Educator self-advocacy matters and isolation can feel real when navigating the self-advocacy process. We have gathered tools for you to embark on the journey of self-advocacy. We are here to build capacity and support in our community to help each of us navigate through a solutions-oriented process* for Contract Grievances, Micro-Aggressions or Discriminations, Sexual Harassment, and Addressing Your Board of Education.
*If you are a union member in a public district-managed school, consult your union representative for support. As a public employee, policies and teacher contracts are public information. Sample letter templates and processes are provided for you as general guidance. Remember to check with your public, private, or charter school system policies.
Sample Letter Template
Sample Letter Template
Sample Letter Template
Sample Letter Template
Throughout history, leaders of change have united people around shared interests. Together they set the conditions to build the courage to confront and amplify the inequities they were experiencing. Sometimes, system leaders react to this by retaliating against the person(s).
Below are some tips if this applies to you:
Know your rights and use it as a shield. Most districts label educators as “tenure” after 3 years. After the 3rd year, the due process kicks in. Become familiar with the “due process.” Most districts cannot fire or terminate without a “due process.”
Ally with more experienced people (or other affinity groups) to support your concern.
Start an affinity group. Bring in outside orgs to talk and train e.g., LGBTQIA+, Race/Ethnicity, Mental/Physical Ability, and Age.
When it comes to your specific issue, seek out resources to better equip and help you navigate the situation.
Sounding board, triage, mediate, coach, and support members in the affinity groups.
Discuss policy-related things - helping advocate and build structures to change policy if it is causing harm.
As a general “chain of command,” contact the person you have a grievance with first, then their supervisor, and so forth.
Here are some examples of grievances that you might want to address:
If you have a documented need for an accommodation, such as additional time to complete tasks due to a medical condition, and your request has not been addressed, you may need to escalate the issue. Teachers have the right to accommodations that ensure a supportive, accessible work environment, so be sure to document the denial or delay and follow up with appropriate personnel.
When your school administration requires you to work extra hours or cover additional duties without compensation, this may be a violation of your employment contract. Be sure to review your contract details, then approach your supervisor to address any discrepancies in agreed-upon terms.
If a colleague or supervisor is making unwanted comments or advances, creating an uncomfortable or hostile work environment, it’s important to document each instance and notify HR or your administration. Sexual harassment is a serious grievance, and all teachers deserve a safe, respectful workplace free from harassment.
How to Report
Document key points, dates, specific language used, and list any witnesses who were also impacted. Keep these records in your notes or calendar.
Step 1: Establish your boundary. Have a conversation to inform and raise awareness with the person involved.
Step 2: Send an email summarizing your concerns, CC’ing your supervisors and the Diversity & Inclusion (D&I) team.
If the issue persists: Submit a formal complaint or grievance, following the district’s procedure. If you’re part of a union, involve your representative and request their presence in any related meetings. This should help resolve the issue.
If your grievance is not addressed: Escalate up the chain of command. Refer to your district’s grievance policy to understand the process, and send a record of all contacts to the superintendent or board members if necessary.