Women fill the significant majority of teaching roles in schools, yet they hold fewer than a third of superintendent positions nationwide. One potential silver lining in the turnover seen across many districts through the pandemic was the opportunity to correct this disparity. Yet the gap persists: 83% of the 500 largest school districts have completed superintendent transitions and appointed a new superintendent since the pandemic began, and 70% of those replacements have been men. To enact change in this area, school districts must enact deliberate programs to develop female leadership pipelines.

Consider these six strategies to address gender gaps in district leadership:

  1. Establish models to track gender inclusion
  2. Increase exposure to leadership experiences
  3. Offer schedule and location flexibility
  4. Develop internal mentoring and coaching programs
  5. Provide access to external career development resources
  6. Create diverse ways for voices to be heard

Read the full article about women educators by Kate Eberle Walker at Getting Smart.