The Perceptions and Attitudes of Board Members Toward Women Superintendent

Principal Investigator:
Marina Nezius

Faculty Advisor:
Efthimia Bastas-Christie

Abstract:
Problem Statement
In the U.S., women are underrepresented in the superintendent's position in every state. Males, especially white males are perceived as the ideal Chief Executive Officer, CEO” (Gullo, G. L., & Sperandio, J. (2020). Research concerning the perceptions and attitudes of board members is limited even though they play a vital role in the hiring process. In New Jersey, 36% of women have been appointed for the superintendency position. Nationally, 27% of superintendents are males (Mercer, 2020). Considering the teaching force as the pipeline to the superintendency, the question remains why 75% of women teachers do not equally reflect predominantly female educational leadership force? In addition, women have earned more advanced degree, including the doctorate than men (Kobler, 2019). This study aims to examine the perceptions and attitudes of board members toward women superintendent in finding out if there has been a change from a prior study by Bastas-Christie, 1997.

Methodology
The study adopted a qualitative approach and collected data from eight board members through interviews. This design employed participants in the state of New Jersey generalizing the outcome of the whole population through questions both open-end and closed-end questions and then analyzed using computer software (i.e., MAXQDA). A narrative phenomenology approach was utilized to interpret the lived experiences of the participants (Creswell, 2018). Thematic analysis was used to review collected data to address the research questions. The study by Bastas-Christie (1997), which informed the present research, involved qualitative research design. Similar to the present study, Bastas-Christie (1997) sought to understand the attitudes and perceptions of board members on female superintendents using a qualitative approach, it was important to retain the same research design.

Research Questions
RQ1: What are the perceptions and attitudes of board members toward women superintendents?
RQ2: What factors do school board members consider while hiring women in superintendent positions?
RQ3: What strategies/policies can be adopted by board members to increase women's representation in the superintendent?
RQ4: Are there inequities faced by women superintendents and how are these inequalities perceived as they relate to gender, race and ethnicity?
Findings
This study established that the board members considered female superintendents’ academic qualifications and leadership qualities during the search process. Those with advanced degrees have higher chances of being appointed. Therefore, gender only becomes an issue when a male and female superintendent candidates have equal qualifications. Poor mentorship and lack of leadership training emerged as reasons for the low number of women, especially women of color seeking the superintendency. The study further established that school district boards nowadays found more women to have the necessary leadership skills such as decision-making, critical thinking, problem-solving, and interpersonal relationships. Establishing a policy that mandates a rotational approach whereby a female becomes a superintendency following the end of a male’s term, and vice versa. Lastly, the results suggested that board members perceived themselves as gender neutral.