Document Type
Poster Session
Department
Leadership and Organizational Studies
Faculty Mentor
Dr. Elizabeth Goryunova
Keywords
female/women leaders, TRIO, barriers, facilitators, servant leadership, transformational leadership, gender, top/elite leadership positions
Abstract
Although women have increased their presence within the workforce, higher education, and politics, they are still underrepresented in top leadership positions. Men outnumber women in the Senate, House of Representatives, Congress, and at the CEO level. Even in the nonprofit sector where women have historically outnumbered men, the top leadership positions are primarily held by men. However, there is a predominance of women directors in Maine’s TRIO programs. TRIO programs are federally funded non-profit organizations designed to encourage access to higher education for economically disadvantaged and first-generation students (Council for Opportunity in Education, n.d.). There are 23 TRIO programs in Maine and 20 of those are led by women.
Existing research has been focused on the barriers women face such as male-dominated leadership, second-generation gender bias, gender stereotypes, lack of support, and cultural or structural norms. Little has been explored regarding how to support and empower women to practice leadership. In this qualitative study, a phenomenological approach is used in interviewing current women directors of Maine TRIO programs to gain insight into their experiences and understand how they have been supported and empowered to practice leadership. Findings reveal that these directors do face barriers, however, they have found and created sources of support and empowerment for themselves. The directors benefit greatly from relationships with other directors in the field providing support and guidance for each other. Having a positive relationship with a female leader as a mentor or role model was also a source of empowerment. Traits described stem from servant to transformational leadership styles.
Included in
A Crack in the Glass Ceiling: How TRIO Programs in Maine are Narrowing the Gender Gap
Although women have increased their presence within the workforce, higher education, and politics, they are still underrepresented in top leadership positions. Men outnumber women in the Senate, House of Representatives, Congress, and at the CEO level. Even in the nonprofit sector where women have historically outnumbered men, the top leadership positions are primarily held by men. However, there is a predominance of women directors in Maine’s TRIO programs. TRIO programs are federally funded non-profit organizations designed to encourage access to higher education for economically disadvantaged and first-generation students (Council for Opportunity in Education, n.d.). There are 23 TRIO programs in Maine and 20 of those are led by women.
Existing research has been focused on the barriers women face such as male-dominated leadership, second-generation gender bias, gender stereotypes, lack of support, and cultural or structural norms. Little has been explored regarding how to support and empower women to practice leadership. In this qualitative study, a phenomenological approach is used in interviewing current women directors of Maine TRIO programs to gain insight into their experiences and understand how they have been supported and empowered to practice leadership. Findings reveal that these directors do face barriers, however, they have found and created sources of support and empowerment for themselves. The directors benefit greatly from relationships with other directors in the field providing support and guidance for each other. Having a positive relationship with a female leader as a mentor or role model was also a source of empowerment. Traits described stem from servant to transformational leadership styles.
