A new research and policy brief released by the Utah Women & Leadership Project shows that women now hold a slight majority of K-12 leadership roles in Utah, though progress remains uneven across different administrative levels. The report, titled The Status of Women Leaders in Public Education (K–12): A 2026 Update, highlights growth in school-level positions alongside continued declines or stagnation in other areas.
Growth in State and School Leadership
The Utah Women & Leadership Project (UWLP) at Utah State University released the findings in a July 2026 update to its ongoing research. Susan Madsen, the founding director of the UWLP and author of the report, noted that while women now comprise 51.3% of all state and district leadership categories—an increase from 50% in 2022—the distribution of these roles varies significantly.
State-level leadership shows particularly strong representation for women. According to the report, women hold 66.7% of seats on the Utah State Board of Estonia, marking an increase from 2022 levels. Additionally, women occupy 60.9% of leadership positions within the organizational structure of the Utah State Board of Education.
Elementary and Charter School Gains
The report found that women's representation is rising most prominently in elementary school administration and charter school management. Women now hold 53.3% of principal and assistant principal positions statewide, up from 50.8% in 2022 and 43.2% in 2017. This growth is most concentrated in elementary schools, where women serve as principals for 66.4% of schools and as assistant principals for 75.4%.
Charter school leadership also serves as a high point for female representation. The UWLP findings show that women comprise 72.1% of charter school directors and more than half of charter principals and vice principals.
Persistent Gaps in Superintendency
Despite these gains, the report identified a significant gap in district superintendent roles. Women currently make up only 18.2% of Utah’s district superintendents. While this represents a 6 percentage-point increase since 202 and remains below the national rate of 35.8%, it highlights a persistent lack of equity at the highest levels of district administration.
Madsen identified several barriers to advancement, including biases among school boards and self-perceptions regarding leadership readiness among women. She also noted that while women represent three-quarters of K-12 teachers nationwide, they hold only 30% of superintendent positions globally.
Policy Shifts and Future Challenges
The report arrives amidst a shifting policy environment in Utah following the passage of HB 261, also known as the Equal Opportunity Initiatives, which restricts diversity, equity, and inclusion programs at public institutions. Madsen stated that the long-term impact of this legislation on women's advancement in state government remains to be seen.
Madsen emphasized the importance of maintaining a pipeline for future educators, citing challenges such as educator burnout and rising youth mental health concerns. She argued that gender-diverse leadership teams are essential because research shows they produce more creative, innovative, and effective results.
Supporting the Leadership Pipeline
To support the leadership pipeline, several development programs remain available to Utah educators, including the Utah Principal Supervisors’ Academy and Principal Partnership Networks. The UWLP, which is affiliated with USU Extension, continues to conduct research through its A Bolder Way Forward initiative to drive change across 18 focus areas.
