Date of Award
3-2025
Document Type
Dissertation
Degree Name
Doctor of Education (EdD)
Department
Organizational Leadership
First Advisor
Margaret Moodian, Ed.D.
Second Advisor
Jonathan Greenberg, Ed.D.
Third Advisor
Jennifer Slater-Sanchez, Ed.D.
Abstract
Purpose: The purpose of this phenomenological study was to identify and describe the culturally responsive leadership practices that charter school leaders use to create a culture of inclusiveness. A second purpose of the study was to identify and describe the supports and barriers charter school leaders perceive affect the development of a culture of inclusiveness for students. Methodology: This study identified and described the culturally responsive leadership practices implemented by charter school leaders to create a culture of inclusiveness and identify the supports and barriers the leaders perceived to affect the development of the inclusive culture. I interviewed 10 participants through online interviews to collect qualitative data. Participants were selected to represent diverse geographic areas in the six most southern counties of California. Findings: The findings of this study revealed that charter school leaders believe that creating a culture of inclusiveness is a priority to improving educational outcomes and by extension, societal outcomes. Based on the data analysis, interviews with charter school leaders produced strong themes in agreement with the four pillars of culturally responsive leadership as defined by Khalifa (2018). Conclusions: Four conclusions were drawn from this study’s data analysis. Creating and maintaining a culture of inclusiveness is a priority and (a) requires intentional prioritization and continual collaboration with educational partners, (b) requires incorporation of the four pillars of culturally responsive school leadership as defined by Khalifa (2018), (c) requires active engagement in formal and informal settings with educational partners, and (d) requires leaders to continually self-reflect and assess their own biases, leadership practices, and decision-making processes. Recommendations: Further research is needed in the area of analysis of best practices for recruiting and retaining a diverse workforce that might include research in targeting recruitment efforts to attract diverse candidates who are underrepresented in the education field. In addition, research should explore the impact of culturally relevant curricula on student engagement, academic achievement, and social-emotional well-being. Finally, additional research is needed on how legislation influences the ability of educational institutions to prioritize and implement the best practices for inclusiveness in education, especially for students identified in multiple student groups.
Recommended Citation
Hale, Barbara, "A Phenomenological Study of Southern California Charter School Leaders’ Perceptions of Creating an Inclusive School Culture" (2025). Dissertations. 598.
https://digitalcommons.umassglobal.edu/edd_dissertations/598
