Diversity & Inclusion

Paraeducators could be the key to increasing Washington State teacher diversity

 
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PARAEDUCATORS COULD BE THE KEY TO INCREASING WA TEACHER DIVERSITY

TL;DR 

  • The vast majority of Washington’s teachers are white (89%). Almost half of the student body are students of color (46%).

  • Studies show that students benefit from a diverse teaching workforce.

  • Helping paraeducators become fully certified teachers can help reduce educator shortages and increase the number of bilingual teachers and teachers of color.

  • Washington is a nationwide leader in paraprofessional teacher training.

 

WASHINGTON STUDENT BODY MUCH MORE DIVERSE THAN TEACHERS

In Washington, the vast majority of the teaching workforce is white (89%), while the student body is increasingly made up of students of color (46%). As covered by the Seattle Times and Columbia Reporter in a multi-part investigative series, school districts across the state are struggling to employ teachers that reflect the demographics of their students.

WHY A DIVERSE TECHING WORKFORCE MATTERS

Research proves the numerous positive effects of a diverse teaching workforce. For instance, The Seattle Times noted a study which showed that low-income, black boys who were taught by at least one black teacher in grades 3-5 were almost 40% less likely to drop out of high school and showed a stronger interest in attending college. 

Teachers of color also help ensure that students of color are receiving the services they deserve. A recent study showed that African-American children are three times as likely to be placed in gifted education programs if they have a black teacher rather than a white teacher. This benefit is especially relevant in Seattle Public Schools where the Highly Capable Cohort is disproportionately white.  

It is clear the state needs to be working to diversify their current teaching workforce. But how?  

 

PARAEDUCATORS MORE ACCURATELY REFLECT THE DEMOGRAPHICS OF THE STUDENT BODY

We took a look at Washington education workforce data and it shows that paraeducators could help Washington diversify its K-12 faculty (most recently available data is from 2015/16).     

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The above graph shows that the proportion of paraeducators of color is nearly double that of teachers. Additionally, developing teachers who already live and work in the school’s community is an important strategy for reducing the educator shortages that exist across Washington state.

 

WASHINGTON LEADS ON PARAEDUCATOR PIPELINE

Washington state is a leader in new initiatives to build paraprofessional-to-teacher pipelines (see reports from New America and The Learning Policy Institute at Stanford).  Communities across Washington have implemented “Grow Your Own” programs, which recruit, train, and support potential teachers from communities that school districts serve. For instance, Highline School District runs a program that serves bilingual paraprofessionals and helps them achieve an elementary education endorsement.

The State of Washington Professional Educator Standards Board (PESB), released a report highlighting the early success and potential of Grow Your Own (GYO) programs in Washington and across the United States. In part by designing programs to serve paraprofessionals, Colorado and Illinois were able to increase their statewide teacher roster by 166 and 150 respectively over the past 4-5 years, with more candidates in the pipeline.

 

What’s Next?   

Grow Your Own programs are a good start to increasing paraeducator training. From our review of the research and current programs, we’ve compiled a few additional recommendations to strengthen paraprofessional pipelines:

  • Create career connected learning for paras and aspiring paraeducators (including high school students) to create an educator industry pathway.

o   For instance, the Academy for Rising Educators (ARE) is a new program created through partnership between Seattle Public Schools, Seattle Central College, and the City of Seattle’s Seattle Promise Scholarship. It gives Seattle Public Schools juniors and seniors the opportunity to take courses and participate in internships that fulfill prerequisite requirements for becoming a paraprofessional.

  • Include paraprofessionals in aligned professional development, evaluation, and career ladder systems to recognize their contributions and set them on a path toward full accreditation.  

  • Expand alternative teacher licensure and certification that utilize performance and competency-based approaches especially for paraprofessionals who already have a BA and teaching experience. (The last two recommendations were suggested by bilingual paraeducators in focus groups conducted by New America)

 

Finally, it’s important to call out that paraeducator training is only one lever to increase teacher diversity. To reach teacher-student demographic parity, we must continue to support students of color to complete high school and to graduate from postsecondary educator training programs. And similar to issues in the private sector, school districts should continue work to dismantle barriers and biases within their hiring processes.

Oh no! Another CSR article: The Über-Framework (Part II)

What’s your favorite CSR stock photo cliche? Here are three of ours…

What’s your favorite CSR stock photo cliche? Here are three of ours…

Last time, we discussed our learnings on why CSR is important.  Today, we dive into the fun part of designing and executing an impactful CSR strategy.

 

To determine the key elements of a CSR strategy, we went where any self-respecting consultant with too many pedigrees would go: Google.  There were over 50 million hits…

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So we refined our research strategy and instead looked at what the fancy firms and publications to develop an “über-framework” of CSR strategy (aka the 5 most important considerations cited by the experts).

I’ll be honest, we were a bit surprised by this chart – namely, how little variation there was across the various experts (was everyone in the same room at the Aspen Institute? More importantly, can we score an invite to the next one?)

Our takeaway: CSR isn’t rocket science, but like most things it requires intentionality and thoughtful planning to get it right.  If you’re an organizational leader who’s intimidated by CSR, don’t be.  You can get started now.

 

A few other thoughts and musings:

1.       “Play to your strengths” is good advice

Even if all the experts mentioned this lever, it’s still worth talking about.  Your organization’s core capabilities should be well-connected to your CSR strategy.  This will increase your impact and could lower the cost to implement.

Examples of well-connected CSR programs: Subaru – Zero-Landfill, Warby Parker – “Buy a pair, give a pair”, Starbucks & Arizona State University — bachelor’s degree partnership

 

2.       Avoid spreading “propaganda” couched as CSR

In the CSR world, the means are just as important as the ends.  CSR should produce mutual benefits for the community and the company – otherwise it’s just propaganda. (exhibit A: Volkswagen’s “clean diesel” campaign, aka “Dieselgate”)

 

3.       Collaborate with key stakeholders

You could have the best intentions – but if your CSR strategy isn’t actually built with the people it’s meant to benefit then you’re SOL.

 

4.       Diversity and inclusion plans are not CSR – they’re table stakes

In our research, we came across multiple articles and corporate reports citing diversity / inclusion as part of CSR strategies.  We couldn’t disagree more.  Diversity and inclusion is a growth strategy.  Companies that can’t attract, retain, and promote a diverse workforce (defined broadly) will be at a competitive disadvantage – end of story.

 

Innovative approaches to CSR

We also came across a few examples of companies really taking a comprehensive or innovative approach to CSR that we’d like to share.  Here are a few:

  • LEGO: Foundation-funded research on play-based learning, employees trained as “play agents” in communities

  • MOD pizza: industry-leading benefits

  • Orix: employee-governed charitable foundation

  • Unilever: expanding distribution into rural areas through job training

Thanks for reading. Let us know if you like the content so far or have suggestions for future posts and deep dives – send us an email on the contact us page.  Our next post will take a more local and quantitative tack where we dig into data on Washington state school districts… stay tuned!


  1. Boston Consulting Group: Total Societal Impact

  2. Bridgespan (Chris Addy, Maya Chorengel, Mariah Collins, Michael Etzel — published in HBR): “Calculating the Value of Impact Investing

  3. FSG (co-founders Michael Porter and Mark Kramer): Creating Shared Value (FSG site, HBR article)

  4. HBR (V. Kasturi Rangan, Lisa Chase, Sohel Karim): “The Truth about CSR

  5. McKinsey Quarterly (Tracey Keys, Thomas Malnight, Kees van der Graaf): “Making the Most of Corporate Social Responsibility

  6. Stanford Social Innovation Review (Jody Kirchner): “Three Steps to Making CSR Count