Equity in the Promotion and Hiring of School Leadership

Most people are aware of Title VII of the 1964 Civil Rights Act made employment discrimination based on race, color, religion, sex, and/or national origin illegal as well as many other legal regulations that ensure equity for the employment of other communities. They are all important components that ensure equity and fairness for the promotion and hiring of school leadership and administration, but they do not cover and define all aspects of equity in the hiring and promotion process. Truly ensuring equity in the Promotion and Hiring of School Leadership encapsulates the entire process, which starts with gaining leadership experience in a current space or position and establishing connections with those who offer mentorship or even establishing relationships with those who offer a spot to apply for the position. This also includes principal preparation programs which research shows are still predominantly white heterosexual male spaces, and have only recently made progress to include a higher percentage of white women, but not significant progress with other communities. It includes all the interview questions and even the final decision made by those hiring in their professional opinion. Most of these do not have regulations that keep them equitable but are more part of the systematic process. The only way to ensure that hiring systems and processes are equitable is to implement change in the entire process as a whole and make sure each step in the process is fair for all.

My own perspective and opinion when it comes to equity in the promotion and hiring of school leadership come from having an interest in seeing all the new hires and changes for local school districts and beyond as well as my own commitment to equity and fairness in my life and in my career as a future educator. Without revealing specifics, there was a situation in my district where a male educator with less than 10 years of experience in the classroom and as an administrator was favored and selected for an administrator position over a highly-respected veteran female educator with over 20 years of experience to the disappointment of students, teachers, and many others involved with the school. It was not a decision that was against legal regulations, but it obviously showed favoritism towards men from the people making that final promotion decision. 

Doors with glass panes that read
 "Office of the Principal". The
inside of the office is visible.

My own experience with having administrators is they have all been white people and predominantly men across the district. None of the students or teachers of color people of other cultures, affiliations, and identities never saw themselves reflected either in the school leadership, and I always saw that as a problem. I personally believe that equity and fairness in the entire process of being hired or promoted to school leadership are of incredible importance. The entire process should be non-discriminatory and not just in the parts that the law says to but in every part of the process. Finally, I will end with why this topic is important to know. In general, equity is important in every space and in every situation, so that alone should encourage everyone to be informed on topics concerning equity. This topic can even be applied to hiring and promotion in other fields as well. If you have any association with the world of education whether you are someone who hires and promotes school leaders, are currently or pursuing the possibility of becoming a school leader, a teacher, a school staff member, a student, or the parent of a student it is important to know that equity and fairness when it comes to who is selected to lead our schools. Assuring those communities see themselves reflected in school and district-wide leadership should always be a commitment by those making hiring and promotion decisions.