Category: Opinion

  • Derrick Bell, Critical Race Theory and the Beginnings of School Choice – The 74

    Derrick Bell, Critical Race Theory and the Beginnings of School Choice – The 74


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    School choice — the idea that American education would function more efficiently and effectively if parents received public funding to send their children to private and religious schools — is commonly traced to an influential essay written in 1955 by conservative economist and Nobel laureate Milton Friedman. It has provoked animated debate between adversaries on the political right and the political left ever since. Less well known is that school choice also has roots in the work of Derrick Bell, considered by many the father of critical race theory.

    In 1971, Derrick Bell became the first Black man to be awarded tenure at Harvard Law School. As part of his teaching load, he developed a civil rights course that focused on race. In order to meet its topical requirements, Bell wrote an accompanying textbook, Race, Racism and American Law, which is foundational in critical race theory. It holds that racism is an ordinary and permanent feature of American society. His claim was viewed by many colleagues at the time as a radical statement, and it remains so for many today. Yet, it carries forward a certain truth that the history of school choice persuasively illustrates.

    Having served as a federal attorney litigating desegregation cases, Bell had grown skeptical about forced racial integration and whether it would actually improve student learning. The original edition of his 1973 textbook included a chapter outlining “Alternatives to Integrated Schools” by which “black children might receive the long-promised equal educational opportunity — in predominantly black schools.” The chapter included a discussion of tuition vouchers.

    Bell argued that for vouchers to work, poor families would need to receive substantially larger grants than the more fortunate. He also mentioned “free schools.” These were small, private institutions in poor areas supported by foundation grants, fundraising and, sometimes, public dollars. Tuition was charged on a sliding scale, and students whose parents could not pay attended for free. Many of these schools began “deep in the black community.” For example, Bell mentioned a system of schools operated by the Black Muslims that emphasized racial pride, self-discipline and self–sufficiency. He explained that such virtues are not commonly celebrated in the neighborhood public schools Black students attended. He pointed out that students at the Muslim schools performed several grade levels above most Black teenagers who attended public schools. 

    Bell saw school choice as the culmination of a series of disappointments in the fight for educational equality. He understood it as a dramatic manifestation of the ways the Black community was losing confidence in its public schools. After numerous false starts to achieve desegregation and equalized funding, many Black activists turned to demands for community control. In 1968, a group of local parents and residents in Brooklyn’s Ocean Hill-Brownsville neighborhood wrested local control of their school board. When a similar eruption took place in Milwaukee in 1988, those involved issued a call to action — commonly referred to as the Milwaukee Manifesto — demanding that the state allow them to establish an independent school district. 

    To lend a helping hand, Bell traveled to Milwaukee and wrote an op-ed for the Milwaukee Journal. Published under the headline “Control Not Color: The Real Issue in the Milwaukee Manifesto,” it took issue with the better-off liberal activists who condemned the plan. “Can we whose children are not required to attend the inner-city schools honestly condemn the Manifesto writers and their supporters?” Bell wrote. “After all, when middle-class parents — black and white — lose faith in the administration of a public school, we move to another school district or place our children in private schools. Inner-city black parents who can’t afford our options seek as a group a legislative remedy that may after a long struggle enable them to do what we achieve independently by virtue of our higher economic status.” 

    Soon after, in 1990, the same Black activists in Milwaukee joined forces with their white Republican governor, Tommy Thompson, and his conservative legislative colleagues to pass the nation’s first school voucher law. The original Wisconsin vouchers were targeted at low-income students stuck in chronically failing public schools. Five years later, Wisconsin became the first state to expand its voucher program to include religious schools.

    Bell revisited the topic of school choice in Silent Covenants (2004). By then, vouchers had been adopted in Cleveland and Washington, D.C., among other places. He acknowledged that vouchers were “probably the most controversial of educational alternatives to emerge in the last decade,” but that they were also growing in popularity. He understood that many opponents were liberal Democrats with long histories of civil rights activism. These critics alleged that minority parents were being duped, that the real beneficiaries of such programs were private religious schools gaining enrollment. 

    Bell recognized these criticisms but was also sympathetic to arguments by free-market advocates who believed that the competition fostered by choice would incentivize floundering public schools in Black communities to improve. He did not deny that the Catholic Church had become a major player in the choice movement to address its own declining school enrollments. But Bell was more impressed with how many Black and Hispanic parents chose Catholic schools over public schools because of their more disciplined learning environments and better academic outcomes. He cited one particular Catholic school in Milwaukee, where 80% of the students were not Catholic and the voucher covered most of the tuition.

    Silent Covenants also delves into the topic of charter schools. Bell lauded them as innovative institutions that give options to all students, not just the wealthy who can afford private school tuition. He rejected claims by liberals that the institutions would become bastions for middle-class families who were better prepared to work the system, citing evidence that two-thirds of charter students nationwide were nonwhite and more than half were from low-income families. Critics had also raised concerns that charter schools would discriminate, become racially isolated and drain resources from regular public schools. Bell, unmoved by these claims, was more concerned that charters were receiving 15% less funding than other public schools.

    Now, 30 years after the Milwaukee breakthrough, the school choice movement has taken off in a new direction. Republicans who once allied with Black advocates to demand better options for low-income students now rally behind appeals for universal choice, which provides such benefits to all students regardless of family income. Eighteen states have enacted such programs. When awards do not cover the entire cost of tuition, they end up subsidizing better-off families and neglecting those unable to make up the difference. As demands for private and religious schools grow, so does the competition for seats and the incentive to raise tuition. Yielding larger numbers of applications from a stronger pool of students, these initiatives can function more to enhance the choices available to school admissions officers than the most needy students.

    A law that President Donald Trump signed this year allows a tax deduction of up to $1,700 for anyone who donates to an organization that gives scholarships for students to attend private or religious schools. Like the state-level universal choice programs, the federal initiative does not target low-income students. Assistance will be available to any family whose income is below 300% of the average for their area.

    Here is the underlying political irony to the choice debate: For years, when programs were designed to help the most vulnerable students, the major opponents were activists who historically have identified with progressive causes. Now, conservatives are spending with abandon — in many cases, with limited public accountability — on programs that can create opportunities for students who need them the least. In either case, those who get hurt remain the same, and they are disproportionately under-resourced students of color. Derrick Bell would not be surprised. 

    In 1980, Bell wrote an article for the Harvard Law Review advancing a concept referred to in the scholarly literature as the “interest convergence dilemma” that is fundamental to critical race theory. It holds, “The interest of blacks in achieving racial equality will be accommodated only when it converges with the interests of whites.” Not very trusting of white collaborators hailing from either the left or right, it deems political alliances temporary and subject to the competing priorities of all pertinent parties, anticipating eventual abandonment. 

    And so, that’s the way it is.


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  • Three Promising Practices to Engage a New Workforce – The 74

    Three Promising Practices to Engage a New Workforce – The 74


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    Right now, tomorrow’s workforce is on TikTok and Instagram, looking at “influencer” or “crypto genius” as an exciting career option — not so different, really, from a previous generation wanting to be a pop star or win Shark Tank.

    Like those old-school dream gigs, today’s hot online careers are mostly unattainable and unstable. For some young people, they’re also a capitulation: “My job feels like a dead end and business school isn’t in my future. Maybe people will watch me unbox purchases.”

    The next generation, a huge reservoir of talent, is rarely challenged to set a higher bar — and they get a lot more advice about building a personal brand than about building a career. Those of us leading organizations owe it to them to demystify professions and create new pathways.

    Here are three promising practices for the new workforce, especially for young people without traditional access: intensive mentoring, cross-organizational cohorts, and early experiences with professional environments.

    Mentoring

    The traditional approach to mentoring is the “old boy network.” Since the 1990s, more workers have also benefited from informal networks such as alumni associations or sometimes nonprofits that serve this purpose. However, young people may need more formal mentoring within the workplace to thrive and persist.

    Many companies assign mentors to brand new employees, but not generally for the long term. The next generation needs ongoing mentoring. First-gen professionals, especially, can find it difficult to seek guidance. They may not want to appear vulnerable; they may not know what they don’t know. Online courses — valuable for a population that has grown up watching videos — can help. But there are a million; which ones are useful? And perhaps the new employee fears being caught trying to learn their job. To address such needs, they need more than a mentor. They need a navigator.

    Beyond knowledge gaps, some young employees also need help with organizational culture. I know a recent college graduate in a start-up job where colleagues regularly drink at work. She felt she had to participate to be taken seriously. Some other, more senior colleagues who had opted out could have helped her find another way to engage. It’s on us to assist young coworkers struggling with fit.

    These new members of the workforce also need encouragement to find ongoing mentoring and keep seeking engagement. For many of them, an elevator ride with the CEO would be a terrifying moment, rather than an opportunity. A lack of guidance leads to frustration, and ultimately nonpersistence.

    Cohorts

    It doesn’t always take a senior person to help a new employee navigate. Peer cohorts can also help. Most young workers are already comfortable traveling in packs socially. An ongoing professional conversation with their peers can benefit both them and the company, and shared responsibility for problem-solving can be liberating. Women in particular have a stereotypical but real inclination to be useful, and they are more apt to receive if they can also give. Cohorts offer a way to do that.

    Even for midlevel employees, there is value in connecting across silos. I know one organization where colleagues from different departments meet monthly to catch up on their work. Individuals offer each other expertise, and departments pitch in together, which creates efficiencies.

    Engaging like this especially helps employees who are more reticent. Helping as well as being helped creates social glue — and it can also build organizational loyalty, as employees see themselves in a bigger picture.

    Early exposure

    “Summer camp” experiences on college campuses are a common way to create access and persistence for first-generation students. When middle schoolers visit campuses, they can imagine college life. Similarly, Take Your Child to Work Day has, since the 1990s, offered glimpses of the working world—at least, for children of white-collar professionals.

    But when parents work in a meatpacking plant, their children have no opportunity to get to know office culture. More and more next-gen workers lack a vision of how to belong in a corporate or institutional setting. Yet that is the most powerful element: the vision of oneself in a new context, and permission to be there.

    To get the farm team ready and overcome the sense of “not for me,” employers must invite them in early. Google, for example, invites school groups to its campus. If these young people eventually land an interview, the campus already feels familiar.

    If these promising practices seem self-evident to you, consider where you learned about your work environment. If the answer is “in college” or “from relatives,” you might ask: Who in my workforce did not get that experience? And if the answer is “I learned the hard way,” can you help someone else not to have to learn the hard way, too? 


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  • Our 13 Most Read, Most Talked-About and Most Powerful Education Essays of 2025 – The 74

    Our 13 Most Read, Most Talked-About and Most Powerful Education Essays of 2025 – The 74

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  • Beyond DEI offices, colleges are dismantling all kinds of programs related to equity

    Beyond DEI offices, colleges are dismantling all kinds of programs related to equity

    by Jeni Hebert-Beirne, The Hechinger Report
    December 22, 2025

    It started with Harvard University. Then Notre Dame, Cornell, Ohio State University and the University of Michigan. 

    Colleges are racing to close or rename their diversity, equity and inclusion (DEI) offices, which serve as the institutional infrastructure to ensure fair opportunity and conditions for all. The pace is disorienting and getting worse: since last January, 181 colleges in all.  

    Often this comes with a formal announcement via mass email, whispering a watered-down name change that implies: “There is nothing to see here. The work will remain the same.” But renaming the offices is something to see, and it changes the work that can be done. 

    Colleges say the changes are needed to comply with last January’s White House executive orders to end “wasteful government DEI programs” and “illegal discrimination” and restore “merit-based opportunity,” prompting them to replace DEI with words like engagement, culture, community, opportunity and belonging. 

    One college went even further this month: The University of Alabama ended two student-run magazines because administrators perceived them to be targeting specific demographics and thus to be out of compliance with Attorney General Pamela Bondi’s anti-discrimination guidance. Students are fighting back while some experts say the move is a blatant violation of the First Amendment. 

    Related: Interested in innovations in higher education? Subscribe to our free biweekly higher education newsletter. 

    With the one-year mark of the original disruptive executive orders approaching, the pattern of response is nearly always the same. Announcements of name changes are followed quickly by impassioned pronouncements that schools should “remain committed to our long-standing social justice mission.” 

    University administrators, faculty, students, supporters and alumni need to stand up and call attention to the risks of this widespread renaming.  

    True, there are risks to not complying. The U.S. State Department recently proposed to cut research funding to 38 elite universities in a public-private partnership for what the Trump administration perceived as DEI hiring practices. Universities removed from the partnership will be replaced by schools that the administration perceives to be more merit-based, such as Liberty University and Brigham Young University.  

    In addition to the freezing of critical research dollars, universities are being fined millions of dollars for hiring practices that use an equity lens — even though those practices are merit-based and ensure that all candidates are fairly evaluated.  

    Northwestern University recently paid $75 million to have research funding that had already been approved restored, while Columbia University paid $200 million. Make no mistake: This is extortion. 

    Some top university administrators have resigned under this pressure. Others seem to be deciding that changing the name of their equity office is cheaper than being extorted.  

    Many are clinging to the misguided notion that the name changes do not mean they are any less committed to their equity and justice-oriented missions.  

    As a long-standing faculty member of a major public university, I find this alarming. In what way does backing away from critical, specific language advance social justice missions? 

    In ceding ground on critical infrastructure that centers justice, the universities that are caving are violating a number of historian and author Timothy Snyder’s 20 lessons from the 20th century for fighting tyranny.  

    The first lesson is: “Do not obey in advance.” Many of these changes are not required. Rather, universities are making decisions to comply in advance in order to avoid potential future conflicts.  

    The second is: “Defend institutions.” The name changes and reorganizations convey that this infrastructure is not foundational to university work.  

    What Snyder doesn’t warn about is the loss of critical words that frame justice work.  

    The swift dismantling of the infrastructures that had been advancing social justice goals, especially those secured during the recent responses to racial injustice in the United States and the global pandemic, has been breathtaking.  

    Related: Trump administration cuts canceled this college student’s career start in politics 

    This is personal to me. Over the 15 years since I was hired as a professor and community health equity researcher at Chicago’s only public research institution, the university deepened its commitment to social justice by investing resources to address systemic inequities. 

    Directors were named, staff members hired. Missions were carefully curated. Funding mechanisms were announced to encourage work at the intersections of the roots of injustices. Award mechanisms were carefully worded to describe what excellence looks like in social justice work.  

    Now, one by one, this infrastructure is being deconstructed.  

    The University of Illinois Chicago leadership recently announced that the Office of the Vice Chancellor for Equity and Diversity will be renamed and reoriented as the Office of the Vice Chancellor for Engagement. The explanation noted that this change reflects a narrowed dual focus: engaging internally within the university community and externally with the City of Chicago. 

    This concept of university engagement efforts as two sides of one coin oversimplifies the complexity of the authentic, reciprocal relationship development required by the university to achieve equity goals.  

    As a community engagement scientist, I feel a major loss and unsettling alarm from the renaming of “Equity and Diversity” as “Engagement.” I’ve spent two decades doing justice-centered, community-based participatory research in Chicago neighborhoods with community members. It is doubtful that the work can remain authentic if administrators can’t stand up enough to keep the name. 

    As a professor of public health, I train graduate students on the importance of language and naming. For example, people in low-income neighborhoods are not inherently “at risk” for poor health but rather are exposed to conditions that impact their risk level and defy health equity. Health is “a state of complete physical, mental and social well-being,” while health equity is “the state in which everyone has the chance to attain full health potential.” Changing the emphasis from health equity to health focuses the system’s lens on the individual and mutes population impact.  

    Similarly, changing the language around DEI offices is a huge deal. It is the beginning of the end. Pretending it is not is complicity.  

    Jeni Hebert-Beirne is a professor of Community Health Sciences at the University of Illinois Chicago School of Public Health and a public voices fellow of The OpEd Project. 

    Contact the opinion editor at [email protected]. 

    This story about colleges and DEI was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Hechinger’s weekly newsletter. 

    This <a target=”_blank” href=”https://hechingerreport.org/opinion-colleges-are-not-just-saying-goodbye-to-dei-offices-they-are-dismantling-programs-that-assure-institutional-commitment-to-justice/”>article</a> first appeared on <a target=”_blank” href=”https://hechingerreport.org”>The Hechinger Report</a> and is republished here under a <a target=”_blank” href=”https://creativecommons.org/licenses/by-nc-nd/4.0/”>Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License</a>.<img src=”https://i0.wp.com/hechingerreport.org/wp-content/uploads/2018/06/cropped-favicon.jpg?fit=150%2C150&amp;ssl=1″ style=”width:1em;height:1em;margin-left:10px;”>

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  • OPINION: Workforce Pell can lead to good jobs for students if they get the support needed for long-term success

    OPINION: Workforce Pell can lead to good jobs for students if they get the support needed for long-term success

    by Alexander Mayer, The Hechinger Report
    December 16, 2025

    Ohio resident Megan Cutright lost her hospitality job during the pandemic. At her daughter’s urging, she found her way to Lorain County Community College in Ohio and onto a new career path.  

    Community colleges will soon have a new opportunity to help more students like Megan achieve their career goals. Starting next summer, federal funds will be available through a program known as Workforce Pell, which extends federal aid to career-focused education and training programs that last between eight and 15 weeks. 

    Members of Congress advocating for Pell Grants to cover shorter programs have consistently highlighted Workforce Pell’s potential, noting that the extension will lead to “good-paying jobs.”  

    That could happen. But it will only happen if states and colleges thoughtfully consider the supports students need for success.  

    This is important, because helping students pay for workforce programs is not enough. They also need support and wraparound services, much like the kind Megan was offered at Lorain, where her program followed an evidence-based model known as ASAP that assigns each student a career adviser. 

    Related: Interested in innovations in higher education? Subscribe to our free biweekly higher education newsletter. 

    Megan’s adviser “helped me from day one,” she said, in a story posted on the college’s website. “I told her I was interested in the radiologic technology program but that I had no idea where to start. We just did everything together.”  

    Megan went on to secure a job as an assistant in the radiology department at her local hospital, where she had interned as a student. She knew what steps she needed to take because her community college supported and advised her, using an evidence-backed practice, illustrating something we have learned from the experience of the community colleges that use the ASAP model: Support is invaluable.  

    Megan also knew that her path to a full-time position in radiologic technology required her to pass a licensure test — scheduled for four days after graduation.  

    The students who will enroll in Workforce Pell programs deserve the same careful attention. To ensure that Workforce Pell is effective for students, we should follow the same three critical steps that helped drive the expansion of ASAP and brought it to Megan’s college: (1) experiment to see what works, (2) collect and follow the data and (3) ensure that colleges learn from each other to apply what works. 

    Before ASAP was developed, the higher education community had some ideas about what might work to help students complete their degrees and get good jobs. When colleges and researchers worked together to test these ideas and gathered reliable data, though, they learned that those strategies only helped students at the margins. 

    There was no solid evidence about what worked to make big, lasting improvements in college completion until the City University of New York (CUNY) worked with researchers at MDRC to test ASAP and its combination of longer-lasting strategies. They kept a close eye on the data and learned that while some strategies didn’t produce big effects on their own, the combined ASAP approach resulted in significant improvements in student outcomes, nearly doubling the three-year college completion rate.  

    CUNY and MDRC shared what they learned with higher education leaders and policymakers, inspiring other community colleges to try out the model. Those colleges started seeing results too, and the model kept spreading. Today, ASAP is used in more than 50 colleges in seven states. And it’s paying off — in Ohio, for example, students who received ASAP services ended up earning significantly more than those who did not. 

    That same experimentation and learning mindset will be needed for Workforce Pell, because while short-term training can lead to good careers, it’s far from guaranteed.  

    For example, phlebotomy technician programs are popular, but without additional training or credentials they often don’t lead to jobs that pay well. Similarly, students who complete short-term programs in information technology, welding and construction-related skills can continue to acquire stackable credentials that substantially increase their earning potential, although that also doesn’t happen automatically. The complexity of the credentialing marketplace can make it impossible for students and families to assess programs and make good decisions without help.  

    Related: OPINION: Too many college graduates are stranded before their careers can even begin. We can’t let that happen 

    A big question for Workforce Pell will be how to make sure students understand how to get onto a career path and continue advancing their wider career aspirations. Workforce Pell grants are designed to help students with low incomes overcome financial barriers, but these same students often face other barriers.  

    That’s why colleges should experiment with supports like career advising to help students identify stepping-stones to a good career, along with placement services to help them navigate the job market. In addition, states must expand their data collection efforts to formally include noncredit programs. Some, including Iowa, Louisiana and Virginia, have already made considerable progress linking their education and workforce systems.  

    Offering student support services and setting up data systems requires resources, but Workforce Pell will bring new funds to states and colleges that are currently financing job training programs. Philanthropy can also help by providing resources to test out what works best to get students through short-term programs and onto solid career paths.  

    Sharing what works — and what doesn’t — will be critical to the success of Workforce Pell in the long-term. The same spirit of learning that fueled innovation around the ASAP model should be embedded in Workforce Pell from the start.  

    Alexander Mayer is director of postsecondary education at MDRC, the nonprofit research association. 

    Contact the opinion editor at [email protected]. 

    This story about Workforce Pell was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Hechinger’s weekly newsletter. 

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  • Four Tips to Help Students and Families Navigate Life After High School – The 74

    Four Tips to Help Students and Families Navigate Life After High School – The 74

    Many high school seniors are now focusing on what they will do once they graduate – or how they don’t at all know what is to come.

    Families trying to guide and support these students at the juncture of a major life transition likely also feel nervous about the open-ended possibilities, from starting at a standard four-year college to not attending college at all.

    I am a mental health counselor and psychology professor.

    Here are four tips to help make deciding what comes after high school a little easier for everyone involved:

    1. Shadow someone with a job you might want

    I have worked with many college students who are interested in a particular career path, but are not familiar with the job’s day-to-day workings.

    A parent, teacher or another adult in this student’s life could connect them with someone they shadow at work, even for a day, so the student can better understand what the job entails.

    High school students may also find that interviewing someone who works in a particular field is another helpful way to narrow down career path options, or finalize their college decisions.

    Research published in 2025 shows that high school students who complete an internship are better able to decide whether certain careers are a good fit for them.

    2. Look at the numbers

    Full-time students can pay anywhere from about US$4,000 for in-state tuition at a public state school per semester to just shy of $50,000 per semester at a private college or university. The average annual cost of tuition alone at a public college or university in 2025 is $10,340, while the average cost of a private school is $39,307.

    Tuition continues to rise, though the rate of growth has slowed in the past few years.

    About 56% of 2024 college graduates had taken out loans to pay for college.

    Concerns about affording college often come up with clients who are deciding on whether or not to get a degree. Research has shown that financial stress and debt load are leading to an increase in students dropping out of college.

    It can be helpful for some students to look at tuition costs and project what their monthly student loan payments would be like after graduation, given the expected salary range in particular careers. Financial planning could also help students consider the benefits and drawbacks of public, private, community colleges or vocational schools.

    Even with planning, there is no guarantee that students will be able to get a job in their desired field, or quickly earn what they hope to make. No matter how prepared students might be, they should recognize that there are still factors outside their control.

    3. Normalize other kinds of schools

    I have found that some students feel they should go to a four-year college right after they graduate because it is what their families expect. Some students and parents see a four-year college as more prestigious than a two-year program, and believe it is more valuable in terms of long-term career growth.

    That isn’t the right fit for everyone, though.

    Enrollment at trade-focused schools increased almost 20% from the spring of 2020 through 2025, and now comprises 19.4% of public two-year college enrollment.

    Going to a trade school or seeking a two-year associate’s degree can put students on a direct path to get a job in a technical area, such as becoming a registered nurse or electrician.

    But there are also reasons for students to think carefully about trade schools.

    In some cases, trade schools are for-profit institutions and have been subjected to federal investigation for wrongdoing. Some of these schools have been fined and forced to close.

    Still, it is important for students to consider which path is personally best for them.

    Research has shown that job satisfaction has a positive impact on mental health, and having a longer history with a career field leads to higher levels of job satisfaction.

    4. Consider a gap year before shutting down the idea

    One strategy that high school graduates have used in recent years is taking a year off between high school and college in order to better determine what is the right fit for a student. Approximately 2% to 3% of high school graduates take a gap year – typically before going on to enroll in college.

    Some young people may travel during a gap year, volunteer, or get a job in their hometown.

    Whatever the reason students take gap years, I have seen that the time off can be beneficial in certain situations. Taking a year off before starting college has also been shown to lead to better academic performance in college.

    This article is republished from The Conversation under a Creative Commons license. Read the original article.

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  • We must help the next generation get from classrooms to careers with real guidance, not guesswork

    We must help the next generation get from classrooms to careers with real guidance, not guesswork

    by Jason Joseph, The Hechinger Report
    December 2, 2025

    Too many high school graduates are unsure how their education connects to their future. Even the most driven face a maze of options, with little guidance on how classroom experiences connect to real-world careers. 

    It’s no wonder that fewer than 30 percent of high school students feel “very prepared” to make life-after-graduation decisions, according to a recent study. 

    This isn’t just an education gap; it’s an economic fault line. During this period of significant economic transition, when the labor market is demanding specialized skills and adaptability, students must be prepared for what comes next. 

    And yet they are not, in part because our job market is increasingly opaque to those without established networks. Many jobs are filled through networking and referrals. But few young people have access to such resources, and the result is a generation attempting to launch careers through guesswork instead of guidance. This lack of access is hindering not only the repopulation of America’s workforce but also American competitiveness on the world stage. 

    Related: A lot goes on in classrooms from kindergarten to high school. Keep up with our free weekly newsletter on K-12 education.  

    Consider this: Some 45 percent of employers struggle to fill entry-level roles — often because applicants lack the skills they need, a 2023 McKinsey survey found. Yet nearly half of recent college graduates end up underemployed, Higher Ed Dive reports, providing clear evidence of a disconnect between degrees earned and jobs available. 

    At the same time, many young people’s post-pandemic disengagement and companies’ growing interest in skills-based hiring and increasing automation have altered the employment landscape forever. 

    So let’s be clear — we need a top-to-bottom shift from reactive hiring to the pragmatic creation of more intentional pathways. Bipartisan voices are calling for better alignment between K-12 education and workforce needs. Attempting to improve this alignment, in turn, offers critical opportunities to invest in career navigation and employer engagement systems.  

    Some states are already demonstrating what’s possible. In South Carolina, SC STEM Signing Day honors students from every county who choose career paths in STEM, regardless of whether they’re attending a four-year college, a two-year program or starting a skilled apprenticeship.  

    This initiative reflects a broader truth: Higher education is one of many valuable pathways, but not the only one.  

    Initiatives such as SC Future Makers have facilitated tens of thousands of virtual conversations between students and professionals, helping young people understand real-world connections between classroom skills and career outcomes.  

    This model, which pairs digital scale with local relevance, offers a replicable playbook. And it’s working elsewhere. Tallo, a career development platform, powers dozens of virtual employer events and digital campaigns each year, from regional showcases to national hiring days. In partnership with AVID and SME, Tallo has helped young people secure job interviews, land internships and earn recognized credentials. 

    States like Indiana and Tennessee are also finding new ways to connect degrees to jobs. Through programs like Next Level Jobs and Tennessee Pathways, these states incentivize employer engagement in high school career navigation and align funding to skills-based training.  

    Related: What happened when a South Carolina city embraced career education for all its students 

    All these models emphasize scalable, bipartisan approaches, and they are not only much needed and possible — they’re already in motion. 

    The consequences of career misalignment extend beyond personal frustration — they ripple across the economy. Youth disconnection cost American taxpayers billions of dollars in government expenditures and in tax revenue lost.  

    Closing this gap is thus both a moral imperative and an economic strategy. Technology is ultimately playing a growing role in helping students make more informed decisions about their future. 

    Of course, real obstacles remain: resource constraints, outdated mindsets and legacy policies often slow progress. Yet successful states, communities and technological platforms are proving that it’s possible to build flexible, sustainable models when schools, employers and local leaders align around shared goals: coordinated investment, public-private alignment and bold leadership to move from promising pockets to national progress.  

    The stakes could not be higher. We need career pathways to succeed. 

    This is a generation ready to act if we give them the tools. That means better data, stronger networks and clearer paths forward.  

    Let’s replace chance with strategy and replace confusion with opportunity. 

    With smarter systems and stronger collaboration, we can help more young people build meaningful careers and meet the needs of a changing economy. 

    Jason Joseph is corporate chief of staff at Stride Inc., a leading education company that has served more than two million students nationwide. 

    Contact the opinion editor at [email protected]. 

    This story about career education was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Hechinger’s weekly newsletter. 

    This <a target=”_blank” href=”https://hechingerreport.org/opinion-we-must-help-the-next-generation-get-from-classrooms-to-careers-with-real-guidance-not-guesswork/”>article</a> first appeared on <a target=”_blank” href=”https://hechingerreport.org”>The Hechinger Report</a> and is republished here under a <a target=”_blank” href=”https://creativecommons.org/licenses/by-nc-nd/4.0/”>Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License</a>.<img src=”https://i0.wp.com/hechingerreport.org/wp-content/uploads/2018/06/cropped-favicon.jpg?fit=150%2C150&amp;ssl=1″ style=”width:1em;height:1em;margin-left:10px;”>

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  • I earned my associate degree while still in high school, and it changed my life

    I earned my associate degree while still in high school, and it changed my life

    by Maxwell Fjeld, The Hechinger Report
    December 1, 2025

    Earning an associate degree alongside my high school diploma was an ambitious goal that turned into a positive high school experience for me. By taking on the responsibilities of a college student, I further prepared myself for life after high school.  

    I needed to plan out my own days. I needed to keep myself on task. I needed to learn how to monitor and juggle due dates, lecture times and exams while ensuring that my extracurricular activities did not create conflicts. 

    All of this was life-changing for a rural Minnesota high school student. Dual enrollment through Minnesota’s PSEO program saved me time and money and helped me explore my interests and narrow my focus to business management. After three years of earning dual credits as a high school student, I graduated from community college and was the student speaker at the commencement earlier this year in May — one month before graduating from high school. 

    As a student earning college credits while still in high school, I gained exposure to different career fields and developed a passion for civic engagement. At the beginning of my senior year, while taking courses at the local community and technical college, I was elected to serve as that school’s first cross-campus student body president. 

    Related: A lot goes on in classrooms from kindergarten to high school. Keep up with our free weekly newsletter on K-12 education.  

    While most states have dual-enrollment programs, Minnesota’s support for its PSEO students stands out. As policymakers consider legislative and funding initiatives to strengthen dual enrollment in other states, I believe that three features of our program could provide a blueprint for states that want to do more. 

    First, the college credits I earned are transferable and meet degree requirements.  

    Second, the PSEO program permitted me to take enough credits each semester to earn my associate degree. While the number of dual-enrollment credits high school students can earn varies by state and program, when strict limitations are set on those numbers, the program can become a barrier to higher education instead of an alternate pathway.  

    Third, Minnesota’s PSEO program limits the cost burden placed on students. With rising costs and logistical challenges to pursuing higher education credentials, the head start that students can create for themselves via loosened restrictions on dual-enrollment credits can make a real financial impact, especially for students like me from small towns. 

    Dual-enrollment costs vary significantly from state to state, with some programs charging for tuition, fees, textbooks and other college costs. In Minnesota, those costs are covered by the Department of Education. In addition, if families meet income requirements, the expenses incurred by students for education-related transportation are also covered.  

    If I did not have state support, I would not have been able to participate in the program. Financial support is a crucial component to being a successful dual-enrollment student. When the barrier of cost is removed, American families benefit, especially students from low-income, rural and farming backgrounds.  

    Early exposure to college helped me choose my major by taking college classes to experiment — for free. When I first started, I was interested in computer science as a major. After taking a computer science class and then an economics class the following semester, I chose business as my major.  

    The ability to explore different fields of study was cost-saving and game-changing for me and is an opportunity that could be just as beneficial for other students. 

    Targeted investments in programs like this have benefited many students, including my father in the 1990s. His dual-enrollment experience allowed him to get a head start on his education and gain valuable life skills at a young age and is a great example of dual enrollment’s potential generational impact. 

    Related: STUDENT VOICE: I’m thriving in my dual-enrollment program, but it could be a whole lot better 

    When dual-enrollment students receive guidance and support, it can be transformational. Early exposure to college introduced me to college-level opportunities. As student government president, I went to Washington, D.C., to attend a national student summit. I was able to meet with congressional office staffers and advocate for today’s students and for federal investment in dual-enrollment programs, explaining my story and raising awareness. 

    The daily life of high school is draining for some and can be devastating for others. I had many friends who came to believe that the bullying, peer-pressure and culture they experienced in high school would continue in college, so they deemed higher education “not worth it.” 

    Through dual enrollment, I saw the difference in culture; students who face burnout from daily high school life can refocus and feel good about their futures again. 

    Congress can help state legislatures by establishing strong dual-enrollment programs nationwide. With adequate government support, dual-enrollment programs can help students from all walks of life and increase college graduation rates. If all states offer access to the same opportunities that I had in high school, our next generation will be better prepared for the workforce and more successful. 

    Maxwell Fjeld is pursuing his bachelor’s degree at the University of Minnesota Twin Cities’ Carlson School of Management after earning an associate degree upon high school graduation through dual enrollment. He is also a student ambassador fellow at Today’s Students Coalition. 

    Contact the opinion editor at [email protected]. 

    This story about dual-enrollment programs was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Hechinger’s weekly newsletter. 

    This <a target=”_blank” href=”https://hechingerreport.org/student-voice-i-earned-my-associate-degree-while-still-in-high-school-and-it-changed-my-life/”>article</a> first appeared on <a target=”_blank” href=”https://hechingerreport.org”>The Hechinger Report</a> and is republished here under a <a target=”_blank” href=”https://creativecommons.org/licenses/by-nc-nd/4.0/”>Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License</a>.<img src=”https://i0.wp.com/hechingerreport.org/wp-content/uploads/2018/06/cropped-favicon.jpg?fit=150%2C150&amp;ssl=1″ style=”width:1em;height:1em;margin-left:10px;”>

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  • The Arts Aren’t ‘Nice to Have’ — They Can Boost Student Engagement & Attendance – The 74

    The Arts Aren’t ‘Nice to Have’ — They Can Boost Student Engagement & Attendance – The 74


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    Chronic absenteeism is a longstanding problem that has surged to troubling levels. Recent data show that in 20 states, more than 30% of students are chronically absent, about twice the rate seen before the pandemic. Absenteeism is a multifaceted problem, and the reasons students stop showing up aren’t always academic. Sometimes it’s because they don’t feel connected to their school, or they are not engaged in the curriculum. Other times, they face adversity outside the classroom. While the problem is complicated, it’s easy to overlook one of its simplest, most effective solutions: What if the key to keeping students is a performance stage, a music room or an art studio — a creative outlet to shine?

    Despite decades of research, arts education is still treated as a “nice-to-have” when education budgets allow. From 2015 to 2019, the NAMM Foundation conducted a four-year study across 1,700 New York City public schools serving over 1.1 million students. They found that schools offering music and arts programming had lower rates of chronic absenteeism and higher overall school-day attendance than those that didn’t. Similarly, a comparison of cohort data over seven years found that dropout rates fell from 30% to just 6% among students participating in consistent arts programming.

    Clearly, the arts are a powerful tool for academic engagement, resilience and, most importantly, graduation. For example, after tracking more than 22,000 students for 12 years, the National Dropout Prevention Center found that those with high levels of involvement in the arts were five times more likely to graduate from high school than those with low involvement.

    But while over 90% of Americans feel the arts are important for education, only 66% of students participate, and access remains uneven. Charter schools, the fastest-growing segment of public education, have the lowest availability of arts courses: Just 37% of public charter high schools offer arts instruction. Students in charter schools, military families and homeschool programs are too often the ones with the fewest opportunities to engage with the arts, despite needing them most.

    This is an issue that the Cathedral Arts Project in Jacksonville, Florida, is trying to solve.

    In partnership with and with funding from the Florida Department of Education, our program piloted a year-long arts education initiative during the 2024-25 school year, reaching more than 400 students in charter schools, homeschools, military families and crisis care. Our teaching artists visited classrooms weekly, providing instruction in dance, music, visual arts and theater. Throughout the year, students in kindergarten through high school found joy, confidence and connection through creative learning. Homeschool students brought history to life through art projects, children from military families found comfort and stability during times of deployment and young people in crisis discovered new ways to express themselves and heal. Each moment affirmed the power of the arts to help children imagine what’s possible.

    To better understand the impact of this work, we partnered with the Florida Data Science for Social Good program at the University of North Florida to analyze reports and survey evaluations collected from 88% of program participants. Here’s what we found:

    Students grew not only in artistic skill, but also in self-confidence, teamwork, problem-solving and engagement. After completing the program, over 86% of students said they “like to finish what they start” and “can do things even when they are hard” — a key indicator of persistence, which is a strong predictor of long-term academic success. Students rated themselves highly in statements like, “I am good at performance.”

    Families noticed, too. In the age of screens, nearly three-quarters reported that their child had increased in-person social interaction since beginning arts programming and had improved emotional control at home. Nearly one-third saw noticeable gains in creative problem-solving and persistence through challenges.

    According to the State of Educational Opportunity in America survey conducted by 50CAN, parents view the arts as a meaningful contributor to their child’s learning, and they want more of it. In Florida, where families have been given the power of school choice, they’re increasingly seeking out programs that inspire creative thinking and meaningful engagement while promoting academic success. But finding them isn’t always easy. When funding allows, traditional public schools may offer band or visual arts, but these options are often unavailable to families choosing alternative education options for their children.

    Now in its second year, our program fills this critical gap by working directly with school choice families across northeast Florida, bringing structured arts instruction to students who otherwise wouldn’t have access. 

    What makes the arts such an effective intervention? It’s structure, expression and connection. When students learn through the creative process, they navigate frustration, build resilience and find joy in persistence. These are not soft skills — they’re essential for survival, and increasingly important in today’s workplaces.

    Arts education is a necessary investment in student achievement. It’s time for other states to treat it that way and follow Florida’s lead.


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  • What the NAEP Proficient Score Really Means for Learning – The 74

    What the NAEP Proficient Score Really Means for Learning – The 74


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    In September, The 74 published Robert Pondiscio’s opinion piece discussing how people without strong reading skills lack what it takes “to effectively weigh competing claims” and “can’t reconcile conflicts, judge evidence or detect bias.” He adds, “They may read the words, but they can’t test the arguments.”

    To make his case, Pondiscio relies on the skill level needed to achieve a proficient score or better on National Assessment of Educational Progress, a level that only 30% of tested students reached on 2024’s Grade 8 reading exam. Only 16% of Black students and 19% of Hispanics were proficient or more.

    Yet naysayers argue that the NAEP standard is simply set too high and that NAEP’s sobering messages are inaccurate. There is no crisis, according to these naysayers.

    So, who is right?

    Well, research on testing performance of eighth graders from Kentucky indicates that it’s Pondiscio, not the naysayers, who has the right message about the NAEP proficiency score. And, Kentucky’s data show this holds true not just for NAEP reading, but for NAEP math, as well.

    Kentucky offered a unique study opportunity. Starting in 2006, the Bluegrass State began testing all students in several grades with exams developed by the ACT, Inc. These tests include the ACT college entrance exam, which was administered to all 11th grade public school students, and the EXPLORE test, which was given to all of Kentucky’s public school eighth graders.

    Both the ACT and EXPLORE featured something unusual: “Readiness Benchmark” scores which ACT, Inc. developed by comparing its test scores to actual college freshman grades years later. Students reaching the benchmark scores for reading or math had at least a 75% chance to later earn a “C” or better in related college freshman courses.

    So, how did the comparisons between Kentucky’s benchmark score performance and the NAEP work out?

     Analysis found close agreement between the NAEP proficiency rates and the share of the same cohorts of students reaching EXPLORE’s readiness benchmarks. ​

    For example, in Grade 8 reading, EXPLORE benchmark performance and NAEP proficiency rates for the same cohorts of students never varied by more than four percentage points for testing in 2008-09, 2010-11, 2012-13 or 2014-15.

    The same, close agreement was found in the comparison of NAEP grade 8 math proficiency rates to the EXPLORE math benchmark percentages. 

    EXPLORE to NAEP results were also examined separately for white, Black and learning-disabled students. Regardless of the student group, the EXPLORE’s readiness benchmark percentages and NAEP’s proficient or above statistics agreed closely.

    Doing an analysis with Kentucky’s ACT college entrance results test was a bit more challenging because NAEP doesn’t provide state test data for high school grades. However, it is possible to compare each student cohort’s Grade 8 NAEP performance to that cohort’s ACT benchmark score results posted four years later when they graduated from high school. Data for graduating classes in 2017, 2019 and 2021 uniformly show close agreement for overall average scores, as well as for separate student group scores.

    It’s worth noting that all NAEP scores have statistical sampling errors. After those plus and minus errors are considered, the agreements between the NAEP and the EXPLORE and ACT test results look even better.

    The bottom line is: Close agreement between NAEP proficiency rates and ACT benchmark score results for Kentucky suggests that NAEP proficiency levels are highly relevant indicators of critical educational performance. ​Those claiming NAEP’s proficiency standard is set too high are incorrect.

    That leaves us with the realization that overall performance of public school students in Kentucky and nationwide is very concerning. Many students do not have the reading and math skills needed to navigate modern life. Instead of simply rejecting the troubling results of the latest round of NAEP, education leaders need to double down on building key skills among all students.


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