ERIC Identifier: ED368889
Publication Date: 1994-00-00
Author: Lankard, Bettina A.
Source: ERIC Clearinghouse on
Adult Career and Vocational Education Columbus OH.
Recruitment and Retention of Minority Teachers in Vocational
Education. ERIC Digest No. 144.
Although the number of minority students in U.S. schools continues to
increase, the number of ethnically diverse teachers is declining. By the year
2000, it is estimated that minority students will comprise 33 percent of the
school population and that this percentage will grow to 39 percent by the year
2020 (Johnson 1991). The number of minority teachers, however, is expected to
decline. The American Association of Colleges for Teacher Education has
predicted that minority teachers will represent less that 5 percent of all U.S.
teachers by the year 2000. Currently, minorities make up only 16 percent of all
secondary vocational teachers, no more than 10 percent of the faculty in
postsecondary institutions, and less than 10 percent of university faculty in
industrial education (Martinez 1991). This ERIC DIGEST examines the need to
bring more minorities into the teaching profession, explores issues related to
recruiting and retaining minorities as vocational teachers, and identifies
strategies to help diversify vocational teacher education.
The multicultural classroom, which is relatively
new to the educational system, creates a demand for teachers who are aware of
the cultural differences within the student population, "differences that affect
learning styles, behavior, mannerisms, and relationships with school and home"
(Skylarz 1993, p. 22). Students from ethnically and racially diverse backgrounds
have the highest rates of poverty and the highest school dropout rates (Williams
1992). These students need the support of teachers from their cultures who have
an understanding of cultural and family practices and behaviors and who can
serve as role models for educational achievement and success. Martinez (1991)
contends that the lack of minority teachers to provide ethnic role models in
schools could "contribute to the underachievement of minority students, provide
little incentive for minority students to advance in school, and negatively
affect their career and life aspirations" (p. 24).
Several factors contribute to the shortage of minority teachers. One factor
is the low retention rate of minority students attending college (Yopp et al.
1991). Minority students who do graduate are increasingly entering business and
industry or health professions rather than education. For the large number of
minority students who attend community colleges, the difficulty of transferring
to a four-year institution also limits teaching as a career option. Community
colleges enroll 43 percent of all the African-American and 55 percent of all the
Hispanic undergraduates in the United States, but only a small percentage of
these students transfer (ibid.). Because many of the instructors in community
colleges are vocational teachers, recruitment of students into vocational
education and vocational education teaching careers has great potential.
Martinez (1991) offers several
strategies to enhance the recruitment of minorities:
1. Develop candidate pools. Teachers, counselors, and administrators in high
schools, community colleges, technical schools, and universities can collaborate
to identify pools of talented minority students to recruit for the vocational
education teaching professions.
2. Promote vocational education in the schools. Various strategies should be
used to promote postsecondary education to vocational education students. One
technique would be to have a vocational career day where university educators
come to high schools and area vocational schools to discuss teacher education
programs, college entrance requirements, financial aid, and so forth.
3. Establish scholarships for minority students. Financial aid is of great
importance to minority students as many of them come from economically
disadvantaged backgrounds and cannot pursue education without support.
4. Recruit at community colleges. Community colleges and technical institutes
should make vocational education foundation courses available and have
articulation agreements with universities that will facilitate student
transfers. Kent State University and Cuyahoga Community College, both in Ohio,
have collaborated to develop the Teaching Leadership Consortium, which is
designed to recruit outstanding minority teacher candidates from the community
college setting into university teacher education programs.
5. Look for candidates in business and industry. A public service advertising
campaign conducted by Recruiting New Teachers, Inc., Belmont, Massachusetts,
successfully recruited potential teachers from a variety of areas, including
some employed in business and industry (Harris 1993). About half of the
individuals who responded to the campaign (29 percent of the respondents were
minorities) said they had been considering the profession for some time and were
prompted by the predominantly television-oriented advertising campaign.
Other strategies for recruiting minority individuals into a teacher
preparation course of study emerged from California State University at
Fullerton's Teacher Track Project (Yopp et al. 1991). This project targeted
instructional aides and high school students for recruitment. Its efforts were
influenced by the results of a needs assessment survey that identified three
factors considered to be roadblocks to obtaining a teaching credential: expense,
need to quit job to attend classes, and uncertainty about where to get help in
selecting appropriate coursework. Project activities offered in response to
these needs, represent effective recruitment practices: "the use of role models,
the establishment of mentoring relationships between university faculty and
community college students, the establishment of peer groups, the availability
of financial aid incentives, and the distribution of promotional materials which
reflect diversity" (p. 38). Support offered by the local school districts and
the ongoing participation of university and community college faculty were
mentioned as integral to the success of the project.
To enhance recruitment, Martinez (1991) suggests that minorities be included
in all phases and at all levels of the recruitment process and that personal
contact with students be emphasized:
teachers could serve as mentors for their minority students.
and universities can establish alternative vocational teacher, administrator,
and counselor certification programs with flexible admissions policies for
minorities with degrees who come to the education field from business and
districts can pay for relocation expenses and housing assistance for minority
vocational teachers, offer jobs to minority vocational student teachers, and
encourage minority paraprofessionals and teachers to complete courses and obtain
necessary certifications and degrees.
organizations can advance more minorities to organizational leadership positions
and promote the idea of vocational education careers.
Efforts to retain minority teachers in
vocational education should include institutional commitment to multicultural
understanding and diversity. The Penn State Center for Minority Graduate
Opportunities and Faculty Development has two offices to promote and support
minority students and faculty: the Office for Minority Graduate Opportunities
and the Office for Minority Faculty Development (Atwater and Lyons 1993).
Mentoring, role modeling, peer guidance, review, and counseling are among
methods used to enhance the intellectual and personal growth of Penn State's
minority faculty. As another retention strategy, the Penn State Center offers a
series of faculty development workshops, a number of networking and mentoring
opportunities, and supplemental financial support for professional activities
and research opportunities.
COMMITMENT TO MULTICULTURAL EDUCATION
Staff training in
issues of cultural diversity can be a powerful strategy for recruiting and
retaining minority teachers in vocational education. It not only enhances
overall teacher effectiveness, but can serve to draw minority teachers to the
institution by reflecting a commitment to multicultural education.
Skylarz (1993) presents several strategies for enriching teachers'
multicultural understanding and suggests several incentives for drawing them to
LEARNING A SECOND LANGUAGE. Teachers will realize a benefit and sense of
satisfaction through improved communication within the classroom, with other
faculty (some of whom will be minority teachers), and with parents.
LIVING IN THE COMMUNITY. A better understanding of the school's population is
possible when teachers live in the community in which they teach.
BECOMING INVOLVED IN THE COMMUNITY. An awareness of community events and
participation in some of them can help teachers develop greater understanding of
the community's culture(s).
CELEBRATING CULTURAL EVENTS. With knowledge of the cultural backgrounds of
the school population, teachers can work together to organize cultural events or
celebrations for the classroom.
Successful recruitment and retention of minority teachers requires a cultural
transformation within the institution. Faculty diversity needs to be seen as
crucial to the multicultural school environment. As noted by Skylarz (1993),
"Multicultural understanding will require much more than a plan. It will require
people working together, joining hands and sharing in a collaborative effort
unlike anything we have seen in public education" (Skylarz 1993, p. 22). Such an
effort is necessary to help diversify vocational teacher education.
Atwater, D. F., and Lyons, C. "University
Programming to Mentor Minority Graduate Students and Faculty." In ENHANCING
DIVERSITY IN AGRICULTURAL EDUCATION, edited by B. E. Bowen. University Park:
Pennsylvania State University, 1993.
Harris, L. RECRUITING NEW TEACHERS: CAMPAIGN RESPONSE 1988-1992. EXECUTIVE
SUMMARY. Belmont, MA: Recruiting New Teachers, Inc., 1993. (ED 359 142)
Johnson, C. DESIGNING STRATEGIES FOR THE RECRUITMENT AND RETENTION OF
MINORITY STUDENTS. FINAL REPORT. Fayetteville: University of Arkansas, 1991. (ED
Martinez, R. L., Jr. "A Crisis in the Profession. Minority Role Models in
Critically Short Supply." VOCATIONAL EDUCATION JOURNAL 66, no. 4 (April 1991):
Skylarz, D. P. "Turning the Promise of Multicultural Education into
Practice." SCHOOL ADMINISTRATOR 50, no. 5 (May 1993): 18-20, 22.
Williams, B. F. "Changing Demographics: Challenges for Educators."
INTERVENTION IN SCHOOL AND CLINIC 27, no. 3 (January 1992): 157-163.
Yopp, H. K. et al. "The Teacher Track Project: Increasing Teacher Diversity."
ACTION IN TEACHER EDUCATION 13, no. 2 (Summer 1991): 36-42.