Abstract
Purpose. The purpose of the study was to describe the profile of women superintendents and women aspiring to be superintendents in California. A second purpose of the study was to identify women superintendents' and women aspiring to be superintendents' perceptions of the possible barriers encountered in attaining the superintendency in California. Methodology. The researcher used descriptive research. The population consisted of the 122 women superintendents, 39 women superintendent/principals, and 39 women aspiring to the superintendency in California. A questionnaire was utilized to collect data to answer six research questions. Descriptive statistics, specifically frequencies and percentages, were used to analyze the data. Findings. The majority of the women superintendents and women superintendent/principals have attained the superintendency within the past five years. Women superintendents are white, in their late forties to mid-fifties, and married with children. Women superintendents enter education to teach and pursue an administrative career after five to ten years as a teacher. Women superintendents follow a career path of assistant principal, principal, director, assistant superintendent, and superintendent. Women superintendent/principals hold common positions of assistant principal, principal, superintendent/principal/teacher, and superintendent/principal. Aspiring women superintendents are following the career paths of women superintendents. Women superintendents and women superintendent/principals attain their first superintendency in small, elementary school districts. Women superintendents and aspiring women superintendents have an earned doctorate, whereas women superintendent/principals have earned a masters degree. Women superintendents, women superintendent/principals, and aspiring women superintendents have encountered few barriers frequently in their careers. However, the most frequently encountered barrier is the lack of female role models to pattern after. Women superintendents encountered cultural perspective that traditional female behaviors inhibit good leadership as a barrier. Women superintendent/principals encountered the barrier of mentor(s) to teach and give advice about the job, and aspiring women superintendents encountered the barrier of sponsor(s) to promote careers through recognition from superiors. Conclusions and recommendations. Women who aspire to the superintendency in California should follow a career path of assistant principal, principal, director, assistant superintendent, earn a doctorate degree, accept positions in more than one school district and be willing to move/relocate to promote their careers, seek their first superintendency in a small, elementary school district, find a sponsor, develop a network, and apply for superintendency openings.