Enhancing Diversity in the Educator Workforce: Strategies for Success

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Massachusetts Department of Elementary and Secondary Education (DESE) is focused on creating a more diverse and culturally responsive educator workforce by addressing barriers faced by individuals of color. By promoting the benefits of becoming educators, providing financial incentives, and improving the overall school experience for students and educators of color, DESE aims to recruit and retain a diverse workforce. Strategies include targeted marketing campaigns, support programs, and partnerships to enhance the K-12 educational environment.

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DESE Diverse and Culturally Responsive Educator Workforce Updates December 17, 2021

Commissioner Rileys Report: Our Way Forward Ensuring that all students have access to instruction that is rigorous and aligned with the demands of college and career. Deeper Learning for All Through effective family and community engagement, ensuring that all students have access to social emotional supports and enrichment activities to meet their goals. Holistic Support & Enrichment Leveraging research and district efforts to support innovation around teacher diversification, curricular materials and partnerships to support improved student learning. Innovation & Evidence-Based Practice Aligned with these priorities, exploring opportunities to increase individualized support from the state, while reducing administrative burdens. State as Partner Source: Commissioner Riley s Report to the Board: Our Way Forward

DESE Diverse and Culturally Responsive Educator Workforce Theory of Action DESE Diverse and Culturally Responsive Educator Workforce Theory of Action Factors that impede people of color from entering the educator profession 1. 2. 3. Belief that there are better financial rewards/opportunities in other professions Financial and testing barriers to enter the profession Negative K-12 education experience IF DESE works with school districts and partners to: Proactively advertise the benefits of becoming educators (including the financial incentives) to prospective educators of color; Provide tangible financial support and incentives to recruit and retain teachers of color; Improve the experience students and educators of color are having in our state s K-12 schools; THEN the state will be able to recruit and retain a more diverse and culturally responsive educator workforce. AS A RESULT, all students, particularly students of color, will have a more positive experience and perform at higher levels academically. Massachusetts Department of Elementary and Secondary Education

DESE Diverse and Culturally Responsive Educator Workforce DESE Diverse and Culturally Responsive Educator Workforce Strategy In order to reach our goal of 26% educators of color by 2030, we must: Objective #3 Objective #2 Objective #1 Improve the experience students and educators of color are having in our state s K-12 schools. Proactively advertise the benefits of becoming educators (including the financial incentives) to prospective educators of color; Provide tangible financial support and incentives to recruit and retain teachers of color; Strategy Strategy Strategy Develop targeted, multimedia marketing to advertise benefits of becoming an educator, including: Offer programming aimed at improving student and educator of color experience in K-12, including: Develop the legal framework (when needed), identify funding, and establish partnerships to offer candidates: *Content noted on following slide MASS Teach Campaign: statewide radio, TV ads, digital ads, billboards, transit ads Amazing Educators Campaign InSPIRED Fellows College and High School Engagement MA Teacher Diversification Guidebook Great Schools Partnership-Diverse Educators Workforce Collaborative Teacher Diversification Grant Voucher Supports Approved Prep Program Tuition Assistance College Scholarships: undergraduates and paras Loan Reimbursement Mortgage Assistance Resources Signing Bonuses Relocation Allowances Massachusetts Department of Elementary and Secondary Education

Objective 3: Improve the experience of students and educators of color Acceleration Road Map Biggest Winner Math Challenge Classroom Instruction Videos and Culturally Responsive Teaching Rubric Classroom Teacher and School Level Administrator Rubrics Collaborative for Academic Social Emotional Learning: Collaborating States Initiatives Culturally Responsive Look Fors Culturally Responsive Teaching Video Library Deeper Learning DESE Cultural Proficiency Training District Leaders Network for School Climate, Student Support, and Family Engagement Early College and Innovation Pathways Educational Stability Educator Effectiveness Rubrics and Talent Guide Emergency License Webinars High School Education Pathways Influence 100 Inspired Initiatives Kaleidoscope Collective for Learning Model School Visit Protocols MA Tiered System of Supports: Culturally Responsive Instruction and Leadership Academies Online Platform for Teaching and Informed Calibration (OPTIC) Content Fellows Culturally Responsive Teaching Collection Partnerships to support educator retention Principals for Effective Practice for Integrating Student Services Principal and Teacher Advisory Councils Reimagining Secondary Schools Partnership Rethinking Discipline Initiative Safe and Supportive Schools Framework Guide and Reflection Tool Safe and Supportive Schools Grants Systems for Student Success Initiatives Teacher Diversification Professional Learning Community 21stCentury Community Learning Centers (CCLC) Grant Programs 5

Timeline of select DESE-lead efforts to create a more diverse and culturally responsive educator workforce Since FY2019, DESE has awarded approximately $6 million to school districts to support local efforts to enhance and strengthen diverse teacher recruitment and retention programs. o Grant funds provide financial incentives and support such as: signing bonuses, relocation assistance, loan repayment reimbursement, MTEL preparation and examination vouchers. o Grant provides direct support for the development of education pathways for high schools and curriculum reviews. o In FY2022, DESE will award up to $3 million additional dollars to support school and district recruitment and retention efforts. September 2020 DESE released, Promising Recruitment, Selection, and Retention Strategies for a Diverse Massachusetts Teacher Workforce. Developed in partnership with TNTP, the Guidebook supports school and district leaders to design and implement comprehensive teacher diversification strategies. Massachusetts Department of Elementary and Secondary Education

Timeline of select DESE-lead efforts to create a more diverse and culturally responsive workforce (cont.) October 2020, BESE approved the implementation of an alternative assessment pilot to the state s Massachusetts Test for Educator Licensure (MTEL). Spring 2020, DESE approved the use of emergency licenses to address the impact of the pandemic on prospective educators ability to enter the teacher workforce. o Teachers with an emergency license are more likely to be Black/African American or Latinx. o Plans developed to support the retention of these teachers in the profession. Spring 2021, developed Educator Effectiveness Talent Guide to address hiring, student teachers, new educator supports, retention strategies, and high-quality supervision and evaluation. Summer 2021, developed DESE policy for identifying home mortgage assistance programs to support the collection and dissemination of mortgage assistance programs. Massachusetts Department of Elementary and Secondary Education

Timeline of select DESE-lead efforts to create a more diverse and culturally responsive workforce (cont.) Fall 2021, DESE will continue to implement the Teacher Diversification PLC and support approximately 100 LEAs (traditional school districts, charter schools, career/vocational technical education schools, approved special education schools, and collaboratives) and 500 school and district personnel. Fall 2021, DESE will implement 2ndyear of its culturally responsive teaching and culturally responsive leadership academies. The academies provide intensive professional development to both school and district leaders. Fall 2021, DESE welcomed the 3rdcohort of the Inspired Fellowship program. This fall we welcomed a new cohort of 20 Fellows all current in-service teachers. Fall 2021, DESE welcomed the 3rdcohort of Influence 100 fellows into the fellowship program. o To date, DESE has engaged 63 aspiring superintendents from across 26 districts in the signature 2-year fellowship program. Massachusetts Department of Elementary and Secondary Education

Racially and Ethnically Diverse Educators, Teachers, & Superintendents Statewide FY2019-2021 10.4% All Educators 11.0% 11.7% 8.2% Teachers 8.5% 9.2% 3.6% Superintendents 3.7% 5.1% 0% 2% 4% 6% 8% 10% 12% 14% 9 Massachusetts Department of Elementary and Secondary Education FY19 FY20 FY21

Percent of New Racially and Ethnically Diverse Teachers Hired Statewide & TDG Pilot Program Districts, FY2019-2021 12.6% Statewide Overall 12.3% 14.5% 18.6% TDG Average 15.2% 20.8% 0% 5% 10% FY20 15% 20% 25% FY19 FY21 10 Massachusetts Department of Elementary and Secondary Education

Racially and Ethnically Diverse Administrators, Teachers, and Paraprofessional Retention Rates, FY2019-2021 75.0% Administrators 80.9% 86.2% 80.7% Paraprofessionals 78.6% 81.8% 80.0% Teachers 81.9% 84.2% 0% 20% 40% FY20 60% 80% 100% FY19 FY21 11 Massachusetts Department of Elementary and Secondary Education

Administrator Retention by Race and Ethnicity, FY2019-2021 75.2% Asian 82.9% 87.0% 77.3% African American/Black 80.6% 84.9% 71.8% Hispanic/Latino 81.6% 87.3% 82.9% White 84.7% 87.9% 0% 20% FY19 40% 60% 80% 100% FY20 FY21 12 Massachusetts Department of Elementary and Secondary Education

Teacher Retention by Race and Ethnicity, FY2019-2021 81.9% Asian 83.1% 85.8% 79.2% African American/Black 81.0% 82.5% 79.3% Hispanic/Latino 83.2% 84.9% 88.1% White 88.2% 88.8% 0% 20% FY19 40% 60% 80% 100% FY20 FY21 13 Massachusetts Department of Elementary and Secondary Education

Paraprofessional Retention by Race and Ethnicity, FY2019-2021 80.8% Asian 81.4% 82.7% 78.6% African American/Black 77.1% 82.9% 83.2% Hispanic/Latino 79.6% 81.1% 79.8% White 79.4% 77.8% 0% 20% FY19 40% 60% 80% 100% FY20 FY21 14 Massachusetts Department of Elementary and Secondary Education

Looking forward Continue to identify, implement, and scale evidence-based practices to create a more diverse and culturally responsive MA educator workforce Continue to study the efficacy of our programs, in relation to our stated goal and student outcomes (tested and non-tested areas) Release new educator data dashboard Scale high school education pathway programs Disseminate DESE efforts to create a more diverse and culturally responsive educator workforce 15 Massachusetts Department of Elementary and Secondary Education