5 tips for government agencies hiring diverse, students, grads for early career education jobs

School districts and other government agencies play a crucial role in shaping the educational landscape, particularly when it comes to hiring practices that promote diversity, inclusion, equity, and belonging (DEIB) among educators, including teachers, who are early in their careers. By prioritizing inclusivity, these agencies can create a more representative and effective educational workforce.

Agencies should collaborate with colleges and universities, especially those serving minority communities, to tap into a diverse pool of early-career educators. They can also leverage social media and digital platforms to reach candidates who might not be accessible through traditional recruitment channels.

Implementing mentorship programs that pair novice teachers with experienced educators can help retain diverse talent. These programs should be designed to address the specific challenges faced by teachers from underrepresented backgrounds, offering both professional guidance and emotional support.

By adopting these strategies, government agencies can ensure they are not only filling positions but are also fostering an educational environment that is rich in diverse perspectives and experiences. This approach not only enhances the learning environment for students but also sets a standard for inclusivity and excellence within the teaching profession.

We asked five hiring experts to provide some additional tips for how government agencies can better hire diverse students, recent graduates, and others early in their careers for jobs in education, including teaching:

• Offer Paid Internships and Fellowships
• Implement Strong Mentorship Programs
• Advertise Accessible Internship Programs
• Promote Scholarships and Loan Forgiveness
• Partner With Diverse Universities and Networks

Offer Paid Internships and Fellowships

Offering paid internships and fellowship programs has proven effective for government agencies aiming to attract diverse, early-career individuals to education roles. By partnering with universities and community organizations, they can reach a broader audience. For instance, an internship program at a local education department not only provided valuable experience but also included mentorship and professional development workshops. This approach not only attracted diverse talent but also prepared them for long-term careers in education. A focus on inclusivity and support makes a significant difference.

Tornike Asatiani, CEO, Edumentors

Implement Strong Mentorship Programs

As an Associate Dean, I can say that the one strategy that has worked for us (and I can’t recommend it enough) is to implement a strong mentorship program. Each member of our faculty has a designated mentor they can go to for academic guidance, professional development, or just when they need a friend to talk to. It’s key to promote transparency and to continue promoting it. We also have chair and faculty roundtable meetings, where sharing details and being overtly communicative is encouraged.

The idea is to inspire new entrants into a fulfilling career where they can leverage their diverse perspectives into a strong, multifaceted educational offering. It makes a difference right where and when it counts.

Dr. Aamar Moorjani, Associate Dean, California Intercontinental University

Advertise Accessible Internship Programs

I noticed offering internship and fellowship programs gives early-career individuals hands-on experience in education roles. These programs serve as a stepping-stone to full-time teaching positions, allowing participants to gain practical experience, develop their skills, and build professional networks within the education sector. This way, government agencies can attract and retain diverse talent in education roles while also addressing the shortage of teachers in some areas.

Government agencies should ensure the program is widely advertised and easily accessible to individuals from various backgrounds to effectively attract diverse participants to these programs. This can include promoting the program in schools, colleges, and universities that have a diverse student population, as well as using targeted advertising on social media platforms.

I recommend offering competitive stipends or salaries for participants to make these programs more attractive to early-career individuals who may be weighing their options between different opportunities. It shows the agency values the time and effort of its participants. I have found it very effective to prioritize creating a supportive and inclusive environment for program participants through providing mentorship opportunities, networking events, and ongoing training and development programs to help participants feel valued, supported, and engaged in their roles.

Daniel Cook, HR/Marketing Executive, Mullen and Mullen

Promote Scholarships and Loan Forgiveness

Offering scholarships and loan-forgiveness programs for students who commit to teaching in underserved areas can attract diverse candidates. Partnering with universities and community organizations to promote these opportunities can also be effective. Highlighting the impact and career advancement potential in education roles can further inspire early-career individuals to pursue teaching, enhancing diversity in the field.

Alex Stasiak, CEO & Founder, Startup House

Partner with Diverse Universities and Networks

An effective strategy is to partner with universities and professional networks that have strong ties to diverse communities. Offering internships and fellowship programs that provide real-world teaching experience can be particularly appealing. Based on my background in facilitating government contracts, I find that these partnerships not only enhance visibility among early-career individuals but also foster a pipeline of qualified candidates who are well-prepared and motivated to make an impact in educational roles.

Josh Ladick, President, GSA Focus