Multi-pronged state investments to diversify and retain the educator workforce¶

Strategy · All strategies
Evidence · no claims cited

Description¶

The brief recommends states diversify the educator workforce through loan forgiveness and reimbursement programs to attract students of color into preparation programs, rigorous program approval standards compelling preparation programs to recruit and graduate candidates of color, competitive district grants, licensure pathways for educators on emergency licenses, superintendent-pipeline fellowships such as Massachusetts's Influence 100, and high-retention pathways to teaching.

Design Implications¶

Context¶

Requirements¶

• Publicly reported school-level data on educator workforce racial demographics and retention rates of educators of color

Constraints¶

• The brief notes Massachusetts should still interrogate licensure policies for racial bias and invest in induction and mentoring providing at least two years of support for new teachers

Target Learners¶

• Students of color and all P-12 students who benefit from a diverse teacher workforce

Target Learning Goals¶

• Sense of belonging and access to teachers who challenge students to thrive

Related Strategies¶

• Build an after-school/out-of-school-time pipeline into teaching to diversify the teacher workforce
• Invest in recruiting and retaining a diverse, EL-qualified educator workforce through bilingual teaching pathways
• Diversify the educator workforce through Grow Your Own programs, scholarships, and retention supports
• Professional development in asset-based pedagogies and adult SEL to build culturally affirming environments
• Retain teachers of color through leadership pipelines, multi-year induction and mentoring, and culturally responsive school climates
• Six policy areas state leaders can implement to create equitable SEAD-supportive learning environments
• Six state-level strategies for increasing the racial diversity of the educator workforce
• Build a diverse teacher pipeline through Grow Your Own grants, teacher academies, scholarships, MSI investment, and residency pathways
• Build an after-school/OST-to-teaching pipeline to recruit teachers of color
• Build high-retention, supportive pathways into teaching for candidates of color
• Four leader actions to retain teachers of color: financial incentives, disaggregated data, diverse leader investment, and inclusive environments
• State policy actions across the career continuum: attract, prepare, and develop/support/retain educators

Examples¶

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Key Sources¶

• The Education Trust. (2023). How Does Massachusetts Support Students' Social, Emotional, and Academic Development (SEAD)?. EdTrust.org. https://eric.ed.gov/?id=ED630071