Recruiting and Selecting Principals(招募和遴選校長)~文淵翻譯部分

WHAT WOULD ENSURE GREATER REPRESENTATION OF WOMEN AND MINORITIES IN SCHOOL ADMINISTRATION?

如何能確保更多的婦女和少數族群願意出任學校行政職務（擔任校長）？

David Coursen and others (forthcoming) assert that "the extent to which women and minorities participate in administering the schools is one measure of education's real commitment to the ideal of equal opportunity." Children identify with role models of their same sex and race who hold leadership positions. Moreover, negative stereotypes begin to break down when a variety of persons assume influential roles. Thus it is crucial to ensure the participation of underrepresented populations in high-level positions.

David Coursen 和其他人（即將到來的）宣稱那”拓展婦女和少數族群參與校務是教育對達成公平機會理想的真實承諾的措施之一”。”孩子們從握有領導位置的人身上，去認同和他們相同性別和種族的角色模式”再者，假定一些人是具有影響力的角色的話，關於他們負面的刻板印象會開始消失殆盡。因此確認在較高層級地位有低於比例的代表群體的參與是至關重大的。

A 1987-88 survey by C. Emily Feistritzer reveals that as few as 6 percent of principals are black, that 24 percent are women, and that these individuals typically lead marginal or troublesome schools. The National Commission on Excellence in Educational Administration recommends identifying promising minority and women candidates; providing scholarships, fellowships, and financial aid; and monitoring affirmative action compliance more closely. Establishment of affirmative action as a high priority could lead to greater numbers of women and minorities filling the role of principal.

一份由C.Emily Feistrizer在1987-88年的調查報告顯示僅有6%的校長是黑人，且其中24%是女性，而且她們所領導的都是被邊緣化和有麻煩的學校。國立教育行政卓越委員會建議提名大有可為的少數族群和婦女候選人，提供獎學金、助學金和經濟支援；而且嚴密地落實防止種族與性別歧視的積極行動的承諾。將防止種族與性別歧視的積極行動作為優先序位的建立，可能使得更多婦女和少數族群願意擔任校長一職。