What did the researchers want to know?
Given that existing research shows many women perceive gender-related discrimination in their jobs as secondary band teachers, is there a significant association between band festival ratings and director gender at the middle school or high school level?
What did the researchers do?
Shouldice and Eastridge accessed 6 years (2013-2018) of District Concert Assessment ratings sponsored by the Virginia Band and Orchestra Directors Association (VBODA), which are publicly available on the VBODA website. Data included ensembles’ overall performance ratings and director names, which Shouldice and Eastridge used to code each ensemble performance according to the assumed gender (male/ female) of the director(s). If the first name of a director was ambiguous or gender-neutral (e.g., Robin, Jamie), they performed an internet search to ascertain gender (via pronouns, title, and/or photograph). Finally, Shouldice and Eastridge then conducted statistical analyses to ascertain the percentages of ensembles receiving each rating (by level and director gender) and whether there was a statistically significant relationship between director gender and overall performance rating.
At both the middle school and high school levels, male-directed ensembles were more likely to receive a I rating while female-directed ensembles more likely to receive a II rating. The table below shows the percentages of ensembles receiving each rating by director gender, and the bar chart shows the comparison of I and II ratings by gender and level.
*Due to required assumptions of the Chi-Square test, multiple ensemble performances from the same director were randomly removed so that only one listing was included for each director, which is why 3,229 performances are reflected in Table 1 but only 730 in Figure 1.
What does this mean for my classroom?
We cannot definitively infer the cause behind the association between ensemble ratings and director gender discovered by Shouldice and Eastridge. However, it is worth reflecting on possible explanations for this finding. One explanation might be that societal norms expect and permit men to display the behaviors and characteristics that are associated with being a successful band director (such as assertiveness and competitiveness) whereas these traits may be less expected and/or acceptable in women. Another potential explanation could be that women are more likely to be hired for band teaching jobs in smaller and/or rural schools/districts, which may be more likely to earn lower ratings than ensembles from larger school districts. Finally, female-directed bands may receive lower ratings than male-directed bands as a result of gender bias, either explicit or implicit.
One possibility is that gender bias might influence judges to rate female-directed groups differently than male-directed groups. Given that previous research findings suggest larger ensembles or those performing more difficult classifications of music may tend to receive higher ratings than smaller ensembles or those performing easier music, it is also possible that gender bias may be an influence in the hiring practices that lead to greater numbers of men than women securing jobs in larger, more prestigious programs that are likely to perform more advanced repertoire.
The results of this study indicate that although improving, a gender imbalance still exists in the secondary band teaching profession. Discrimination in the hiring process may be one possible explanation for this persistent gender imbalance, as suggested by findings of existing research. It is critical that those involved in the hiring process examine their own biases and actively work toward more equitable hiring of men and women. It is also crucial to strive for more equitable representation of women in the field of secondary band teaching. Rather than reinforcing the common image of conductor as male, music educators and music teacher educators might actively work to provide students with images of women in these teaching roles.