Nuñez, Ismalis - Grand Rapids Public School Board
Are you an incumbent?
No
Brief Intro of Candidate
I was born and raised in Grand Rapids and graduated from GRPS schools. I am the proud daughter of Priscilla Lopez and Ismael Nuñez. I attended Hall School (now César E. Chávez)
Zoo School, and City High.
I started my education career as a school social worker in Evanston, a suburb north of Chicago, where I served for seven years. For two years after that, I served as the first Director of Equity and Family and Community Engagement, focusing on the inclusion of families, particularly families of color, in district dialog and decision-making. I was a part of developing and co-creating Black and Latinx parent advisory groups, emphasizing addressing policies and procedures with a racial equity lens.
While serving in my role, I also served as the co-chair for Evanston’s Cradle to Career (a collective impact initiative) Family Engagement subcommittee, elevating the voices of Black, Brown, and Latinx families who have traditionally been marginalized.
I am the founder of Anew Collective Consulting, where I consult, facilitate, and coach others to become aware of and understand the ways in which our identities impact how we navigate who we are in relation to others and ourselves. I specialize in crafting and facilitating customized interactive learning experiences for racial equity. My work focuses on enhancing self-awareness, understanding systemic dynamics, and developing strategies to build the skills and capacity for just and equitable relationships.
I received my Masters Degree in Social Work from Loyola University. I am a Leadership Evanston class of XXIV alumni and was nominated for the 2017 Chicago African Americans in Philanthropy (CAAIP) Social Justice Champion Award.
Endorsements
Josè Rodriguez-GRPS Board of Trustee
Top financials Contributors
Website and social media links
Will update
ismalisforgrps.com Fb https://www.facebook.com/profile.php?id=61562756588439&mibextid=LQQJ4d
How would you engage and include parents, caregivers, community members and students in decision-making in your district around things like curriculum, budgeting and district policy?
Engaging and including parents, caregivers, community members, and students in decision-making is essential for creating a collaborative, culturally relevant, and responsive school district. Meeting them where they are is vital to elevating voices, especially of individuals we have not heard in GRPS. The data from the Eureka report has highlighted that our parents, community members, students, and partners want to collaborate.
I hope that we continue to elevate voices in some of the following ways:
- Workshops and Information Sessions to educate parents, students, educators, and community members about issues and decision-making.
- Regular public forums to gather feedback and discuss upcoming decisions, ensuring diverse voices are heard.
- Establish Advisory Committees to provide input on curriculum, budgeting, and policy decisions.
- Inclusive Decision-Making Processes to ensure that all decisions are made with consideration of the feedback and insights provided by the community, reflecting their needs and priorities.
- Transparent Communication about decision-making processes and how community input is being used.
If elected as a Board member, I want to ensure that we constantly question our responsibility as a district to inform our parents, students, educators, and community members about how and why decisions are made. To be more collaborative and accessible as a district, I believe that Board meetings need to be recorded, and families and students need access to interpretation and translation available. I believe that these strategies can open the door to transparent two-way authentic communication.
What are your thoughts on school discipline and the way it is exercised in your school district? What are your thoughts on restorative practices?
Seeing GRPS's changes in reducing punitive language and punishment has been refreshing. However, the discipline data concerning our Black boys is alarming. There has been no improvement in student suspension data from last year to this year, which is concerning, given the school-to-prison pipeline's impact on students of color. This data shows that current initiatives are not working for our students. I believe that hearing from our Black boys is critical. What else do we know from our Black students about this issue?
Restorative practices should be integrated into our school communities. They create a positive and inclusive environment by providing a more equitable approach to discipline, allowing all students to learn from their mistakes and make amends.
With a culturally responsive lens, restorative practices can enhance relationship-building, foster a sense of community, and address conflicts through understanding and collaboration rather than punishment. They are transformative and can lead to healthier, more respectful, and inclusive school environments when done through a racial and cultural lens. Overall, restorative practices are integral to creating a school culture where every student feels valued, heard, and capable of positive change.
What are your thoughts on how to improve student mental health
With the recent rise in gun violence, our students' mental health should be at the center of our decisions. GRPS faces a shortage of mental health professionals and a high service demand. We must support our social workers and counselors by listening to their needs and addressing their caseloads to reduce turnover.
As a former school social worker, I know that trauma lives in the body and impacts student learning. Therefore, I believe everyone in the district should be trained in trauma-informed care to understand better and respond to the complex needs of our students and their families. I am also curious to explore how we can address the trauma our staff has experienced.
I also would like to see Social-Emotional Learning in ALL of our classrooms and schools. It would help our students and staff develop essential skills for managing emotions, establishing positive relationships, making responsible decisions, and effectively handling interpersonal situations.
What are your thoughts on ways to improve Black student achievement in your district and in Michigan schools overall?
Improving Black student achievement in our district and Michigan schools requires a multi-faceted approach that addresses systemic inequities, promotes inclusivity, and provides targeted support. The academic data shows the racial disparities and inequities our Black students systemically are up against. What the data tells us is that to improve achievement for our Black students, we need to look at things such as
-Create an inclusive and supportive learning environment that provides ongoing training for teachers and staff on cultural competency, implicit bias, and anti-racist practices.
- Adopt culturally relevant and Responsive Curriculum that reflects Black students' diverse experiences and histories, making learning more engaging and relevant to their lives.
- Implement targeted programs that provide academic support, mentoring, and enrichment opportunities specifically for Black students to help close the achievement/opportunity gaps.
By implementing these strategies, we can create a more equitable and supportive educational environment that fosters Black student achievement and ensures their success in school and beyond.
What are your thoughts on how to ensure that all students and their families, regardless of race, gender identity, sexuality, disability, religion, income status, etc., feel safe and included in your district?
To ensure that all students and their families feel safe and included, regardless of race, gender identity, sexuality, disability, religion, or income status, we must implement inclusive policies at the Board level. Hiring diverse faculty, creating safe and clean spaces, and offering a curriculum that reflects various perspectives are crucial. Additionally, equitable access to opportunities and active family engagement are essential. Addressing bullying, providing mental health support, including student voices in decision-making, and partnering with community organizations will support a positive and inclusive school environment. Continuous assessment and improvement will help maintain and advance these efforts. The cleanliness of the physical state of our buildings needs to be addressed. Our students, families, and community partners deserve access to safe and clean buildings.
What are your thoughts on how to recruit and retain staff, particularly staff of color, in your district with regard to pay, benefits, and working conditions?
With the number of vacancies in GRPS, I believe it is imperative to prioritize recruiting and retaining teachers and staff, especially teachers and staff of color. As a candidate, I am curious to understand why our teachers and staff are leaving. Additionally, I see opportunities to create spaces to learn from our current teachers and staff of color about what is working and what is not and how this data can inform future hiring practices in GRPS.
It's important to gather input from teachers and staff of color and compensate all staff fairly for their time and contributions. Offering competitive compensation that acknowledges our educators' skills, experience, and contributions is crucial. Attractive and equitable salaries will help GRPS remain a competitive employer in the education sector.
Additionally, fostering a supportive and inclusive work environment where staff of color feel valued and respected is essential. This involves addressing workplace discrimination and providing resources that promote a healthy work-life balance.
We must also recognize that, especially in communities of color, the education system has not always been as attainable as it is in White, affluent communities. Therefore, there are opportunities to explore partnerships with local universities and colleges to create pipelines supporting staff and people of color in the community to become certified teachers and leaders. By focusing on these areas, GRPS can effectively recruit and retain talented staff from diverse backgrounds and diversify our talent pool.