The highlighted strategies include:

1. Create support systems to prepare women for leadership roles: Women in education need sponsors as well as mentors. While mentors provide encouragement and advice, sponsors "take a hands-on role in managing career moves and promoting executives as potential CEOs."
2. Re-balance the hiring process through requirements and the promotion of best practices: Districts seeking new leaders must build a diverse finalist pool that includes more than one woman or candidate of color. School board members and other personnel involved in hiring and promotions should receive training to help them become aware of their biases and how they can prioritize diversity.
3. Provide family and well-being supports: Women in education need the flexibility of hybrid and remote work, both of which have been shown to increase job satisfaction and reduce burnout. Districts should also implement comprehensive leave policies that offer female and male employees paid time off without repercussions.
4. Set public goals for female leadership and increase transparency: Districts conducting superintendent searches should be required to make their finalist pools public or share information such as the number of finalists and the percentage of male and female candidates, and candidates of color.
5. Ensure financial fairness: A "self-assessment pay calculator" allows employees to check if their district provides women and men with equal pay for equal work. District leaders should also audit their pay structures to identify and close gender wage gaps, and share these findings with employees.

Instant Insights /

Bias is still a big obstacle for women in K12 leadership

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