Interests and Representation: Ethnic Advocacy on California School Boards

Abstract

Background/Context Researchers have found that school districts with greater representation of Latinos and African Americans on their school boards tend to also have higher percentages of Latino and African American administrators and teachers. This increased presence of coethnics in the educational bureaucracy was then found to predict more favorable educational outcomes for these students. Purpose We determine if these relationships hold for Latinos in California, which has the largest Latino population in the United States and where Latino students make up just under half of all students enrolled in public schools. Research Design Using an original data set of all California school districts in the 2004–2005 school year, we tested these relationships for Latinos in California using multiple regression. Conclusion Contrary to previous research, we found that Latino representation on California school boards was not greater in systems of single-member district election. We did, however, find that the greater presence of Latinos on school boards did increase the likelihood that Latinos would be hired as administrators, but only in Latino-majority districts. After appropriate controls, districts with more Latino administrators also tended to have more Latino teachers. Last, and again contrary to previous research, we found no systematic impact of having more Latino teachers and administrators on enhancing student outcomes for either all Latino students or for English language learners.

Gender, Race, and Diversity Values Among Local Government Leaders

“…The existence of a diverse bureaucracy can translate into benefits for the citizenry without direct actions by bureaucrats (Gade & Wilkins, 2013; Riccucci, 2017). The demographic characteristics of bureaucrats can passively produce political responsiveness and policy effectiveness that are favorable to the community (Fernandez, Malatesta, & Smith, 2013; Fraga & Elis, 2009). In addition, public perceptions about bureaucratic legitimacy can be positively affected when the identity of the bureaucrat matches that of the clientele (Gade & Wilkins, 2013; Meier & Nicholson-Crotty, 2006; Riccucci et al, 2014).…”

“…The size of a minority population in a city is related to the proportion of representation that demographic group has in municipal workforces, and this representation translates into outcomes for those racial and ethnic groups (Fraga & Elis, 2009; Fraga et al, 1986; Stein, 1986; Zhao et al, 2005). Cities with larger African American populations have more minority city council members and mayors, which in turn increases equitable hiring and promotion practices (Saltzstein, 1989; Walker & Bumphus, 1992).…”

“…Similarly, a person of color in political leadership can affect organizational outcomes, trust in government, and employment and representation in the bureaucracy. Political leaders who present as African American, Hispanic, Asian, Native American, or another minority racial or ethnic group are often expected to better represent, advocate for, and advance the interests of their respective communities (Eisinger, 1982; Fraga & Elis, 2009; Mladenka, 1989; Saltzstein, 1989; Stein, 1986). Research indicates that when people of color hold political office, community members of that same racial or ethnic group are able to identify with a visible political actor which in turn increases positive perceptions of and trust in government, levels of empowerment, and political engagement (Abney & Hutcheson, 1981; Bobo & Gilliam, 1990).…”