Create rules and practices that shield district employees who speak about racism in school. Support the right and need for staff of color to meet in affinity groups and to share experiences in a safe environment. Apply recognized hiring practices that help reduce bias in the hiring process and preference candidates of color when all other qualifications are equal. Update district rules and processes to reduce or eliminate bias. Create mechanisms to both receive and document feedback from anyone in the district on race-related issues and grievances. Publicly report only the aggregate data. Define the process by which the district will respond when racist incidents occur. Communication. The district must report at least quarterly to the Board of Education and directly to the full community about progress on the Clayton ABAR plan using accurate and specific data about all areas of the plan. Radical transformation will require that parents and community members be part of the process. However, we expect that the district staff will do the work, which includes seeking out existing best practices and implementing required changes. So the steps outlined above failed to occur by 1 July 2021. We demand that the Board of Education begin the process of conducting a search for new administrative leadership that is adept in the implementation of an ABAR culture. We must not only hold anti-racist, anti-bias values. We must act in accordance with those values for the good of our students and our community.