I also believe, three years from now, we will see increased collaboration among stakeholders, where all entities and institutions will view teacher preparation as a partnership with shared accountability.
This is why cultural responsiveness training for teaching staff is key so they develop an awareness of how they may influence their young students to consider college and possibly a career in teaching. Teachers need to frequently share with their students the positive information about why they went into teaching.
There are numerous districts in the U.S. that are working with new pay structures and are gaining ground in dealing with the aforementioned problems. Their work serves as a model for the rest of the country. While pay is only one piece of the solution, it is a big piece and one that we can tackle.
We all seem to agree that effective teachers drive student achievement. So it’s no surprise that many efforts are directed at increasing teacher effectiveness—from more rigorous licensing exams, to reconstructing teacher evaluations and the evaluation process.
A bigger problem, however, seems to be the ability to keep those who do become teachers, in the teaching profession. In fact, culturally diverse teachers are leaving the teaching profession at a rate that is 24 percent higher than their white counterparts.