Abstract
The purpose of this study was to examine barriers to and strategies for success in professional advancement for Hispanic women in education. The subjects of this study were Hispanic women--three line and three staff managers and their mentors in California public schools in Monterey, San Benito, and Santa Cruz counties. Case study descriptive research was used to address this purpose. Major findings of this study follow. (1) A typical Hispanic female staff administrator begins her career as a bilingual teacher, moves to a bilingual resource teacher position, then proceeds to a district-level position funded by categorical programs. A typical Hispanic female line administrator begins her career as a bilingual teacher, moves to a bilingual resource teacher position, then proceeds to district administration before becoming an assistant principal. Eventually she becomes a site administrator, then returns to the district level as a director before ultimately advancing to assistant superintendent or superintendent. (2) Some barriers identified included: male dominance, socialization, responsibility for family and home, lack of ability as perceived by others, lack of Hispanic female role models, role conflict, lack of self-confidence, discrimination, sex role stereotyping and perceptions of others about race and ethnicity. (3) Mentors were usually administrators in positions equal to or higher than the subjects' current positions, members of female support groups, colleagues, or family. Mentors typically provided guidance, introduction to networks, coaching, encouragement, and role modeling. (4) Some strategies utilized to address barriers in the careers of Hispanic women included networking, securing a mentor, participation in workshops, demonstrating competency in completing work assignments, informal sharing with colleagues, learning to handle difficult situations, volunteering, and being self confident. (5) Cultural factors that influenced Hispanic women were: family encouragement, mothers' expectations, breaking the mold, economic issues, and the traditional family structure. (6) The role of family was identified as critical. This study concludes by summarizing findings that can be applied in one's career, advice to Hispanic women aspiring to advance professionally, and information useful to mentors. The findings of this study have implications for Hispanic men and women staff managers who have aspirations for career advancement.