Beyond Hiring: How to Keep Teachers and Staff in Schools
Retaining a diverse and skilled workforce is a critical challenge for school districts today. By creating an inclusive environment where all staff feel valued, supported, and have opportunities for growth, school districts can improve retention and build a stronger, more representative community.
CoSN’s Belonging & Inclusion committee shared their feedback on key issues related to retaining diverse staff, offering actionable insights for education leaders.
Top Reasons Diverse Staff Might Leave
A lack of belonging and support is a primary reason for staff turnover. Staff members from diverse backgrounds (age, gender, race, experience, etc.) may feel isolated, disconnected, or unheard, especially in districts that lack a diverse leadership team or a strong peer network.
Another significant factor is the lack of growth opportunities and career pathways. Many staff members may feel they have limited opportunities for advancement within the district and are passed over for promotions. Additionally, while the benefits of working in K-12 education, such as work-life balance, are a draw, the lack of competitive salaries compared to the private sector remains a major consideration for many.
Fostering a Sense of Belonging
A true sense of belonging is cultivated through specific, intentional actions. Staff members report feeling a sense of belonging when:
They are acknowledged and given credit for their work.
There is a culture of open communication and transparency.
Leaders and colleagues make an effort to find common connections outside of work, such as family or hobbies.
Creating a supportive team environment where individuals work hard together towards a common goal can significantly build a sense of belonging.
Making Professional Development and Social Events Inclusive
To make professional development (PD) and social events more inclusive, districts must be intentional and thoughtful. Key suggestions include:
Intentionally diversifying speakers at PD events to provide staff with a “mirror” of themselves.
Designing events with accessibility (UDL) in mind for all attendees, including those with different needs.
Considering all identities, including religion and race, when scheduling events to avoid conflicts with important holidays.
Providing personal invitations and ensuring that events are welcoming to everyone.
Supporting Professional Growth and Leadership
Providing equitable opportunities for professional growth is crucial for retention. Recommendations for mentorship and leadership programs include:
Establishing formal mentorship programs, with a focus on connecting diverse staff with mentors who have similar identity markers or can provide guidance on navigating career pathways.
Creating opportunities for networking, such as informal “coffee and chat” sessions, to allow for organic mentor-mentee relationships to form.
Cross-training staff to provide them with new skills and create a more resilient team.
Offering access to professional learning platforms like Udemy to support continuous skill development.
Immediate Actions and Long-Term Goals
District leaders can implement small, immediate changes that have a significant impact, while also setting long-term goals for sustained retention.
Immediate Actions:
Conduct informal one-on-one conversations with staff to listen to their needs and concerns.
Implement a “buddy system” for new team members to ensure they have immediate support and guidance.
Document and create a knowledge base of standard procedures to improve clarity and reduce confusion.
Celebrate team wins and acknowledge individual contributions in a way that is meaningful to each person.
Long-Term Goals:
Foster a culture of trust and belonging where staff feel safe to ask questions and “name the thing” to address issues directly.
Develop clear career ladders and opportunities for advancement within the district.
Hold leaders accountable for creating an inclusive environment and actively addressing gaps in knowledge and support.
To effectively retain diverse school staff, leaders should focus on creating an inclusive environment where all employees feel valued and supported. This can be achieved through immediate actions like one-on-one conversations and new-hire buddy systems, as well as long-term goals such as fostering a culture of trust and developing clear career pathways. Taking even one of these steps can help your district retain passionate, talented educators.
CoSN is vendor neutral and does not endorse products or services. Any mention of a specific solution is for contextual purposes.
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The Consortium for School Networking (CoSN) is the premier professional association for school system technology leaders. CoSN provides thought leadership resources, community, best practices and advocacy tools to help edtech leaders succeed in the digital transformation.
