New York might be one of America’s most racially diverse cities, but its teacher pool is decidedly not.
In a city where 85 percent of the public school students are racial minorities, 60 percent of the teachers serving them are not. Only a quarter are male, and of that group, less than 8 percent are men of color — a concern because, as multiple studies have shown, the more diverse the teaching population, the better the outcome for minority students. In one such study, for example, black teachers were more likely to have higher expectations of black students compared to white teachers.
To help remedy that stark disparity in student-teacher demographics, New York Mayor Bill de Blasio’s administration launched the NYC Men Teach initiative in 2015, vowing to put an additional 1,000 men of color on course to become teachers over three years.
But the city may be focusing too much on recruitment rather than retention, some education advocates say.
On the surface, the initiative has come close to achieving its goal. According to WYNC, Men Teach has recruited some 900 non-white men to the profession, with 350 of them currently employed in the school system. The problem? There is little proof that they will remain in those jobs for the long haul.
“Historically, financing has gone to initiatives that focus on recruitment, and there has been little focus on keeping teachers of color in the field once we get them there,” says Cassandra Herring, executive director and CEO of BranchEd, a new organization that works with minority-serving institutions, or MSIs, on analyzing recruitment and retention practices.
Herring points to a landmark 1983 report by the U.S. Department of Education, called A Nation At Risk, that boldly outlined the problems within America’s school system, including the lack of diversity among teachers. In the wake of the report’s publication, programs that recruited minority candidates surged, resulting in a 104 percent increase in teachers of color between the 1987 and 2011 school years. Those numbers have since have dropped.
Similarly in New York, which counts 75,000 teachers and 1.1 million students in the district, the number of male minority teachers had been steadily ticking upward until recently. By 2015, the number of black male teachers had shrunk to less than 4 percent, a drop of one percentage point since 2004. The ranks of male Asian and Latino teachers, meanwhile, have held steady at around 3 percent and 1.5 percent, respectively. But during the same period the city has seen a surge in the city’s Hispanic population, according to data collected by the Research Alliance for New York City Schools.
“I remember I asked a principal, ‘What is your graduation rate?’ and she answered, ‘Well, a lot of our students come from the housing projects,’” said former U.S. Secretary of Education John King in a panel discussion last year at the University of Southern California. “People just give up on these kids because of their backgrounds.”
In October of 2016, the Obama administration tried to address the issue by revising federal regulations to make it easier to be accepted into teacher preparedness programs. The hope was that doing so would attract more diverse talent, but to critics it was a slap in the face.
“It’s such a tremendously insulting move to African Americans and Latinos to say, ‘We want you to come into the profession so badly, and the only way we can make that happen is if we have no standards.’ I can’t imagine what that does to someone’s psyche,” Kate Walsh, president of the National Council on Teacher Quality, told the Hechinger Report. “We do a tremendous disservice to think that the way to diversify the teaching profession is to lower the bar.”
By focusing solely on attracting minorities to teaching, the government and outside organizations do a disservice to the ones who are already in the classroom, argue critics. The numbers bear this out: Black and Latino teachers leave their jobs at higher rates than their white coworkers.
One reason could be the conditions in which minority teachers find themselves. A report by the Brookings Institution found that these teachers are siphoned into schools with more curriculum problems and poor funding, resulting in longer hours compared to white teachers in more well-funded schools. Take Teach for America, for example; turnover among its participants has been a consistent problem for the nonprofit, which trains and places high-performing college graduates into some of America’s most problematic schools.
The good news is that some programs, like BranchEd where Herring works, are starting to direct efforts at keeping minorities in the profession by exposing prospective teachers to other aspects of the job, such as what it’s like working with poverty-stricken kids in underfunded schools. In addition, BranchEd partners with educator-training programs that enroll the most non-white candidates, such as historically black colleges and universities and other minority-serving institutions.
The black, Latino and Asian teachers that graduate from MSIs, says Herring, are staying in their jobs longer than their traditionally educated peers. She credits the success of these institutions to a “special sauce” that emphasizes student outcomes and supporting students’ emotional integrity rather than focusing solely on course and curriculum development. Through BranchEd, Herring is sharing that recipe of success with other organizations, which includes giving candidates a trial-by-fire lesson in teaching a class and then getting feedback — a model she calls “learning by doing.”
“The problem [of hiring and retaining minority teachers] is a bit gargantuan, and every program and school is trying to address it by taking different approaches, but we need to become more unified,” she says. “We see success in what we’re doing at BranchEd, which is hoping to simplify the MSI model for other institutions to learn from.”
But despite the efforts of organizations like NYC Men Teach and BranchEd, advocates are worried that the progress that’s being made won’t be enough, at least in the immediate future.
“We think of the work of transforming the field of education as generational; it’s not a shift that happens within a year or five years,” says Peter Fishman, vice president of strategy with Deans for Impact. “It takes 10, 15, 30 years before you see the true impact.”
Nonetheless, he says, there is hope that current teachers of color will at least spark aspiring students to continue in the career path of their favorite teacher. “When you achieve [teacher diversity], you’re impacting one student of color and then inspiring them to do the same, and so forth. It becomes a bit of a virtuous cycle.”
Tag: Minorities
How One New Jersey City Is Boosting Minority Entrepreneurship
Newark, N.J., is an urban renewal success story — but only for some of its 280,000 residents.
As more and more people move into sleek new lofts downtown, and amenities like a new pedestrian bridge and urban park draw hordes more, a disparity has become abundantly clear: Newark’s minority entrepreneurs are being left out of all this development.
Lyneir Richardson, executive director of the Center for Urban Entrepreneurship and Economic Development (CUEED) at Rutgers University, recalls a flood of people knocking on the doors of the business school, asking for help accessing resources. “‘We’re not getting accepted to the local accelerators,’” Richardson says the school kept hearing — particularly from minorities and women looking to launch businesses.
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Underrepresented entrepreneurs like the ones Richardson works with often have trouble breaking into the formal and informal networks that support startups. If you know someone who’s opened a small business you’re likely to get recommendations of lawyers and accountants who can help you. But the would-be business owners CUEED works with — about 70 percent of whom are black or Latino, and 60 percent of whom are women — don’t have that advantage, says Richardson.
They also tend to have more trouble accessing capital in the form of investments or loans, and they may need education on what their financing options are, he adds.
Rich in Resources
In many ways, Richardson is the perfect person to serve as a champion for these marginalized entrepreneurs. He was raised as the son of business owners in Chicago, where his parents owned a bar, a restaurant, and two specialty popcorn stores, and he grew up hearing about the bread-and-butter issues of running small operations.
Later, when Richardson was 27 and a lawyer for a large bank, he was assigned pro bono work helping identify candidates for loans in a tough area of Chicago. From the perspective of the bank, Richardson says, the neighborhood didn’t look promising. But he had a different view.
“I knew people who grew up there — I grew up there,” he says. Right then, he made a life-altering decision: “I wanted my personal mission to be seeing opportunity in people and places that others didn’t.”
From any viewpoint, Newark has a lot of potential. “This is an area that’s always been asset-rich,” Richardson says, with major air, shipping and rail hubs, several colleges and universities, and New York City right next door. The mayor, Ras Baraka, has championed local businesses and recently launched an initiative aimed at encouraging institutions like Rutgers and its employees to “live, buy and hire local.” But there remains a challenge — namely, making sure that all this opportunity is equally open to everyone.
Brainstorming Solutions
Richardson attended the Kauffman Foundation’s inaugural ESHIP Summit in Kansas City, Mo., which gathered people from around the country who work to support entrepreneurs in their communities. A common goal, no matter where participants hailed from, was generating new ideas to build thriving ecosystems that connect people who want to start businesses with the resources they need to do so. For his part, Richardson came out of the summit with a couple of concrete ideas he hopes to put into action in Newark.
The first is a solution to a problem that many minority and female entrepreneurs face: They don’t know anyone who has thousands of dollars to lend them as informal seed money. At the Summit, Richardson heard about entrepreneurs using crowdfunding to raise that first round of funding. Richardson says he knows people in his community are familiar with crowdfunding, because it’s often used to raise money for funeral costs or other personal needs. “Can crowdfunding be broadly defined as a friends-and-family round for entrepreneurs of color?” Richardson wonders. He intends to find out.
After connecting with someone from Seattle who educates angel investors on how to evaluate small business investment opportunities, Richardson is thinking about launching a similar program in his city. His nascent plan: targeting people who have some history in Newark and might otherwise make a donation to an existing program, and instead trying to persuade them to invest in an entrepreneur who can create new value in the city.
“That’s something I heard that I cannot wait to try,” Richardson says.
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This content was produced in partnership with the Ewing Marion Kauffman Foundation, which works in entrepreneurship and education to create opportunities and connect people to the tools they need to achieve success, change their futures and give back to their communities. In June 2017, the foundation hosted its inaugural ESHIP Summit, convening 435 leaders fighting to help break down barriers for entrepreneurs across the country.
When Entrepreneurship Is the Only Option
It was a childhood lie that sparked the entrepreneurial fire in Geraud Staton and set him on a path that would eventually transform his community.
When he was 14, Staton’s older cousin bragged about how he’d been creating comic books and selling them at school for a dollar. “I thought, ‘He’s making money. I can do the same,’” recalls Staton, who now mentors other aspiring entrepreneurs in Durham, N.C. There was just one problem, though. “He told me later that he was absolutely lying — he was just trying to impress his little cousin,” Staton says. But the idea had been planted in Staton’s mind, and by the time he finished freshman year he had his first taste of entrepreneurial success: buying candy in bulk and reselling it to his classmates for a profit.
People who succeed in launching businesses typically have unfettered access to advice and support from a parent, a grandparent or an uncle who was an entrepreneur themselves, he says. “But there are people in communities, including mine, who did not have that. I wanted to be that uncle,” says Staton, whose mission to help what he calls “entrepreneurs of necessity” led him to found the Helius Foundation, a nonprofit that provides free coaching and mentoring to under-resourced small business owners in Durham who have struggled to find living-wage jobs.
“It’s incredibly hard to be an entrepreneur,” says Staton, who attended the Kauffman Foundation’s inaugural ESHIP Summit in June, where NationSwell caught up with him. “But it’s even harder for this particular group of people to find dignified jobs.”
Paying It Forward
Staton credits the early support he got from adults like his teachers and principal with having an outsize impact on his future. “I assumed at the time that everyone had the same encouragement and opportunity,” Staton says of his younger self. As he matured, however, he realized that for many of his peers — Staton grew up in a predominantly lower-middle-class African-American neighborhood in Durham — that simply wasn’t true.
Many of the minorities and women Staton works with have marketable skills but lack business sense. “These are people who can’t afford to fail, starting businesses that are often the first to fail,” he says. To remedy that, the Helius Foundation provides them with free coaching and mentoring services, helps them develop a strategic plan, and teaches them marketing basics.
Though Helius has a short history, having launched in 2015, it’s already given several program participants a much-needed leg up. One mentee, Connell Green, had worked in restaurants until an I-beam fell on him, temporarily paralyzing him. After the accident, he lost his family and his home. “He used baking as a way to heal and focus his attention, and help get some of his mobility back,” Staton says. Now he’s the owner of a successful bakery.
Another mentee is Ayubi Easente, who at just 14 years old is running a thriving business refurbishing high-end sneakers. “He doesn’t know if this is what he wants to do for a living,” Staton says, but Easente is gaining skills that will serve him throughout his life no matter what he eventually pursues.
From Obstacles to Opportunity
The Helius Foundation is based in Durham’s Hayti district, an area that used to be home to a flourishing African-American community with many black-owned businesses; it was once known as the “Black Wall Street.”
But thanks in part to the construction of an interstate that divided Hayti in the early 1960s, the community suffered a serious decline. Today, 46 percent of African-Americans live at or below the poverty line, Staton says, and fewer than 18 percent of local businesses are black-owned. “Those numbers are just horrifying,” he says, adding that changing them “would be huge for our city.”
But building a local ecosystem that supports entrepreneurship is a challenge. When you ask residents what the community needs, Staton says, “jobs” is always the answer. But he doesn’t believe that a large corporation relocating to the area is the best solution to the region’s challenges. “If we can get 1,000 people to start a small business and hire one or two people, we get the same number of jobs, but more sustainability,” he points out. “That money gets to stay inside our community.”
A large part of what Staton does is simply encourage people to try entrepreneurship. “I’ve got people who come in and still believe that they can’t make it,” he says. “I’m having to do a lot more psychology than I thought I would.” In a sense, he’s passing on the gift his cousin gave him: “Someone told me I could do it, and I went out and did it,” he says. “We have a lot of entrepreneurs who just don’t know they can do it, so my job is to show them they can.”
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This content was produced in partnership with the Ewing Marion Kauffman Foundation, which works in entrepreneurship and education to create opportunities and connect people to the tools they need to achieve success, change their futures and give back to their communities. In June 2017, the foundation hosted its inaugural ESHIP Summit, convening 435 leaders fighting to help break down barriers for entrepreneurs across the country.
10 Ways to Break Down Barriers for Entrepreneurs in Your Community
How do you build a thriving community of entrepreneurs? At a time when the doors of economic opportunity seem to be shutting out so many people, entrepreneurship is crucial to local neighborhoods. The Kauffman Foundation’s inaugural ESHIP Summit brought together more than 400 diverse entrepreneurial community leaders from all over the country to answer this question.
Below, these entrepreneurial ecosystem builders — people who build communities to support entrepreneurs — share their top tips for energizing entrepreneurship in their communities, no matter where in the world that is.
1. Find Common Ground . . .
Participants came to the ESHIP Summit from 48 states, the District of Columbia, Puerto Rico and 10 countries, each facing their own challenges. But as attendee Alistair Brett of Rainforest Strategies in Washington, D.C., says, “What works in one place may not work in another, but the core of this kind of work is the same for everyone.”
2. . . . But Don’t Copy Silicon Valley
Despite its huge concentration of high-tech startups and venture capitalists,the Silicon Valley model has its weaknesses, particularly when it comes to diversity and inclusion, says Kate Stewart, the executive director of JAXCoE, a network of entrepreneurs and supporters in Jacksonville, Fla. “The more inclusive a company or an ecosystem is, the more robust it is,” she adds. Philip Gaskin, the director of entrepreneurial communities for the Kauffman Foundation in Kansas City, Mo., agrees: “As the demographics in the nation are changing, you need equal representation in your businesses, in your leadership and on your boards to reach your customers and understand their needs.”
3. Unearth Potential
“The capital of economic development is no longer businesses moving from place to place; it’s talent moving from place to place,” Sly James, the mayor of Kansas City, Mo., told the Summit. Many communities also have massive untapped potential in populations that haven’t previously had access to the resources needed to start new businesses. “Women in our state are just now beginning to find their footing” and connect to the support they need, as are minority entrepreneurs, says Shannon Roberts, program manager at the Arkansas Small Business and Technology Development Center.
4. Get Ideas Out of the Lab
Professors and students are conducting cutting-edge research and generating innovative ideas. But the town-gown gap can be hard to bridge. The key is understanding how the motivations of academics differ from those of traditional entrepreneurs, says Lydia McClure, vice president of scientific partnerships at the Translational Research Institute in D.C. Researchers tend to be driven by the impact they can have and aren’t necessarily as interested in creating the next big startup. Everyone involved should be asking themselves, “What do I have to offer?” McClure says.
5. Challenge Stereotypes
What does the typical entrepreneur look like? Accion, an organization that provides microloans to small business owners, often works with low-income minorities who are opening businesses to provide for their families. But no matter the scale of a business, “entrepreneurship is a source of income, job creation, asset generation, and products and services that create value for the community,” says Anne Haines Yatskowitz, Accion New Mexico’s CEO. And with their tenacity, resourcefulness and perseverance, she says, “entrepreneurs can be incredible role models.”
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6. Reach More People
Preston James, the CEO of DivInc, a startup pre-accelerator that supports entrepreneurship among people of color and women, is trying to solve a problem he sees in the otherwise thriving startup ecosystem in Austin, Texas. “What we’re doing in Austin is expanding the ecosystem by being more inclusive of a broader audience,” James says. DivInc connects underrepresented entrepreneurs with mentors, educational opportunities, domain experts and other resources that help lay the foundation for successful new companies. “Some of the other hubs that are up and coming, the sooner they can do that, the more successful they will be — faster.”
7. Consider Your Impact
“I have a fundamental belief that business’s role on the planet is to make life better for people,’’ says Kim Coupounas, the director of B Lab, an organization with offices around the country that supports businesses aiming to be a force for good. Coupounas believes companies should think about their social impact from the beginning. “A huge source of innovation is when companies really consider how they impact their stakeholders,” she says. Ecosystem builders should be thinking about how they’re affecting the world around them too, she says. “It’s not just about creating jobs; it’s about creating good jobs.”
8. Keep It Simple
One successful company can jump-start an entire entrepreneurial ecosystem, and just one connection can help information flow more freely through it. “If one tiny connection fails in your computer, it won’t work,” says Alistair Brett. “But if you make that one tiny connection, it’s back to working.” Adds Wayne Sutton, cofounder of Change Catalyst in the Bay Area, “It’s not rocket science. We’re not talking about going to Mars; we’re basically talking about working with people. You just have to put in the work.
9. Forge Connections — and Friendships
“Entrepreneurship is a lonely experience without community,” says Scott Phillips of Civic Ninjas in Tulsa, Okla., a nonprofit whose network of coders strives to solve societal ills through technology. So is trying to support entrepreneurs, particularly underrepresented ones who are up against real economic, political and cultural barriers in their attempts to access to opportunities. “It’s very isolating sometimes to fight something that seems as big as this is,” adds Geraud Staton, founder of the Helius Foundation, which mentors and coaches entrepreneurs in Durham, N.C. The power of connecting with other people doing similar work can’t be underestimated.
10. Focus on the Future
“Entrepreneurship, to me, signals taking responsibility for how the future develops,” says David Witzel of RASA, an organization in Oakland, Calif., devoted to regenerative agriculture. Keeping an eye on the future makes this work meaningful. “I have two young grandchildren,” says John Bost, the president of the Clemmons Community Foundation in Clemmons, N.C. “They need a future they can grow into, and it won’t be the past I’ve lived out of.”
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This content was produced in partnership with the Ewing Marion Kauffman Foundation, which works in entrepreneurship and education to create opportunities and connect people to the tools they need to achieve success, change their futures and give back to their communities. In June 2017, the foundation hosted its inaugural ESHIP Summit, convening 435 leaders fighting to break down barriers for entrepreneurs across the country.
Inside the Company That Recognized the Importance of Corporate Diversity 50 Years Ago
When you think of Xerox, you probably think of copy machines. But what really should come to mind is diversity.
Back in 2009, Ursula Burns assumed the role of CEO — marking the first time that a Fortune 500 company not only hired an African-American female for the position, but also hired two female CEOs in a row. With women holding only 4.8 percent of CEO positions in Fortune 500 companies, and black CEOs in these companies numbering only six, Xerox’s diverse leadership is remarkable.
But it didn’t happen overnight.
The seeds for Burns’s rise were planted 50 years ago through an innovative, company-wide effort to enhance diversity that continues to bear fruit to this day.
According to Paul Solman of PBS NewsHour, during the summer of 1964, race riots broke out near Xerox’s headquarters in Rochester, N.Y. Company founder Joe Wilson decided to meet with black community leaders to find out what could make their situation better.
Damika Arnold, Xerox’s Global Diversity and Inclusion Manager, tells Solman that Wilson “found out that the reason why they were rioting is because they didn’t have access to jobs. So he pledged that the black people of the community would be able to get jobs at Xerox.”
Wilson kept his word and then some. Xerox launched a summer minority internship program — which is how now-CEO Burns first joined the company in 1980. By 1991, nine percent of Xerox’s managers were black, compared to just half a percent at other companies.
But Xerox wasn’t content to rest with just this achievement. Leaders in the company saw that women weren’t making the same gains as men were, and when they analyzed the discrepancy, they found it was due to the fact that women with children couldn’t rise through the ranks because of the strict work schedules imposed on plant managers. So Xerox implemented job-sharing programs. As a result, women (even those with young children) began rising up the ranks.
Burns tells Solman, women are “not dumb in manufacturing. We just — we need a lot more flexibility than you’re allowing us to have.”
Additionally, Xerox encouraged the formation of supportive groups among its workforce, such as the Women’s Alliance, the Black Women’s Leadership Council and a gay and lesbian group. These gave employees of all backgrounds a myriad of opportunities for mentorship and guidance.
Burns believes Xerox’s groundbreaking emphasis on diversity has allowed it to weather decades of change in the business technology industry. The best idea, she says, “is to engage as much difference, as much breadth as you can, because that gives you little peeks into where some of the big opportunities will be.”
MORE: More Diversity Doesn’t Have to Mean Decreased Social Mobility
Why Every American Should Read Harry Potter
Can reading a fantasy story about a British kid with glasses who befriends half-giants, house elves, goblins and mudbloods (aka wizards whose parents have no powers themselves) lead to greater kindness toward minority groups facing discrimination?
Turns out, it can.
New research suggests that reading J.K. Rowling’s “Harry Potter” books correlates with less prejudice among young people toward minority groups, including immigrants and homosexuals, and a greater ability to understand their perspectives.
The research comprised three separate studies. In the first, a team led by Loris Vezzali of the University of Modena gathered 34 Italian fifth graders and assessed them on their attitudes toward immigrants through a questionnaire. For six weeks, they met in groups of five or six with a researcher to discuss passages from “Harry Potter.”
Some groups read passages pertaining to prejudice, while others read sections about a different topic. After that, researchers interviewed the kids about the extent of their Pottermania (to determine how many of the books they’d read and movies they’d seen) and asked whether or not they identified with Harry and wanted to be like him. Kids who identified with Harry and read passages pertaining to prejudice showed “improved attitudes toward immigrants,” the researchers write.
Another study found that high school students who identified with Harry (as opposed to the villian Voldemort) were less likely to show prejudice against gay people. And a third study focusing on college students in England discovered that those who did not relate to Voldemort were more likely to have accepting attitudes toward immigrants.
So in the melting pot that is America, it’s easy to use these findings to make our country a little bit better. After all, these studies demonstrate that we don’t need magic to reduce prejudice and racism and increase empathy. Instead, all that’s required is a library card (and a magical wizard to read about).
MORE: Can Reading A Book Make You A Better Person?