Each student—including students with higher needs and students of color—has access to strong teaching, which includes having strong, well-supported teachers, who are able to meet their students’ distinct needs and provide engaging, culturally relevant, and standards-aligned instruction, so all students can reach high standards and thrive. The teaching workforce reflects students’ racial and linguistic diversity.
Sample Questions to Ask
- How does the assignment of novice teachers, ineffective teachers, or long-term substitutes to students differ across student groups and/or across schools in our district?
- Does each student in our district have access to teaching practices that are engaging, culturally relevant, and standards-aligned?
- Do retention rates differ for teachers of color and linguistically diverse teachers, compared to other teachers?
See our DIY District Diagnostic for more examples and recommendations about the types of data to look at.
Common Causes of Inequity
- Non-Strategic Assignment Practices: Because of a lack of incentives, recognition, and opportunities for growth, the strongest teachers may not find roles in the highest need schools to be attractive or sustainable.
- Poor Working Conditions: Challenging workloads or school climates can reduce teachers’ morale and retention and interfere with the quality of teaching practices.
- Flawed Hiring Practices: When teacher pipelines and hiring practices are flawed and/or biased, districts can struggle to recruit a sufficiently high-potential and diverse applicant pool.
See our District Guidebook for more root causes and action steps to address inequities.
No single dimension of education resource equity can unlock every student’s potential—but when dimensions are combined to meet students’ distinct needs, they are a strong foundation for unlocking better, more equitable experiences in school.
Explore the School Leadership Quality & Diversity dimension, as school leaders make many of the decisions that shape teacher performance, hiring and retention.