No abstract

In 2015, the National Goals Conference for and with people with intellectual disability encouraged the field of special education to recruit and retain more Black teachers. In this grounded theory study, 18 Black men were interviewed to learn more about experiences surrounding recruitment and retention in special education teacher-preparation programs (SETPPs) and for teaching careers in special education. Findings led to the development of a theory based on three constructs: (a) motivations for becoming a special education teacher, (b) attractions to SETPPs, and (c) focused strategies for recruitment and retention that indicated several strategies that SETPPs and school divisions should consider (e.g., funding, distance education program, mentorship) when attempting to recruit and retain Black males into training programs and for special education careers. The implication for the special education teacher workforce and potential for future research are discussed.

Special education policymakers and practitioners are concerned about attrition among teachers, especially those who leave early in their careers and teachers of color. To increase knowledge about attrition, I examined demographic and interview data from 10 Black teachers who quit their positions before they completed their probationary periods (1-3 years). Guided by Cox’s (1994) cultural diversity in organization model designed to capture the complex nature of diversity in organizations, I used phenomenological research methods to better understand the teachers’ experiences surrounding the decision to quit. The qualitative analyses revealed four themes: (a) inadequate mentoring, (b) role abuse, (c) cultural insensitivity, and (d) inadequate resources. I conclude with suggestions for education policies and practices at the local and federal level that special educators can employ to address these issues. This paper highlights issues of attrition within a subgroup of educators (Black special educators) that are underrepresented in the research literature.

Promoting access to inclusive environments for students with disabilities is a critical issue facing schools. Feeling efficacious in teaching students with disabilities is a key aspect of enabling teachers to promote inclusion. This article reports on the development of a scale of teacher self-efficacy for teaching students with disabilities. It was examined with in-service (N = 288) and preservice (N = 143) teachers, and the results suggest it is a reliable and valid tool. The final version includes five subscales that define efficacy for teaching students with disabilities, all with strong statistical reliability and compelling conceptual meaning. They are: Instruction, Teacher Professionalism, Teacher Support, Classroom or Behavior Management, and Related Duties. Implications for future research and practice are discussed.

Many Black men interested in special education careers enroll in alternate route special education programs over traditional preparation programs. However, there is little research that focuses on their reasons for choosing special education alternate route programs and what makes these programs an effective choice for Black men pursuing teaching careers in special education. This qualitative study interviewed Black men regarding (a) reasons they chose an alternate route special education program, (b) core components of the program they found effective, and (c) support needs once they exited programming. Several themes emerged from this study and indicated that funding, targeted recruitment, and mentoring from Black faculty were among important factors for recruitment and retention. Recommendations for the field, implications and recommendations for policy and practice, and future research are also discussed.