Four leader actions to retain teachers of color: financial incentives, disaggregated data, diverse leader investment, and inclusive environments¶

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¶

The report closes with four recommended actions for state, district, and school leaders: value teachers of color through loan forgiveness, service scholarships, loan repayment and relocation incentives; collect and disaggregate recruitment, hiring, and retention data by race/ethnicity; invest in recruiting and developing diverse leaders committed to positive working conditions; and ensure curriculum and work environments are inclusive and respectful of all racial and ethnic groups.

Design Implications¶

Context¶

Requirements¶

• Coordination across school, district, and state levels, including budget authority for financial incentives and data systems capable of disaggregation by race/ethnicity.

Constraints¶

• The report acknowledges these recommendations may seem straightforward but are difficult to put into practice.

Target Learners¶

• K-12 teachers of color

Target Learning Goals¶

• Teacher retention, workforce diversity, equitable working conditions

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¶

• Disaggregate engagement and performance data by subgroup and regularly evaluate and adjust support plans
• Make retaining teachers of color a district priority: compensate the invisible tax and place teachers in cohorts to reduce isolation
• Districts use financial, personnel management, and working-conditions strategies to recruit and retain teachers, including leadership compensation, mentoring, and collaboration time
• Invest in principal retention strategies that address the invisible tax on leaders of color
• Multi-pronged state investments to diversify and retain the educator workforce

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