Geographical Regions of Hispanic Female Superintendent Respondents
|
Region |
Frequency |
Percentage |
|
New England |
2 |
8.7 |
|
Rocky Mountain |
1 |
4.3 |
|
Southeast |
2 |
8.7 |
|
Great Lakes |
2 |
8.7 |
|
Mideast |
1 |
4.3 |
|
Southwest |
7 |
30.4 |
|
Plains |
4 |
17.4 |
|
Far West |
4 |
17.4 |
Distribution of Hispanic Women Superintendent Respondents by School District Size
|
Student Enrollment |
Frequency |
Percent |
|
Less than 300 |
5 |
21.7 |
|
300 - 999 |
3 |
13.0 |
|
1,000 - 2,999 |
4 |
17.4 |
|
3,000 - 4,999 |
4 |
17.4 |
|
5,000 - 9,999 |
1 |
4.3 |
|
10,000 - 24,999 |
2 |
8.7 |
|
25,000 - 49,999 |
3 |
13.0 |
|
50,000 - 99,999 |
1 |
4.3 |
|
Over 99,999 |
0 |
0.0 |
Distribution of Hispanic Women Superintendent Respondents by Percentage of Students on Free Lunch in Their School Districts
|
% of Students on Free Lunch |
Frequency |
Percent |
|
0 |
0 |
0.0 |
|
1 — 10 |
0 |
0.0 |
|
11 - 20 |
0 |
0.0 |
|
21 — 30 |
1 |
5.0 |
|
31 — 40 |
2 |
10.0 |
|
41 — 50 |
2 |
10.0 |
|
51 — 60 |
1 |
5.0 |
|
61 — 70 |
4 |
20.0 |
|
71 — 80 |
3 |
15.0 |
|
81 — 90 |
4 |
20.0 |
|
91 — 100 |
3 |
15.0 |
Distribution of Hispanic Women Superintendent Respondents by Undergraduate Major
|
Bachelor’s Degree Major |
Frequency |
Percent |
|
Agriculture |
0 |
0.0 |
|
Business |
0 |
0.0 |
|
Education (other than Physical Education) |
6 |
35.3 |
|
|
||
|
Fine Arts |
0 |
0.0 |
|
Humanities |
1 |
5.9 |
|
Math |
1 |
5.9 |
|
Physical Education |
0 |
0.0 |
|
Physical or Biological Sciences |
1 |
5.9 |
|
Social Sciences |
3 |
17.6 |
|
Other |
5 |
29.4 |
Distribution of Hispanic Women Superintendent Respondents by Master’s Degree Major
|
Master’s Major |
Frequency |
Percent |
|
Education - general |
4 |
19.0 |
|
Education - elementary |
1 |
4.8 |
|
|
||
|
Education - secondary |
0 |
0.0 |
|
Education — special |
1 |
4.8 |
|
Education - curriculum and instruction |
2 |
9.5 |
|
Education — bilingual |
2 |
9.5 |
|
Education - psychology |
0 |
0.0 |
|
Education - leadership /administration |
5 |
23.8 |
|
Education — reading |
0 |
0.0 |
|
Social Science |
0 |
0.0 |
|
Humanities |
0 |
0.0 |
|
Physical or Biological Sciences |
0 |
0.0 |
|
Public Administration |
0 |
0.0 |
|
Education - counseling |
1 |
4.8 |
|
Foreign Language |
0 |
0.0 |
|
Fine Arts |
0 |
0.0 |
|
Education - physical |
0 |
0.0 |
|
Other |
5 |
23.8 |
Distribution of Hispanic Women Superintendent Respondents by Highest Level of Education
|
Doctoral Degree |
Frequency |
Percent |
|
Yes |
14 |
63.6 |
|
No |
8 |
36.4 |
|
Doctoral Major |
||
|
Curriculum and Instruction |
0 |
0.0 |
|
Educational leadership/administration/policy |
9 |
64.3 |
|
Special Education |
0 |
0.0 |
|
Business |
0 |
0.0 |
|
Education research |
0 |
0.0 |
|
Education psychology/counseling |
1 |
4.3 |
|
Other |
4 |
28.6 |
Means and Standard Deviations for Hispanic Women’s Years of Experience in Various Positions
|
Position |
M |
SD |
|
Teacher |
10.95 |
5.90 |
|
Administrator |
11.13 |
7.05 |
|
Central Office |
6.72 |
6.31 |
|
Superintendency |
4.30 |
3.37 |
Career Pathways of Hispanic Women Superintendents
|
Career Pathway |
Frequency |
Percent |
|
Teacher, High School Principal, Central Office |
3 |
13.0 |
|
Teacher, Elementary Principal, Central Office |
8 |
34.8 |
|
Teacher, Middle School Principal, Central Office |
2 |
8.7 |
|
Teacher, Elementary Principal |
0 |
0.0 |
|
Teacher, Secondary Principal |
1 |
4.3 |
|
Teacher, Middle School Principal |
0 |
0.0 |
|
Teacher, Central Office |
3 |
13.0 |
|
Central Office Only |
0 |
0.0 |
|
Principal Only |
0 |
0.0 |
|
Teacher Only |
2 |
8.7 |
|
Other |
4 |
17.4 |
Hispanic Women Superintendent Respondents on Their Career Pathway in Relation to Family
|
Career Pathway in Relation to Family |
Frequency |
Percent |
|
Double Track - some time off with children |
4 |
17.4 |
|
Interrupted — five or more years off with children |
1 |
4.3 |
|
Stable - never took time off |
13 |
56.5 |
|
Interrupted - five or more years off for reasons other than Family |
1 |
4.3 |
|
Other |
4 |
17.4 |
Hispanic Women Superintendent Respondents Who Reported a Mentor and
Gender of the Mentor
|
Mentor |
Frequency |
Percent |
|
Yes |
18 |
78.3 |
|
No |
5 |
21.7 |
|
Gender of Mentor |
||
|
Male |
15 |
65.2 |
|
Female |
3 |
13.0 |
|
Not applicable |
5 |
21.7 |
Hispanic Women Superintendent Respondents Who Reported a Role Model and Gender of the Role Model
|
Role Model |
Frequency |
Percent |
|
Yes |
19 |
82.6 |
|
No |
4 |
17.4 |
|
Gender of Role Model |
||
|
Male |
9 |
42.9 |
|
Female |
8 |
38.1 |
|
Not applicable |
6 |
19.0 |
Hispanic Women Superintendent Respondents by Primary Source of Encouragement
|
Primary Source of Encouragement |
Frequency |
Percent |
|
Spouse |
5 |
21.7 |
|
Sibling(s) |
0 |
0.0 |
|
Parents |
0 |
0.0 |
|
Colleague(s) |
7 |
30.4 |
|
Professor(s) |
1 |
4.3 |
|
Yourself |
8 |
34.8 |
|
Other |
2 |
8.7 |
Hispanic Women Superintendents’ Perceptions of Barriers for Women in General
|
Degree |
Important |
Somewhat Important |
Not Important |
Don’t Know |
|
Barrier |
||||
|
School boards do not actively recruit women |
47.8 |
30.4 |
13.0 |
8.7 |
|
Lack of mobility of family members |
65.2 |
21.7 |
8.7 |
4.3 |
|
Lack of opportunity to gain key experiences prior to seeking the superintendency |
43.5 |
39.1 |
17.4 |
0.0 |
|
Lack of professional networks |
47.8 |
34.8 |
17.4 |
0.0 |
|
Perception of school board members that women are unqualified to handle finances |
17.4 |
65.2 |
8.7 |
8.7 |
|
Perception that women will allow their emotions to influence administrative decisions |
21.7 |
60.9 |
17.4 |
0.0 |
|
The nature of a superintendent’s work makes it an unattractive career choice |
30.4 |
39.1 |
26.1 |
4.3 |
|
The nature of a superintendent’s work makes it an undesirable personal choice |
21.7 |
39.1 |
30.4 |
8.7 |
|
Perception that women are not strong leaders |
21.7 |
56.5 |
17.4 |
4.3 |
|
Lack of mentor/mentoring in school districts |
39.1 |
43.5 |
13.0 |
4.3 |
|
Perception that women have difficulty working with others |
17.4 |
21.7 |
56.5 |
4.3 |
|
Mid-management career "Glass Ceiling" |
34.8 |
34.8 |
26.1 |
4.3 |
Hispanic Women Superintendent Respondents on Perceptions of Barriers They Experienced
|
Degree |
Important |
Somewhat Important |
Not Important |
Don’t Know |
|
Barrier |
||||
|
School boards do not actively recruit women |
40.9 |
18.2 |
40.9 |
0.0 |
|
Lack of mobility of family members |
22.7 |
13.6 |
59.1 |
4.5 |
|
Lack of opportunity to gain key experiences prior to seeking the superintendency |
27.3 |
18.2 |
54.5 |
0.0 |
|
Lack of professional networks |
27.3 |
36.4 |
36.4 |
0.0 |
|
Perception of school board members that women are unqualified to handle finances |
18.2 |
40.9 |
40.9 |
0.0 |
|
Perception that women will allow their emotions to influence administrative decisions |
13.6 |
36.4 |
50.0 |
0.0 |
|
The nature of a superintendent’s work makes it an unattractive career choice |
9.1 |
18.2 |
72.7 |
0.0 |
|
The nature of a superintendent’s work makes it an undesirable personal choice |
4.5 |
18.2 |
77.3 |
0.0 |
|
Perception that women are not strong leaders |
18.2 |
31.8 |
50.0 |
0.0 |
|
Lack of mentor/mentoring in school districts |
22.7 |
36.4 |
36.4 |
4.5 |
|
Perception that women have difficulty working with others |
9.1 |
18.2 |
68.2 |
4.5 |
|
Mid-management career "Glass Ceiling" |
22.7 |
22.7 |
54.5 |
0.0 |
