Tag Archives: Diversity

From Pandemic to Progress: Eight Bellwether briefs set long-term visions for education policy and practice

Today, we and several of our Bellwether colleagues released From Pandemic to Progress: Eight Education Pathways for COVID-19 Recovery, making the case for the the education sector to recenter and rebuild after the disruptions caused by COVID-19. At some point — hopefully soon — vaccines will become broadly available and students and teachers everywhere will return to full-time, in-person learning. School, system, and sector leaders will pause and take a breath. Then they quickly will turn their attention back to many of the questions that have simmered in the background for the past year, but that are quickly coming back to a boil.

In the wake of COVID-19, leaders and policymakers will need ambitious but achievable pathways to re-engage in complex policy questions and rebuild education. From Pandemic to Progress draws on the breadth of Bellwether’s expertise and a diversity of viewpoints across our team in a series of briefs — each with a take on what we will need in the years ahead to create a sector that can provide students with the high-quality education and supports they need and deserve to be successful.

Here are the issues and areas where we believe the sector should not go back to normal:

Redesigning Accountability: Bonnie O’Keefe grounds the debates on assessment and accountability back in core principles and practicalities. She doubles down on the need for transparent data and subgroup reporting, but also challenges policymakers to create systems that are aligned to the realities of classroom instruction and school-based decision making.

Supporting a Diverse Choice Ecosystem From the Bottom Up: Alex Spurrier lays out a vision for fostering choice and enabling a diversity of educational approaches, by seeding consortia of assessments, similar to Advanced Placement, that ensure the quality but not the homogeneity of options.

Prioritizing Equity in School Funding: Jennifer O’Neal Schiess pinpoints the inequities in school funding and explains why it should be decoupled from the real estate market, with local property taxes playing a minimal or vastly different role in the funding of schools.

Establishing Coherent Systems for Vulnerable Students: Hailly T.N. Korman and Melissa Steel King stay laser-focused on students who have experienced homelessness, foster care, pregnancy, or other disruptions to their education and call on public agencies to address the confusing fragmentation of social services so students can receive comprehensive and streamlined support.

Creating an Institute for Education Improvement: Allison Crean Davis makes a case for changing the way we change, calling for a standalone entity that can champion and support the education sector in rigorous, data-driven approaches to continuous improvement.

Diversifying the Teacher Workforce: Indira Dammu reminds us of the research that links a diverse teacher workforce to improved student outcomes, and makes recommendations for how policymakers can support the recruitment and retention of teachers of color.

Building on the Charter Sector’s Many Paths to Impact: Juliet Squire acknowledges headwinds facing charter school growth, but reminds policymakers and practitioners of the many ways — beyond increasing enrollment — that charter schools can expand their impact.

Bringing Home-Based Child Care Providers Into the Fold: Ashley LiBetti shines a spotlight on the critical role that home-based child care providers play in caring for the country’s youngest children, a role that the pandemic further dramatized; she makes the case for policies that address the important role that home-based child care plays in the early childhood ecosystem.

Whether addressing a long-standing issue that has shaped the education reform debates for decades, or an issue that has yet to garner the attention it deserves, each brief lays out a long-term vision for success and pathways to get there.

The education sector is far too familiar with the cycle of faddish policies and knee-jerk reactions when reforms don’t immediately produce increases in student proficiency. And certainly the last year has rightfully concentrated attention and resources on addressing the most urgent and basic student needs. But when the crisis subsides, education policymakers and practitioners will need a point on the horizon to aim for. We hope these briefs inspire and inform long-term visions for serving America’s kids.

 

 

Media: “One HBCU and One Black-Led Charter School Team Up to Ensure Success for Rural Students of Color” in EdPost

My colleagues and I recently conducted in-depth case studies of four rural charter schools that outperform state and district averages in reading and math. We then published those case studies, and the lessons they surfaced, in a new website: ruralcharterschools.org.

Today, I have a new piece out in Education Post that profiles one school we visited, Crossroad Academy Charter School in Gadsden County, Florida. The piece explores the unique relationship between Crossroad Academy and a local HBCU, and explains how Crossroad students benefit from that relationship:

When Crossroad’s leader Kevin Forehand, an alum of Florida A&M and Gadsden County native, began his tenure as principal, the school’s student body was growing rapidly. As a result, the school needed a larger teaching force. Mr. Forehand recognized the importance of recruiting and hiring young, ambitious Black talent to teach at his school, and later developed a mentorship program between his alma mater and Crossroad Academy. Through this partnership, university staff and students help Crossroad high school students prepare for the college application process and review their application materials. In return, all Crossroad seniors apply to Florida A&M to ensure that they have at least one high-quality postsecondary option.

Read the full piece at Education Post and learn more about other high-quality rural charter schools at ruralcharterschools.org.

Media: “To Promote Teacher Diversity, Ed Schools Must Look Beyond GPA & Test Scores. Here’s How Howard University Does it” in The 74 Million

Despite the urgent need to diversify the educator workforce, schools of education often struggle to recruit and graduate teachers of color. Part of the problem is that these schools tend to overvalue traditional metrics, such as grade point average (GPA) and performance on standardized tests like the SAT. In general, these measures are not strong indicators of who will be successful in the classroom or who will be a high-quality teacher. Moreover, setting minimum GPA and SAT scores for admissions can block many potential teachers of color.

Dr. Lisa Grillo, an Associate Professor at Howard University, and I wrote about this in The 74 Million:

Candidates’ GPAs, SAT scores and similar measures often are markers solely of the quality of their K-12 education and socioeconomic status. Indeed, they are themselves artifacts of a historically unjust and inequitable society. These seemingly objective measures are actually not that objective at all.

It doesn’t have to be this way. Howard University, for example, approaches teacher candidate section more comprehensively:

Candidates submit a detailed statement of interest that allows faculty to understand the compatibility between their desire for seeking the teaching degree at Howard and the social-justice orientation of the university’s programs. A panel interview then provides candidates with the opportunity to express themselves orally. Conversations between candidates and faculty provide valuable insight into candidates’ motivations, commitment, family background and educational experiences. They also allow faculty to establish personal connections with them before admitted. Faculty also solicit specific input from candidates’ academic advisers — from another school or college within the university — regarding their dispositions. Advisers are asked to reflect upon candidates’ integrity, emotional stability, promise toward professional growth and interest in teaching.

Read our full piece here.

Media: “This County Made History and Elected Its First School Board Member of Color” in Education Post

Gwinnett County, the second most populous county in the state of Georgia, recently made history when it elected its youngest and first school board member of color in 2018. Gwinnett has a diverse student population, and more than 50 percent of students are students of color. Why has that level of diversity not been reflected in the local school board?

I wrote about this in Education Post:

Gwinnett County is not alone. A 2018 study by the National School Boards Association found that across the country, 78 percent of board members are White, while only 10 percent are Black, and 3 percent are Hispanic. These numbers are truly stunning and reveal that school boards do not reflect the growing diversity of the nation’s K-12 student population.

School board diversity is important because it allows more voices at the table to inform critical decisions about education policy and practice. All students can benefit when school boards represent the racial, economic, and gender diversity of the students they serve. Read my piece here.

Why Aren’t We Talking About the Lack of Faculty of Color in Schools of Education?

Headlines about teacher diversity issues often neglect to tell an equally important story: the significant dearth of faculty of color in schools of education. Indeed, there is a large racial gap between the 80 percent of white teachers that make up the educator workforce and the over 45 percent minority student population in America’s public schools, where teacher candidates at schools of education are presumably aiming to teach.

For our new publication out yesterday, Max Marchitello and I spoke with a number of faculty and staff from minority serving institutions (MSIs) on the topic of teacher preparation. These conversations and a comprehensive literature review pointed us to a few key ways that teacher preparation in this country can improve, such as building teacher candidates’ cultural awareness, ensuring candidates engage with diverse students and contexts through well-designed field experiences, and increasing diversity in the teacher candidate pool.

However, without a critical mass of faculty of color in these programs, it will be difficult to implement these recommendations. Diverse faculty can make the institution more inclusive for students of color and help disrupt white dominance that leads future educators to be ignorant of the communities they will likely serve.

Over the past thirty years, we have focused on K-12 educator diversity and seen some gains, but we are not seeing reciprocal change in the faculty of schools of education. According to a recent Inside Higher Ed report, the percentage of underrepresented groups as full-time faculty has not changed much over the past two decades. In 2015, African Americans accounted for six percent of full-time faculty in all U.S. universities, whereas African Americans made up 14 percent of the student population in all U.S. universities. Similarly, Hispanic faculty made up five percent of full-time faculty members compared to the 17 percent of Hispanic students in higher education. While there has been progress in the number of minority faculty, significant gaps persist.

Faculty diversity is important to teacher preparation for a few key reasons. First, more diverse faculty helps recruit more diverse teacher candidates, as studies show that students find security in sharing a background or experience with faculty. Second, diverse faculty are important to the issue of helping teacher candidates unpack their own biases and understand the points of view of educators of color. For instance, in a 2008 study, a researcher observed a teacher preparation program’s classroom discussion of bilingualism with a classroom of majority Latino teacher candidates. Initially, white candidates focused on the economic downsides of bilingualism, but then shifted to the moral necessity of dual-language teachers when discussing the topic with Latino classmates. In addition, faculty of color’s research focus and what they incorporate into classes likely will vary from white professors, which will help train all teacher candidates, and offer different, more complete perspectives on classroom management, student discipline, and more.

In order to address faculty diversity, schools of education need to interrogate their hiring practices and eliminate sources of bias. Institutional leadership must carefully examine where disruptions occur for prospective candidates of color in the faculty pipeline. For instance, when the Rowan University College of Education refocused on creating a culture that embraces social justice and equity, leadership began prioritizing hiring faculty specifically embedded in this work.

Without acknowledging that the quality of teacher preparation is inextricably linked to the inclusion of historically underrepresented groups in faculty, teachers will remain insufficiently prepared to educate diverse students. Diversifying faculty, like other changes to long-standing institutions, is undoubtedly a difficult challenge, but it is an incredibly important stride towards educational equity.