Make retaining teachers of color a district priority: compensate the invisible tax and place teachers in cohorts to reduce isolation¶

Strategy · All strategies
Evidence · 1 claim (1 for) · 1 study (1 review), q2 · 0 of 1 report an effect size · 1 claim rests on one study

Description¶

District leaders should publish transparent compensation matrices, monetize the extra burdens teachers of color carry (the "invisible tax"), give principals flexible budget autonomy, and intentionally recruit and place teachers of color in cohorts so no one is "the lone teacher of color in a school." One charter network shared "the grid of, if you want to be an after-school program leader, here's how much you'll make an hour."

Design Implications¶

Context¶

Requirements¶

• District-level commitment, transparent compensation structures, and intentional hiring and placement practices coordinated with HR.

Constraints¶

Target Learners¶

• K-12 teachers of color

Target Learning Goals¶

• Teacher retention, equitable compensation, workforce diversity

Claims¶

• Teachers of color face retention pressures including placement in high-poverty schools, pigeonholing into race-based roles, undervalued ideas, and an unrecognized invisible tax of extra duties. [+W]

Related Strategies¶

• Four leader actions to retain teachers of color: financial incentives, disaggregated data, diverse leader investment, and inclusive environments
• Underwrite comprehensive preparation, improve teaching conditions, raise compensation, and expand induction to retain teachers of color
• Invest in principal retention strategies that address the invisible tax on leaders of color

Examples¶

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Key Sources¶

• Davis Dixon, Ashley Griffin, and Mark Teoh. (2019). If You Listen, We Will Stay: Why Teachers of Color Leave and How to Disrupt Teacher Turnover. The Education Trust & Teach Plus. https://eric.ed.gov/?id=ED603193