The Minneapolis Public Schools launched a residency program three years ago largely to prepare people of color for the teaching profession. Three cohorts in, the district has allocated much-needed resources to diversify its workforce. And it's working.
Concurrent efforts to hire more teachers of color are also paying off: For two school years, the number of new teacher hires who are people of color has neared 30 percent.
This shift responds to years of parent feedback. It's also the right thing to do.
But news of the district's forecast $33 million budget deficit, compounded by current teacher contract negotiations, gives us reason to pause ("Tight budgets fuel tensions as teacher contract talks start," Oct. 23).
Most of the district's new hires are in vulnerable positions in the event of a budget-forced layoff.
If ever there were a moment for district leaders, the teachers union, advocates and families to identify shared values and conditions during tough budget times, it's now. Will those with power have the courage to surround teachers of color with support?
We must elevate critical questions: What's an appropriate classroom size? How do we justify allocation of resources that differ from school to school? How do we honor the hard work of teachers and pay them accordingly?
Like the retention of teachers of color, these are the complex, tough challenges that district leaders and school board members face.