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Research shows that teachers of color help close achievement gaps for students of color and are highly rated by students of all races—a fact that is all the more relevant in light of the release this month of data from the National Assessment of Educational Progress which show persistent achievement gaps between students of color and from low income families and their White and affluent peers. Unfortunately, although more teachers of color are being recruited across the nation, the pace of increase is slow and attrition rates are high, leaving growing gaps between the demand for such teachers and the supply.
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Although the number of minority teachers more than doubled between 1987 and 2012, high turnover rates have undermined efforts to diversify the teacher workforce. Improving school organization, management, and leadership can support improved retention of minority teachers, according to this report, which examines and compares the recruitment, employment, and retention of minority and nonminority teachers over the past quarter century.
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Black teacher turnover rates are significantly higher than those of other teachers in the United States. A chapter in the new book Black Female Teachers: Diversifying the United States’ Teacher Workforce, reports on what causes these higher rates and what policy interventions might bring Black teachers back into the profession, including teacher residencies, loan forgiveness, mentoring and induction, and principal training programs.
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The nation’s population and students have grown more racially and ethnically diverse, but the teaching workforce has not experienced similar demographic shifts. This brief summarizes the results of a study of the recruitment, employment, and retention of minority k-12 teachers, examining the extent and sources of the minority teacher shortage and offering evidence-based solutions to addressing the low proportion of minority teachers in comparison to the increasing numbers of minority students in the school system.
The Racial Equity Leadership Network (RELN) is a fellowship program for district leaders who are committed to addressing persistent disparities in their systems and ensuring that race, ethnicity, and socioeconomic status are not predictors of student success.
Schools need diverse, well-prepared educators. A high-quality educator workforce requires investments in teacher preparation and learning, policies to increase recruitment and retention, and strategies to sustain educator capacity to create and innovate.
Teacher turnover and shortages hurt student outcomes and well-being. Research identifies a number of evidence-based strategies to recruit and retain a diverse, high-quality teacher workforce.
Effective leaders are essential for school and student success. Preparing, retaining, and supporting strong school leaders can have a significant impact on students’ experiences and achievement.
At this briefing, speakers discussed a new report from the Learning Policy Institute, Diversifying the Teaching Profession: Barriers to Recruiting and Retaining Teachers of Color and How to Overcome Them. The report reviews the research on the recruitment and retention of teachers of color, examines the current state of teachers of color in the workforce and the factors that affect their recruitment, hiring, and retention, and highlights opportunities for policymakers to grow a stable workforce of teachers of color in their districts and states.
