The district is committed to complying with anti-discrimination laws.

Definition

“Protected status” is short for the phrase “sex, race, ethnicity, creed, religion, color, national origin, honorably discharged veteran or military status, sexual orientation, gender expression, gender identity, homelessness, immigration or citizenship status, the presence of any sensory, mental, or physical disability, neurodivergence, or the use of a trained dog guide or service animal by a person with a disability.”

Nondiscrimination Statement

The district will adopt a nondiscrimination statement that must include the following:

1. Notice that the district may not discriminate in any programs or activities based on sex, race, ethnicity, creed, religion, color, national origin, honorably discharged veteran or military status, sexual orientation, gender expression, gender identity, homelessness, immigration or citizenship status, the presence of any sensory, mental, or physical disability, neurodivergence, or the use of a trained dog guide or service animal.

2. The name or title, office address, and telephone number of the employee designated as the compliance officer under this policy, the Section 504 Coordinator, and the Title IX Coordinator.

3. Notice that the district provides equal access to the Boy Scouts of America and any other youth group listed in Title 36 of the United States Code as a patriotic society.

The district will include this statement in written announcements, notices, recruitment materials, employment application forms, and other publications made available to all students, parents, or employees.

The district may combine the statement described above with the notice described in Policy 3205.

Model Student Handbook Language

The district will adopt the model student handbook language described in RCW 28A.300.286 and include the language in any student, parent, employee, and volunteer handbook it or its schools publish and on its and its schools’ websites.

Discriminatory Harassment

Students have a right to be free from discriminatory harassment. The district violates that right if the following conditions are met:

1. The alleged conduct is based on a student’s protected status.

2. The alleged conduct creates a hostile environment. A hostile environment is created if the alleged conduct is sufficiently severe, persistent, or pervasive that it limits or denies a student’s ability to participate in or benefit from the district’s course offerings, including any educational program or activity. A hostile environment could impact a student’s life in many ways. Physical illness, anxiety about going to school, or a decline in grades or attendance could signal a hostile environment.

3. After receiving notice of the alleged conduct, the district fails to take prompt and appropriate action to investigate it or fails to take prompt and effective steps reasonably calculated to end the harassment, eliminate the hostile environment, prevent its recurrence, and remedy its effects as appropriate. The district has notice of discriminatory harassment if a reasonable employee knew or, in the exercise of reasonable care, should have known about the harassment. Employees may have notice of discriminatory harassment if they receive an oral report from a student, parent, or other individual; receive a written complaint; witness harassing conduct; or become aware of harassment by members of the community or the media.

Harassing conduct may include verbal acts and name-calling, graphic and written statements, or other conduct that may be physically threatening, harmful, or humiliating.

When the district receives notice of potential discriminatory harassment, it will take prompt and appropriate action to investigate and, as applicable, take prompt and effective steps reasonably calculated to end the harassment, eliminate the hostile environment, prevent its recurrence, and remedy its effects. Examples of the steps the district might take include imposing discipline, separating individuals, developing a safety plan, offering counseling, and providing additional training and instruction. These steps will not penalize the student who was harassed.

Complaint Procedure

The district will adopt a complaint procedure in accordance with chapter 392-190 WAC.

Annually, the district will publish a notice of the complaint procedure in a way that is reasonably calculated to inform all students, parents, and employees of it. The district will provide the notice in a language each parent can understand, which may require language assistance in accordance with Title VI of the Civil Rights Act of 1964 for those with limited English proficiency.

The district will not adopt any policy, procedure, or practice that would limit a person’s right to file a complaint under the complaint procedure.

Compliance Officer

The superintendent will designate an employee who is responsible for monitoring and coordinating the district’s compliance with chapter 392-190 WAC and the guidelines the Office of the Superintendent of Public Instruction has adopted under WAC 392-190-005.

The compliance officer is responsible for ensuring that all complaints filed under the complaint procedure are promptly investigated and resolved.

Training

The district will train all administrators, certificated personnel, and classroom personnel regarding their responsibilities under this policy and chapter 392-190 WAC. The training will aim to raise awareness of and eliminate bias based on sex, race, creed, religion, color, national origin, honorably discharged veteran or military status, sexual orientation, gender expression, gender identity, the presence of any sensory, mental or physical disability, or the use of a trained dog guide or service animal.

Retaliation Prohibited

The district will not intimidate, threaten, coerce, or discriminate against any individual who seeks to secure their rights under this policy or chapter 392-190 WAC or because the individual has filed a complaint under the complaint procedure. Further, the district will not tolerate someone else retaliating against another because they sought to secure their rights under this policy or chapter 392-190 WAC or because they have filed a complaint under the complaint procedure.

Any person who retaliates will be subject to appropriate discipline.

EQUITY

The following are established as District values:

  • Belonging
  • Communication
  • Support
  • Wellness
  • Learning

Beyond equal education access, educational equity is based on the principles of fairness and justice in allocating resources, opportunity, treatment, and success for every student. Educational equity programs promote the real possibility of equality of educational results for each student and between diverse groups of students. Equity strategies are planned, systemic and focused on the core of the teaching and learning process.

The Board of Directors believes that the responsibility for student success is broadly shared by our staff, our families/guardians, our community, and our student’s own efforts. The district is committed to identifying and correcting practices and policies that perpetuate the achievement gap and institutional racism and gender discrimination in all forms in order to provide all of its students with the opportunity to succeed in a manner compliant with all applicable state and federal laws.

Achievement gaps between students predicated on race, religion, color, national origin or ancestry, sex, gender identity, sexual orientation, age, marital or veteran status or disability status are unacceptable if we are to meet our mission and vision statements and our moral obligations to our students, their families, and our community as a whole. These gaps are contrary to our belief that all children can learn and succeed. The district also recognizes that there are additional circumstances beyond membership in a class protected by federal or state law that can significantly impact students, including poverty, housing status/homelessness, involvement in the criminal justice system, and immigration status. We will work to mitigate the impact of these barriers on our students. Adult behaviors must not contribute to achievement gaps or create or perpetuate barriers to success and must be concentrated on elimination of such gaps.

Equity of Resources

The district acknowledges that opportunity gaps exist within our educational system such as racism, disparate educational opportunities, and different treatment experienced by students of color including the unequal or inequitable distribution of resources and opportunities. The district is committed to advancing optimum participation in, contribution to benefit from and enjoyment of learning and work experiences by diverse students, parents, staff, and community. The district is committed to promoting and providing equitable distribution of resources, opportunities, facilities and supports, even when this means differentiating resource allocations on the basis of student needs that are measured by the Strategic Plan Benchmarks. Resource allocation shall support the definition of educational equity adopted in this policy while complying with state and federal funding mandates.

Equity in Practice

Practices, procedures, and programs that result in over or under-representation of any group of students compared to peers shall be subject to close review to assure that such results are due to meeting student legitimate educational, social or emotional needs. Practices that do not meet such review criteria shall be eliminated. Teachers, administrators and district staff shall collaborate to establish and implement culturally responsive instructional practices, curriculum, and assessments.

Belonging

The diversity of our student body, our community, and our staff is a strength that benefits our community and shall be celebrated. The district welcomes, respects, and values the diversity free from judgement, of its students, parents, staff, and the broader community.

Commitment to Diversity

The district is committed to fostering a learning environment where diversity is encouraged and to recruiting and retaining a workforce that reflects the diversity of our students and community. The recruitment of diverse teachers and staff provides all students with a better chance of seeing themselves as part of the education system. Diversity in education provides all children with the opportunity to learn from others with dissimilar backgrounds and recognizes the value of diversity in all learning environments. It is important that children of all races, cultures, and backgrounds are provided with familiar role models in schools. We are committed to hiring the best employees of all backgrounds who will bring their unique talents and skills into our school system. The district shall employ staffing processes that support and foster diversity in its staff through recruitment, employment, training, and retention of employees.

Professional Development Opportunities

The district shall offer opportunities for all staff to improve its cultural competencies in serving our diverse student body and community. The district shall offer opportunities for all staff to improve culturally responsive instructional practices, curriculum, and assessment competencies in serving our student body and community to increase individual and collective capacity to effectively teach our student population and serve families. The district staff shall work together to increase their individual and collective capacity to effectively meet the needs of its student population and serve its families and communities.

The Board of Directors, Superintendent and staff commit to considering issues of equity in the adoption of all future policies that have a significant impact on student learning and resource allocation. This commitment also includes considering issues of equity in applying existing policies, and assessing if such policies need to be reviewed and updated by the Board. The Board of Directors, Superintendent and staff also recognize there may be circumstances where policies that reflect principles of equity and nondiscrimination on their face may result in unintended outcomes that do not promote the district’s values related to equity and nondiscrimination. If such circumstances arise, an analysis of if the policy at issue needs to be reviewed and updated by the Board to address unintended outcomes will be conducted.

The Board of Directors shall consider the values stated in this policy in conducting its business and in exercising its responsibilities to the people of the Meridian community. The Superintendent shall establish such regulations, as may be necessary and appropriate to accomplish the purpose and intent of this Policy. The Board of Directors and Superintendent may also establish specific strategic goals or benchmarks with metrics for evaluation to implement this Policy as permitted by law.

Cross References:

Board Policy 4217 – Effective Communication
Board Policy 4260 – Use of School Facilities
Board Policy 3211 – Gender Inclusive Schools
Board Policy 3205 – Sexual Harassment of Students Prohibited 
Board Policy 3206 – Pregnant and Parenting Students 
Board Policy 3207 – Prohibition of Harassment, Intimidation, and Bullying of Students 
Board Policy 2151 – Interscholastic Activities
Board Policy 2150 – Co-Curricular Program
Board Policy 2140 – Guidance and Counseling
Board Policy 2030 – Service Animals in Schools
Board Policy 2020 – Course Design, Selection and Adoption of Instructional Materials

Legal References:

Legal References: RCW 28A.300.286 Discrimination, harassment, intimidation, and bullying—Policies and complaint procedures—Posting of model student handbook language 
Chapter 392-190 WAC Equal Educational Opportunity—Unlawful Discrimination Prohibited 
Chapter 28A.640 RCW Sexual equality 
Chapter 28A.642 RCW Discrimination prohibition 
Chapter 49.60 RCW Discrimination—Human rights commission 
WAC 392-190-020 Training—Staff responsibilities—Bias awareness 
20 U.S.C. § 7905 Boy Scouts of America Equal Access Act 
42 U.S.C. §§ 12101-12213 Americans with Disabilities Act 
20 U.S.C. §§ 1681–1688 Title IX of the Education Amendments of 1972 
42 U.S.C. § 2000d, et seq. Title VI of the Civil Rights Act of 1964 
34 CFR Part 100 Nondiscrimination Under Programs Receiving Federal Assistance Through the Department of Education Effectuation of Title VI of the Civil Rights Act of 1964 
34 CFR 104 Nondiscrimination on the basis of handicap in programs or activities receiving federal financial assistance 
34 CFR Part 106 Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance 

Management Resources:

2016 – March Issue

2014 – December Issue

2013 – April Issue

2012 – December Issue

2011 – June Issue

Policy News, August 2007 Washington’s Law Against Discrimination

Adoption Date: 09/19/01
Classification: Critical
Revised Dates: 08/28/13; 03/26/14; 03/19; 11/23; 10/08/25

Policies and Procedures