From Just Being Woke to Doing the Work of Recruiting Diverse Teachers

Getting Woke Means Reflecting on Culture—Yours and Others’

Once You’re Woke, It’s Time to Do the Work

• Willingness Culturally responsive recruiting demands a willingness to create a district, school and classroom climate that moves beyond tolerance and welcoming teachers of color. Such a climate recognizes and interrupts with intentionality the structures that have traditionally led teachers of color right out the door. That being said, a school district, like Montgomery County Public Schools, Maryland, with the resolve to have an Equity Initiatives Unit committed to advancing racial justice and interrupting systems of oppression should be championed.
• Opportunity Just like students of color, teachers of color want to know that they truly have a fair shot. The opportunities presented to both groups must be authentic and capitalize on the strengths of individuals of color. In Montgomery County, we often bring in bilingualism, biculturalism, multiple worldviews and perspectives that benefit all students and staff. When advertising for diverse candidates be ready to engage and share in diverse racial and cultural experiences.
• Relationships/Responsiveness With relationships, it’s simple. Be responsive—quick and positive—from the get-go. Culturally responsive recruiting builds relationships not just with the candidates but with the community or institution from which you are recruiting the candidates. If you’re participating in a recruitment fair at a minority serving institution (MSI), know the history of the institution. Most graduates of MSI’s take great pride in their schools. Study the alumni and student newsletters, and follow the school and education departments on social media. To engage with these grads, you’ll need to be comfortable and confident enough to show how your district intentionally creates, nurtures, prioritizes and sustains community for candidates of color.
• Knowledge To put a spin on a famous Jesse Jackson quote, let me say, “You can’t recruit those you don’t know and you can’t recruit them from where you won’t go.” First, set your assumptions and biases aside and get to know educators of color up close, from a racial, cultural and personal perspective. Current and aspiring educators of color are ready for conversations that interrupt systems of bias, oppression and inequities. As you engage and sustain those conversations, be smart enough and sincere enough to use verbal and non-verbal language that speaks to the value of the educators you are recruiting. When prospective educators follow your Twitter feed, Facebook page and other social media platforms, is there clear evidence that your district is welcoming? Are there affinity groups that provide support, professional learning, camaraderie and leadership development, like the BOND Project in Montgomery County Public Schools and The Fellowship in Philadelphia? Does your district have a board policy that focuses on racial equity, like the one in Saint Paul Public Schools? Finally, never forget that people of color are relational. The professionals that you are trying to recruit want to be seen, respected and treated as smart, committed, innovative, caring, cultural and racial individuals.