Be Ready to Defuse Racial Tension Before it Spirals Out of Control

School Superintendent's Insider

The national publicity surrounding the Jena Six students in LaSalle Parish Schools in Jena, La., has brought to the forefront the importance of being proactive in addressing racial conflict. Too often, racial tensions exist that administrators don’t even know about, and one small incident can set off a firestorm, said superintendent James Nesbitt of Truth or Consequences (N.M.) Municipal Schools.

Superintendents must take action to address racial incidents before they erupt into more serious violence, said Edwin C. Darden, a school law attorney with Appleseed, a Washington, D.C., advocacy group. “It is extremely important to have a clear policy and procedure for reporting problems,” he said.

6 steps to curtail racial strife
1. Gauge trouble spots. Know your community and students, Darden said. A policy will only take you so far. It’s too easy for busy administrators to disregard the small signs of racial unrest and hope they will go away, he said.

For example, in Jena, when a student asked if he could sit under a tree, it was easy for the principal to say yes and not delve deeper into the problem. You and your principals must always be tuned in to the undercurrents, Darden said. Ask students about their concerns, and send out surveys and let students fill them out anonymously.

In investigating problems, you and your staff should tread carefully, keeping in mind that well-intentioned schemes can go awry, Nesbitt said. For example, last year, in his district, high school students were assigned a project to explore the nation’s history of racism. They posted signs saying “whites only” and “people of color” above school water fountains, hoping to secretly monitor the reactions. But some black students were humiliated and offended. One student filed a complaint with the Office for Civil Rights. The case was eventually settled, and the district agreed to develop and implement procedures to prevent racial harassment.

2. Be proactive. Develop solutions before you have problems. For example, if students of the same race always sit together in the lunchroom, you may want to ask your principal to change the interaction with a “mix-up” day or devise a plan that calls for random seating. If you do this, make sure the staff keeps an eye out for potential confrontations.

3. Take all incidents seriously. Do not treat racial harassment or hate crimes as harmless pranks. By their very nature, these episodes instill fear in those targeted, and your district must address them quickly, consistently and effectively.

Racial harassment is unwelcome verbal, written or physical conduct directed at the characteristics of a person’s race, color or other characteristics. Hate crimes are criminal acts or threats in which the victims are targeted based on characteristics such as race. Examples of hate crimes include hate mail, assault, threats of harm or violence, arson, vandalism, or cross burnings. You and your principals should treat serious incidents, such as nooses hanging on a tree, as hate crimes, with an implied threat of violence.

4. Mete out proportionate and equal discipline. Review records of past suspensions to ensure fair treatment. For example, make sure a principal does not suspend a group of black students for fighting when, a few months earlier, he gave white students a warning for similar infractions. In all cases, call the police if harassment crosses the line into criminal behavior.

5. Hold community forums. When racial harassment or a hate crime occurs, lead the efforts to keep the lines of communication open. Hold forums for your stakeholders. Issue regular updates about the incident, describing what happened, why the incident was unacceptable, and how the district has responded. Invite comments from attendees, and seek their input about how the district and community can work together. Racial tensions often begin and continue off campus, so ask your community for help in addressing the problems, Darden said.

6. Develop a policy before you need it. Too often, districts are rushed into creating a policy after a racial incident occurs. Instead, form committees and meet with stakeholders, allotting adequate time to develop a thorough policy or directive.