Gender Bias Within the Superintendency

Abstract


 
 
 Current research reveals a large per- centage of teaching positions and administrative ser- vices credentials are held by women, although histori- cally, men dominate the superintendent role. Specifically, in the area of women in the superintendency, a discrepancy exists between men and women in recruitment practices, types of barriers and challenges, and the length of time one stays in the superintendent position. This study examines the superintendent role and the perceived leadership qualities necessary, barriers, challenges, and opportunities, as well as the career pathway taken by those in the superintendent role. With a mixed-method design, the study reflects upon responses from six superintendents, three wom- en and three men, using semi-structured interview questions and data collected with Bolman and Deal’s (1990) Leadership Orientations (Self) Instrument and a demographics survey. A theoretical framework of management and leadership styles was utilized to analyze the data for themes relating to the three research questions. The findings generally indicated women superintendents perceive they are expected to act and behave differently to succeed in the role, while men are more at ease with making decisions and leading others. Gender biases were found to be prevalent for women, as the role of parenthood was the biggest barrier when considering their career pathway. This was not found to be a barrier for men.
 
 

Gender differences in perceived barriers of aspiring superintendents

“…The complexity of leadership requires inclusion of female leadership qualities. Indeed women are working towards enhancing the values of femininity in leadership including managing conflicting demands of family, abilities to relocate, and inclusion in the informal socialization process of the Good-Old-Boy-Network (Bernal et al, 2017; Connell et al, 2015; Davis, 2010; Kowalski and Stouder, 1999; Shakeshaft, 1989).…”

Female Superintendents and Negotiations: a Phenomenological Study of the Influence of Gender in the Midwest

“…Stepping outside of the gender stereotypes traditionally assigned has prompted social backlash where these women in leadership have faced criticism not directly in connection to their ability in fulfilling their duties but in connection to their gender (Bernal et al, 2017;Cheryan & Markus, 2020;Chiefs, 2019;Eagly & Wood, 2013;Ibarra et al, 2013;Kennedy & Kray, 2015;Meltzer, 2018;Maranto et al, 2019;Reyes et al, 2021). Associating a job with a specific gender connects specific qualities and characteristics to fit and thus perpetuates the stereotype (Kolb & McGinn, 2009).…”

“…While none of these participants have specifically been told how to dress, some shared that they knew of other women who have been in that very situation. Bernal et al (2017) highlighted professional dress as well.…”

“…Such recognition illustrates the challenges stereotypes and social norms have created for women in leadership. Indeed, perceptions of women's knowledge and abilities have influenced others' beliefs regarding their competence, creating obstacles for women to navigate (Bernal et al, 2017;Ibarra et al, 2013;Northouse, 2019). Furthermore, when women are excluded from such social activities, they are also excluded from opportunities such as relationship-building (Kolb & McGinn, 2009).…”

“…Knight (2017) drew attention to making sure the salary reflects the skills and knowledge possessed as well as fair market value -even if the salary offered would support a comfortable lifestyle. Again, extensive research ties to these experiences of the impact of norms and stereotypes, social backlash, and the sense of not belonging (Bernal et al, 2017;Bien et al, 2018;Cheryan & Marcus, 2020;Kugler et al, 2018;Northouse, 2019;Wynn & Correll, 2017).…”