Retaining and Supporting Educators of Color

Recruitment is just the beginning—retention is where equity takes root. Educators of color often face an “invisible tax”—an additional emotional and labor burden that isn’t formally recognized or compensated. This can include informally mentoring students of color, leading DEI initiatives, or navigating microaggressions and bias in the workplace. To address this, El-Mekki and Lachlan suggest the following strategies:

1. Distribute DEI Work Equitably – Ensure that DEI responsibilities are shared across all staff to avoid overburdening educators of color.
2. Provide Culturally Responsive Mentorship – Offer mentorship programs that support the unique experiences and challenges of educators of color.
3. Create Affinity Groups – Build communities of support where educators can connect and share resources.

Building Pathways to the Profession

To address systemic barriers, El-Mekki and Lachlan highlight the power of “grow your own” pathways that cultivate future educators from within the community. Here’s how these programs can make an impact:

• Reduce Financial Barriers – Provide financial support or stipends to aspiring educators.
• Honor Lived Experiences – Embrace the unique cultural knowledge and community connections that prospective teachers bring.
• Strengthen Community Ties – Build strong relationships between schools and the local community to nurture long-term support.

Curious about how these strategies can transform your district? Listen to the full conversation in Season 2, Episode 10 to discover how you can lead with equity and create lasting impact.