Strategies for Higher Education Leaders

Leaders in this category include state higher education executive officers (e.g. system and campus presidents and chancellors) and the leaders of colleges and programs that provide educator preparation programming and oversee certification and licensing.

To see strategies, make a selection below.

Cultivating an interest in becoming an educator


  • Advocate for, support, and participate in a region-wide effort to promote teaching and educational administration as a profession.
  • Partner with school districts to support training and certification.
  • Encourage and support employees to spend a day in school.
  • Partner with career and technical education centers and school districts to ensure seamless transitions between education career K-12 career and technical education centers and pathways and higher education programs.
  • Partner with high schools around dual or concurrent enrollment opportunities and ensure that credits transfer and build toward credentials.
  • Build partnerships with school districts and communities of color and multilingual communities to create pathways into teacher education programs.

Providing access to and supporting the completion of education preparation programs


  • Support the removal of barriers to accessing Pell Grants for adult education enrollees to participate in education courses leading to certification.
  • Require, design, and provide antiracist and anti-bias training for all educator preparation faculty, staff, and candidate field-based supervisors.
  • Advocate for the creating of a micro-credentialing or endorsement for culturally responsive teaching (either at the pre-service or inservice level).
  • Partner with others to design and facilitate the implementation of a micro-credentialing or endorsement for culturally responsive teaching (either at the pre-service or inservice level).
  • Support and advocate for districts paying the cost for paraprofessionals to become certified teachers.
  • Advertise broadly the full cost to become a certified teacher through all of the programs and pathways at your institution.
  • Annually report the percentage of faculty and students of color in educator preparation programs.
  • Require anti-bias training for all teacher mentors (supporting prospective educators), education faculty, sponsoring teachers, coaches.
  • Conduct stakeholder surveys of anyone who works with educator preparation candidates to gauge how they are doing with respect to cultural competency.
  • Partner with districts to provide college students paid experiences in K-12 to expose them to teaching.
  • Advocate for eliminating the cost of certificates from credentialed candidates that require translations.
  • Partner with local districts to develop mentorship programs.

Streamlining certification and licensure


  • Advocate for shifting away from traditional examinations (such as Praxis) as requirements for certification toward alternative ways for candidates to demonstrate skills and competencies, such as portfolios, demonstrations, or expanded waivers.
  • Review existing skills and competencies expected of all candidates and ensure they are free of cultural and racial bias.
  • Support the development and submission of multiple forms of evidence candidates can provide to demonstrate they have met their program’s expectations.
  • Partner with states’ certification offices to ensure that programs meet all reciprocity requirements.
  • Partner with state certification offices to simplify and streamline the licensing procedures.
  • Partner with local and state agencies to offer programming and supports to educators who may be displaced from other countries to become certified.

Recruiting and hiring diverse educators

  • Advocate for legislation to subsidize moving expenses for racially, ethnically, and linguistically diverse educators.
  • Advocate for and support districts participating in state recruitment and hiring initiatives.
  • Develop and share resources to inform and support district efforts to review and revise recruitment and hiring practices.
  • Advocate for the collection and reporting of demographic information of hired candidates and retirees.
  • Advocate for and support the creation of professional learning networks for people making hiring decisions; members of these networks should share ideas, strategies, resources, and support while also engaging in anti-bias education.
  • Support the design and implementation of a district plan to diversify the educator workforce.
  • Share resources such as audit tools, sample policies, exemplars, templates, hiring guides, and retention strategies with districts.
  • Advocate for the creation of a position at the state education agency to support the diversification of the educator workforce, promote stronger collaboration across agencies, and support the development and sharing of resources.
  • Expand partnerships with districts to create more informal and formal ways to share the lived experience of working in specific districts. Develop resources and models for what this looks like in practice.

Supporting, retaining, an promoting diverse educators


  • Support the adoption of a statewide goal for increasing the number of racially, ethnically, and linguistically diverse administrators.
  • Advocate for the hiring of candidates of color who complete administrator preparation programs requirements in districts across the state they serve.
  • Promote and support the participation in mentorship programs for administrators of color for both aspiring and current leaders.
  • Support the examination of the role that salary discrepancy plays in the recruitment, hiring, retention, and advancement of educators of color.
  • Train faculty in equity and antiracist practices.
  • Advocate for and support the creation of affinity groups for educators of color.
  • Join regional networks to share ideas and questions about diversifying the educator workforce resources and practices.

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