Supporting Women in Educational Leadership
Contributing Author: Majalise Tolan
In the landscape of educational leadership, the “glass ceiling” is often accompanied by windowless walls and rigid gender roles. In She Leads: The Women’s Guide to a Career in Educational Leadership, Dr. Rachael George and Dr. Majalise Tolan work with female leaders to dismantle these barriers. While women make up the vast majority of the teaching workforce, they remain a minority in top administrative roles. To change this, we must shift from a culture of internal competition to one of overwhelming support that encourages women to advance to the next phase of their careers.
A pervasive and damaging “false belief” suggests there are a limited number of “female slots” at the top. This scarcity mindset fuels jealousy and gatekeeping. However, leadership is not a zero-sum game. When women view other successful women as threats rather than trailblazers, the entire profession suffers. In education, a strong group of female leaders doesn’t just fill positions around a table. Women in leadership pave a wider path for those following behind.
Breaking the cycle of competition requires deep self-reflection and a transition from gatekeeping to active recruitment. True support means we stop waiting for women to feel 100% “qualified” before they apply. Instead, we must proactively invite them to take on leadership roles of which we see their value and their strengths excelling. When a vacancy arises, a leader’s first instinct should be to scan their network and encourage women to take the leap. Often, a woman needs to hear “I see this in you” before she sees it in herself.
Moving up the ladder requires more than just ambition; it requires a structured support system built to help women learn and grow in their new role. Women have noted the key support that mentors have provided in not only helping get the position, but by being a sounding board when they get there. Isolation can hurt and a mentor even a phone call away can be a safe person to share vulnerabilities and successes with. Peer coaches may also play a large role in providing feedback on specific tasks, preview ideas and or developed materials, and can provide a different set of eyes or views to an issue at hand. Finally, once women are in the chair having other working women to talk to can be a big relief. Motherhood is a very personal experience, and no woman experiences it the same. Having others to talk to, share their tips and tricks, and support when mom may be needed over a principal is critical. A family should not be seen as a career set-back but rather a part of the journey.
By celebrating and sponsoring each other’s wins, women in education can transform the leadership ladder from a solitary climb into a collective ascent.
George, R., & Tolan, M. W. (2022). She leads: The women’s guide to a career in educational leadership. Dave Burgess Consulting, Inc.
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