of individuals and the broader community. This evolution requires a nuanced understanding of who is included and excluded in the current DEI paradigm.

The U.S. Chamber of Commerce forecasts that the future workforce will be older, have a higher proportion of women, be more diverse, and potentially have a lower labor participation rate without increased legal migration.

One can begin to see powerful demographic dynamics taking shape nationally and even in Indiana.

The U.S. is projected to become a majority persons of color country by 2045, driven by the racial and ethnic demographics of younger generations.

Nonwhite students became the majority in 2014

Hispanics are growing as a share of K-12 public school students

National % of public school students, by race/enthicity

In 2015, birth rates among racial and ethnic minorities outpaced those of white populations. Since 2014, the number of Latino, Black, and Asian K-12 students has surpassed that of white students nationally, according to Pew Research.

There are 30 states that have fewer first graders than high school seniors.

According to the Indiana Business Review, changes in how the U.S Census collected data on race and ethnicity in the 2020 census revealed that one quarter of Hoosiers identified as a racial or ethnic group that was not white, and that Indiana has likely been more diverse than thought for some time.

We should expect Indiana to continue to become more diverse as over a third of Hoosiers under the age of 18 were identified as persons of color in the 2020 census.

But it isn't just racial and ethnic diversity that is driving labor force changes.

Men are leaving the workforce at a faster rate than women

The U.S. Chamber of Commerce is predicting that the ratio of women to men in the labor force will continue to increase toward parity, with the labor force participation rate for women projected to reach 47% by 2031.

There is also the expectation that women will continue to advance into leadership roles in industries like health care and education that are growing faster than other male-dominated industries.

We are also working longer.

A Harvard Business Review article found that for the first time in U.S. history, many workplaces will house as many as six generations of workers—from the Silent Generation to the emerging Generation Alpha.

America’s aging population

Generational expectations about work, work-life balance, expectations for management, worldviews and a host of other differences present new challenges and opportunities for managers to both celebrate differences and find ways to bring seemingly disparate groups together.

Additionally, major disruptions in how we work, including remote and hybrid working conditions, the gig economy (which includes around 64 million Americans) and AI, will all shape the workforce of the future.

The global diversity, equity and inclusion industry is projected to grow from $9.4 billion in 2022 to $24.4 billion by 2030 with a compound annual growth rate of 12.6%.

It isn't going away.

But I do expect that the industry will evolve and will change based on how it addresses some of the following critical questions:

1. Professionalization of DEI: It is essential to establish clear standards and professional credentials to ensure expertise in DEI. The field must build on peer-reviewed research and established praxis to guide best practices.
2. Inclusive Approach: DEI efforts must include all groups, including white men. Exclusion undermines the core principles of DEI. In a field that champions inclusion, it is highly problematic that too often space isn't made available for everyone, including white men. Too often white men are seen as a problem instead of as part of the solution.
3. Going Beyond Training: DEI should not be reduced to mandatory training sessions. Instead, it should encompass broader objectives that drive meaningful societal progress and create lasting change.
4. Data Driven Decisions: While DEI is a moral imperative it is also an economic one for the reasons described above. Data must drive decision making in initiatives in order to drive meaningful performance.

Addressing these questions and tying DEI efforts to demographic data will help the Indianapolis business community adapt to future challenges.

By focusing on inclusive and effective DEI practices, we can ensure a more equitable and thriving workforce for all.

Wolley is president and CEO of Black Onyx Management Inc., an Indianapolis consultant that focuses on diversity, equity and inclusion.

Casting a Vision for Equitable Student Outcomes

By Dana Altemeyer

In today’s increasingly diverse society, fostering an environment of inclusion and openness within a school district is not just an admirable goal—it’s a necessity. The MSD of Lawrence Township has taken deliberate steps to ensure that every student and employee feels valued, respected, and empowered to reach their full potential. The backbone of this commitment is board policy.

In 2015, the board enacted policy 2110.02—Eliminating Racial Disparities in Achievement. The crux of the policy is, “We believe we have a moral, ethical, and professional obligation to eliminate racial and ethnic disparities in achievement so that students of all races and ethnicities are not only well educated but also prepared to succeed in our rapidly changing, racially and culturally diverse world.” While beautifully stated, words without action are meaningless.

First, a shared definition of equity was adopted. We defined it as “A state in which dimensions of privilege, skin color, and economic status are not predictive of, or correlated with, educational outcomes in any significant way, and where all learners are able to participate fully in quality learning experiences.” An equity audit was conducted over the course of the 2020-2021 school year with the objective of consciously and deliberately examining beliefs, behaviors, policies, programs, practices, systems, and structures in our school corporation to identify and eliminate those that may perpetuate racial and ethnic disparities in achievement. While areas for growth did emerge, two strong, recurrent themes in the audit findings were strong principal leadership and a community ready to do the work.

While worthy of celebration, the district did not accept those strengths as good enough, but rather expanded on them to further the work and commitment to equitable student outcomes. Annual professional development, book studies, and support have been provided for all principals. Expectations will not be lowered for any student. Leveling down does not foster success. Life does not level down. We begin with the end in mind, recognizing that scaffolds change, not standards.

A power statement that emerged from the latest book study with Ken Williams, author of Ruthless Equity, was how school leaders must cast a vision of success, even if they do not have all the answers. To make a sports analogy, Detroit Lions Head Coach Dan Campell took this mindset to heart in 2021 when he took over the team. During his initial press conference, he boldly shared his vision for what the team and culture would look like under his leadership. Last season, the Lions won two playoff games and set the franchise record for the most wins in a season (12-5). Bringing this mindset back to the educational arena, Mary Castle Elementary School Principal Carl Blythe shares that “This important work has brought me out of a stint of complacency in leadership. It re-energized my confidence to lead and ensure all students wear the crown.”

A community that stands behind the mission and vision of their schools can accomplish anything. Inclusion is a community effort, and the district actively engages with parents, guardians, and community members to create a supportive network around our schools. To further that reach, during the 2023-2024 school year the district piloted La Conversa, a program seeking to engage native Spanish-speaking parents in the equity work of the district. By fostering strong community ties that transcend language barriers, the district created a sense of belonging that extended beyond the school walls. Native English and Spanish speakers alike, eager to strengthen their language skills, showed up throughout the academic school year, willing and ready to do the work necessary to support students and families.

“La Conversa demonstrates unity, equity, and an intentional step forward by a school district eager and willing to facilitate the inclusion of the largest growing sub-group of our student population not only in our schools, but throughout our community,” said La Conversa teacher and long-time dual language educator Gema Camarasa. The successful program will move forward with the next cohort of participants beginning the program this fall.

Creating an open and inclusive environment is an ongoing journey that requires commitment, action, and collaboration. The MSD of Lawrence Township is dedicated to making this journey a priority, ensuring that every student and employee feels valued and empowered. By embracing diversity and fostering inclusion, we prepare our students for a world that is rich in differences and full of opportunities. Together, we can build a community where everyone belongs.

Altemeyer is the director of communications for the Metropolitan School District of Lawrence Township.