D.E.I.B.Making Lasting Change

Diversity, Equity, Inclusion, and Belonging

“Diversity is having a seat at the table.  Inclusion is having a voice. And belonging is having that voice be heard.”

~ Liz Fosslien

“We are the Community of Assumption.” 

We hear this statement daily over the P.A. on the announcements.  We know that being a true community means celebrating diversity and ensuring a genuine sense of belonging.  Because of this . . .

  • We work to ensure that every member of our community is cared for, listened to, and appreciated regardless of race, religion, background, or creed.
  • We understand that learning takes place in the context of relationships and are committed to developing relationships with and for our students.
  • We embrace human diversity in its many forms as a strength to be celebrated and a gift to be nurtured.
  • We acknowledge that providing a warm, inclusive environment in which every student, faculty, and staff member feels an authentic sense of belonging is something that we must consistently and continually make a priority.
  • We recognize that our society, church, and school represent many different beliefs and opinions within them and that acceptance, a willingness to listen, and a practice of honest dialogue are the best way forward. 
  • We value and commit to ongoing growth in leadership, social justice, and civic responsibility.
  • We understand the importance of apologizing when we have done wrong and forgiveness for ourselves and others. 
  • We value our students’ diverse learning styles and provide a variety of opportunities for students to grow as learners.

Belonging is key. 

Since July of 2020, we have taken concrete steps to ensure that our school is welcoming and supportive for students, faculty, and staff from all backgrounds:

  • Faculty and staff have participated in multiple trainings on “implicit bias” and inclusive language and behaviors.
  • All handbook policies have been evaluated for inclusion, and additional language around procedures for handling bias incidents has been added.
  • All academic departments have audited their curriculum to identify where content related to race and racism is present.
  • The media center collection has been audited to ensure that titles available represent a broad range of backgrounds in authors, characters, and subject matter.
  • Baseline data have been collected to keep track of the percentage of students from different races involved in all programs and initiatives.
  • Students experience “crucial conversations” that provide guidance in inclusive language and behaviors.
  • Administrators have had listening sessions with students interested in discussing issues related to diversity.
  • Students have been trained in “non-violent communication” strategies.
  • Role models of color have been guest speakers at school assemblies or participate in club activities.
  • A Black Student Union was established, and months celebrating Black, Hispanic, Indigenous, and Asian history and culture have been expanded.
  • A school culture survey was implemented with all constituent groups with plans for continued annual assessment.
  • Our Mission Week program has been revised to add additional anti-racism components.


Assumption looks forward to the day when our diversity more closely mirrors that of the greater Louisville community.   A key element of our 2023-2028 strategic plan involves bold steps for bridging this gap.    This includes:

  • Strategies to increase the racial diversity of our board of directors, as well as our faculty and staff. 
  • Providing ongoing education for students, faculty, and staff on inclusive language and behaviors. 
  • Implementing an annual school culture survey and using this data for continuous improvement efforts.
  • Increasing the racial diversity of the student body through various means.

To gauge progress on our efforts to becoming a more diverse community, AHS will be reporting out on our goals and our diversity numbers in the future and in line with our strategic plan.