Page 75 - EdViewptsSpring2021

female (Hussar, et al., 2020), figures genuinely encourage all to apply.
that have remained relatively stable Consider what media has been It is also important to
for decades. However, the student employed to reach a truly diverse examine the makeup
population continues to diversify candidate pool. Consider proactive
with students of color now filling the recruiting, which goes beyond posting of hiring committees
numeric majority of K-12 student in the usual places. Reach out to to ensure that multiple
desks across the nation (Hussar, et al., college career offices to establish a voices are represented
2020). While school district recruiting rapport and to find out how to attend
efforts rightly emphasize hiring those various events remotely or on campus. and that all have been
with proven pedagogical skills and Look for opportunities to form formal provided with training
content knowledge, research touts the partnerships with institutions of
benefits in increasing teacher diversity higher learning or other organizations on how to conduct a
(Nevarez, Jouganatos, & Wood, 2019; targeted on growing your own students consistent and legal
Villegas & Irvine, 2010). Progress has into future educators (Gist, Blanco, interview process.
been slow to manifest itself and is & Lynn, 2019). Consider building
undermined by a low percentage (21%) locally-funded programs that help
of new recruits to the profession who paraprofessional staff members gain Mentoring has been a requirement for
are teachers of color, coupled with high the necessary credentials to enter the New Jersey’s school districts since
rates of teacher turnover (Nevarez, classroom. Indeed, some states have 2003. Periodic examination of these
Jouganatos, & Wood, 2019). already submitted plans to use Federal practices is also important to ensure
Title IIA funds for this purpose (Rafa they support the long-term retention
Steps to a More Diverse & Roberts, 2020), so it is possible that and growth in cultural competency
Educator Workforce New Jersey will follow suit. among new educators. Look at your
mentor plan, and conduct an internal
Indeed, in recent decades a majority Continue by creating uniform criteria audit of all related processes. Launch
of US states have adopted policies, to screen applications. Ensure that the school climate surveys. Take a close
and many districts have taken up interviewing committee has access look at the demographics of teacher
efforts to reduce this “cultural chasm to everything. It is also important leadership and administration in your
between teachers and their students” to examine the makeup of hiring district. Consider implementing a
(Villegas & Irvine, 2010., p. 175). committees to ensure that multiple leadership academy to expand the
For individual district leaders looking voices are represented and that all internal pool of candidates who can
toward this goal, it might prove helpful have been provided with training on move through the hiring pipeline for
to critically examine the processes how to conduct a consistent and legal different leadership positions over
involved in staff recruitment, hiring, interview process. Provide committee time. Conduct a needs assessment
induction, and retention, as well as members with a job-appropriate rating among teaching staff to ascertain
offering opportunities that require scale, along with targeted open-ended their level of cultural competency,
staff to contend with implicit bias in interview questions that are designed and over time support their continued
recruitment and hiring practices. to elicit candidates’ experiences professional growth, so that they can
and qualifications for the posted successfully prepare students with
Recruitment and Hiring position. Ensure that all questions the knowledge and skills necessary
If the process of hiring has not been are considered acceptable under to function effectively as citizens
audited to ensure it is compliant the EEOC/ADA guidelines. Direct of a pluralistic society (Gay, 2010,
with Equal Employment Opportunity the committee members to review p. 21). Beyond working within your
Commission (EEOC) requirements, all documents and to stay attentive own organization, consider exploring
this is an important first step, as throughout all interviews. Be sure that options for collaboration with others to
is a careful examination of the all interview materials are collected pool resources and ideas.
demographics of recent hires to and kept confidential. Although only
elucidate related trends. Also a one candidate may be selected, CJ PRIDE: One NJ
district must appoint and train Civil review the process for communicating Consortium’s Efforts toward
Rights Coordinators and designate an with the other candidates, as they may Strategic Recruitment of
Affirmative Action Officer to oversee be eligible for future vacancies. Diverse Educators
compliance with Title VI, and Title Induction, Mentoring, and
IX in all personnel and employment In the early 2000s, eight school
Practices; their involvement with this Retention districts in the central region of
internal audit is critical. Once a candidate has been hired, a New Jersey joined together into a
To audit the hiring process, start with quality initial induction and orientation consortium known as the Central to
Jersey Program for the Recruitment
an examination and update of job program, followed by protracted of Diverse Educators (CJ PRIDE).
descriptions that form the basis of skilled mentoring support can help Both authors of this article are active
postings. Review postings not only ensure a low turnover rate among new participants. This organization’s
for compliance but to ensure they staff (Ronfeldt & McQueen, 2017).

Educational Viewpoints -73- Spring 2021