Empowering Diverse Educators: 4 Takeaways from AASPA 2024



It’s all-hands-on-deck when it comes to recruiting, supporting, and retaining teachers. This year’s American Association of School Personnel Administrators Conference in Seattle was an opportunity to engage with school district leaders from across the U.S. 

This much is clear: We have our work cut out for us. But as much as I know the path forward will be challenging, I leave this year’s conference inspired to think about ways we can enhance our support for teachers of all backgrounds and needs. 

These are my top 4 takeaways from the AASPA conference. 

1. Black Educators Need Our Support 

One of the most impactful sessions I attended was led by Tanya Dallas Lewis, where she raised an important question: “Is the teacher shortage we are experiencing today influenced by our history?” 

Lewis talked about the historic displacement of Black educators during integration, a loss that profoundly shaped the educational landscape. She emphasized the need for “micro-affirmations” to retain and empower diverse educators. Our recruitment strategy cannot overlook critical efforts to retain teachers who are already in the field. 

This reminds me of the call to create inclusive pathways for all aspiring educators, including those from underrepresented communities. Educator preparation programs should be accessible and designed to support teachers’ long-term success and retention. This includes test preparation, comprehensive licensure support, and stellar professional learning!   

2. We Need to Invest in Local Talent 

Clarke County School District’s Christopher Pendley talked about restructuring district hiring practices to better match community demographics, offering tailored support for high-need areas like special education. Clarke County’s strategic adjustments and partnership with Moreland University serve as a testament to the importance of flexibility and adaptability in teacher preparation. Together, we support teachers’ licensure pathways and offer professional development that addresses district-specific needs. 

Leaders from Carbon County and Union County school districts shared how their tailored “Pathways to Teaching” initiatives and differentiated pay structures for special educators have improved recruitment and retention. They invest in their local community to nurture the talent pool and invest in teachers! That intentional, local investment, combined with an innovative pay model, creates a strong foundation for teachers to thrive.  

3. Teachers Need Comprehensive Certification Support 

I had the pleasure of facilitating a panel discussion on “Strategies to Support and Retain Alternatively Licensed Teachers.” The session featured district leaders from three Moreland University partners: Jennifer Duvall, from Corvallis School District; Valerie Holzer, from Pendergast Elementary School District; and Dr. Selena Blankenship, from Clarke County School District.  

The trio shared critical insights into their work with alternative certification pathways. Duvall emphasized the overwhelming task new teachers face when balancing licensure requirements with classroom responsibilities. Holzer highlighted the success of personalized coaching and one-on-one support for new teachers. And Blankenship detailed her district’s summer runway course — an initiative that leverages Moreland University’s resources to prepare special education teachers for their first year. 

Our conversation confirmed what we’ve long known at Moreland: Educators pursuing alternative pathways need a partner who understands the unique challenges they face. Our tailored programs address that need by combining rigorous academic instruction with practical support through faculty mentoring, dedicated program advisors, and in-school clinical practice.

4. We Need Each Other 

One of the most valuable aspects of the AASPA conference was the opportunity to build in-person connections with district leaders from across the country. I sat down with colleagues from Washington, Florida, Louisiana, Connecticut — the list goes on — to discuss how Moreland can continue to be a reliable partner in helping teachers transition into the profession. 

Our district partners are just that — partners. We work together to address the teacher shortage through flexible certification programs and targeted support. It is this sense of collaboration and commitment to each district’s unique needs that drives our work. Whether by supporting paraprofessionals moving into lead teacher roles, career changers making a mid-career pivot, or early educators finalizing their licensure, Moreland University offers a pathway for every aspiring teacher. 

If you’re interested in learning more about how your district could partner with Moreland, please reach out to our team. Together, we can ensure that every teacher, from every background, is equipped to succeed in the classroom. 

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