Women in Leadership Roles in Independent Boarding Schools - TABS 2015

Women in Leadership Roles in Independent Boarding Schools

Megan Harlan, Director of College Counseling, Groton School, Mass.

Jamelle Greene, Ph.D., Clinical Psychologist, former Director of Counseling Services in Independent Schools

Monica M. Gillespie, Ph.D., Head of School, Saint Mary’s School, N.C.

This workshop invites all people interested in strengthening and supporting women's leadership to explore the topic personally, professionally, and institutionally.

We will discuss issues of authenticity, assumptions, vulnerability, power, mentoring, and self-care.

We are especially hoping that women in leadership roles will join us to lend their voices to this conversation.

The goal is for workshop attendees to leave with a better understanding of the impact of gender on leadership as well as the importance of developing female leaders.


Before we begin…

We ask that you consider the ideas in this workshop in a dialectical spirit, focusing on holding opposites (both/and) at the same time rather than focusing on polarities (either/or).

For example, talking about women in leadership is not about putting down or marginalizing men or highlighting skills of women in leadership does not mean that men who lead don't also have these skills.


Something to get us thinking…

http://www.elle.com/culture/career-politics/a31098/men-photoshopped-out-of-history-video/


http://www.elle.com/culture/career-politics/a31098/men-photoshopped-out-of-history-video/

President: TABS 2015-2016

83%17%

Head of School:TABS 2015-2016

24%

76%

56.343.8

Associate Head

Male Female

65.0

35.0

Assistant Head

Male FemaleTABS NAIS DASL 2015

TABS Key Positions by Gender 2015-2015


Majority Male-Held Positions

83.376.1

56.365.0 60.0

68.460.1

51.360.0 56.8

68.479.5

85.5

64.2

94.8

16.723.9

43.835.0 40.0

31.639.9

48.740.0 43.2

31.620.5

14.5

35.8

5.2

0

10

20

30

40

50

60

70

80

90

100

Perc

enta

ge

Male Female TABS NAIS DASL 2015-2016


Majority Female-Held Positions

39.6 39.0 41.5

20.029.0

46.6

25.314.4

35.1 30.411.3

20.4

60.4 61.0 58.5

80.071.0

53.4

74.785.6

64.9 69.688.7

79.6

0

10

20

30

40

50

60

70

80

90

100

Perc

enta

ge

Male Female TABS NAIS DASL 2015-2016


10 Year Trend: President and Head of School88.50

83.30

11.5016.70

81.1076.10

18.9023.90

0.00

10.00

20.00

30.00

40.00

50.00

60.00

70.00

80.00

90.00

100.00

2006-2007 2007-2008 2008-2009 2009-2010 2010-2011 2011-2012 2012-2013 2013-2014 2014-2015 2015-2016

President- Male President- Female

Head of School- Male Head of School- FemaleTABS- NAIS DASL 2015

Change in Percentage of Females from 2006-2007 to 2015-2016

President 5.2%Head of School 5%


10-Year Trend: Associate Head and Assistant Head

60.9056.30

39.1043.80

68.8065

31.20

35

0.00

10.00

20.00

30.00

40.00

50.00

60.00

70.00

80.00

90.00

100.00

2006-2007 2007-2008 2008-2009 2009-2010 2010-2011 2011-2012 2012-2013 2013-2014 2014-2015 2015-2016

Per

cen

tage

Associate Head- Male Associate Head- Female Assistant Head- Male Assistant Head- Female

TABS- NAIS DASL 2015


Associate Head 4.7%Assistant Head 3.8%


10-Year Trend: US Head and Academic Dept. Chair



Academic Dept. Chair -.3%Upper School Head 4.3%

64.3060

35.7040

68.10 68.40

31.90 31.60

0.00

10.00

20.00

30.00

40.00

50.00

60.00

70.00

80.00

90.00

100.00

2006-2007 2007-2008 2008-2009 2009-2010 2010-2011 2011-2012 2012-2013 2013-2014 2014-2015 2015-2016

Per

cen

tage

Upper School Head- Male Upper School Head-Female

Academic Department Head-Male Academic Department Head- Female


If there is no change in the rate of increase in numbers, this is the approximate length of time to reach gender parity

2015 2025 2035 2045 2055 2065 2075

Academic Dept. Chair

∞


Barriers to Advancement: Traditional Path to the Headship


68.4 60.0 60.577.0

31.6 40.0 39.522.9

0

10

20

30

40

50

60

70

80

90

100

AcademicDepartment Chair

US Head Associate Head,Assistant Head

President, Head ofSchool

Perc

enta

ge

Male Female

-16.6


Among NAIS Schools, female leaders at all levels make less than their male counterparts

82.8 83.187.6

93.2

64.4

76.184

90 87

36.3

67.4

88.3 88.3 89.3

0

10

20

30

40

50

60

70

80

90

100

President Head Associate Head Assistant Head Upper School Head

Ratio Female/Male Percent Salaries

2013-2014 2014-2015 2015-2016

NAIS DASL 2015


NAIS Ratio Female/Male: Percent Salaries 2015-2016

Head of School Associate Head Assistant Head


67.4%

88.3% 88.3%

Dir. of Physical Plant

Ratio Female/Male Percent Salaries by Positions Typically Male or Female NAIS 2015

Dir. of Tech/MIS Dir. of Tech CurriculumDean of StudentsAcademic Dept. HeadAthletic Director

President

Head of School

Associate HeadAssistant Head

US Head

Business

MS, LS HeadDir. of Studies

Dir. of Public RelationsDir. of Diversity

Alumni/ae LibrarianCollege C.Psychologist

Admission Financial Aid Development

50%50%

= 75% or below

2015- 2016 Leadership Statistics in NAIS Schools:

• 69% of independent school teachers are women

• 75% of administrative positions in independent schools held by women, yet...

• 39% of heads of school and presidents are women • independent school heads are overwhelmingly Caucasian males in their fifties


NAIS DASL 2015

Pew Research Center's research on Women and Leadership (2015) survey of the general public:

Although the majority of people responding say there is no difference in genders, of those who say there IS a difference• 34% believe women are better at working out compromises in politics

• 34% believe women are better at being honest and ethical in politics

• 26% believe women are better at working to improve US quality of life in politics

• 25% believe women are better at standing up for beliefs in politics

• 31% believe women are better at being honest and ethical in business

• 30% believe women are better at providing fair pay/benefits in business

• 25% believe women are better at mentoring employees in business

• 18% believe men are better at negotiating profitable deals in business

• 34% believe men are better at being willing to take risks in business


Pew Research Center's research on Women and Leadership (2015) survey of the general public:

• Women are far more likely than men to see gender discrimination in today's society: • 65% of women say their gender faces at least some discrimination in society,

while 48% of men who believe that women face some discrimination

• Women and men are seen as equally good business leaders, but gender stereotypes persist

• Young adults are more likely than older generations to say women with leadership aspirations might want to delay having children


Pew Research Center's research on Women and Leadership (2015) survey of the general public continued:

• Fewer gender differences seen in terms of many core leadership qualities: intelligence, innovation, ambition, honesty, and decisiveness. Gender differences are seen in terms of:• 65% believing that “compassionate” describes women better than men

• 48% believing that “organized” describes women better than men

• Main perceived reasons women don't occupy top leadership positions: women are held to higher standards than men and many businesses aren't ready to hire women for top leadership positions (women perceive these issues as being more salient than men do who were asked same question):• 23% say that managing family issues is a major reason and an additional 35%

say it's at least a minor reason.


From 2013 presentation by NAIS president, Patrick Bassett, entitled, “Prospects for Women”

• Women in the Fellowship program do share some of the characteristics of successful candidates for head of school positions: older; many years of experience. But…

• Less likely than the men to have risen to the rank of assistant head –that important precursor to getting the job as a head.

• Less confidence in their connections and interviewing skills, the reputation of schools where they have worked, and their ability to fit into a school’s culture.

• Demonstrate less urgency about finding a position, looking at a desired timeframe of five years or longer.


From 2013 presentation by NAIS president, Patrick Bassett, entitled, “Prospects for Women” continued

• Less likely than men to pursue headships vigorously, foregoing such efforts as registering with multiple search firms and applying for multiple positions.

• Express more doubts about undertaking the position as a head and sacrificing their home or personal life.

• More likely than men to say that the time commitment associated with the head of school position is unappealing.

• More apt than men to say that staying in their local area is an important factor, often due to children and working spouses.

• When asked how their gender has impacted their job search, those women who are interested in single-sex schools say their gender has been an advantage, but others say that it is a disadvantage.


Why Increasing Female Leadership in our Schools Matters

Students are watching us.

• It is adults who are the ones being watched…we are being studied when a reaction—disapproval, laughter, or a clear decision—is needed from us.*

• Female and male students are learning about power, relationships, conflict, negotiation, compassion, and integrity when they watch us.

Schools will be better for all students, faculty, staff, administrators, trustees, parents, and other constituents.

*Daniel R. Heischman, Good Influence: Teaching the Wisdom of Adulthood


Why Increasing Female Leadership in our Schools Matters continued

• Alumni from our schools will be more likely to lead and promote equity and less likely to perpetuate the gender biases that diminish the worth and dignity of females.

• Schools will become stronger, more inclusive, and healthier learning environments when 100% of the talents of all members of the community are leveraged.


Leaning Out: Teen Girls and Leadership Biases

• Teen girls who are key to closing the gender gap appear to face an age-old and powerful barrier: gender bias, and specifically biases about their leadership.

• Many teen boys and teen girls appear to have biases against girls and many women leaders and teens perceive their peers as biased against female leaders.

• Students were least likely to support granting more power to white girls as council leaders:o Students were least likely to support giving more power to the student

council when it was led by white girls and most likely to support giving more power when it was led by white boys.

Report published in 2015 by Richard Weissbourd and the Making Caring Common Team at the Harvard Graduate School of Education


Leaning Out: Teen Girls and Leadership Biases continued

• White girls appear to be biased against other white girls as leaders:• White girls tended not to support giving power to white girls.

• Biases against girls have many causes:• Highly competitive feelings among girls; girls lacking confidence and self-esteem and

projecting that lack of confidence onto other girls; and girls being viewed as too emotionally “dramatic.”

• Awareness of bias appears to matter:• Awareness of gender discrimination may be related to less implicit, unconscious bias

against girls as leaders.

• White girls who perceive high levels of gender discrimination at their school show greater preference for female-led student councils.


• Likeability Bias

• Performance Evaluation Bias

• Performance Attribution Bias

• Maternal Bias

Gender Biases

LeanIn.org


Intervention Model

• Interventions to move toward gender equity in leadership can and should be made at different levels:

• Primary/universal (targeting entire population/society)

• Secondary (targeting institution/community/groups in school)

• Tertiary (targeting individuals)


Women in the Workplace 2015 McKinsey & Company study of women in corporate America

How are we doing in our schools?


Monica M. Gillespie, Ph.D.Head of SchoolSaint Mary’s School Raleigh, [email protected] 919-424-4138

Jamelle (Jamie) Greene, Ph.D.Clinical PsychologistLicensed Psychologist/HSPWise Mind Psychological Services945 Concord St., Suite 210Framingham, MA 01701508-330-0413

Megan HarlanDirector of College CounselingGroton SchoolGroton, [email protected]

Women in Leadership Roles in Independent Boarding Schools - TABS 2015

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