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Abstract

Despite students of color comprising more than half of the K–12 student population, the principal pipeline remains predominantly white, with roughly four of five principals identifying as such. This demographic mismatch has been linked to the inequitable experiences and outcomes for students of color, suggesting that the disproportionately white principal pipeline is failing to meet their needs. As gatekeepers, principal preparation programs are tasked with remedying this incongruence by increasing the recruitment and admission of teachers of color for leadership preparation. Conflicting with these expectations, are recent attacks on diversity, equity, and inclusion (DEI) at the federal, state, and local levels, seeking to undermine these efforts. In this essay, a review of the literature on recruitment and admission practices across principal preparation programs was undertaken to explore the strategies used by scholars to support efforts to diversify the principal pipeline. Recommendations are presented to guide principal preparation programs’ “tactful” navigation of anti-DEI legislations across three areas. Implications are also offered for policy and future research.

Keywords

principal preparation recruitment admission diversity principal pipeline

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Diversifying the Principal Pipeline Amid Anti-DEI Legislations: Recommendations for Principal Preparation Programs

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