Superintendent in(queer)y

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Superintendent in(queer)y

  1. 1. Superintendent In(Queer)y Towards a New Theory of Leadership Jocelyn Dumaresq, EdD Doctoral Candidate
  2. 2. Research Questions ✤ This study seeks to explore the experiences of queer superintendents in order to suggest a queer leadership theory of practice. ✤ What are the experiences of queer superintendents? ✤ How has their identity as a queer leader mediated their leadership practices? ✤ What do their experiences suggest for a queer theory of leadership practice?
  3. 3. Theoretical Framework ✤ Queer Theory ✤ Judith Butler - the Heterosexual Matrix ✤ Michel Foucault - language and power ✤ Jonathan Silin - silence ✤ Eve Kosofsky Sedgwick - the closet
  4. 4. Research Design ✤ 15 semi-structured interviews of queer superintendents, assistant superintendents and district-level administrators ✤ Narrative Analysis (Clandinin & Connelly) ✤ ✤ A deeper look into 3 interviews Grounded Theory (Strauss & Corbin) ✤ A look across all 15 interviews
  5. 5. Key Findings ✤ RQ 1: Experiences ✤ ✤ Overt discrimination, attempts to pass as straight, overcompensation, distancing, small support networks RQ 2: Leadership ✤ Sexuality had an impact on habits of mind, decision-making, policy passing ✤ Sensitivity was a common leadership quality ✤ The theme of regret (role model, broad changes)
  6. 6. Personal Impact ✤ Going through the EdD program and dissertation process has affected me by... ✤ Allowing me to meet and interact with queer role models in positions of power ✤ Reinforcing my role as an advocate for change in my personal and professional life
  7. 7. Professional Impact ✤ Going through the EdD program and dissertation process has made me a better ✤ Leader - using research and theory in practice ✤ Thinker - considering ideas, decisions and actions more critically ✤ Scholar - improving my academic and professional reading and writing
  8. 8. District Impact ✤ A call for ✤ More inclusive HR policies ✤ ✤ Partner benefits, equal opportunity job protection More sensitive and inclusive hiring practices
  9. 9. Wider Impact ✤ A call for ✤ Diversified teacher and leadership preparation ✤ ✤ Participants noted a distinct lack of queer issues in programs A national support network of queer leaders ✤ Participants viewed networking favorably
  10. 10. Wider Impact ✤ A call for ✤ Diversified teacher and leadership preparation ✤ ✤ Participants noted a distinct lack of queer issues in programs A national support network of queer leaders ✤ Participants viewed networking favorably

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