Retain teachers of color through leadership pipelines, multi-year induction and mentoring, and culturally responsive school climates¶

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

Description¶

The brief's Goal 5 recommends investing in high-retention pathways, leadership development, induction and mentoring of at least two years, and culturally responsive training for school and district leaders. Massachusetts "invests in leadership pipelines for teachers of color through opportunities like the InSPIRED Fellowship for aspiring superintendents" and "launched two new professional development academies for school and district teams this year" to build culturally responsive environments, but the brief recommends investing in induction providing at least two years of mentor support.

Design Implications¶

Context¶

Requirements¶

• Ongoing support and growth opportunities plus improved working conditions that disproportionately impact teachers of color

Constraints¶

• Massachusetts's current mentoring allows districts discretion and does not meet the two-year induction criterion

Target Learners¶

• Early-career teachers of color and aspiring teacher-leaders

Target Learning Goals¶

• Improving retention of teachers of color

Affordances¶

• Five Goal Educator Diversity Policy Framework

Claims¶

• A leaky pipeline limits the residency program's district benefits: only about half of completers became CPS principals within four years, at roughly $535,000 cost per new principal [~W]

Related Strategies¶

• Invest in principal retention strategies that address the invisible tax on leaders of color
• Invest in retention efforts for teachers of color that improve working conditions and provide personal and professional growth opportunities
• Underwrite comprehensive preparation, improve teaching conditions, raise compensation, and expand induction to retain teachers of color
• State and federal policy recommendations: recruit and prepare more candidates, retain new teachers through early-career mentoring, and improve working conditions
• Build high-retention, supportive pathways into teaching for candidates of color
• A federal Marshall Plan for Teaching focused on seven areas: compensation, debt-free preparation, high-retention pathways, mentoring, expertise-sharing, school redesign, and accountability
• Diversify the educator workforce through Grow Your Own programs, scholarships, and retention supports
• Multi-pronged state investments to diversify and retain the educator workforce
• Build a diverse teacher pipeline through Grow Your Own grants, teacher academies, scholarships, MSI investment, and residency pathways
• Develop high-retention pathways — Grow Your Own programs and teacher residencies — to build and diversify local teacher supply
• Invest in high-quality induction and mentoring programs, which are associated with higher retention particularly for teachers of color
• Deploy a portfolio of research-based strategies — service scholarships, residencies, Grow Your Own programs, mentoring and induction, and compensation reform — to strengthen the teacher pipeline
• Invest in retention of teachers of color through residencies, affinity groups, and induction/mentoring

Examples¶

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Key Sources¶

• Education Trust. (2020). Educator Diversity State Profile: Massachusetts. https://eric.ed.gov/?id=ED622850