The program for increasing workplace diversity is a collaboration between the CREC Resource Group and Connecticut school districts. It is integral to increase the numbers of African American, Hispanic/Latino, Native American, and Asian American teachers and administrators in the state's public schools. Expert Solutions services include, but are not limited to, assisting schools in attracting, recruiting, hiring, and retain a diverse teaching and administrative personnel that more closely represents the student population's diversity.
As of 2015, data students of color account for over 40% of Connecticut's public school students; only 8% of the state's teachers and about 2% of the administrators in Connecticut's public schools are people of color.
The lack of minority representation in the educational field is a concern for urban, suburban and rural school districts. All children must have access to positive teaching, learning experiences, and role models with educators from various backgrounds, to be successful in an increasingly racially and culturally diverse society. Many Connecticut, public school students, will never have the opportunity to engage with a teacher of color.
CREC Resource Group staff seek to continuously develop innovative programs in partnership with local school districts and the State Department of Education to increase racial and cultural diversity in the classrooms of Connecticut. The Minority Teacher Recruiting (MTR) program focuses on increasing teacher diversity, and is integral to having equitable practices and achievement for students of color in our schools. Teacher quality has been identified as an essential element for school reform and the success of students of color. Issues of cultural competence and diversity in the teacher workforce are critical factors in improving the performance of students of color. The imperative for racial and cultural diversity are central factors in the quality equation in teaching. Increasing the percentage of teachers of color in the workforce is connected to improving all students' educational experiences. Policymakers, educators, community members, students, researchers, parents, and school leaders recognize that the education profession needs more teachers of color.
More teachers of color would increase educator role models as educators, for students of color and all students. Research findings include that teachers of color:
While the recruiting landscape continues to change, our vision remains the same. Our programming is comprehensively designed to support local school districts in recruiting, retaining, and advancing teachers and administrators of color.
As we provide educational leadership in developing diverse classrooms, we are providing a lasting legacy of racial and cultural literacy that will impact the academic, social and economic success of the children and their families throughout the state of Connecticut. By providing a culturally rich learning environment for all children, we are equipping our students to successfully thrive in and contribute to their local, state, and global communities.
The RESC Alliance Virtual Career Fair Aimed at Increasing Workforce Diversity is committed to building a supportive community whereby teachers and administrators of color are actively recruited.
The CREC Teacher Residency Program is an alternate route to the elementary certification program that embraces a different approach to attract and retain minority teacher candidates (residents):
– Do you demonstrate a commitment to diversity in the field of education?
– Do you hold a Bachelor's degree?
– Are you an alumnus/alumna of a CREC Magnet School, Hartford Public School, or Open Choice program?
Connecticut teachers have some of the highest teacher standards in the nation. For information regarding Connecticut state certification requirements, visit the Connecticut State Department of Education.
The RESC Alliance Virtual Career Fair Aimed at Increasing Workforce Diversity focuses on increasing the number of teachers/administrators of color by using a multi-pronged approach. Short-term and long-term objectives center on:
We maintain a database of qualified minority candidates. Year round services provide participating districts with pre-screened candidate files complete with job applications, three letters of reference, transcripts, resumes and educator certificates and licenses.
Participating school districts and educational organizations are represented each year at the annual minority teacher recruitment career fair.
Our participant districts meet with members of the Expert Solutions team to develop a systemic and culturally responsive approach to attract aspirant educators of color to each specific school and district. This includes enhancing the human resources structure in schools and districts.
One way to meet the growing demand for teachers of color is to help them thrive in their school settings and careers. Our retention programming is focused on establishing infrastructure that fosters a school climate that is supportive to educators of color and a school culture that fosters the inclusion of people of color across all layers of the school's social fabric.
The MTR program aims to establish and develop collaborations and projects that improve the rate of students of color attending college, respect for the teaching profession, resources, and social networks that support entering the education profession. Programming to engage high school students includes engaging in a comprehensive teacher readiness program and learning about supports designed to equip students of color to pursue a career in education teaching and education. This intensive and inclusive career development and college readiness program provides academic and social support to students from secondary and post-secondary schooling.
Our goal is to establish context-specific, student-centered, and culturally responsive programming to help students of color in different communities and school settings to become career educators.
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