The lack of faculty and staff diversity must be addressed as a major priority. While we know recruiting and hiring BIPOC (Black, Indigenous, People of Color) will take vision, time, commitment and resources, the benefits to the entire community cannot be underestimated. A renewed effort with fresh strategies must begin now and continue as a long-term strategic goal. [1]
Embed DEI priorities into EMSD interviewing practices and procedures
Review job fair presence to extend reach for recruitment
Publicize local opportunities for advancement for classified staff and current alternative licensure pathways
Renew and strengthen relationships with local universities
Community outreach to publicize jobs in the district, especially those that do not require college degrees
Review standardized hiring practices to update/add specific practices related to equity/inclusion
Establishment of a district recruitment team
Meet regularly to identify recruitment events/opportunities
Develop a Grow Your Own program
Teacher to admin
Para to teacher
Parent volunteer to employee
Explore further alternative licensure opportunities and expand microcredential programs
Develop affinity groups to support retention and sense of belonging for staff