Οι γυναίκες στην διοίκηση εκπαιδευτικών μονάδων
Women in the administration of educational units
KeywordsΦύλο ; Γυναικεία υποεκπροσώπηση ; Επαγγελματική εξέλιξη ; Σχολική ηγεσία ; Διοικητικό στυλ ; Εμπόδια ; Προοπτικές
The School Management is an important factor in educational organizations and the role of the Director of a school unit is very important both for the educational unit itself and for the entire school network as the effective management of schools, which in turn affects their operation and development, largely depends on correspondingly effective Directors. Although the field of education, in terms of employee participation, is "dominated by women", nevertheless, discrimination is observed in the positions of the hierarchy - a mismatch of women in teaching and administration. According to the data and results of the research, the discrimination is due to stereotypical perceptions and attitudes of the teachers themselves. An invisible “glass ceiling” is thus created, where even those female teachers who aspire to have a professional development are prevented from pursuing it. Despite the existing institutional framework, female teachers are discriminated because of their gender. The awareness of gender inequalities by themselves, their environment and above all the administrative hierarchy, as well as their encouragement in specific practical ways, so that they can follow a progression in their professional field, are some of the ways of dealing with the problem and promoting the real equality in education. In this work, through the review of the literature and the investigation of the opinions of the teachers themselves, an effort is made to capture the qualifications that should characterize the effective Director and to ascertain whether these qualifications are really taken into account and to what extent most capable teachers are encouraged in claiming management positions. The research shows that there is evidence that the lack of women at senior levels of the organization occurs despite women gaining the necessary experience, education and skills for advancement and despite various organizational efforts to support their careers development. This paper focuses on the barriers to women’s upward mobility. Gender bias in evaluation significantly contributes to women’s achievement of senior organizational positions. The aim of the paper is to improve the understanding of why and how gender stereotypes cause hindering career judgments and discriminatory decision-making. We will look at ideas about the process by which gender stereotypes increase gender bias and the conditions that regulate its occurrence. Research is presented that tests these ideas and shows specific ways in which gender stereotypes and the expectations they produce can lead to negative outcomes with negative consequences for the advancement of women. Finally, the question and concern arise as to why we should be competent and that qualifications do not provide any assurance to a woman that she will advance in the same organizational level as an equally competent and qualified man.