Female Superintendents: Breaking Barriers and Challenging Life Styles

Abstract

Women remain underrepresented in the position of school superintendent with only modest growth noted in recent years. One finding for lack of female superintendents is that the barriers faced are insurmountable. While barriers are well documented, it is important to learn whether or not female perception of barriers experienced has changed over time. In 1993 female subscribers to a professional job listing service were surveyed regarding the barriers that kept them from securing a superintendency. In April 2007, this 14-year-old study was replicated by the original researchers. Although perceived barriers remained the same, findings indicated that the importance respondents placed on certain barriers has changed during the 14-year interval. Has a hole in the glass ceiling opened for women aspiring to become superintendents? It'sno secret that male superintendents outnumber female by a large margin. But recent research indicates more women are moving into that top educational spot. Data from a study conducted by Glass and Franceschini (2007) indicated that the percentage of female superintendents nationwide increased from approximately 12% in the late 1990s to 22% in 2006. Encouraging as that statistic is, such improvement doesn't mean the problem of inequity at this administrative level has been solved. Women have a long way to go to achieve parity - an equal number of male and female superintendents - in this leadership role. At the current annual rate of increase, it won't be until the year 2035 that we will see a 50-50 gender ratio in superintendents. Historically, superintendents almost always come from a teaching background. If parity in the superintendency reflected the number of female teachers, 71% (U.S. Census Bureau), then we are even further away from the goal. Regardless of the goal, it is clear that the number of women achieving a superintendent position does not match the pool of talented women who are qualified for and would succeed in the job of superintendent. Why is progress so slow? What barriers block women from a career pathway to the top? Surveys indicate that in spite of apparent opportunities for women, a set of particular immovable barriers prevent them from aspiring to and attaining the superintendency. There may be a hole in the glass ceiling, but for most women, a strong ladder of support is required to climb through it. Comparison Studies 1993-2007 In 1993 we conducted a study of Washington State female superintendents and those who aspired to the position. We reported on the barriers that prevented a female applicant from attaining the superintendent position (Sharratt & Derrington, 1993). Fourteen years later we recognized that female access to the superintendency is still difficult for many. Thus in 2007 we replicated our original study in order to dig more deeply into changes that may have occurred during the 14-year interval. Methodology In 1993, we sent questionnaires to the approximately 200 female subscribers to the Washington Association of School Administrators (WASA) professional job listing service. We developed the survey using previous studies on barriers to the superintendency (Shakeshaft, 1985, 1987). In February 2007, we sent the identical questionnaire to the approximately 140 female subscribers to the WASA professional job listing service. In both studies participants were asked to rate the degree to which each barrier negatively influenced their desire or ability to seek the top district leadership position. The response rate for completed questionnaires well represented Washington female superintendent hopefuls with 80% completed and returned in 1993 and 67% in 2007. Results on Barriers Indicate a Shift In comparing the results of the 2007 survey to those of the earlier 1993 survey, we found an interesting shift in the ranking of the barriers as Table 1 illustrates (see page 12). Barriers according to the 1993 survey appeared to be more likely perceived as institutionalized and rooted in societal discrimination practices. …

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