Sriya Tallapragada' 25 is a student journalist for PBS Newshour, where she covers education and policy. In school, she is Co-Editor in Chief for The Pingry Record, a member of the American Modernism HIRT, and a self-proclaimed book lover.

For Pingry’s Board of Trustees, Reaffirming a Commitment to DEIB

I blame literature for my scoliosis.

Every day of grade school, I’ve lugged heavy paperbacks in my tote bag to English classes. These extra pounds on my right side resulted in uneven shoulders and a curved spine (leading to years of forced roller-backpack hood). Still, it was worth it; stuck in the no-man's land between picture books and Harry Potter, I found comfort in chapter-books featuring diverse protagonists. Esperenza Rising, Ghost, Dreamers, Omar Rising, Number the Stars… Trading in the universal language of stories, my Sylvia Plath fig tree of eurocentric literature grew new branches of understanding as I explored beyond borders with my peers. I truly believe that, at its core, every book is a self-help book, leaving the reader with valuable life lessons. In this case, books introduced me to the voices of characters who spoke languages I had never heard, faced struggles I had never imagined, and celebrated traditions I had never known. 

At Pingry, diverse voices aren’t just limited to the books in our library or the academic courses students take… instead, they exist all around us. Investments in DEIB programming have, so far, manifested themselves in student unions and affinity groups, observances and assembly celebrations, parent and alumni affinity groups, staff professional development, and more. Diversity is a commitment that Pingry clearly takes seriously, on and off the page. In order to learn more about the decision-makers behind this commitment, I spoke with Ian Shrank ’71, Chair of the Board of Trustees, whose insights offer a comprehensive understanding of Pingry's approach to DEIB and help the community understand the value of the Board in continued DEIB efforts. 

Mr. Shrank's experiences as a student at Pingry have shaped his perspective on DEIB and his role as a leader of the Board of Trustees. As one of a small number of Jewish students in his class, Mr. Shrank recognized early on the importance of understanding individuals beyond superficial characteristics. "You can’t just judge people by their resume or by the same metrics," Mr. Shrank asserts, a sentiment that he has carried through the leadership positions in his life.

Mr. Shrank recalls diversity becoming a top priority to the Board around 2020, when movements like Black Lives Matter and @blackatpingry opened the Board’s eyes to the need for institutional change. Up until this point, diversity work had been “bottom-up”, but not “top-down.” The Board had never put out a public statement on this topic.

So the Board of Trustees set out to craft their DEIB policy statement and goals. It was a long process, with many debates over language and phrasing. “Getting the statement through to the Board took some time—no one was opposed to the general concepts, but there was a genuine concern over language, the words we picked, and how we phrased it, etc. It went through several rounds of review. Edits were about ‘how should we say it,’ and it took some effort to get everyone to be in favor, even if every aspect didn’t read exactly like everyone wanted.” 

There was also a lot of discussion over the purpose of a DEIB resolution: “Some people said… we have a wonderful Honor Code. Why do we need this? Isn’t everything about diversity and belonging already embedded in the words of the Honor Code? Yes… but we believed that the Honor Code isn’t that specific. It’s arguably not enough… just look at the stories online. We need something as a supplement to the Honor Code.” Pingry's commitment to DEIB amplifies the principles of the Honor Code, urging students to apply them consciously in interactions and relationships. "The Honor Code tells you to not do inappropriate things, and to make sure other people do not act inappropriately, either, meaning: act with good intent and common sense,” Mr. Shrank states. Similarly, Pingry's DEIB initiatives actively aim to provide all students with "continuous, tailored support," which many would say is the secret sauce of Pingry. Ultimately, it was a unanimous vote to adopt the Board resolution.

Pingry, like any institution, faces challenges in implementing DEIB initiatives. Mr. Shrank acknowledges instances of "pushback" from alumni and other stakeholders. For example, critics have voiced concerns about affinity groups, viewing them as exclusionary rather than inclusionary. Mr. Shrank highlights the Board's response to these concerns. “At the Board level, we had discussions and listened to [diverse voices] explaining their perspectives. It became a lot easier to gain common ground by listening to others," Mr. Shrank states. "We tried to reach out to some of the alumni who wrote letters to the Board criticizing the DEIB resolutions we put out. In such situations, my attempt is always to avoid jargon which often means different things to different people. Instead, when you drill down to the meaning of Pingry’s values regarding DEIB and how all people should behave with each other—with respect and in a civil and welcoming manner—it usually turns out that people in the Pingry community have more in common regarding DEIB than they first think."

He recounts an incident at an alumni event in Florida where he was asked in front of a crowd, "Why is Pingry becoming a woke school?" Mr. Shrank's response underscored the School's approach: engaging in open dialogue. "I tried to focus on what is the meaning of woke," he explains, “and tried to make the alumnus in question understand the importance of being aware of (or “awake to”) other people’s feelings, and the need to realize that different people react differently to the same situations.” He believes in addressing these issues directly and communicating with all community members.

Looking forward, the Board is focused on translating DEIB principles into tangible outcomes. Mr. Shrank emphasized the Board's role in setting strategy, policy, and budget. The Pingry administration is responsible for taking the commitment outlined by the Board resolution and then introducing/maintaining DEIB initiatives at the School which are responsive to that resolution. The Pingry Strategic Plan, recently approved by the Board, has many elements of DEIB included in it, and "The Board, probably as early as April, will be monitoring progress on the new Strategic Plan," Mr. Shrank explains. In addition, the Board has received a commitment that another AIM survey will be collected this year to gauge the effectiveness of the DEIB initiatives. 

Pingry's enduring commitment to DEIB serves as a model for independent schools seeking to create inclusive learning environments. My conversation with Ian Shrank highlights the Board's proactive approach, which is characterized by thoughtful deliberation, open communication, and a commitment to aligning DEIB initiatives with the School's core values and Honor Code. As Pingry prepares students for leadership and service beyond the ivory tower, its DEIB strategy stands as an essential component of its mission. This is a weight I am proud the School is carrying.  

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Photos by Anthony Truncale '26

To contact the author: Sriya Tallapragada '25