A recent article in Education Week highlights the various biases that women leaders experience when reaching top positions.
Women's leadership gap
Women Leading Ed, a network of superintendents committed to expanding the ranks of women in leadership, surveyed 110 women in educational leadership roles from November 2023 to January 2024. Those positions included superintendents, national government leaders, and state education officials.
Current research shows that the number of women leaders is increasing, but the number of men in top leadership positions compared to women, the salaries offered for the roles, etc. , the disparity between women and men is still evident.
Key findings from the survey were that 57% of respondents had missed out on career advancement opportunities offered to male colleagues and 53% of respondents believed their gender influenced salary negotiations. The answer is yes.
Another study conducted by the ILO Group analyzed data from the 500 largest schools dating back to 2018. The data showed that these larger schools were slightly more likely to have female leaders than school districts nationwide.
Additional findings show that women are more likely to be offered superintendent roles as internal candidates, often on an interim basis, which suggests that they are This suggests that he assumed the role during the period. This phenomenon or pattern of women leaders stepping into leadership roles during times of uncertainty within organizations is sometimes referred to as the “glass cliff.”
unreasonable expectations
The Women Leading Ed survey found that 95% of respondents believe they need to make sacrifices in their professional lives that their male colleagues aren't making. Men who prioritize family over work responsibilities are seen as high-quality role models, but women are not recognized in the same way.
More than 80% of respondents reported feeling pressured by outsiders to speak, dress, or act a certain way, with some women choosing to wear trousers or pantsuits rather than pants or pantsuits to feel less intimidated. , reported being advised to wear a typical skirt and jacket. Women believed they were unfairly judged for their appearance and behavior compared to their male colleagues in leadership roles.
A final highlight of the study is that 59 percent of female leaders are considering leaving their positions due to work stress and strain. Her unfair expectations and biases contributed to the already difficult task leaders face in their roles. Many felt less valued than men.
bring about organizational change
Intentional changes in culture and policy can help women take on more leadership roles and reduce bias at work. Educational institutions can support fair recruitment processes and promote pathways for women leaders that provide better opportunities for women in leadership roles. Change can start with human resources departments, which are responsible for ensuring the fair treatment of all employees.
District human resources departments can help recruit and develop women leaders by considering the following:
- Use a gender-diverse candidate pool when recruiting for leadership positions
- Create measurable goals that define leadership success
- Provide job coaching and mentoring to top leaders
- Ensure your leave policy is comprehensive and responsive to your family's needs
- Support salary negotiations and ensure fair pay for women leaders
- Addressing bias and ensuring equity between male and female employees
Recognizing the structural barriers and biases against women in top leadership is the first step to securing leadership opportunities for women. Taking action and intentionally creating change can help remove bias and outdated ideas about the capabilities and roles of women leaders.
For more information on this topic, see Education Week's “Female Superintendents' Experiences of Bias in Rising to Leadership.”