Abstract
Purpose. The purpose of this-study was to capture personal experiences of women superintendents of gender bias, specific behaviors identified as gender bias, and consequences to leaders and in their personal lives. Methodology. The subjects were thirty-five current women superintendents in California of public school districts representing a variety of urban, rural, and suburban areas from districts slightly over 100 students to exceeding 40,000 students. Subjects responded to two research instruments: (1) a fifteen-item scaled-response survey, and (2) an interview utilizing fifty-nine questions allowing women to clarify and expand their scaled-response answers. Scaled-responses and narratives were analyzed separately and with each other. Findings. Quantitative and qualitative data indicated gender bias behaviors were experienced in the workplace. Inappropriate touching was the least experienced; however; all the women had experienced inappropriate touching as site and district office administrators. Male colleagues, board members, and men in male-dominated professions were most often the perpetrators of condescension, paternalism, disparaging remarks, and gender categorization. Women perpetrated gender bias behaviors against women by mimicking male behaviors. Women were reluctant to admit their gender bias experiences. The behaviors affected self-esteem, stress levels, confidence, and communication and interaction with others. The scaled-response survey did not provide accurate data human experiences since emotional reactions affected scoring. Conclusions. Data supported the conclusion that gender bias was experienced by female superintendents in the current day. Overt behaviors of gender bias in organizations have been addressed by legislation; however, covert gender bias and cultural values and beliefs of gender bias regarding women remain. Biased treatment of women continues and is a barrier for women obtaining top level leadership positions. Recommendations. Further research recommended was: (1) interview former board members to: (a) identify what qualities and skills they identified for superintendents, (b) who they hired, and (c) why; (2) identify effective mentor programs designed for women in top executive positions; (3) identify organizations successful in reaching gender equity that created positive and productive work environments; and (4) conduct a Delphi Study to investigate the feasibility and steps to-change and eliminate gender bias in a community.