What Americans Keep Ignoring About Finland’s School Success

The Atlantic

The Scandinavian country is an education superpower because it values equality more than excellence.

ANU PARTANEN DEC 29, 2011

The Scandinavian country is an education superpower because it values equality more than excellence.finnish-kids.jpg

Everyone agrees the United States needs to improve its education system dramatically, but how? One of the hottest trends in education reform lately is looking at the stunning success of the West’s reigning education superpower, Finland. Trouble is, when it comes to the lessons that Finnish schools have to offer, most of the discussion seems to be missing the point.

The small Nordic country of Finland used to be known — if it was known for anything at all — as the home of Nokia, the mobile phone giant. But lately Finland has been attracting attention on global surveys of quality of life — Newsweek ranked it number one last year — and Finland’s national education system has been receiving particular praise, because in recent years Finnish students have been turning in some of the highest test scores in the world.

Finland’s schools owe their newfound fame primarily to one study: the PISA survey, conducted every three years by the Organization for Economic Co-operation and Development (OECD). The survey compares 15-year-olds in different countries in reading, math, and science. Finland has ranked at or near the top in all three competencies on every survey since 2000, neck and neck with superachievers such as South Korea and Singapore. In the most recent survey in 2009 Finland slipped slightly, with students in Shanghai, China, taking the best scores, but the Finns are still near the very top. Throughout the same period, the PISA performance of the United States has been middling, at best.

Compared with the stereotype of the East Asian model — long hours of exhaustive cramming and rote memorization — Finland’s success is especially intriguing because Finnish schools assign less homework and engage children in more creative play. All this has led to a continuous stream of foreign delegations making the pilgrimage to Finland to visit schools and talk with the nation’s education experts, and constant coverage in the worldwide media marveling at the Finnish miracle.

So there was considerable interest in a recent visit to the U.S. by one of the leading Finnish authorities on education reform, Pasi Sahlberg, director of the Finnish Ministry of Education’s Center for International Mobility and author of the new book Finnish Lessons: What Can the World Learn from Educational Change in Finland? Earlier this month, Sahlberg stopped by the Dwight School in New York City to speak with educators and students, and his visit received national media attention and generated much discussion.

And yet it wasn’t clear that Sahlberg’s message was actually getting through. As Sahlberg put it to me later, there are certain things nobody in America really wants to talk about.

* * *

During the afternoon that Sahlberg spent at the Dwight School, a photographer from the New York Times jockeyed for position with Dan Rather’s TV crew as Sahlberg participated in a roundtable chat with students. The subsequent article in the Times about the event would focus on Finland as an “intriguing school-reform model.”

Yet one of the most significant things Sahlberg said passed practically unnoticed. “Oh,” he mentioned at one point, “and there are no private schools in Finland.”

This notion may seem difficult for an American to digest, but it’s true. Only a small number of independent schools exist in Finland, and even they are all publicly financed. None is allowed to charge tuition fees. There are no private universities, either. This means that practically every person in Finland attends public school, whether for pre-K or a Ph.D.

The irony of Sahlberg’s making this comment during a talk at the Dwight School seemed obvious. Like many of America’s best schools, Dwight is a private institution that costs high-school students upward of $35,000 a year to attend — not to mention that Dwight, in particular, is run for profit, an increasing trend in the U.S. Yet no one in the room commented on Sahlberg’s statement. I found this surprising. Sahlberg himself did not.

Sahlberg knows what Americans like to talk about when it comes to education, because he’s become their go-to guy in Finland. The son of two teachers, he grew up in a Finnish school. He taught mathematics and physics in a junior high school in Helsinki, worked his way through a variety of positions in the Finnish Ministry of Education, and spent years as an education expert at the OECD, the World Bank, and other international organizations.

Now, in addition to his other duties, Sahlberg hosts about a hundred visits a year by foreign educators, including many Americans, who want to know the secret of Finland’s success. Sahlberg’s new book is partly an attempt to help answer the questions he always gets asked.

From his point of view, Americans are consistently obsessed with certain questions: How can you keep track of students’ performance if you don’t test them constantly? How can you improve teaching if you have no accountability for bad teachers or merit pay for good teachers? How do you foster competition and engage the private sector? How do you provide school choice?

 

The answers Finland provides seem to run counter to just about everything America’s school reformers are trying to do.

For starters, Finland has no standardized tests. The only exception is what’s called the National Matriculation Exam, which everyone takes at the end of a voluntary upper-secondary school, roughly the equivalent of American high school.

Instead, the public school system’s teachers are trained to assess children in classrooms using independent tests they create themselves. All children receive a report card at the end of each semester, but these reports are based on individualized grading by each teacher. Periodically, the Ministry of Education tracks national progress by testing a few sample groups across a range of different schools.

As for accountability of teachers and administrators, Sahlberg shrugs. “There’s no word for accountability in Finnish,” he later told an audience at the Teachers College of Columbia University. “Accountability is something that is left when responsibility has been subtracted.”

For Sahlberg what matters is that in Finland all teachers and administrators are given prestige, decent pay, and a lot of responsibility. A master’s degree is required to enter the profession, and teacher training programs are among the most selective professional schools in the country. If a teacher is bad, it is the principal’s responsibility to notice and deal with it.

And while Americans love to talk about competition, Sahlberg points out that nothing makes Finns more uncomfortable. In his book Sahlberg quotes a line from Finnish writer named Samuli Paronen: “Real winners do not compete.” It’s hard to think of a more un-American idea, but when it comes to education, Finland’s success shows that the Finnish attitude might have merits. There are no lists of best schools or teachers in Finland. The main driver of education policy is not competition between teachers and between schools, but cooperation.

Finally, in Finland, school choice is noticeably not a priority, nor is engaging the private sector at all. Which brings us back to the silence after Sahlberg’s comment at the Dwight School that schools like Dwight don’t exist in Finland.

“Here in America,” Sahlberg said at the Teachers College, “parents can choose to take their kids to private schools. It’s the same idea of a marketplace that applies to, say, shops. Schools are a shop and parents can buy what ever they want. In Finland parents can also choose. But the options are all the same.”

Herein lay the real shocker. As Sahlberg continued, his core message emerged, whether or not anyone in his American audience heard it.

Decades ago, when the Finnish school system was badly in need of reform, the goal of the program that Finland instituted, resulting in so much success today, was never excellence. It was equity.

* * *

Since the 1980s, the main driver of Finnish education policy has been the idea that every child should have exactly the same opportunity to learn, regardless of family background, income, or geographic location. Education has been seen first and foremost not as a way to produce star performers, but as an instrument to even out social inequality.

In the Finnish view, as Sahlberg describes it, this means that schools should be healthy, safe environments for children. This starts with the basics. Finland offers all pupils free school meals, easy access to health care, psychological counseling, and individualized student guidance.

In fact, since academic excellence wasn’t a particular priority on the Finnish to-do list, when Finland’s students scored so high on the first PISA survey in 2001, many Finns thought the results must be a mistake. But subsequent PISA tests confirmed that Finland — unlike, say, very similar countries such as Norway — was producing academic excellence through its particular policy focus on equity.

That this point is almost always ignored or brushed aside in the U.S. seems especially poignant at the moment, after the financial crisis and Occupy Wall Street movement have brought the problems of inequality in America into such sharp focus. The chasm between those who can afford $35,000 in tuition per child per year — or even just the price of a house in a good public school district — and the other “99 percent” is painfully plain to see.

* * *

Pasi Sahlberg goes out of his way to emphasize that his book Finnish Lessons is not meant as a how-to guide for fixing the education systems of other countries. All countries are different, and as many Americans point out, Finland is a small nation with a much more homogeneous population than the United States.

Yet Sahlberg doesn’t think that questions of size or homogeneity should give Americans reason to dismiss the Finnish example. Finland is a relatively homogeneous country — as of 2010, just 4.6 percent of Finnish residents had been born in another country, compared with 12.7 percent in the United States. But the number of foreign-born residents in Finland doubled during the decade leading up to 2010, and the country didn’t lose its edge in education. Immigrants tended to concentrate in certain areas, causing some schools to become much more mixed than others, yet there has not been much change in the remarkable lack of variation between Finnish schools in the PISA surveys across the same period.

Samuel Abrams, a visiting scholar at Columbia University’s Teachers College, has addressed the effects of size and homogeneity on a nation’s education performance by comparing Finland with another Nordic country: Norway. Like Finland, Norway is small and not especially diverse overall, but unlike Finland it has taken an approach to education that is more American than Finnish. The result? Mediocre performance in the PISA survey. Educational policy, Abrams suggests, is probably more important to the success of a country’s school system than the nation’s size or ethnic makeup.

 

Indeed, Finland’s population of 5.4 million can be compared to many an American state — after all, most American education is managed at the state level. According to the Migration Policy Institute, a research organization in Washington, there were 18 states in the U.S. in 2010 with an identical or significantly smaller percentage of foreign-born residents than Finland.

What’s more, despite their many differences, Finland and the U.S. have an educational goal in common. When Finnish policymakers decided to reform the country’s education system in the 1970s, they did so because they realized that to be competitive, Finland couldn’t rely on manufacturing or its scant natural resources and instead had to invest in a knowledge-based economy.

With America’s manufacturing industries now in decline, the goal of educational policy in the U.S. — as articulated by most everyone from President Obama on down — is to preserve American competitiveness by doing the same thing. Finland’s experience suggests that to win at that game, a country has to prepare not just some of its population well, but all of its population well, for the new economy. To possess some of the best schools in the world might still not be good enough if there are children being left behind.

Is that an impossible goal? Sahlberg says that while his book isn’t meant to be a how-to manual, it is meant to be a “pamphlet of hope.”

“When President Kennedy was making his appeal for advancing American science and technology by putting a man on the moon by the end of the 1960’s, many said it couldn’t be done,” Sahlberg said during his visit to New York. “But he had a dream. Just like Martin Luther King a few years later had a dream. Those dreams came true. Finland’s dream was that we want to have a good public education for every child regardless of where they go to school or what kind of families they come from, and many even in Finland said it couldn’t be done.”

Clearly, many were wrong. It is possible to create equality. And perhaps even more important — as a challenge to the American way of thinking about education reform — Finland’s experience shows that it is possible to achieve excellence by focusing not on competition, but on cooperation, and not on choice, but on equity.

The problem facing education in America isn’t the ethnic diversity of the population but the economic inequality of society, and this is precisely the problem that Finnish education reform addressed. More equity at home might just be what America needs to be more competitive abroad.

When Was the Last Time You Took On a New Challenge?

Each January brings a renewed desire to challenge ourselves and learn something new. But by February the energy starts to wane. Becoming proficient at something takes too much time, we lose motivation to practice, we struggle to pay attention in class after a long day at work — the list of reasons goes on.

I recently came across some motivation to stick with a new pursuit. A few weeks ago I read an article in the New York Times about “superagers,” people who function at extremely high levels (academically, professionally, and physically) well into their eighties. Their performance on tests of memory and concentration is comparable to people one-third their age.

All the superagers engaged in difficult physical and mental tasks, such as tennis or bridge, regularly. By pushing themselves into challenging efforts that were outside their comfort zones, rather than engaging in leisurely activities, as others their age did, the superagers seemed to enhance their attention and memory skills. When researchers scanned the brains of 17 superagers, they found unusually large amounts of activity in parts of the brain tied to emotional functioning, including communication, stress management, and sensory coordination. Additional studies are being done to determine which difficult tasks could be the most beneficial for cognitive abilities, but the scientists suggest that mastering a new skill could have the same positive effect on brain development.

I surveyed 260 CEOs and executives in for-profit and nonprofit sectors to find out whether they had recently undertaken a new pursuit. I wanted to learn if they saw any impact on their overall well-being, professionally or personally. 53% of the responses were from men and 47% were from women.

The majority (60%) of respondents reported that they had begun a new challenge in the past two years. The most common pursuit was a sport or a physical activity (38% of people). The other top responses were: starting a new work-related project (11%), studying something new (10%), and teaching or writing (10%). Other options, including playing music, creating art, and playing games such as bridge, were cited by 8% of people. And 34% reported devoting 10 hours or more a week to their new activity.

All respondents found their new endeavor “hard,” but half of them characterized it as “mentally” challenging, while the other half called it either physically challenging or a combined mental and physical effort. Two-thirds rated the difficulty as outside their comfort zone.

When asked how the new activity was impacting their lives, most people said it was positive. 88% of the survey group reported experiencing a beneficial impact. More than half the respondents considered the impact on their work life to be positive, and 83% said that the new activity had improved their well-being. Only 11% admitted to being slightly less productive at work due to their new activity, while 52% reported being more productive.

As to the effect of their pursuits on their relationships, 34% felt it benefited their relationships with colleagues. The majority reported that through their endeavor they had met people with whom they might work with professionally in the future.

I asked if this effort helped them develop a better understanding of their job. While 42% said there was no effect, 58% felt that they had gained a better understanding of or appreciation for their professional role. Some of the benefits related to their own well-being, to acquiring new technical skills, or to spending time with colleagues outside of work.

Other research has shown that learning something hard can help expand our creativity. And although it seems unlikely that swimming an open water race or learning to paint would help in one’s job of writing software or managing employees, the broader benefits of pushing ourselves may be positive for colleague relationships, productivity, and task comprehension. Plus, acquiring new skills is enjoyable.

So, if you are considering giving up on your latest effort at self-improvement because it’s just too hard or you don’t have enough time, these survey results might offer a new incentive to stick with it. Even the respondents who had not embarked on a new activity seemed to perceive a benefit – over 26% said they would likely begin one next year.


Karen Firestone is the President and CEO of Aureus Asset Management, an asset management firm which serves as the primary financial advisor to families, individuals, and nonprofit institutions. She cofounded Aureus after 22 years as a fund manager and research analyst at Fidelity Investments. She’s the author of Even the Odds: Sensible Risk-Taking in Business, Investing, and Life (Bibliomotion, April 2016).


If You’re Not Outside Your Comfort Zone, You Won’t Learn Anything

Harvard Business Review

JULY 29, 2016
You need to speak in public, but your knees buckle even before you reach the podium. You want to expand your network, but you’d rather swallow nails than make small talk with strangers. Speaking up in meetings would further your reputation at work, but you’re afraid of saying the wrong thing. Situations like these — ones that are important professionally, but personally terrifying — are, unfortunately, ubiquitous. An easy response to these situations is avoidance. Who wants to feel anxious when you don’t have to?

But the problem, of course, is that these tasks aren’t just unpleasant; they’re also necessary. As we grow and learn in our jobs and in our careers, we’re constantly faced with situations where we need to adapt our behavior. It’s simply a reality of the world we work in today. And without the skill and courage to take the leap, we can miss out on important opportunities for advancement. How can we as professionals stop building our lives around avoiding these unpleasant, but professionally beneficial, tasks?

First, be honest with yourself. When you turned down that opportunity to speak at a big industry conference, was it really because you didn’t have the time, or were you scared to step on a stage and present? And when you didn’t confront that coworker who had been undermining you, was it really because you felt he would eventually stop, or was it because you were terrified of conflict? Take an inventory of the excuses you tend to make about avoiding situations outside your comfort zone and ask yourself if they are truly legitimate. If someone else offered you those same excuses about their behavior, would you see these as excuses or legitimate reasons to decline? The answer isn’t always clear, but you’ll never be able to overcome inaction without being honest about your motives in the first place.

Then, make the behavior your own. Very few people struggle in every single version of a formidable work situation. You might have a hard time making small talk generally, but find it easier if the topic is something you know a lot about. Or you may have a hard time networking, except when it’s in a really small setting.

Recognize these opportunities and take advantage — don’t chalk this variability up to randomness. For many years, I’ve worked with people struggling to step outside their comfort zones at work and in everyday life, and what I’ve found is that we often have much more leeway than we believe to make these tasks feel less loathsome. We can often find a way to tweak what we have to do to make it palatable enough to perform by sculpting situations in a way that minimizes discomfort. For example, if you’re like me and get queasy talking with big groups during large, noisy settings, find a quiet corner of that setting to talk, or step outside into the hallway or just outside the building. If you hate public speaking and networking events, but feel slightly more comfortable in small groups, look for opportunities to speak with smaller groups or set up intimate coffee meetings with those you want to network with.

Finally, take the plunge. In order to step outside your comfort zone, you have to do it, even if it’s uncomfortable. Put mechanisms in place that will force you to dive in, and you might discover that what you initially feared isn’t as bad as you thought.

For example, I have a history of being uncomfortable with public speaking. In graduate school I took a public speaking class and the professor had us deliver speeches — using notes — every class. Then, after the third or fourth class, we were told to hand over our notes and to speak extemporaneously. I was terrified, as was everyone else in the course, but you know what? It actually worked. I did just fine, and so did everyone else. In fact, speaking without notes ended up being much more effective, making my speaking more natural and authentic. But without this mechanism of forcing me into action, I might never have taken the plunge.

Start with small steps. Instead of jumping right into speaking at an industry event, sign up for a public speaking class. Instead of speaking up in the boardroom, in front of your most senior colleagues, start by speaking up in smaller meetings with peers to see how it feels. And while you’re at it, see if you can recruit a close friend or colleague to offer advice and encouragement in advance of a challenging situation.

You may stumble, but that’s OK. In fact, it’s the only way you’ll learn, especially if you can appreciate that missteps are an inevitable — and in fact essential — part of the learning process. In the end, even though we might feel powerless in situations outside our comfort zone, we have more power than we think. So, give it a go. Be honest with yourself, make the behavior your own, and take the plunge. My guess is you’ll be pleased at having given yourself the opportunity to grow, learn, and expand your professional repertoire.


Andy Molinsky is a Professor of Organizational Behavior at the Brandeis International Business School. His forthcoming book, Reach: A New Strategy to Help You Step Outside Your Comfort Zone, Rise to the Challenge, and Build Confidence is to be published by Penguin Random House in January 2017. For more information visit andymolinsky.com and follow Andy on Twitter @andymolinsky.

Preparing Young Americans for a Complex World

Last year, the Council on Foreign Relations and National Geographic commissioned a survey to assess the global literacy of American college students. Over 1,200 people participated; less than 30 percent earned a passing grade. Below are six questions they included, each of which a majority of respondents answered incorrectly. See how you, or your students or children, do. (Answers below.)

1. In which of these countries is a majority of the population Muslim?

a) South Africa

b) Armenia

c) India

d) Indonesia

2. Which language is spoken by the most people in the world as their primary language?

a) Russian

b) Mandarin Chinese

c) English

d) Arabic

3. Which country is the largest trading partner of the United States, based on the total dollar value of goods and services?

a) Canada

b) China

c) Mexico

d) Saudi Arabia

4. Approximately what percentage of the United Statesfederal budget is spent on foreign aid?

a) 1 percent

b) 5 percent

c) 12 percent

d) 30 percent

e) 40 percent

5. Which countries is the United States bound by treaty to protect if they are attacked? (select all that apply)

a) Canada

b) China

c) Japan

d) Mexico

e) North Korea

f) Russia

g) South Korea

h) Turkey

6. True or False: Over the past five years, the number of Mexicans leaving the United States and returning to Mexico has been greater than the number of Mexicans entering the United States.

Why is it so important to understand the world and the United States’ role in it today?

To begin with, the American economy is inextricably linked to the global economy. It’s estimated that one-fifth of jobs here are now tied to international trade. Moreover, many of the world’s major challenges — climate change, instability in financial markets, food and water insecurity, infectious diseases, migration, war and terrorism — are complex, interdependent and borderless. And with 40 million foreign-born residents, the United States is itself a global society with deep emotional ties to many nations and cultures. To survive and thrive, Americans have to learn how to manage greater complexity and collaborate across lines of difference.

During the Obama administration, the federal Department of Education recognized this imperative. Since 2012, its strategy has emphasized “global and cultural competency” as a core educational priority. In 2018, the Program for International Student Assessment, an international testing system that sets benchmarks for student performance in which the Department of Education participates, will add global competence as a new domain.

Nevertheless, many American schools have remained poorly prepared to deliver education in “global competence” (defined by American education leaders as “the capacity and disposition to understand and act on issues of global significance.”) The focus on traditional achievement and test scores has narrowed the delivery of instruction at a time when students need to learn to think more broadly. In the wake of “Brexit” and the election of Donald Trump (both far more popular among older voters than among the young) — and amid the global rise of nationalist movements — schools need to help students navigate the forces shaping the world they will inherit.

“What are the values, attitudes, skills and behaviors that must be cultivated if we’re going to live in a peaceful world?” asked Dana Mortenson, one of the -founders of World Savvy, an organization that has worked with thousands of teachers to integrate global competence into their lessons.

What’s needed is not just scoring well on standardized tests. “It’s an openness to new opportunities and ideas,” she added. “It’s a desire to engage. It’s self-awareness about culture and respect for different perspectives. It’s comfort with ambiguity. It’s the skill to investigate the world through questions. Empathy and humility are big pieces of all of it.”

Teaching these higher-level skills and attitudes might seem a tall order for schools that struggle with the basics. But World Savvy has seen impressive results among its partner schools, a majority of them in high-poverty areas. By raising the bar, teachers say, it becomes easier to engage students.

That’s been the experience of Carla Kelly, a special-education teacher at DeWitt Clinton High School in the Bronx who completed a Global Competence Certificate, a 15-month graduate-level program developed by World Savvy, the Asia Society and Teachers College at Columbia University.

“I saw that I needed to teach so that my students could contribute anywhere in the world,” Kelly said.

Kelly teaches a variety of subjects — including science, health, Spanish and life skills — in a school that has students and faculty members from 46 countries. She tries to integrate global competence concepts throughout her teaching.

In a unit on nutrition, for instance, students explore foods from around the world, graphing diets against life spans. “We compared diets high in starchy vegetables with places where they eat dark green or sea vegetables,” she said. The connections the students drew were powerful: They learned that people in China live longer than black people in America. They discovered that wherever the American diet was introduced, life spans declined.

In a unit on death, Kelly added an exploration of 11 funeral rites. Students learned that in Ghana, caskets are woven in the shape of objects beloved by the deceased; in South Korea, a person’s remains may be pressed into jewelry; and in Tibet, the mountaintop “sky burial” in the open allows a dead person’s soul to exit the body and be reincarnated. “I asked them to choose five rituals that would be a good fit with their values and cultures,” Kelly said. “I wanted them to make connections, to see how other cultures see life and death.”

“Every class that I’ve revised to include international representation,” she added. “I found that the students made more connections because they had a cultural anchor. And when I assessed what they retained I got content-specific vocabulary because it stuck, especially where they could see aspects of themselves and of people they knew. And the questions I got were better. I stopped getting ‘what’ questions and started getting ‘why’ questions, and ‘what if’ questions.”

At Mill Valley Middle School in California, two teachers, Rod Septka and Maggie Front, working with more affluent students, have seen this approach evoke a similar response. When the recent drought in California was daily news, they looked at how people in the state were conserving water. Then they examined how people cope with water-related problems in Bangladesh, Israel, Sudan, Bolivia, China, Ethiopia, Indonesia, Peru and Syria. The students did extensive research and data gathering. One student was astonished that so many people around the world couldn’t just go into their kitchen and get water from a tap. Then the water crisis in Flint, Mich., became news, and they looked at water access in terms of wealth and race. That led a student who had been previously disengaged in school to discover her activist voice, said Front. And studying water rights brought her to a related concern: women’s rights.

“A lot of this helps the kids to understand what actions they can take toward solving world issues,” said Front. “It’s not the mission to create activism, but that tends to come out of it.”

In a culminating experience, the students, working in twos, carried five-gallon buckets of water for half a mile. They experimented with ways to do it efficiently, while minimizing spillage, and collected data about time, distance and volume to calculate how long it would take them to provide water for their family. “It was a lot harder than they thought,” said Septka. “It gave them a newfound appreciation for people who have to do things differently than we do.”

Each of these teachers described learning alongside the students, making mistakes, and improving their own global competence in the process.

For now, teacher education that is focused on this area remains at a nascent stage, says William Gaudelli, an associate professor at Teachers College at Columbia University who is a founder of the college’s Global Competence Certificate program and the author of a book titled “Global Citizenship Education: Everyday Transcendence.”

“By and large, our curriculum in the United States is a European great civilization approach — Plato to NATO — with some add-ons for cultural diversity,” he said. “But the condition we live in is fundamentally global. There’s literally nothing that’s not connected far beyond our borders. When people 100 years look back on our generation, they’re going to wonder: How did they know so much about what was going on and do so little to educate about it?”

For Mortenson, a core hurdle is moving beyond the “aversion to complexity in our education system.”

“The system was set up that way because the idea was to standardize knowledge,” she said. “That was appropriate when someone was being trained for a job they might hold for 40 or 50 years. But the world has changed in such profound ways that developing an understanding of complexity is paramount. Whatever the policy, the idea that things are simple, or black and white, and we can put a blanket on them and feel that it’s going to have the desired impact — that idea can become very dangerous.”

*Answers, with percentage of respondents who gave the correct answer.

1. d (29 percent)

2. b (49 percent)

3. a (10 percent)

4. a (12 percent)

5. a (47 percent), c (28 percent), g (34 percent), h (14 percent)

6. True (34 percent)

THE DIVERSITY DIVIDE

National Association of Elementary School Principals

Recent studies show lack of racial diversity among educators in America.
By Robert Bittner
Principal, January/February 2017

Several recent studies have explored the issue of racial diversity in American education. “The State of Racial Diversity in the Educator Workforce” (2016), developed by the U.S. Department of Education, uses cold numerical data to underscore the fact that, despite some very modest gains, today’s education workforce is nowhere near as diverse as today’s students. The report cites a handful of programs across the country that are working to correct that deficiency. Yet, like most studies, the focus is on reporting current conditions, with questions of why and what can be done left unanswered.

A study by The Education Trust, “Through Our Eyes: Perspectives and Reflections from Black Teachers” (2016), by Ashley Griffin and Hilary Tackie, puts a human face on the data, at least where black educators are concerned. (A separate report on Hispanic teachers is forthcoming.) While acknowledging that “building a diverse teacher workforce is complex,” the authors’ interviews with black teachers across the country emphasize the need to do just that and to help point the way to solutions.

During the 2012-2013 school year, 51 percent of all elementary and secondary public school students were white, 16 percent were black, and 24 percent were Hispanic. Among teachers, 82 percent were white, 7 percent were black, and 8 percent were Hispanic. As for principals, 80 percent were white, 10 percent were black, and 7 percent were Hispanic.

The “Racial Diversity” Study Summarizes The Key Findings In Three Main Points:

  1. Racially speaking, elementary- and secondary-school educators in the United States are relatively homogenous and not as racially diverse as their students or the population in general.
  2. Diversity decreases at multiple points across the teacher pipeline through which teachers progress in postsecondary education, teacher preparation programs, and retention. (See infographic on page 17.)
  3. Historically black colleges and universities (HBCUs) and alternative routes to teacher certification—including online institutions—tend to enroll a more racially diverse population of teacher candidates than other colleges and universities. For example, the study notes that 16 percent of all black teacher candidates attend an HBCU; however, that number represents a mere 2 percent of all of those preparing to teach.

There are signs of very modest improvement. For example, the survey points out that, although a large racial imbalance between educators and students remains, educator diversity has increased over time. In the 1987-1988 school year, 13 percent of public school teachers were teachers of color compared with 18 percent in 2011-2012, a 5 percent increase over more than 20 years. (During the same period, the proportion of black teachers actually decreased slightly.)

In 2011-2012, the percentages of new black and Hispanic principals were higher than the percentages of experienced black and Hispanic principals, suggesting growth here as well. But, again, gains were modest: 11 percent of black principals were new versus 8 percent with prior experience; similarly, 8 percent of Hispanic principals were new versus 5 percent with prior experience.

Student Perception

Of course, students of any race and background can be taught well by teachers of any race and background. But “The Importance of Minority Teachers,” a study by Hua-Yu Sebastian Cherng and Peter F. Halpin, published in the October 2016 issue of Educational Researcher, suggests that teachers of color may have an edge in the classroom—at least in urban schools, the focus of the study. “There is consistent evidence that students have more favorable perceptions of minority teachers than white teachers,” the authors write. “[Hispanic] teachers are more positively perceived by students … Students perceive black teachers more than their white peers to hold students to high academic standards and support their efforts, to help them organize content, and to explain clearly ideas and concepts and provide useful feedback.”

Although Hispanic students didn’t have particularly favorable perceptions of Hispanic teachers, black and Asian students had particularly positive perceptions of black teachers. In addition, “students in the ‘Other’ racial category also report that black teachers are particularly caring.” These perceptions are critical: “Students’ perceptions of teachers are associated with motivation and achievement,” the study notes.

Cherng and Halpin touch briefly on why teachers of color may make such a positive impression in the classroom. They found, among other conclusions, that Hispanic and black teachers simply are “more multi-culturally aware than their white peers,” significant because “higher levels of multicultural awareness are linked to better classroom environments.” As a result, these teachers are uniquely equipped to “help empower youth of all racial/ethnic identities.”

Such findings echo those of Griffin and Tackie, authors of the “Through Our Eyes” report. “Teachers of color bring benefits to classrooms beyond content knowledge and pedagogy,” they report. “As role models, parental figures, and advocates, they can build relationships with students of color that help those students feel connected to their schools. And they are more likely to be able to enhance cultural understanding among white colleagues, teachers, and students. Acting as ‘warm demanders,’ they more frequently hold high expectations for all students and use connections with students to establish structured classroom discipline. Furthermore, they are more likely to teach in high-need schools that predominantly serve students of color and low-income students.”

Added Pressures

Whether they are driven by personal concern for students and community or a perceived need to go the extra mile simply to prove themselves (as both educators and role models), black teachers, in particular, are likely to experience workday pressures beyond those faced by their white colleagues. In fact, “Through Our Eyes” focus group respondents acknowledged a sense of overarching obligation toward their students that extends far beyond academics, leading them to act as “parent, hairdresser, chauffeur, advocate, counselor, and cheerleader.” And because they are more likely to teach in high-need environments, those added pressures take an even greater toll. Neither the “Racial Diversity” nor the “Through Our Eyes” study pinpoints direct causes for teachers’ decisions to leave the profession. But the fact that black teachers leave at a higher rate than white teachers suggests that there is a personal price to pay for striving to be an educator, role model, spokesperson, disciplinarian, mentor, and parent all rolled into one.

Teacher Diversity Diminishes At Each Point.

Postsecondary Enrollment

All states require a bachelor’s degree as the first step toward teacher certification. Yet even at this early point the demographics have shifted: the racial composition of college graduates is already less diverse than it is among public high school graduates. In 2012, for example, 62 percent of all bachelor’s degree students were white, whereas only 57 percent of those graduating from high school were white.

Enrollment in Education Programs

In 2012, 73 percent of students majoring in education at colleges and universities were white. The study acknowledges that this is not the only path for potential teachers. Teacher preparation programs—which may or may not be provided in association with an established college or university—deliver state-approved curricula that give enrollees an initial teaching credential. Even in teacher preparation programs associated with a college or university, the study found that enrollees were less diverse than the larger student body.

Postsecondary Completion

The “Racial Diversity” study notes that bachelor’s degree completion is lower for black and Hispanic students than it is for white students. For students beginning college in 2008-2009, 42 percent of black students and 49 percent of Hispanic students had completed a bachelor’s degree after six years, compared with 73 percent of white students. Graduates have become more diverse over time, but it is happening very slowly. In 2000, 77 percent were white, 11 percent were black, 8 percent were Hispanic, and 3 percent were other. By 2012, 73 percent were white, 12 percent were black, and 11 percent were Hispanic.

Entering the Workforce

Among those beginning postsecondary study in 2007-2008, 82 percent of bachelor’s degree recipients certified to teach K-12 by 2012 were white, 4 percent were black, and 9 percent were Hispanic. Citing a 2011 study, “Racial Diversity” suggests that the low numbers of black and Hispanic certifications may reflect licensure exam performance; teachers of color, on average, score lower on licensure tests and pass at lower rates than white colleagues. Nonetheless, the authors note, “the racial composition of new teachers entering the teaching profession is more diverse than the racial composition of all teachers,” hinting that, once teachers of color embark upon a teaching career, retention becomes the greatest challenge.

Teacher Retention

Teacher retention data follows a familiar pattern: there are more white teachers in the same position from one school year to the next than teachers of color. There are many reasons why this is the case, with “Through Our Eyes” data suggesting teacher burnout, lack of administrative support and understanding, unrealistic expectations (from administrators, colleagues, even students), and more. In addition, “Racial Diversity” notes that most black and Hispanic teachers work in urban schools, which tend to be high-stress, high-turnover environments.

The reasons go beyond high-need students. The lack of diversity among teachers and administrators increases the likelihood that teachers of color work alongside white colleagues and bosses. At best, this situation can enrich the work environment for everyone. According to  “Through Our Eyes,” however, “best” is not the typical black teacher’s experience.

“[Black teachers] face racial discrimination and stereotyping that leave them feeling alienated and restricted from participating in the school community, impacting their ability to be effective and ultimately their desire to remain in the profession,” the report says. “Despite their feelings of alienation, they take on extra responsibilities and are often assigned additional duties because of their unique strengths, leaving them burdened and taxed. These same abilities and attributes can often leave black teachers stuck in such rigid positions as the school disciplinarian. These unyielding categorizations often limit their opportunities, advancement, and abilities to hone their craft.”

The report concludes, “The issues that stifle the development and empowerment of black teachers are so deep-seated that it will take honest and critical examinations of school cultures and systemic processes in order for school and district leaders to develop the trust, support, and collegial working environments needed to recruit and retain teachers of color.”

No Easy Fix

Neither study is intended to be prescriptive or to recommend practical steps to move past “deep-seated” issues. “Racial Diversity,” though, highlights three diversity program success stories from across the country. Developed independently, these programs take similar approaches, fostering future educators from within the community.

  1. In Boston Public Schools (BPS), 37 percent of teachers are nonwhite, with black teachers representing 25 percent of new hires in 2015-2016. The district’s commitment to improving diversity is bolstered by the BPS “High School to Teacher” program, which identifies city high-school students with teaching potential, provides mentors and college prep courses, pays half of students’ college tuition, and, if they are successful, funnels them into teaching jobs. Eighty-seven percent of program participants are black or Hispanic or both.
  2. The Call Me MiSTER (Mentors Instructing Students Toward Effective Role Models) Initiative, sponsored by Clemson University in South Carolina, is expanding the pool of teachers in the state with local initiatives, drawing from among the state’s underserved and at-risk communities. The program provides tuition assistance, a support system, and help with job placement.
  3. The Teach Tomorrow in Oakland program in Oakland, California, also recruits from the community. It seeks out Oakland Unified School District alumni, community members, middle- and high-school students, paraprofessionals, out-of-industry professionals, and student teachers. It then provides educational and financial support, including training, tutoring, interning opportunities, and classroom resources.

ACCESS THE SOURCES

“The Importance of Minority Teachers: Student Perceptions of Minority Versus White Teachers” by Hua-Yu Sebastian Cherng and Peter F. Halpin, Educational Researcher 45, no. 7 (2016)

“The State of Racial Diversity in the Educator Workforce,” U.S. Department of Education, Office of Planning, Evaluation, and Policy Development, Policy and Program Studies Service (2016)

“Through Our Eyes: Perspectives and Reflections from Black Teachers” by Ashley Griffin and Hilary Tackie, The Education Trust (2016)

These efforts are creating change, but they remain the exception. According to the “Racial Diversity” study, “All stakeholders must do more to support teachers of color throughout the teacher pipeline. From getting more students of color into postsecondary education, to ensuring teachers of color are placed and supported in their roles in the classroom, improving each step in the process can help capitalize on the diversity of our nation.”

There is no one, decisive moment when the demographics of the classroom suddenly break down and a diverse student body is no longer reflected by a relatively homogenous group of teachers. The fact is, the “Racial Diversity” study finds, “diversity diminishes at each point along the way to becoming a certified teacher.”

Robert Bittner is a Michigan-based freelance journalist.

What Happens When Students Notice Racial Bias

(CNN)Children rarely forget the moment when a teacher might inadvertently display a racial bias.

Sara Sidner, CNN’s Los Angeles-based national and international correspondent, remembers sitting in class as a child while her teacher stood and starting taking roll, marking down the race of each student in the room.
“He was trying to figure out whether I was black or white, and he looked at me, and he said, ‘You know what; you’re a smart kid; I’m going to check white,’ ” said Sidner, whose mother is a white British woman and whose father is African-American.
“It definitely had an impact on me,” she said. “It made me want to fight back and say, ‘I can be black and smart. Those are not separate entities. Those are not different things.’ “
It turns out that when black and Latino middle school students notice racial bias at school, they are more likely to lose trust in their teachers and other authority figures, according to a study published in the journal Child Development this week.
The study also showed how establishing trust in their teachers can have life-long consequences for middle school students, even making a significant difference in their likelihood of attending college, said Geoffrey Cohen, a professor at the Stanford Graduate School of Education and a co-author of the study.
“There’s this kind of hidden construct of trust that teachers and schools are influencing all the time and maybe not knowing it, and they have these far-off, far-flung consequences, like college enrollment,” Cohen said.
“A lot of the things that happen to us during our teenage years end up sticking with us. A disproportionate number of our memories, for instance, come from our teenage years. If you suffer a depressive episode in your teen years, you’re more likely to suffer one later on in adulthood,” he said. “This developmental stage is important.”

Trust linked to success in school

The study involved 277 middle school students in Connecticut who were surveyed twice yearly about their perceptions of school from sixth to eighth grade, and then were tracked to indicate whether they enrolled in a four-year college after high school. About half of the students were white, and about half were black. Their teachers were white.
The researchers assessed each student’s trust in school by including statements in the survey such as “I am treated fairly by teachers and other adults at my school” or “students in my racial group are treated fairly by teachers and other adults.” The students could select whether they agreed or disagreed with each statement.
The survey results showed that while the trust students had in their teachers declined from sixth to eighth grade overall, that trust plunged faster for black students and had a more significant association with their likelihood of attending college.
Among black students, when their trust in school declined, their rate of college enrollment was about 43%, but when their trust increased, it was about 64%, said David Yeager, a faculty research associate at the University of Texas at Austin’s Population Research Center and a co-author of the study. So, there was a difference of 21 percentage points.
Among white students, when their trust declined, their rate of college enrollment was about 54%. When trust increased, college enrollment was about 62%. So, there was a difference of only 8 percentage points, Yeager said.
The researchers also surveyed 206 middle school students in Colorado over a one-year period. About half of the students were white, and about half were Latino. Their teachers were white.
The surveys showed that a loss of trust was more significant among the Latino students and emerged more prominently in the seventh grade.
But the study has some limitations.
“I would love to see researchers try to replicate that sort of ‘trust gap’ in other schools and see if they get it. We only looked at two schools,” Cohen said.
“How general it is, is a question. I think it’s general for two reasons. One is, it does match with other research,” he said. “The second reason is that these two schools, they’re pretty different. They’re from different regions in the United States. One is the Mountain West; one’s in Connecticut.”

Is there a flaw in the education system?

Middle school, a time when adolescents are carving out their identities, may be when a student needs encouragement from a trustworthy authority figure the most.
Yet, in most middle schools, such encouragement is lacking — and that might be because standardized exams are higher-stakes starting around then, said Chris Emdin, associate professor at Columbia University’s Teachers College and author of the book “For White Folks Who Teach in the Hood … and the Rest of Y’all Too.”
“It’s part of elementary school practice for young people to feel like the teachers love them and to feel as though, ‘you’re valuable. You’re smart.’ It’s almost like part of the discourse in elementary education,” said Emdin, who was not involved in the new study.
“But when you get to middle and high school, the focus becomes less on the social and emotional development of the learner and more of an emphasis on the content area,” he said. “What’s flawed about the system is that, at the point where youth are most vulnerable in carving out their identities is the point where teachers are least prepared to help in developing trust and confidence. So it’s at that age that we need to sort of really infuse practices that let kids know how much they are loved and how brilliant they are.”
Once a teacher affirms a child’s abilities, that child is more likely not only to believe in his or her own abilities but to trust that teacher, Emdin said.
He added that students, especially those of color, thrive when they feel as if a teacher cares about them, is consistent in what and how they are teaching, and is someone students can trust.
“For young people, care, consistency and trust are the anchor of being engaged academically. If any of those three things are missing, then you can’t engage them,” Emdin said.
“So teachers have to be able to exhibit care, and they have to be consistent in the things that they tell young people,” he said. “If that happens, then young people feel like they can be trusted, and then that opens up a whole new world of possibilities.”

‘We can have more influence than we think’

For the new study, researchers also tested whether an intervention could improve trust in the teacher-student relationship.
At the same school in Connecticut where the researchers assessed a trust gap, 88 white and black seventh-graders were given a handwritten letter from their teacher, along with feedback comments on an assignment they completed.
Half of the students received a letter stating, “I’m giving you these comments so that you’ll have feedback on your paper.”
The other half received a letter stating, “I’m giving you these comments because I have very high expectations and I know that you can reach them.”
The students and the teacher were unaware of who received which type of letter.
The researchers found that after receiving the more encouraging letter about “high expectations,” fewer black students had discipline issues the following year than those who received the other letter, and they were more likely to attend a four-year college. There were no significant associations found between the letter and behavior or college enrollment among the white students.
However, Cohen said the results of this small experiment should not be misconstrued to suggest that giving a nice note to a student will increase their chances of going to college.
Join the conversation”That’s not the message. The message should be that we can have more influence than we think, through timely acts that recognize and validate kids’ potential,” Cohen said.
“The note that we gave kids was one example of this, and it worked, in this place, in this time, in this school,” he said. “Whether it would work in another school, I don’t know. I think it would depend. It’s not a magic bullet. The school where we used this note was one where the kids had the resources they needed to learn and to grow.”

Tips to help teachers build trust

Teacher and student relationships are improved when teachers make an effort to better understand a student’s life both in and outside of school, said Richard Milner, a professor of education and endowed chair of urban education at the University of Pittsburgh, who was not involved in the new study.
Based on research he has conducted in middle and high schools, Milner offered the following advice on how to build, cultivate and maintain trusting relationships with students:
  • Develop assignments that allow students to share aspects of their lives inside and outside of school.
  • Build powerful discussion opportunities for students to share their point of view across all subject areas.
  • Attend some extracurricular activities of students, such as a school or community play, sporting event or band concert.
  • Visit local community sites of students, such as churches, synagogues, mosques, beauty salons or community centers.
  • Interview or talk directly to students themselves, rather than talking about them.

Try Monotasking

Stop what you’re doing.

Well, keep reading. Just stop everything else that you’re doing.

Mute your music. Turn off your television. Put down your sandwich and ignore that text message. While you’re at it, put your phone away entirely. (Unless you’re reading this on your phone. In which case, don’t. But the other rules still apply.)

Just read.

You are now monotasking.

Maybe this doesn’t feel like a big deal. Doing one thing at a time isn’t a new idea.

Indeed, multitasking, that bulwark of anemic résumés everywhere, has come under fire in recent years. A 2014 study in the Journal of Experimental Psychology found that interruptions as brief as two to three seconds — which is to say, less than the amount of time it would take you to toggle from this article to your email and back again — were enough to double the number of errors participants made in an assigned task.

Earlier research out of Stanford revealed that self-identified “high media multitaskers” are actually more easily distracted than those who limit their time toggling.

So, in layman’s terms, by doing more you’re getting less done.

But monotasking, also referred to as single-tasking or unitasking, isn’t just about getting things done.

Not the same as mindfulness, which focuses on emotional awareness, monotasking is a 21st-century term for what your high school English teacher probably just called “paying attention.”

“It’s a digital literacy skill,” said Manoush Zomorodi, the host and managing editor of WNYC Studios’ “Note to Self” podcast, which recently offered a weeklong interactive series called Infomagical, addressing the effects of information overload. “Our gadgets and all the things we look at on them are designed to not let us single-task. We weren’t talking about this before because we simply weren’t as distracted.”

Ms. Zomorodi prefers the term “single-tasking”: “ ‘Monotasking’ seemed boring to me. It sounds like ‘monotonous.’ ”

Kelly McGonigal, a psychologist, lecturer at Stanford and the author of “The Willpower Instinct,” believes that monotasking is “something that needs to be practiced.” She said: “It’s an important ability and a form of self-awareness as opposed to a cognitive limitation.”

This is great news for the self-identified monotaskers out there.

Jon Pack, a 42-year-old photographer in Brooklyn, was happy to hear that his single-minded manner might be undergoing a rebrand. “When I was looking for jobs and interviewing, they’d always want me to say, ‘I’m a great multitasker,’ ” he said. “And I wouldn’t. My inability to multitask was seen as a negative. Now I can just say, ‘I am a monotasker. I am someone who works best when I focus on one thing at a time.’ ”

And the way we work can have effects that kick in long after we clock out.

As much as people would like to believe otherwise, humans have finite neural resources that are depleted every time we switch between tasks, which, especially for those who work online, Ms. Zomorodi said, can happen upward of 400 times a day, according to a 2016 University of California, Irvine study. “That’s why you feel tired at the end of the day,” she said. “You’ve used them all up.”

The term “brain dead” suddenly takes on a whole new meaning.

A good sign you’ve task-switched yourself into a stupor: mindlessly scrolling Facebook at the end of the night or, as in Ms. Zomorodi’s case, looking at couches on Pinterest. “I just stuff my brain full of them because I can’t manage to do anything else,” she said. “The sad thing is that I don’t get any closer to deciding which one I like.”

But monotasking can also make work itself more enjoyable.

“I can multitask — and do, of course; it’s kind of essential — but I prefer to do one thing at a time,” Hayley Phelan, a 28-year-old writer, wrote in an email. “If I keep looking at my phone or my inbox or various websites, working feels a lot more tortuous. When I’m focused and making progress, work is actually pleasurable.”

Ms. Phelan isn’t imagining things. “Almost any experience is improved by paying full attention to it,” Ms. McGonigal said. “Attention is one way your brain decides, ‘Is this interesting? Is this worthwhile? Is this fun?’ ”

It’s the reason television shows we tweet through feel tiresome and books we pick up and put down and pick up again never seem to end. The more we allow ourselves to be distracted from a particular activity, the more we feel the need to be distracted. Paying attention pays dividends.

This is why, according to Ms. McGonigal, the ability to monotask might be most valuable in social situations. “Research shows that just having a phone on the table is sufficiently distracting to reduce empathy and rapport between two people who are in conversation,” she said.

Twenty-five thousand people participated in Ms. Zomorodi’s Infomagical project, which started the week with a single-tasking challenge. Upon completion, respondents agreed overwhelmingly that single-tasking was the No. 1 thing they wanted to carry into their post-Infomagical lives. “But they also said it was really, really hard,” Ms. Zomorodi said.

Parents of young children found it difficult for obvious reasons, as did people with jobs that permit them less control over their time. In those cases, try monotasking in areas where you can: conversations with your children, reading a book in bed before they go to sleep, dinner or drinks with friends. After all, monotasking is a good skill to incorporate into all aspects of your life, not just work.

Even those with more flexibility can find themselves going to great lengths for a little bit of focus. Nick Pandolfi, who works in partnerships at Google, once traveled to northern Sweden in what he described as an “extreme” effort to monotask.

“I had to write my business school application essays, and I was having no luck spending an hour here and there after work and on the weekends,” Mr. Pandolfi said. “I just wasn’t inspired. After spending a few days hiking in the Arctic by myself, I was able to get all of them done in just a few days.”

Transcontinental trips aside, Ms. Zomorodi stressed that it was important to find ways to practice. “Start by giving yourself just one morning a week to check in, and remind yourself what it feels like to do one thing at a time,” she said.

Mr. Pandolfi and Ms. Phelan use exercise to aid them, albeit in different ways. “If I need to get through a big project and don’t want to get distracted by my inbox and the minutiae of the web, I hop on the treadmill desk,” Mr. Pandolfi said. Ms. Phelan makes a point of running outside, weekly, “without listening to music or anything else.”

Monotasking can also be as simple as having a conversation.

“Practice how you listen to people,” Ms. McGonigal said. “Put down anything that’s in your hands and turn all of your attentional channels to the person who is talking. You should be looking at them, listening to them, and your body should be turned to them. If you want to see a benefit from monotasking, if you want to have any kind of social rapport or influence on someone, that’s the place to start. That’s where you’ll see the biggest payoff.”

So is monotasking a movement? “It’s not there yet,” Ms. Zomorodi said. “But I think it will be.”

If enough people pay attention to it, that is.