Free Daily Headlines :

  • COVID-19
  • Vaccine Info
  • Money
  • Politics
  • Education
  • Health
  • Justice
  • More
    • Environment
    • Economic Development
    • Gaming
    • Investigations
    • Social Services
    • TRANSPORTATION
  • Opinion
    • CT Viewpoints
    • CT Artpoints
DONATE
Reflecting Connecticut’s Reality.
    COVID-19
    Vaccine Info
    Money
    Politics
    Education
    Health
    Justice
    More
    Environment
    Economic Development
    Gaming
    Investigations
    Social Services
    TRANSPORTATION
    Opinion
    CT Viewpoints
    CT Artpoints

LET�S GET SOCIAL

Show your love for great stories and out standing journalism
CT VIEWPOINTS -- opinions from around Connecticut

Whites teachers only — blacks need not apply

It is time for authentic affirmative action compliance

  • CT Viewpoints
  • by Claudia Cousins
  • June 17, 2019
  • View as "Clean Read" "Exit Clean Read"

When one is not able to speak the truth freely, one’s freedom of expression plummets. Public Schools are equal opportunity employers. They all claim that they do not make employment decisions (including decisions related to hiring, assignment, compensation, promotion, demotion, disciplinary action and termination) on the basis of race, color, religion, age, gender, marital status, sexual orientation, national origin, ancestry, disability (including pregnancy), genetic information, or gender identity or expression, except in the case of a bona fide occupational qualification. Some districts even claim to have a policy of active recruitment of qualified minority teachers and non-certified employees and one that provides help for individuals needing assistance in completing the application for job openings.

These all-encompassing claims are indeed reassuring or should be to every educator who seeks employment within the United States, but this is not the case.

It is a well known fact that after the United States abolished slavery, black Americans continue to be marginalized through enforced segregated and diminished access to facilities, housing, education, and yes, employment opportunities. Sadly, one does not have to do any investigating to see the facts as they are. Take a look at the school demographic within your neighborhood, or even better, visit the State Department of Education website to view what’s going on in your district. Compare the percentage of minority educators with white educators. The difference is significant. Employment opportunities in education for minorities is a serious problem.

This problem will require genuine, purposeful, and  sustained efforts to not only recruit and promote highly qualified minority educators, but mentor those who are interested in a career in education. Given the number of minorities choosing to become qualified, certified, and accomplished, many with advanced degrees, it is questionable as to why educators and administrators within our schools are so are overwhelmingly white. School districts, colleges, and universities must increase diversity among educators within school districts whether through personal connections, internships, or fellowship programs. A number of remarkable minority educators who have vied for teaching or administrative positions in school districts have been overlooked or marginalized.

This is indeed a major problem. The diverse life experiences that minorities bring are desperately needed in order to stay relevant, build sustainability, and more importantly, adhere to equal employment opportunity expectations. We cannot achieve greater diversity in our schools by denying minorities equal employment opportunities. Schools need to hire qualified minorities, mentor the ones who need mentoring, and promote them when they have gained the experience.

If qualification, experience, and in many cases certification helps to determine which candidate is best suited for jobs within our schools, then why are so many school districts overwhelmingly white? Are the demographics as posted on the districts’ websites sending a not so subtle message – Whites Only – Blacks Need Not Apply?

School districts must rethink equal employment opportunity for educators from minority groups.

Even though all educators are required to complete the same rigorous program of study and fulfill specific state certification requirements, when it comes to securing employment, minority groups are not given equal consideration as non-minority groups. These school districts’ demographics reflect that while non-minority groups appear to be entitled to equal employment opportunity, minority groups are denied this privilege — not because of a lack of qualification, certification, or experience, but because of what appears to be discriminatory hiring practices. A practice that is immoral, unlawful, reprehensible, and unacceptable. We teach our students that all men have certain unalienable rights, but when it comes to employment opportunities within school districts, it appears that only whites enjoy those rights.

Hiring minority groups to fulfill a diversity quota is certainly not the answer nor what I am proposing. Candidates should be selected for employment based on their competence and not their racial, ethnic, or other characteristics. It is more important now than ever before for school districts to rethink equal employment opportunity among minority groups to build a diverse, inclusive group of employees that reflects the world instead of the district. By design, schools are structured to support diverse talents and ways of learning. Employing only those who identify with the district’s population limits access to diverse insights, experiences, and worldviews and shows a lack of respect to minority groups.

Because it is incumbent upon educational leaders to provide the best education for every student, districts should recruit and hire the most competent person possible, within budget limitations, for the job. Recruiting and hiring predominantly members from non-minority groups send the message that only non-minority groups are competent enough to provide the best education for every student. While the screening, interviewing, and hiring processes for certified, qualified, and experienced candidates are crucial to selecting the most competent candidate for the job, school districts must be purposeful in their efforts. Educational leaders such as districts’ superintendent should use their platform to work with the school board and human resources to coordinate efforts to ensure that the recruiting and hiring practices are fair and free from discrimination. In their position of power, they should be challenged to do a better job in rethinking equal employment opportunity for candidates from minority groups.

Efforts to rethink equal employment opportunity for candidates from minority groups could include creating opportunities for a specific number of positions to be filled by minority groups; and working on an action plan to increase certified, qualified, experienced minority representation within the district. While there may be other ways to rethink equal employment opportunity for educators from minority groups, the aforementioned are surefire ways to underpin the transformation and diversity change that are necessary to ensure that recruiting and hiring practices do not appear discriminatory. This action plan, I opine, would be based off evidence to substantiate the claim that minority groups have been historically underrepresented within school districts.

Under my suggested plan to rethink equal employment opportunity for educators from minority groups within school districts, a specific number of jobs would be earmarked for minority groups over the next few years with a percentage of grant funding linked to this initiative for ensuring recruitment and retention efforts.

It is time for authentic affirmative action compliance determination within school districts. It is time for school districts to examine what is hindering the employment of certified, qualified, experienced candidates within their districts. It is time to rethink equal employment opportunity for educators from minority groups. It is time for school districts to stand back, look at their staff and reflect on whether the message they are sending is Whites Only – Blacks Need Not Apply.

Claudia Cousins, Ed.D, lives in West Hartford.

CTViewpoints welcomes rebuttal or opposing views to this and all its commentaries. Read our guidelines and submit your commentary here.

Sign up for CT Mirror's free daily news summary.

ABOUT THE AUTHOR

SEE WHAT READERS SAID

RELATED STORIES
From UHart faculty: All Hawks deserve our support
by Amanda Freeman, Katharine Owens and Rachel Walker

Last week college sports fans in Connecticut were roiled by some startling news. The University of Hartford has been privately considering a move from NCAA Division I to Division III. Grappling with the financial implications of the COVID-19 pandemic, the University commissioned a “feasibility study” from the consulting company CarrSports. The confidential report concluded that the “current Division I-funding model is not viable and cannot achieve the goal of becoming more self-sustaining.”

Lessons learned: Education is not enough to combat anti-vaccine propaganda
by Kerri M. Raissian and Jody Terranova

The Connecticut House of Representatives just passed legislation to end the religious exemption for the school vaccination requirement ( HB6423).  The Connecticut state Senate must act quickly to do the same.  If passed, Connecticut would require medically able school children to receive vaccines as recommended by the CDC.

Biden ought not overuse the term ‘infrastructure’
by Eric W. Kuhn

President Joe Biden's redefinition of the word "bipartisan" is wise, even necessary. Measures that have majority support among regular folks throughout the country-- say, universal background checks for firearms purchases-- have "bipartisan" support because lots of citizens of both major parties approve: that makes sense.

Please let restaurants and bars recover from the pandemic. Oppose HB 6502
by Robert D’Eliseo and Don Mancini

For the first time in almost a year, we can see a light at the end of the tunnel of the COVID-19 pandemic. But that does not mean we are out of the tunnel yet – and these coming months will be critical for the recovery. That is why this is not the time for the Connecticut General Assembly to push the polystyrene ban (HB 6502) they seem on track toward passing.

Playing politics with people’s healthcare is always wrong
by Jody Barr, Jan Hochadel, Jeff Leake, Dave Glidden, Carl Chism and Mike Holmes

For the past decade, towns, school boards and cities throughout the state have been able to provide their employees high-quality healthcare through the Connecticut Partnership […]

Support Our Work

Show your love for great stories and outstanding journalism.

$
Select One
  • Monthly
  • Yearly
  • Once
Artpoint painter
CT ViewpointsCT Artpoints
Opinion From UHart faculty: All Hawks deserve our support
by Amanda Freeman, Katharine Owens and Rachel Walker

Last week college sports fans in Connecticut were roiled by some startling news. The University of Hartford has been privately considering a move from NCAA Division I to Division III. Grappling with the financial implications of the COVID-19 pandemic, the University commissioned a “feasibility study” from the consulting company CarrSports. The confidential report concluded that the “current Division I-funding model is not viable and cannot achieve the goal of becoming more self-sustaining.”

Opinion Lessons learned: Education is not enough to combat anti-vaccine propaganda
by Kerri M. Raissian and Jody Terranova

The Connecticut House of Representatives just passed legislation to end the religious exemption for the school vaccination requirement ( HB6423).  The Connecticut state Senate must act quickly to do the same.  If passed, Connecticut would require medically able school children to receive vaccines as recommended by the CDC.

Opinion Biden ought not overuse the term ‘infrastructure’
by Eric W. Kuhn

President Joe Biden's redefinition of the word "bipartisan" is wise, even necessary. Measures that have majority support among regular folks throughout the country-- say, universal background checks for firearms purchases-- have "bipartisan" support because lots of citizens of both major parties approve: that makes sense.

Opinion Please let restaurants and bars recover from the pandemic. Oppose HB 6502
by Robert D’Eliseo and Don Mancini

For the first time in almost a year, we can see a light at the end of the tunnel of the COVID-19 pandemic. But that does not mean we are out of the tunnel yet – and these coming months will be critical for the recovery. That is why this is not the time for the Connecticut General Assembly to push the polystyrene ban (HB 6502) they seem on track toward passing.

Artwork Grand guidance
by Anne:Gogh

In a world of systemic oppression aimed towards those of darker skintones – representation matters. We are more than our equity elusive environments, more than […]

Artwork Shea
by Anthony Valentine

Shea is a story about race and social inequalities that plague America. It is a narrative that prompts the question, “Do you know what it’s […]

Artwork The Declaration of Human Rights
by Andres Chaparro

Through my artwork I strive to create an example of ideas that reflect my desire to raise social consciousness, and cultural awareness. Jazz music is […]

Artwork ‘A thing of beauty. Destroy it forever’
by Richard DiCarlo | Derby

During times like these it’s often fun to revisit something familiar and approach things with a different slant. I have been taking some Pop culture […]

Twitter Feed
A Twitter List by CTMirror

Engage

  • Reflections Tickets & Sponsorships
  • Events
  • Donate
  • Newsletter Sign-Up
  • Submit to Viewpoints
  • Submit to ArtPoints
  • Economic Indicator Dashboard
  • Speaking Engagements
  • Commenting Guidelines
  • Legal Notices
  • Contact Us

About

  • About CT Mirror
  • Announcements
  • Board
  • Staff
  • Sponsors and Funders
  • Donors
  • Friends of CT Mirror
  • History
  • Financial
  • Policies
  • Strategic Plan

Opportunity

  • Advertising and Sponsorship
  • Speaking Engagements
  • Use of Photography
  • Work for Us

Go Deeper

  • Steady Habits Podcast
  • Economic Indicator Dashboard
  • Five Things

The Connecticut News Project, Inc. 1049 Asylum Avenue, Hartford, CT 06105. Phone: 860-218-6380

© Copyright 2021, The Connecticut News Project. All Rights Reserved. Website by Web Publisher PRO