Greetings from the Diversity in Ed Editorial Team

Dear Education Community,

Welcome to the inaugural issue of the DIVERSITY in Ed Weekly eNewsletter! We’re thrilled to begin 2025 with you as we embark on a journey to create meaningful and lasting impact across the education landscape.

In this first issue, we focus on diversity, not just as a concept but as a practice—a set of deliberate actions and choices that foster a vibrant, inclusive, and equitable culture within our schools, colleges, and professional organizations. Too often, diversity is misinterpreted as merely a representation of people, but it’s so much more. It’s a commitment to embracing differences in backgrounds, perspectives, and experiences to create environments where everyone can thrive.

Let’s work together to turn diversity into action and reshape the future of education!

Respectfully,

DIVERSITY in Ed’s Editorial Team

“Diversity is not just a representation of people; it is the deliberate action of embracing different perspectives to create environments where everyone can thrive.”— DIVERSITY in Ed

“What Does Diversity Mean to You?”

We asked educators from across the nation to define diversity in their own words. Here’s what they said:

    • Learn how to present your skills and experiences confidently, both in-person and online.
    • Understand the importance of non-verbal communication and interview etiquette.

Takeaways:

  • “Diversity is creating opportunities for every voice to be heard.”
  • “It’s the richness that comes from learning alongside those who think differently than you.”

Have your say! Share your definition of diversity on social media using #DiversityInEd

This week, we celebrate Ken Nickson, Jr., Coordinator of Diversity, Equity, Inclusion and Belonging, Erie’s Public Schools, for implementing innovative diversity training programs that empower educators and staff to create equitable classrooms. Ken’s leadership is a shining example of diversity in action.

Click the photo to play the video

“My leadership philosophy is first and foremost focused on people. The students, the families, the staff, the residents and stakeholders of the school district.  Being intentional to highlight and embrace diversity for its richness and authenticity ensuring people are included, recognized, valued, and heard. Equity across the district must be a priority ensuring students, staff, and schools have access individually to succeed with the common goal of providing a life changing experience. This experience leads to our students achieving a diploma while developing the skill set to be a well rounded citizen pursuing their ambitions beyond the post-secondary level or a career in the workforce.  I am a transformational leader that understands it’s a multifaceted approach which may encompass many different leadership styles to make sustainable impact and success.

-KEN NICKSON, JR.

“It’s not about filling positions; it’s about building communities. Every hire is an oppportunity to shape a better, more inclusive future for our schools.”

-RAESCHELLE SMOTHERS LANDRY, NEW ORLEANS PUBLIC SCHOOLS

Recruiting with Purpose: Making Diversity More Than a Buzzword
HR professionals, are your hiring practices aligned with your DEIB goals? Learn how to create job postings, interviews, and candidate experiences that attract and retain diverse talent.

Human Resource Best Practices: Writing Inclusive Job Posts

Crafting a job post is more than just listing qualifications—it’s about communicating the role authentically and inclusively to attract the right candidates. According to Katrina Kibben of Three Ears Media, effective job posts create clear expectations, remove biases, and connect with candidates on a human level. Here are some key strategies to enhance your hiring practices:

  1. Be Clear and Specific: Avoid vague buzzwords like “go-getter” or “A-players.” Instead, describe what success looks like in the role and outline the daily responsibilities.
  2. Test Your Job Title: Use search tools like Google Trends to find titles that resonate with job seekers in your area. A clear, relevant title is critical to increasing visibility and attracting applicants.
  3. Remove Common Biases: Avoid unnecessary qualifications such as years of experience or specific degrees, which can discourage underrepresented candidates. Focus on the skills and experiences essential for success.
  4. Highlight Transparency: Include details like salary range and team expectations. Transparency builds trust and attracts candidates aligned with your values.

Better job posts lead to faster, more qualified applications and help retain hires by aligning expectations. Start implementing these practices to transform your hiring outcomes.

Bonus Resource:
Once registered, you’ll be able to download the How to Write a Job Post Workbook to get started today!

Don’t miss this opportunity to learn from an expert and make a lasting impact on your hiring practices.

“Education can be the great equalizer—it was for me—if we prioritize, replicate, and invest in what works for all students.”
U.S. Secretary of Education Miguel Cardona has consistently emphasized the importance of equitable access to education.

Reflections of Promises by Miguel Cardona Secretary of Education on the Policies and Priorities of the U.S. Department of Education

In his address to the Committee back on June 24, 2021, Secretary of Education Miguel Cardona emphasized the urgent need to address systemic inequities in education exacerbated by the COVID-19 pandemic. He highlighted the importance of creating welcoming, judgment-free environments equipped with mental health support to help students recover from trauma and succeed academically.

Key priorities include:

  • Investing in Education: A proposed $103 billion budget for FY 2022, representing a 41% increase over FY 2021, aims to tackle inequities in K-12 and higher education.
  • Title I Equity Grants: A $20 billion program to reduce disparities between under-resourced and affluent schools, improve teacher compensation, and expand access to pre-K and advanced coursework.
  • Expanding Support Services: Doubling the number of school counselors, nurses, and mental health professionals, and enhancing community schools with wrap-around services.
  • Accessibility in Higher Education: Initiatives include historic Pell Grant increases, free community college, and targeted support for HBCUs, TCUs, and MSIs, ensuring affordability for underserved students, including DREAMers.
  • Civil Rights Enforcement: Strengthened efforts to uphold civil rights laws to advance equity across all educational levels.

Cardona reiterated his commitment to collaborative solutions, stating, “Education can be the great equalizer if we prioritize, replicate, and invest in what works for all students.”

As Miguel Cardona’s tenure was marked by significant challenges and initiatives aimed at addressing educational disparities and enhancing access.

Achievements:

  • Student Loan Relief: The Biden-Harris Administration, under Cardona’s leadership, approved approximately $4.5 billion in student loan relief for over 60,000 public service workers, contributing to a total of $74 million in debt relief for more than one million borrowers. 
  • Increased College Enrollment: There was a notable rise in underserved students attending college, including low-income, first-generation students, and those with disabilities. 
  • Equity Initiatives: Cardona emphasized the need to address achievement disparities and advocated for increased funding for Title I schools and the Individuals with Disabilities Education Act (IDEA). 

Challenges:

  • Crisis Management: The Department faced multiple crises, including court decisions affecting affirmative action and student loan forgiveness, as well as challenges in extending campus discrimination protections to transgender students. 
  • Political Pressures: Cardona encountered political opposition, with some Congressional Republicans calling for his resignation over certain decisions. 

Evaluation:

Considering the initiatives undertaken and the obstacles faced, Cardona’s leadership demonstrated a commitment to educational equity and access. However, the effectiveness of these efforts was sometimes hindered by external challenges and political opposition. Based on the balance of promises made and deliverables achieved, a letter grade of B+ reflects a strong effort with room for further progress in certain areas.

“Attracting diverse talent is only the beginning. True success comes when schools and organizations foster an environment where every voice feels valued and heard”

Inspired by HR Strategies of DIVERSITY in Ed’s Partners

A Personal Message to Principals: Lead the Way Toward Inclusion

Dear Principals,

You are the heart of your school’s culture and the key to fostering an environment where every student and staff member feels valued, seen, and respected. As leaders, your actions and decisions shape the future of countless lives. Creating a truly inclusive school culture isn’t just the right thing to do—it’s a necessity for the success of all students.

Start small but start now. Reach out to families, listen to their stories, and build bridges that connect diverse communities. Advocate for a curriculum that reflects the rich tapestry of your students’ identities, ensuring they see their lives and aspirations mirrored in what they learn. Equip your teachers with the tools and training they need to combat bias and create inclusive classrooms.

Empower your students to be leaders of change. Give them a voice in shaping a school that celebrates differences and builds unity. Most importantly, hold yourself accountable. Set measurable goals, seek feedback from your community, and commit to constant growth.

Inclusion doesn’t happen by chance; it happens because leaders like you choose courage over complacency. Together, we can transform schools into thriving spaces where every student feels they belong. The time to lead is now.

With gratitude,

Your Education Community

“Thriving as an educator of color means more than surviving the system—it means leading with authenticity, setting examples, and breaking barriers for the next generation”

Reflective of the Level Up Workshop Series mission

Bringing Diversity to the Classroom
Teachers, it starts with you! Explore practical ways to incorporate diverse voices and perspectives into your curriculum.

Missy Testerman, 2024 National Teacher of the Year

Missy Testerman, a veteran educator from Rogersville, Tennessee, is the 2024 National Teacher of the Year. With over 30 years of experience, she currently serves as an English as a Second Language (ESL) specialist for K-8 students at Rogersville City School. Testerman, a first-generation college graduate, uses her expertise to bridge cultural divides in her rural Appalachian community, fostering understanding between long-standing residents and immigrant families.

Her curriculum celebrates diversity by exploring the shared humanity of Americans from various backgrounds, emphasizing belonging and acceptance. As Tennessee’s State Teacher of the Year, she partnered with universities to guide pre-service teacher programs and offer feedback for better educator preparation.

Passionate about advocacy, Testerman uses her platform to empower teachers to voice their classroom experiences and influence education policy. She emphasizes the importance of family involvement in education, advocating for immigrant families and ensuring her students acquire essential skills for success.

A proud Appalachian native, Testerman holds degrees in elementary and reading education from East Tennessee State University, along with ESL licensure from Freed-Hardeman University. She lives in Rogersville with her husband, David, and cherishes the opportunity to inspire generations of learners in her community.

Missy Testerman, the 2024 National Teacher of the Year, emphasizes the importance of mentorship in education. She advises, “Find a mentor. Someone you trust. Listen to that person, watch that person, ask that person questions. You don’t have to figure this out on your own. People want to help you, and you have to take that help. It’s not a sign of weakness. It’s a sign that you want to be better.”

She also reflects on the teaching journey, stating, “The reality is that the journey toward wisdom in any career, especially in education, has to be slow and steady.”

These insights highlight her commitment to continuous growth and collaboration within the educational community.

Breaking Down Barriers in Faculty Hiring
Higher education institutions face unique challenges in creating diverse faculties. Find out how to overcome these obstacles and create a more representative academic environment.

As in the article DEI is Alive and Well: A System’s Approach to Sustaining DEI Begins with You, Joshua P. Cole, Ph.D., emphasizes the urgency of continuing diversity, equity, and inclusion (DEI) efforts in education amidst legislative and societal challenges. Cole highlights data supporting DEI’s importance, connecting it to cultural, mental health, and teacher retention benefits.

He outlines three actionable steps for sustaining DEI: building respectful relationships with all, including detractors; using data to advocate for fairness and equity; and committing to systemic change with resilience and self-care. Leaders are encouraged to act with integrity, empathy, and a long-term perspective, creating inclusive systems and fostering collaboration. Despite challenges like post-pandemic pressures, resource disparities, and opposition to DEI, Cole stresses that enduring change requires teamwork and steadfast leadership. He calls for urgency, renewal, and collective responsibility in advancing DEI as an essential pillar of education.

Continue the conversation by exploring innovative strategies, overcoming barriers, and fostering inclusive practices to transform faculty hiring into a diverse and equitable process.

  1. Recruitment Strategies: What innovative approaches do you use to attract candidates from underrepresented backgrounds while minimizing bias during the hiring process?
  2. Pipeline and Retention: How do you build and support a diverse talent pipeline, and what strategies ensure long-term retention and inclusion for diverse faculty members?
  3. Data and Metrics: How do you use institutional or national data to identify gaps in faculty diversity, guide hiring priorities, and measure progress?
  4. Overcoming Barriers: What are the biggest challenges your institution faces in creating a diverse faculty, and how are these obstacles addressed?
  5. Institutional Support: How can campus leadership and the broader community contribute to fostering an inclusive hiring environment and breaking down systemic barriers?

 

“Building a diverse leadership team isn’t just about representation— it’s about the values and aspirations of the communities we serve”

Lesley Bruinton, Highlighted from the Superintendent Roundtable Discussion 2024

Empowering the Next Generation of Diverse Leaders
Diversity in Ed: A Key Partner in Developing Diverse Leadership Pipelines

Diversity in Ed is more than a platform; it’s a powerful partner for graduate schools and school district leaders dedicated to advancing equity and representation in education leadership. By connecting institutions with talented candidates from underrepresented backgrounds, Diversity in Ed plays a critical role in fostering the next generation of diverse leaders.

Graduate schools serve as vital leadership pipelines, shaping future principals, superintendents, and educational policymakers. However, achieving diversity in these programs requires intentional outreach and support. Through its robust network and targeted initiatives, Diversity in Ed bridges the gap between graduate schools and underrepresented candidates. The platform provides tools to promote programs that align with equity-driven missions, helping institutions attract, recruit, and retain diverse students.

Partnering with Diversity in Ed empowers school districts and organizations to promote graduate programs that prepare leaders ready to address systemic challenges. This collaboration ensures candidates are not only enrolled but equipped with resources and mentorship to succeed. By focusing on diversity, equity, and inclusion, these partnerships foster leaders who reflect the communities they serve and drive transformative change in education.

Together, we can build an inclusive future where diverse leaders thrive and inspire the next generation. Let’s collaborate to make this vision a reality.

Diversity on the Agenda: Setting Goals for 2025
How can professional organizations lead the way in diversity?

Professional organizations have a unique opportunity to lead the way in promoting diversity, equity, and inclusion (DEI) by setting measurable goals and modeling best practices. Here’s how your organization can make diversity a central focus in 2025:

  1. Commit to Leadership Representation: Ensure your leadership reflects the diverse communities you serve by adopting intentional recruitment and mentorship practices.
  2. Build Inclusive Programs: Develop initiatives that address the needs of underrepresented groups, such as scholarships, mentorship programs, and leadership training.
  3. Collaborate and Share Resources: Partner with organizations like Diversity in Ed to expand your reach, share best practices, and amplify your impact.
  4. Measure and Adjust: Set clear DEI benchmarks and review progress regularly to refine strategies and ensure accountability.
  5. Engage and Educate: Host workshops, seminars, and discussions on the importance of DEI, encouraging members to become advocates for inclusion.

To maximize the impact of your DEI efforts, share your events and initiatives with Diversity in Ed to include them on the Calendar of Events. This will broaden your reach, connect you with like-minded professionals, and inspire others to take action. Together, we can build a more inclusive future. Contact us today to collaborate!

Mark your Calendars!

FEB 12

1pm to 2pm, Central Time

Webinar on “How to Write an Unbiased Job Post”with Kat Kibben.

APRIL 10

3pm to 6pm, Central Time

Virtual Education Career Fair for K-12, Higher-ed & Graduate Schools of Education.

MAY 2

11am to 3pm, Central Time

DEIB Leadership Summit

“Becoming a Diversity in Ed partner means standing on the frontlines of educational equity, ensuring every student has access to educators who see and celebrate their potential.”

Join us in transforming education. Gain access to exclusive resources, virtual events, and career opportunities. Contact us to learn more.

Thank you for joining us in this inaugural issue of the DIVERSITY in Ed Weekly eNewsletter. Let’s commit to practicing DEIB in all we do—today and every day!

Cheers!
The DIVERSITY in Ed Editorial Team

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