Build diverse school leader pipelines through HBCU/HSI preparation partnerships, transparent diversity data, equitable hiring supports, affinity networks, and Grow Your Own teacher pathways¶

Strategy · All strategies
Evidence · no claims cited

Description¶

The brief recommends a set of state and district actions to increase school leader diversity in Georgia. These include making school leader diversity data publicly available at state and district levels, partnering with HBCUs and HSIs to credential diverse candidates, reviewing the 2016 two-tier licensure changes, supporting districts in auditing recruitment and hiring with an equity lens, establishing statewide affinity networks and fellowships for leaders of color, and building teacher-of-color pipelines through Grow Your Own programming. The brief argues these steps can "reduce inequities, create stronger school leader pipelines, and support school leader retention."

Design Implications¶

Context¶

Requirements¶

• State and district leaders must act; the brief assigns roles to the Georgia Department of Education and districts

Constraints¶

• Recommendations are grounded in descriptive demographic analysis, not tested interventions

Target Learners¶

• K-12 students in Georgia public schools
• aspiring and current school leaders of color

Target Learning Goals¶

• Equitable student access to same-race school leaders
• Recruitment, preparation, and retention of diverse school leaders

Claims¶

Related Strategies¶

• Diverse hiring committees and intentional recruitment practices including HBCU/MSI outreach and higher-education partnerships
• Grow-your-own and recruitment initiatives: alternative programs, Minority Serving Institutions, high-school pipeline programs, and district human-capital efforts to diversify the teacher workforce.
• Build a diverse teacher pipeline through Grow Your Own grants, teacher academies, scholarships, MSI investment, and residency pathways
• Retention supports for teachers of color: networking platforms, safe spaces, mental health resources, race-conscious mentorship, and flexible career pathways
• Develop high-retention pathways — Grow Your Own programs and teacher residencies — to build and diversify local teacher supply
• State policy actions across the career continuum: attract, prepare, and develop/support/retain educators
• Invest in high-quality, standards-aligned professional development for school leaders, including leaders of color

Examples¶

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Key Sources¶

• Ed Trust and New Leaders. (2022). Increasing School Leader Diversity in Georgia. https://eric.ed.gov/?id=ED626443