Success Criteria: Our written curriculum and pedagogy are inclusive, and our learning resources represent diverse perspectives and cultures.

• A Teaching for DEIJ document sets out our aspirations for teaching and learning - our choices as educators, underlying mindsets, and practices that support these strategies.

• Our concept-based written curriculum allows us to be culturally responsive (e.g. through choice of case studies that reflect student interests and identities).

• We intentionally build diverse, equitable and inclusive learning environments K-12, through our pedagogy and asset based approaches.

Success Criteria: We equip staff with the knowledge, skills and behaviours to create an inclusive classroom and work environment, where all can feel a sense of psychological safety and belonging.

• Our  Roadmap for Professional Learning in DEIJ defines our commitment to building intercultural awareness and understanding for all staff.

• We adopt the IDI framework as an organisational approach to developing intercultural competence. 

• We offer professional learning opportunities to all, making everyone partners in learning, building a shared language and commitment to the College DEIJ vision.

• We build the capacity of all staff through professional learning to implement practices identified in Teaching for DEIJ.

Success Criteria: We respond to individual concerns in a timely manner to resolve them or escalate as necessary, in a way that builds capacity and enacts our values. 

• A team of Designated DEI Leads (DDLs) are appointed to support individuals who experience bias within the College. DDLs are also committed to supporting education and awareness on critical issues of identity.  

• DDLs will follow the Bias incident protocols to ensure there is a place in our system to address these incidents through restorative practices that address harmful behaviour and promote healing. 

• Our gender inclusion policies and LGBT+ guidelines for students in UWCSEA ensures unique identities can be expressed in a safe, respectful, and welcoming environment.

• We offer support and facilitation of affinity and community groups for students and staff as spaces of sharing and healing.  We encourage dialogue by creating a safe and brave community that embraces viewpoint diversity.

Success Criteria: Our organisational structures, policies and practices embody our commitment to DEIJ. 

• We aspire to have diversity, equity and inclusion in our recruitment, hiring, onboarding, promotion and retention policies and practices. 

• Our committees, volunteers, formal working groups and task forces are designed to represent the diverse identities and perspectives of the College.

• We strive to create an environment where staff members feel comfortable bringing all aspects of their identity to work, where they are safe to share their identities and express their opinion, while listening respectfully to the views of others. 

• We strive to ensure spaces, services and support meet the needs of our diverse community, and acknowledge the cultures of Singapore.  

• We listen to staff and seek to provide transparency around decision-making. 

Success Criteria: We build an inclusive ecosystem by engaging with parents, alumni, local and global partners, and the UWC movement.

• We partner with parents and caregivers to support caring for children with identity in mind. 

• We value transparency and trust between families and the College.

• Celebrations and recognition days are approached through a DEIJ lens and with a focus on Singapore’s cultural context.

• We value local strategic partnerships and initiate collaboration in order to connect our work to Singapore, through learning, sharing resources and understanding the work involved in DEIJ.