Thoughts & Experiences from West Ada’s First Black Principal

With all that is going on in the dialogue regarding race in America, I thought
it was timely to share my experiences as a black principal in Idaho. I
moved from California to Idaho by way of a football scholarship to Idaho
State University in 1997. I also lived in Idaho Falls during graduate school
and served as a school counselor at Canyon Ridge High School in Twin
Falls. I am glad that I had the opportunity to live throughout the state and
learn about the identity of some of Idaho’s most populated towns. Since
arriving in Idaho, a lot has changed in society and in the state. We are
fortunate to live in one of the fastest growing states in the union and I
believe that is due to the rich ideals that have been passed down from
generation to generation, the sheer beauty of the landscape, deep
appreciation for agriculture and the genuine kind-hearted nature of the
people. On the contrary, we must acknowledge the responsibility to react
accordingly to the demands that change inserts into local communities as
populations grow. 

MY STORY

West Ada School District is Idaho’s largest school district with over 40,000 students and roughly 5,000
employees. The current rhetoric revolves around district initiatives meant to intrigue young people with
high levels of effective teaching and learning, building a strong, collaborative school culture, and
developing clear instructional outcomes. This year the buzz slogan was “ALL means ALL”. It is a term that
has gained traction similar to the distinctions between equality and equity and prioritization of social-
emotional learning. I have come to realize that that statement is designated for students and I question
the connection that phrase has to the diversity rich employees who are employed by the organization.
With arguably the highest number of black employees of any business, company, or organization in the
state, West Ada has a plethora of individuals in the custodial department who are originally from the
continent of Africa (refugees), a host of athletic coaches who are black; many of those coaches being
former athletes at Boise State University, Idaho State University, and the University of Idaho. There is
also a growing number of certified personnel (mostly teachers) who are employed with the organization
as well. At my school, we have four black employees (myself, our custodian who is originally from Haiti
and two teachers). To its credit, the district has set the standard for employing individuals from diverse
backgrounds but when discussing their treatment, the dialogue is rooted in age-old policies, procedures,
and practices.

I was hired in West Ada School District (Meridian School District during that time) in the fall of 2010 as the
first black administrator in the history of the district whose inception dates back to 1945. I remember the
enthusiasm I had as I transitioned to leadership with the hope of impacting the lives of young people in
the Treasure Valley. But soon I realized that there was a lot of work to do in breaking down the systematic
oppression and ignorance of an educational entity that I was now a proud member of. Each year I faced a
multitude of attitudes and implicit bias simply because of the color of my skin. Over the past ten years, I
have been subjected to treatment that I cannot seem to swallow as these experiences separate me from
my white colleagues. In my quest to leave the organization better than it was when I was hired, my goal is
to help the organization pivot from the inside out. At the end of the day it is up to you to decide the
manner in which the following situations should be handled and encourage you to do your part to create a
different dynamic and expectation for school districts across the state or around the country for that
matter. 
 PROFESSIONAL EXPERIENCES IN THE WORK ENVIRONMENT

1. During lunch with the administrative team, a staff member came to us in the lunchroom and said,
“Eeney meeny miny moe, catch a n****r by the toe…” She was attempting to make a joke rooted
in the question, "guess who I’m here to see?".
2. On a few occasions I requested school administrators at two local high schools to have students
remove confederate flags from the back of their cars. I shared with them allowing those flags
create a symbolism for the acceptable belief systems in their school culture that encourages
prejudice, discrimination, and racism. 
3. A social studies teacher, during a unit on slavery, would have students play a game of ‘chase’.
The teacher divided the class into slaves, slave owners, and slave patrol officers. Students in the
role of slave patrol officers were heard yelling and screaming as they ran across the school
campus, “Get back here n*****r!” I shared this with the principal, and I was told it would be
addressed but I was disheartened to hear from a colleague that her son played the game the
following year. 
4. I was told by a staff member, “I like my coffee like I like my principals...strong AND black!” Though
this may not seem damaging to some, racial jokes do not have a place in the professional
relationship. 
5. I attended a state conference for schools who were in continuous improvement when a district
administrator tapped me on the shoulder during a presentation. There was an elementary aged,
young African American girl pictured in the introductory slide. The high-level district administrator
said, “Hey Donell, look...there’s a black person!” and proceeded to laugh. 
6. The same district administrator was speaking in a district leadership meeting and said (speaking
in reference to parents being unhappy with a district decision), “If they don’t like it, you can burn a
cross in their yard.” I remember being hurt and embarrassed. But what cut deeper was that in the
room of nearly 150 administrators, half of the people laughed at the joke. 
7. When I asked what I needed to do to promote in my role as principal, I was told on numerous
occasions, “you need to play the game”. I have not been able to obtain a description of the terms,
requirements, or expectations of the "game" I am being asked to play as I believe they do not
formally exist.  
8. Most recently in a discussion about career opportunities in the district, I asked what steps I should
take to be considered for high school principal postings and he shared with me that the
perception of me at the district office is that I am “resistant” and I should begin with addressing
that. 
9. When I shared these stories with supervisors, I have been told frequently, “Donell, I’m sorry those
things happened to you, but we need to move forward.” Unfortunately, every time I move forward,
I am victim to another situation without any strategic action(s) to address the problem. 

As I stand here today, I am hopeful that my thoughts and experiences will create a new dynamic of the
‘West Ada Way’ in which we do not say, ‘I don’t see color’ but we recognize the plight, patience, and
resilience that people of color have made in choosing this great state to be their home.

I recently solicited a dialogue with district personnel around racism and offered a series of proposals that I
believe would benefit any entity who is seeking to hold their organization accountable and treat ALL of
their stakeholders with dignity, respect in an ever-changing society. 

PROPOSAL
1. Review and evaluate district policies and adopt an ‘anti-racism’ policy that
regulates/addresses leadership and administration, policy communication,
curriculum/instruction, policy enforcement and training. I would avoid using district
harassment policies as a ‘catch all’ for issues regarding race.
 2. Send communication to patrons of the school district/school and assert stance on
individual, institutional, and structural racism.
3. Mechanism for the HR department to track racial issues dealing with students and staff
members.
4. Equity, diversity, inclusion, sensitivity training for employees of the district. 
5. Remove books that use the ‘n-word’ from school (i.e. To Kill a Mockingbird, Of Mice and
Men, The Adventures of Huckleberry Finn, Roll of Thunder, Hear My Cry, etc.)

Please know that my sentiments are factual information and not meant to cause division but bring
solidarity and solutions at a time where we as a people are struggling to establish a common set of
beliefs, morals, and values for humanity. Throughout my time as a professional, I have pushed myself to
grow spiritually, emotionally, and psychologically and this reflection serves as a defining moment to model
vulnerability and discomfort, which in my opinion are two foundations of learning and crucial to the work
ahead. The ball is in OUR court…

Take care and BE well,

Donell McNeal – Principal, Central Academy HS