LEA Design Teams came to believe that focusing first on teacher-of-color retention builds conditions that later support recruitment¶

Claim · All claims
Evidence · 1 study · qualitative r1 · q2
Currency · newest study 2023 · not yet checked against its sources · not reviewed by a person

Subclaims¶

q2 i? All five LEAs' theories of action addressed building community among teachers of color, and participants believed shoring up retention would pay dividends in recruiting teachers of color down the road. → retention-1

Evidence¶

retention-1¶

Bland, J. & Smith, K. (2023, February). Recruitment and retention: Pilot solutions designed by teachers of color (Phase I). Digital Promise. https://doi.org/10.51388/20.500.12265/168

q2 · i? · qualitative · r1

Cross-LEA qualitative finding from Design Team interviews. Four LEAs pursued community-building through affinity group structures and one through a staff mentorship model; the belief is that a reputation as a comfortable place with visible belonging structures makes LEAs more attractive to incoming teachers of color.

"teachers and administrators across the LEAs' Teacher of Color Design Teams were quick to explain that retention is connected to recruitment, and that they believed shoring up retention efforts would pay dividends in recruiting teachers of color down the road."

Discussion¶

Related Claims¶

• Monthly external coaching from Digital Promise held Design Teams accountable and generated ideas no one else in the room had — related
• Centering teachers of color as leaders, designers, and implementers throughout design is the most broadly appreciated aspect of the Design Team process — related
• Statewide public school staff attrition in Pennsylvania rose from 4 percent in preceding years to 5 percent between fall 2020 and fall 2021 during the pandemic — related
• Pandemic-era attrition gaps widened for early-career teachers and health and counseling staff, charter school staff, and LEA administrators in large LEAs — related
• Attrition gaps between staff of color and non-Hispanic White staff grew during the pandemic except for school administrators, where they narrowed — related