Attracting and Retaining Quality Teachers in Independent Schools

Attracting and retaining passionate, capable teachers remains at the heart of every thriving Independent school. Creating a profession that inspires, supports, and sustains educators requires a collective commitment from leaders, mentors, and the broader education community to nurture both the entry into teaching and the ongoing journey of those already in classrooms.

Through the Growing and Nurturing Educators (GANE) initiative, AISNSW is committed to delivering programs, resources and professional learning designed to attract, support, and retain future generations of capable and diverse teachers. At the 2025 Teaching School Learning Forum, we spoke to leaders, educators and academics about what they think is required to attract and retain teachers in the profession.

Attracting the Next Generation of Teachers

David Smith (Principal, Calrossy Anglican School) highlights that the key to attracting new teachers begins with making teaching itself an appealing, purpose-driven career.

“We’ve got to make it an attractive profession. Passion is important. Sometimes passion is caught rather than taught,” he says. “Teachers being passionate, loving what they’re doing and sharing their expertise with others… it’s holistic. It starts with good leadership, but also with mentors and people who are learners. we’re all learning and growing together.”

Dr Ellen Larsen (Associate Head-Professional Engagement, University of Southern Queensland, School of Education) adds that attracting new teachers also requires thoughtful reflection on the pathways into the profession.

“We certainly don’t want to have [entry requirements] slip because we want really great quality teachers coming into the profession,” she explains. “But what we also have to make sure is that our entry requirements don’t preclude certain groups of preservice teachers from joining us. That’s actually a real challenge… to create a diverse workforce that reflects the student population sitting in front of us.”

Ensuring inclusivity within teacher education and university programs, Larsen notes, is vital to building a workforce that embodies the diversity and richness of Australia’s student communities.

Retaining and Supporting Great Teachers

Once teachers are in schools, effective retention strategies help them to flourish long-term. For Sarah Stokes (Head of Primary, Bishop Druitt College), the foundation of retention lies in active listening and ongoing professional and wellbeing support.

“Supporting teacher retention is about being an active listener, knowing exactly what teachers want in their professional growth as well as any wellbeing support they’d like to receive,” she explains. “We have ‘check-ins’ every term where we see how they’re going, what their development areas are, and where we can support them. It’s been a really positive innovation because one of the things we wanted to do is develop a mentoring culture.”

Sarah Warby (Educator and Sessional Academic) has seen the power of such cultures firsthand across various Independent schools.

“One of the aspects that a lot of teachers enjoy is the joy and rejuvenation in getting to educate others and hand on the knowledge that’s known,” she reflects. “It’s celebrating what’s known from the educators in each school that really helps them celebrate everything that they do to bring in the new and continue on the beautiful legacy of what an Independent school is.”

By encouraging an environment of mutual trust and professionalism, recognising teachers’ expertise, and nurturing a sense of belonging, we can all help the sector retain educators within the profession.

Building a Sustainable Future for Teaching

Attraction and retention go hand in hand. Schools with strong professional cultures where teachers feel inspired, supported, and valued; help sustain the profession. Passion, inclusion, and mentoring form the foundation of a thriving teaching community, ensuring Independent schools remain places where educators and students succeed.