Teacher preparation programs are an important aspect of building an educator pipeline. While recruiting and certifying CTE teachers may vary slightly depending on the state, one fact is true among all school districts and education platforms: learners, regardless of their own backgrounds, benefit from diversity among their teachers. With CTE’s pivotal role in providing real-world connections to career pathways, a diverse staff of educators elevates learners’ exposure to different approaches and links to future careers. As state directors dedicated to creating CTE Without Limits, ensuring the recruitment, retention and support of a diverse and culturally competent workforce is critical to ensuring each learner feels welcome and secure in their CTE ecosystem. The following are some ways to build a strategy that will help to diversify your CTE workforce.
Make Teaching Affordable
Teaching is not a high-wage job. In fact, there are some states who are losing the ability to use Perkins funding to subsidize their teacher training programs due to the historic low wage of teachers. CTE instructors, most of whom are often career changers coming from industries with higher pay are often hesitant for this very reason. While potential ways to improve teacher compensation have been addressed in this blog, there are other ways to mitigate some of the financial burdens teachers face. Student loan forgiveness and scholarship programs are attractive solutions that can be made through policy. Additionally, stipends and scholarships for teacher preparation programs can reduce some of the financial burdens on potential teachers and attract talent that may otherwise be hesitant to join.
Diversify the Applicant Pool
One of the best ways to attract diverse talent is to create “grow your own” teacher programs. This allows states to ensure they are hiring talent that reflects their learner population and makes targeted recruiting a more manageable task. Including people of color in the hiring and recruiting (and marketing) process can also help draw a more diverse pool of CTE instructor talent. Additionally, it is necessary to ensure that districts and those with hiring power are trained in racial bias mitigation and are intentional in their recruitment. Teacher preparation programs should also look to be intentionally inclusive of students from diverse backgrounds.
Build Inclusive School Environments
Creating state standards for leadership focused on creating inclusive school environments is a significant step state CTE directors can take to improve the cultures of their CTE programs. Principals and teachers can have mandatory in-service training that provides them with the strategies needed to create and sustain inclusive work environments and diverse recruitment, hiring and retainment strategies. Instructor and administrative preparation programs can also build those strategies into their curriculums.
If you would like to learn more about this subject:
Advance CTE is currently recruiting educators of color for a focus group on diversifying the CTE field. If you are interested, please sign up here.
Brice Thomas, Policy Associate
Tags: CTE Policy, CTE Teacher pipeline, CTE teachers, state CTE policy update, Teacher Pipeline