Hire and Retain a Diverse Staff: Nurture a Positive Staff Community
When students of color see themselves reflected in their instructors’ identities and in the curriculum, studies show that the positive impact on student achievement is far reaching, not only for students of color, but for all students.
– John B. King, Jr.
INTRO
Studies show that while the majority of public school students are students of color, their teachers do not reflect this diversity. Hiring and retaining educators of color fosters a more inclusive learning environment, provides diverse role models, and helps close equity gaps in education. To ensure equitable representation and bring fresh perspectives to the classroom, schools must actively recruit from diverse talent pools.
OBJECTIVES
- Gain deeper insights into the challenges of hiring and retaining educators and explore actionable solutions.
- Assess your school’s demographics to identify opportunities for hiring and retaining a diverse staff.
Building a diverse school staff isn’t just about representation—it’s about fostering an inclusive environment where all students see themselves reflected in the educators around them. A strong, diverse team brings a wealth of perspectives, experiences, and innovative teaching approaches that benefit the entire school community. However, hiring is only the first step; retaining diverse talent requires an intentional culture of belonging, professional growth, and equitable opportunities. When schools prioritize both diversity and retention, they create an environment where educators thrive and students flourish.
The Education Trust and Teach Plus examines the underrepresentation and high turnover rates of teachers of color in U.S. public schools.
The report identifies five primary challenges faced by teachers of color:
- Antagonistic School Culture: Teachers often encounter unwelcoming environments where their contributions are undervalued.
- Feeling Undervalued: Their ideas and efforts are frequently overlooked or dismissed.
- Lack of Agency and Autonomy: Teachers report limited influence over classroom and school decisions.
- Unfavorable Working Conditions: They face challenging work environments that hinder their effectiveness.
- High Personal Costs: The emotional and professional toll of navigating these challenges is significant.
To address these issues, the report recommends that educational leaders:
- Value Teachers of Color: Implement financial incentives such as loan forgiveness and relocation assistance.
- Collect and Analyze Data: Monitor recruitment, hiring, and retention metrics by race and ethnicity to inform policy decisions.
- Invest in Leadership Development: Prepare and support diverse leaders who can foster positive working conditions.
- Empower Inclusive Curricula and Environments: Ensure that educational content and school climates are respectful and representative of all racial and ethnic groups.
By adopting these strategies, schools and districts can create more supportive and affirming environments, thereby improving retention rates among teachers of color.
The Education Trust–West report highlights the urgent need to recruit and retain educators of color to enhance student outcomes and foster inclusive learning environments. It identifies key challenges, including unwelcoming school cultures, poor working conditions, and high attrition rates. To address these issues, the report recommends expanding recruitment through “Grow Your Own” programs, university partnerships, and holistic hiring practices that go beyond test scores. It also emphasizes financial incentives, mentorship programs, and leadership training to support retention. Schools are encouraged to create affirming environments through anti-bias training and inclusive curricula. By implementing these strategies, districts can build a more diverse and supportive educator workforce.
Nine Strategies for Recruiting, Hiring, and Retaining Diverse Teachers
The infographic presents evidence-based approaches for schools and districts to enhance the diversity of their teaching staff. Key strategies include utilizing data to identify staffing needs and underrepresented groups, establishing partnerships with diverse teacher preparation programs, and implementing early hiring practices to expand the candidate pool. It also emphasizes the importance of training hiring personnel to recognize implicit biases, evaluating candidates through multiple measures beyond test scores, and providing professional learning opportunities such as mentorship and support groups for teachers of color. Additionally, fostering strong leadership to improve school culture and intentionally placing teachers in supportive environments are highlighted as crucial steps to retain a diverse workforce.
REFLECTION
Data offers a clearer picture. Gather demographic reports for your staff and students to compare.
- Where are the discrepancies? Why do they exist? How can they be rectified?
- What supports do you have in place both formal and informal to support your educators of color?
- What professional learning and leadership development opportunities are available for your staff?
- How have you built an inclusive and welcoming environment at your site to allow for shared voice and leadership?
Stay in the Loop
Subscribe to Our Newsletter
Responses