Audrey Murph Brown (Murph), a school social worker of 26 years and a member of the Springfield Education Association (SEA) in Massachusetts, describes the events that occurred in the 2017 – 2018 school year as “a perfect storm at the perfect time.”
This storm was heavy with institutional biases, nepotism, and favoritism. Institutional biases kept many highly qualified educators of color from becoming lead teachers or being offered lateral promotions. “Rarely were those opportunities given to educators of color,” says Murph, “but what they would get was the unspoken bias that only educators of color can deal with difficult children, and as a result don’t get to show their academic skillset and abilities in classrooms.”
And when there were opportunities for advancement, explains Murph, administrators would often bypass the hiring process by burying job postings, not interviewing qualified candidates of color, and handpicking their friends. “This was nothing new,” she says. “It’s always happened, but it’s never been addressed.”
The Teacher-Student Racial Gap
In Springfield, 80 percent of public school students are of color while educators of color make up only 15 percent. The gap between the percentage of students of color and the percentage of teachers of color nationwide is large. Approximately 42 percent of PK-12 public school students today are students of color, and this number is expected to rise through 2024. Yet, about 80 percent of public school teachers are white, 9 percent are Hispanic, 7 percent are black, and 2 percent are Asian, according to the National Center on Education Statistics.
The Initiative was an outgrowth of the Next Generation Leadership Program, which ALANA leaders and allies had previously attended. Next Generation was designed to create a safe space to talk about the issues educators face and it helps to identify, recruit, and train members to be active at the work site level, resulting in local affiliates becoming powerful and effective organizations. The program is unique in that it works with educators with three years or less of leadership experience, and that it’s mostly conversation. There’s no agenda other than the topics participants bring up. There’s no PowerPoint. No flipcharts.
“It’s all based on the lived experiences of educators, which helps to create the kind of space where people can build confidence in that change can happen through collective action, and learn the skills to bring people together and overcome their fears of taking action,” says George Luse, who, at the time, was an MTA organizer before his retirement.
He explains that the blueprint of the training does what it’s supposed to do: give people skills, encourage them to act, and build collective member power. “Nothing works without members who are excited about the union and understand the union as a tool to improve their working conditions and the environment around them,” says Luse, who has 30 years of organizing experience…
Shiny apples, carrot bags, pre-packaged peanut butter and jelly sandwiches, full containers of applesauce, sealed cartons of raisons, and unopened milk cartons. That’s what paraprofessional Lorraine Von Hess would see students tossing into the trash every day as she supervised lunch at Davies Middle School in the Hamilton Township of Atlantic County, N.J.
A shocking amount of food meandered from lunch line, to tray, to trash. It was nearly enough to fill several 50-gallon cans, the educator says. In a county struggling with food insecurity, Von Ness refused to stand idly by. She began to investigate ways to fix a system that she says was clearly broken.
“I was appalled by the food waste at school,” Von Hess says. “We have two food pantries in our town overwhelmed with people in need.”
Showing Community Spirit
Seeing an abundance of food in one corner of her life and a severe need for food in another, Von Hess knew what to do.
First, she contacted the cafeteria food services manager who informed her that all food was funded by a state grant which required by law that students receive an item from each food group. Once food hit the tray, it could not return to the kitchen. The obvious destination for unwanted food? The cafeteria’s large gray trash cans.
Von Hess continued to search for information. She found no rule that said the unconsumed food couldn’t be earmarked for a destination beyond the cafeteria.
Making Connections
Pointing to the closure of nearby Atlantic City casinos between 2014 and 2016, Von Hess recalls how the closures rippled into households.
“They’re struggling to keep their homes and feed their families,” Von Hess points out.
Many of the area’s families depend on food pantries to survive. And donations help to fuel the survival of the food pantries. Von Hess, a member of the Hamilton Township Education Association, explained the donation idea to the food centers in her area. They loved it!
Next, she created a detailed proposal, and headed to a meeting of the district school administration bearing a detailed plan with a name created by her son: “No Food Left Behind.”
“Administrators were excited by the idea,” Von Hess says.
The program began at Davies in March 2015 and exceeded expectations. According to Von Hess, students were eager to donate unwanted food items.
Here’s how it works: Students drop unwanted food in boxes. After lunch, paraprofessionals sort the items into categories for delivery to food pantries the same day.
Over the summer of 2015, Von Hess collaborated with principals and paraprofessionals from neighboring schools to help them start their own programs. By that September, several schools were collecting food too.
“The food that we take to the pantries helps a lot,” says Von Hess. Collectively, the schools donate about 40 reusable grocery totes of food to area pantries per week. Von Hess says schools contact her often seeking advice about pioneering their own programs.
“That’s very rewarding,” she says.
“My role as a paraprofessional has helped me to see community problems,” says Von Hess who is proud that her school got the ball rolling with “people who did not hesitate to jump in to help.”
School nurses are an essential component to the health and wellbeing of students, particularly those with acute and chronic health conditions.
“For many of these students, without nursing services, attendance would decrease or students would be unable to attend school,” says Louise Wilson, health services supervisor and a school nurse in the Beaver Dam Unified School District in Wisconsin.
Wilson recalls sitting at her desk recently when she received a call from a concerned mother questioning whether her four-year-old son, diagnosed with diabetes, would be cared for during the school day. The child had Type I Diabetes, a chronic health condition that requires constant monitoring and a level of medical knowledge most educators and school administrators do not possess.
“I knew this mother was overwhelmed,” says Wilson, a nurse for 37 years, the last 25 working at schools. “She herself was trying to learn how to manage and safeguard her child.”
In recent years, school nurses have transcended treating the traditional bumps, bruises, and scrapes, to become a central force in helping parents gain access to healthcare for their children.
For example, in some states, school nurses work in conjunction with private healthcare providers and parents to help manage students with chronic diabetes, asthma and other conditions. At many schools, nurses screen students for hearing and vision problems that could create a barrier to learning.
Hundreds of thousands took to the streets in the March For Our Lives rally against gun violence in Washington, D.C. Organized by the survivors of the massacre at Marjory Stoneman Douglas High School, it was a rally by students for students, but they were joined by thousands of educators who amplified their message — #neveragain. Hundreds of sister marches were held across the country and around the world.
Connecticut Educators March for Students
Busloads of educators came from all over the country to support the Florida students and students all over the country who demand to be heard. Taking part was a group of educators from Connecticut, where the shooting that killed 26 elementary school children and educators at Sandy Hook Elementary in Newton is still raw.
“We have to do something with our gun laws, and we have to be vigilant. Talking and talking about it doesn’t change anything and we need to act. Our kids don’t feel safe,” said Mia Dimbo, a middle school math teacher from Bridgeport as she prepared to march to the site of the rally in Washington. “We need support for mental health. We don’t have enough resources for psychologists and counselors, and there’s so much trauma our kids are dealing with. They should not be afraid when coming to school. Today I march for our kids and our teachers…”
Three words describe Carol Stubbs’ experience at the recent NEA National Leadership Summit: “Energetic, exciting, and inspiring,” said the school custodian from Fayetteville, N.C., who serves as her local association president. “It makes me want to go home and do even more!”
More than 2,000 educators, ranging from future teachers to college professors, from school counselors to custodians, attended the three-day summit in Chicago from March 16-19. “You’re not here so we can make a leader out of you,” NEA President Lily Eskelsen García told the crowd. “There’s not anybody in this room who has not already demonstrated leadership.”
Summit attendees came to work on further developing the essential skills of union leaders, including advocacy, communication, and organizing skills. (Check out the six core competencies of NEA leadership development.) “What I’m learning is that my voice does matter, and I need to use it. I can’t sit back,” said California school counselor Erika Zamora. “Also, there is power in us doing this work together!”
The annual summit is the largest annual meeting of NEA educators, apart from the legislative NEA Representative Assembly, and it is an opportunity to “learn and to grow and to strengthen, and to gain a renewed sense of purpose and passion and perspective on how to lead more powerful and relevant associations,” NEA Vice President Becky Pringle told attendees. Powerful unions of educators are a necessity these days for public-school students to get what they need to succeed, she said…
In the summer of 2017, Charleena Lyles, a pregnant 30-year-old black mother was fatally shot by two white Seattle police officers in her home as her three young children looked on. Lyles, who had called the police to report a burglary, reportedly suffered from mental illness. She pulled a knife out of her pocket when the police entered her home, but rather than tasing or subduing her with pepper spray, they shot her seven times.
Days after the shooting, seven black Seattle high school students formed “New Generation,” a school activist group that led a walkout at Garfield High School to raise awareness about the young mother’s death and to organize in their school and community for racial justice. Uniting students with Charleena Lyles’ family on the one-year anniversary of her death, New Generation held a powerful assembly that launched the hashtag #RememberHerName to make sure that people don’t forget Charleena Lyles and the police violence that led to her death.
The death of Lyles is a symbol of the injustices the group of students has experienced and witnessed in their communities and even within their school. They wanted to take action not just for Charleena Lyles but for all people of color, especially their fellow students.
“We’re students of color and we share similar struggles, experience the same disadvantages, and strive to become more than what society has labeled us,” says Chardonnay Beaver, who founded New Generation along with classmates Janelle Gary, Myles Gillespie, Kevon Avery, Israel Presley, and Umoya McKinney.
“We’ve discovered that action is the first step in turning ideas of equality into reality. Because we’re students we have the opportunity to reach our peers directly.”
New Generation was a recipient of the 2018 Black Education Matters Student Activist Awards (BEMSAA), which gives recognition, support, and a $1,000 award to student leaders in the Seattle Public Schools who demonstrate exceptional leadership in struggles against racism—especially with an understanding of the intersections with sexism, homophobia, transphobia, Islamaphobia, class exploitation and other forms of oppression—within their school or community.
Over the past three years, nine Seattle Public Schools students and one youth organization – New Generation — have been honored with the award.
The program was founded by Jesse Hagopian, an Ethnic Studies teacher and co-adviser to the Black Student Union at Garfield High School in Seattle. Just like New Generation was spurred by violence, the award program was a positive outcome of a clash with police.
When Matthew Powell of Kentucky began his profession as instructional assistant and custodian, he was handed a big wad of keys and told to go upstairs. With no further direction, Powell figured out his professional path—for the most part—on his own.
Looking back now, “I wish I had a mentor,” he reflects, “someone to go along with me and explain the value of my role in that school and the different opportunities where I could be an educator for students.” Today, Powell is a custodial supervisor and bus driver for Graves County Schools in the Bluegrass State. He’s also night a night watchman and campus resident, meaning he lives on school grounds.
“Public education is my passion and my desire to live at school to look after students who are staying at school events or coming back from sporting events late at night is an example of my dedication to our children and their safety,” he says.
NEA members, like Powell, have always been passionate about their profession, appreciating the profound influence they have (in their many and varied roles as educators) on the health, safety, well-being, learning opportunities, and development of their students. So it’s fitting that NEA would become the vehicle for members to take the lead of their profession, express their voice, and make a difference for kids, schools, and the communities they serve.
Powell was one of several educators who were recently in Washington, D.C. to rollout two NEA developed reports, Great Teaching and Learning and the ESP Professional Growth Continuum. These reports offer teachers and education support professionals (ESP) recommendations to create a system of continual professional learning with an intense focus on student needs, and they were created with input from two expert panels and task forces focused on how educators, including ESP, can work even more effectively to help students, their families, and communities.
“Every student deserves to have a team of educators that cares for, engages and empowers learners, provides challenging instruction, and enlists the entire school community to ensure student success,” says NEA President Lily Eskelsen García. “The reports call for a new vision—a system of shared, mutual responsibility—that is founded on the premise that educators are ultimately responsible to students, to their colleagues, and to their professions.”
NEA began to chart a course to greater student learning through strong professional practice with its 2011 report, Transforming Teaching: Connecting Professional Responsibility with Student Learning, and its 2015 Accountability Task Force Report, which outlined a vision for shared responsibility and student success…
Ah, the holidays. ’Tis the season to gather round the hearth, feast on turkey and pie, and enjoy the company and conversation of loved ones we see but a few times a year. And thank goodness for that! You love them dearly, but it’s exhausting fielding all those annoying questions about the teaching profession from your well-meaning but clueless family.
With that in mind, we’ve compiled a list of comebacks to crazy questions, so at this year’s holiday dinner (or any other time your professionalism is called into question: legislators, are you listening?) you can show the whole family why your profession is worthy of their highest respect.
Teachers are just glorified babysitters!
OK, you can pay me what you pay your babysitter. Ten dollars an hour for six hours (even though I actually work 9 or 10 hours a day) is $60 a day, times five days a week (even though I often work weekends) is $300, times 36 weeks a year (even though I’m taking classes and professional development year-round), is $10,800 – but that’s just for one student. Multiply that by 30 students and that’s $324,000. That’s a good start.
All your union cares about is bargaining for higher salaries and more benefits! What about the students?
Actually, when state laws allow us to, the National Education Association routinely bargains for student-friendly conditions like class size limits, staff training to improve student learning, collaborative time for sharing effective classroom techniques, school building health and safety, desperately needed classroom materials and equipment, and joint union-management problem-solving on ways to better teach students in low-performing schools. But shouldn’t we also have competitive salaries so we attract the best teachers? Don’t the students deserve that?
Teachers have tenure. You can’t be fired no matter what kind of job you do.
Tenure does not mean a “job for life.” It means there needs to be a just cause to be fired and you have a right to a fair hearing to contest charges. Any tenured teacher can be fired for a legitimate reason, after school administrators prove their case. If I want to thrive in my profession, I need to do a good job…
Terry Jess is a social studies teacher at Bellevue High School in Washington State. He’s also an equity leader within his school and district, and a founder and board member of Educators for Justice, a non-profit organization that works with teachers and education support professionals to create safe and supportive educational experiences for all students. He considers himself an anti-racist white educator, who’s determined to spread the message of social justice, equity, and racial justice in white spaces.
How does white privilege manifest in public education today?
Terry Jess: White privilege permeates education. The legacy and systems that have been put in place over the last 100 years continues into the modern day: the way we train teachers, how we interact with students, the factory mindset of compliance and obedience—all are centered in whiteness. As students of color try to navigate this system, their voices aren’t heard because they’re being seen as contrary to education rather than being seen as a strength of their diversity.
Are more of your colleagues seeing this “legacy” and wanting to get involved to change it?
TJ: More of my colleagues are becoming aware the role race continues to play in students’ lives. A lot of that is due to the courage of students speaking up about the experiences they have in our schools and in our classrooms. For a lot of people that’s changed them. In the past eight to ten years, people have come to grips that we’re not a color blind society and being color blind as an educator causes further harm and trauma to our students of colors and families of color.
How do we get to a point where people can accept that everyone is racist because we live in a racialized society?
TJ: The first step is to get rid of this idea of the false binary. Since the civil rights movement, people were taught—then believed and assumed—that if you’re racist, you’re bad. When somebody says “All (or) white lives matter,” and an African American person responds with, “that’s because you’re a racist.” The person experiences such discomfort because they’re seeing it as either-or. “Either I’m a good, non-racist person or I’m a bad, racist person, and you just put me in the bad racist box.” We need to understand that racism is a spectrum of actions and beliefs. All of us fall on that spectrum at different points in our life. It’s not about who is more or less racist. It’s understanding we are all impacted by a racialized society. We have been conditioned to believe and behave in certain ways. It’s not your fault you grew up in the system, but it is your responsibility to challenge that system and overcome that implicit bias yourself.
You call yourself an anti-racist white educator. What’s the difference between “not a racist” and “anti-racist?”
TJ: The “not racist” is coming from a binary perspective: “I’m not going to use the n-word.” If you’re more in tune with social justice, then it’s “I’m not going to use the word ‘illegal.’ I’m going to wear a black lives matters T-shirt. I’m going to make sure I’m not perceived as doing something outlandishly racist.” Even if you do all this, you can still perpetuate stereotypes and systems of oppression. How do you conduct your classroom and enforce late work and homework policies? Is your content supporting systems of white oppression and supremacy? Anti-racism is to engage in owning the privilege that you have, dismantling it when you see it, and where you’re exposed to it. An anti-racist is someone who puts some skin in the game. Are you willing, for example, to lose your job in order to achieve justice for everybody?…
Andrea D. Lewis is Assistant Professor and Chair of the Education Department at Spelman College in Atlanta, Ga. In her latest book, Preservice Teachers, Social Class, and Race in Urban Schools published by Palgrave McMillan, she explores her experiences growing up as a post-civil rights Black student in a middle-class, White community who went on to teach in a high-poverty school. She also examines how middle class teachers of color can balance economic and social class when working in low-income schools. NEA Today talked to Lewis about her book and her research findings.
What was different about your educational experience as a child and your experience as a new educator in a high-poverty community?
Lewis: The major difference was the lack of funding. As a child I attended schools brimming with supplies, the latest technology and bright and cheery, updated facilities. When I started teaching, I paid for everything to set up my classroom, from bulletin board paper to pencils. There were limited resources for basic school supplies and classroom necessities. I had two or three outdated computers in my classroom that typically didn’t work, the halls and classrooms were dark and in need of paint, and the bathrooms needed renovating. While there was an obvious need to update the building, the budget was nonexistent to make it happen. It was disheartening.
What expectations did your students and their parents have of you based on your race and class?
Lewis: My students and parents had high expectations of me as a young Black teacher, but in terms of social class, I think I was more nervous and fearful of my ability to connect with my students and parents. They saw me in the community making home visits and trying to make a difference in the classroom, which assisted in breaking down boundaries. I did have to learn to communicate with parents who insisted on being difficult. Although I was intimidated at first, I learned and grew to see through their frustration and pain. They were not mad at me, but at larger systems that had failed them.
