Not all schools are quite ready to RISE yet, and that’s okay. Af- ter generations of discriminatory practices and policies, many school systems still have a lot of work to do, but RISE is ready to help your school inspire equity and inclusion.

If your organization is not ready, that doesn’t mean you give up on the work of creating a more inclusive, caring, and welcoming school environment. It just means you have more preparation work to consider. If that’s the case for you, you can reach out to procure the Inclusion and Caring Readiness Assessment, which will help you identify the areas that you need to focus on.

This assessment is intended to determine the level of readiness for implementing a strategic plan to create a more inclusive, caring, and welcoming school environment for students and staff. Each of the measurement areas:

  • Leadership Commitment
  • Organizational Capacity & Functionality
  • Staff Capacity and Communication Plan

are critical to the success of the overall organizational inclusion and caring work, and as such, cannot be overlooked.

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* 1. To what extent do you think the organization's leadership is convinced of the value of inclusion?


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* 2. To what extent do you think implementing an inclusion strategy is aligned with the organization's goals?

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* 3. To what extent do you think the organization's leadership is willing to commit resources (e.g. staff, materials, etc.) to support a sustainable Inclusion strategy?

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* 4. To what extent do you think the organization's leadership is willing to work on their own individual development to become more culturally competent?

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* 5. To what extent do you think the organization's leadership is willing to hold themselves accountable for the long-term success of inclusion work?

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* 6. To what extent do you think the risks of maintaining the status quo outweigh the risks of implementing an inclusion strategy?

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* 7. To what extent do you think there is leadership support in the form of designated personnel responsible for the implementation of an inclusion strategy?

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* 8. To what extent do you think financial resources are adequate and available to introduce and sustain an inclusion strategy? (Consider the costs of  initial training, on-going training of new staff, sustainability/re-invention and measurement.)

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* 9. To what extent do you think change at this time is appropriate and feasible in the life of the organization? (Consider competing priorities and their timelines.)

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* 10. To what extent do you think the organization's mission reflects a commitment to being an inclusive and welcoming organization?

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* 11. To what extent do you think there are the physical (safe and confidential) spaces for training and coaching/critical conversations?

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* 12. To what extent do you think the organization will consider whether policies or processes require revision for the implementation of a sustainable inclusion strategy?

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* 13. To what extent do you think professional growth and development are desired by staff in this organization?

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* 14. To what extent do you think the staff demonstrates readiness for change and a commitment to having a more inclusive and welcoming environment?

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* 15. To what extent do you think the staff believes that change is possible?

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* 16. To what extent do you think the organization has an effective process for communicating to staff about change and new initiatives?

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* 17. To what extent do you think the organization has an effective process for providing feedback to staff to develop and improve their skills through training, support, consultation and/or coaching?

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* 18. To what extent do you think there is an established communications process to share progress of an inclusion strategy with multiple stakeholders, regardless of their direct involvement (e.g. board members, parents, community)?

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