This study investigated the impact of a culturally responsive intervention on perceived career barriers, ethnic identity, student motivation and engagement, and career decision making self-efficacy of middle school minority females. The author analyzed data from the Female Leadership Academy for Minority Excellence (FLAME) program at a local rural middle school. Data was collected from 34 Black female middle school students who participated in the program. The study was a repeated measures quasi-experimental, quantitative single group pre-test, mid-test, and post-test design. According to results from a series of repeated measures ANOVAs, significant differences were found between pre-group, mid-group, and post-group scores. Upon further analysis, significant differences were found between specific subscales of the student motivation and engagement survey. Specifically, differences were found between pre-group and mid-group and pre-group and post-group scores on the Performance Approach Orientation (ME_PerfApproach) subscale. Differences were also found between pre-group and post-group scores on the self-efficacy subscale (ME_SelfE) as well as between pre-group and mid-group and between mid-group and post-group scores for the Engagement Behavioral subscale (ME_Bx). Regarding the last research question, significant differences were found between pre-group and post-group and mid-group and post-group scores when examining perceived career barriers. The results from the Career Decision Making Self-Efficacy and the Ethnic Identity scale did not yield significant results. These results provide initial support in suggesting that culturally responsive career development programs do impact career development of minority middle school females especially in the areas of student motivation and engagement and perceived career barriers.

Although Canada is internationally known for its multicultural practices, the work life experiences of visible minority female school principals are unheard and absent from educational leadership research in Canada. In light of the fact that the student population in Canadian schools is increasingly diversifying, it is important to examine the experiences of visible minority female school principals from their own perspectives in order to gain a better understanding of their work life in the education system across Canada.<p> This research is a qualitative case study of the administrative work life experiences of five visible minority female school principals in five selected Western Canadian public schools. The purpose of the research was to examine and describe the administrative work life experiences of the selected visible minority female principals, with a particular focus on the path they took to become principals, the challenges they faced, and the strategies they used to foster inclusive schools. In-depth interviews were the main research method used in this study, supplemented by document and record analyses and the researchers reflective journal. Each of the five participants was interviewed three times in order to provide an in-depth analysis of their work experiences. The data were analyzed by using narrative and inductive analysis to let the participants tell their stories first and analyze the research questions inductively second. The results of this study revealed that the path to the principalship for visible minority female principals is influenced by multi-factors, personal abilities and strengths, challenges, supports, and preparatory and training programs. Each of the participants went through different processes to achieve their goal based on their own unique situations. This study also revealed the participants in their principal positions faced personal, professional, and organizational challenges related to gender, race, and accent. However, the participants regarded these challenges as opportunities for them to learn and to grow.<p> The strategies used to build inclusive schools by the five participants stemmed from the participants personal attributes, skills, support systems, and the contribution of their minority status. In their leadership positions, individuals set a clear mission, varied leadership styles, used reciprocal empowerment, demonstrated an ethic of care, acted as mentors, pursued networking, and mastered necessary positional knowledge.<p> This study provides recommendations for other visible minority female principals and visible minority female teachers who aspire to principal positions by identifying steps needed to prepare for the principalship; recommendations for Boards of Education on policy making and action as well as recommendations for professional development. Implications for future research are also set out. This study, while confirming the findings of the research done by other scholars, also has its own unique findings, and the five participants work life experiences provided five pictures of successful visible minority female school principals in Western Canadian public schools

Although Canada is internationally known for its multicultural practices, the work life experiences of visible minority female school principals are unheard and absent from educational leadership research in Canada. In light of the fact that the student population in Canadian schools is increasingly diversifying, it is important to examine the experiences of visible minority female school principals from their own perspectives in order to gain a better understanding of their work life in the education system across Canada.<p> This research is a qualitative case study of the administrative work life experiences of five visible minority female school principals in five selected Western Canadian public schools. The purpose of the research was to examine and describe the administrative work life experiences of the selected visible minority female principals, with a particular focus on the path they took to become principals, the challenges they faced, and the strategies they used to foster inclusive schools. In-depth interviews were the main research method used in this study, supplemented by document and record analyses and the researchers reflective journal. Each of the five participants was interviewed three times in order to provide an in-depth analysis of their work experiences. The data were analyzed by using narrative and inductive analysis to let the participants tell their stories first and analyze the research questions inductively second. The results of this study revealed that the path to the principalship for visible minority female principals is influenced by multi-factors, personal abilities and strengths, challenges, supports, and preparatory and training programs. Each of the participants went through different processes to achieve their goal based on their own unique situations. This study also revealed the participants in their principal positions faced personal, professional, and organizational challenges related to gender, race, and accent. However, the participants regarded these challenges as opportunities for them to learn and to grow.<p> The strategies used to build inclusive schools by the five participants stemmed from the participants personal attributes, skills, support systems, and the contribution of their minority status. In their leadership positions, individuals set a clear mission, varied leadership styles, used reciprocal empowerment, demonstrated an ethic of care, acted as mentors, pursued networking, and mastered necessary positional knowledge.<p> This study provides recommendations for other visible minority female principals and visible minority female teachers who aspire to principal positions by identifying steps needed to prepare for the principalship; recommendations for Boards of Education on policy making and action as well as recommendations for professional development. Implications for future research are also set out. This study, while confirming the findings of the research done by other scholars, also has its own unique findings, and the five participants work life experiences provided five pictures of successful visible minority female school principals in Western Canadian public schools