Our Commitment to Diversity, Equity & Inclusion
DEI Survey Results
We serve more and more communities across America every day. That’s why we work hard to elevate everyone’s voice. And while we’ve got a lot to celebrate, there’s plenty of work to do. Our goal is to ensure every single person in the Right At School community feels valued and supported, and that’s where we’re heading. Here’s a snapshot of how we’re doing:
Here's a high-level overview:
Diversity
77% believe RAS builds teams that reflects the families and communities that we serve at all levels of the organization.
Equity
80% believe team members have an equal opportunity for advancement regardless of age, race, gender, orientation or disability.
Inclusion
95% of our team are comfortable and excited by working with team members with different experiences and characteristics, such as age, color, disability, national origin, race, religion, and/or sex.
Growth & Development
90% of staff members have managers who support their career development.
77% believe they can grow, develop and feel empowered at RAS.
Number of managers supporting career development:
Takeaway: Opportunity for us to provide more focused career development to engage the 23% of staff who don’t feel they can actively grow at RAS.
Latoya Thomas
Regional Manager
What keeps me with Right at School is our commitment to our mission. Everything we do connects back to that and you typically don’t see that at companies. Another thing that keeps me here is our commitment to doing what’s RIGHT for our employees and the families we serve.
Honoring Cultural Diversity
76%
76% would like to see us celebrate cultural diversity in more meaningful ways
Upcoming Goals
- Heritage calendar of holidays/events (Pride, Hispanic history month, etc.)
- Show what & how we celebrate on our website & through onboarding channels
Richard Fuentes
Area Manager
The culture at Right At School is dynamic and ultimately the reason I decided to join this amazing company. Right At School remains dedicated to carrying out its core values while keeping their employees top of mind. It is so refreshing to work for a company that engages with employees on all levels and promotes transparency!
Outlets to Discuss Sensitive Topics
We’re off to a good start with over 30+ Safe Space Conversations! Let’s think about how we may offer ways for staff to discuss topics related to things like mental health and well being, loss, racial injustice, orientation and disability awareness.
66%
66% want outlets to discuss sensitive topics & believe it would improve their work experience.
Communication of DEI Initiatives
Phase 1 was formulating our DEI task force, rolling out Unconscious Bias training and creating a model for safe space conversations. We’ll see this grow as we enter Phase 2—bringing more awareness, knowledge, and education to the field.
55%
55% agreed they are kept up to date with RAS DEI initiatives
Advancement & Equal Opportunity
Team members have an equal opportunity for advancement regardless of Age, Disability, Gender, Race, or Sexual Orientation.
Disabilities
95% agreed RAS & colleagues understand their disabilities & when it causes practical issues at work adequate accommodations are provided.
Equal Opportunities
Over 80% agreed they have an equal opportunity for advancement regardless of age, gender, race, orientation
Bringing more DEI into our Curriculum
Here’s some of our staff’s first-hand recommendations:
- Find ways to incorporate different languages including sign language and Braille
- Show children/adults with varying abilities in the photos included in curriculum
- Include art projects based on various communities
- More curriculum activities about cultures throughout the United States and the world to give students a bigger picture of their world and the world outside of their school community.
- Celebration of innovators with representation in pictures
- Invite community groups to visit and display different culture through dance, art, storytelling
Diversity at Right At School
75% of all managers, excluding PMs are female. If we included PMs this percentage would grow to 82%.
In central office roles, we have the same percentage of male and female managers and non-managers.
At least 43% of all team members are of racial minority (non-white).
Race/Ethnic Identity
Gender Identity
Racial/Ethnic Diversity Benchmark
RAS outpaces diversity of elementary school teachers. Here’s how we also stack up against Starbucks, a DEI leader with a large part-time staff population
* Survey of Right At School employees conducted during the 2021-2022 school year
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