Disparity In The Superintendency

Abstract

This paper examines the career aspirations of female and male central office administrators and their reasons for or against pursuing a superintendency, in the Texas, K-12 public school arena. Information unique to seeking and attaining superintendencies by these central office administrators will be presented, to assist with illuminating gender specific commonalities and differences, between all of the superintendent aspirants, involved in the study. This study provides insight, as to why gender disparity persists in the office of the superintendency, despite the availability of similarly, talented female and male central office administrators who aspire to gain the position of superintendent.

Examining the Career Pathways of Educators With Superintendent Certification

“…On the topic of district-level positions, Muñoz, Mills, Pankake, and Whaley (2014) suggest that female central office administrators in Texas may be less likely to pursue the superintendency than males; however, their sample was neither representative of the state nor was it restricted to those with superintendent certification (as ours is). In a related, qualitative study of 10 sitting and aspiring female, district-level leaders in Texas, Muñoz, Pankake, Ramalho, Mills, and Simonsson (2014) suggested that diminished motivation to pursue the superintendency can be explained, in part, by power asymmetries (i.e., sexism) and a lack of peer support and mentorship.…”