Ontario must fix teacher gender imbalance Schools boards must be proactive and boost number of male educators in classrooms

Prime Minister Justin Trudeau has a gender parity cabinet. Premier Kathleen Wynne said in June that the Ontario government will require all of its Crown corporations, boards, commissions and agencies “to have 40 per cent female directors by 2019.” Wynne announced a cabinet shuffle on June 13 and declared that 40 per cent of her cabinet is now female. However, it seems that few are paying any attention to the growing gender imbalance in the provincial education system.

Here are the facts. Presently, male teachers comprise only 31 per cent of the more than 170,000 teachers who are registered with the Ontario College of Teachers. Men over 55 years of age and close to retirement make up 39 per cent of the teaching population. They are retiring from teaching at a faster rate than those entering the profession.

Presently, only 22 per cent of male teachers are under 30 years old. Their numbers are in decline while the number of female teachers is steadily increasing. Jon Bradley, associate professor in the faculty of education at McGill University, has said: “It is now possible for a child in Canada to go through elementary and high school and never see a male at the front of the class.” Where are the male role models? For many decades I have observed that the sons and daughters of directors, board members, superintendents, principals, vice-principals, consultants, trustees and department heads have a decided advantage if they choose to become a teacher. The hiring system is built upon favouritism and patronage. Boards have been playing this game for a long time and will not voluntarily change their approach. The fortunate few who have been selected are routinely “fast tracked” into permanent teaching jobs. Their names do not appear on the occasional supply-teaching list because they have already leapfrogged to the front of the line. The issue here is that they have been parachuted into a full-time position ahead of equally deserving candidates.

Legislation should be introduced by the Ontario government based upon the following 10 recommendations: First: The Ontario College of Teachers must take concrete steps to promote and attract male applicants. An equal number of spaces should be allotted for both sexes. However, after the application date cut-off has been reached, any available spaces not filled by men would revert to women. Second: The school boards will be required to show that they have undertaken specific initiatives to ensure that a minimum of 30 per cent of elementary teachers are men. The ratio of men and women at the secondary level will be gender balanced. Third: The provincial government is to actively undertake an affirmative action approach to correct the existing imbalance which presently exists. It shall be proactive in promoting and adopting policies which will encourage male university graduates to consider teaching as a worthwhile profession. Fourth: The college must play a much greater role in the hiring process. For example, they should be required to have at least one representative at the table. The college has observed the applicant over a lengthy period and has accumulated factual information concerning the individual’s practice teaching placements, group participation and work submitted. If the college only submits a written report to the board, then nepotism will continue to thrive. Provincial teacher federations have a responsibility to carefully monitor who has been hired. Fifth: Those who have attended teacher’s college outside the province of Ontario will not enjoy any special advantage. However, teachers who have taught in a foreign country due to limited job opportunities in Ontario will receive careful consideration. Sixth: Ideally, the occasional supply-teaching list should be comprised of teachers who are actively seeking a full-time position or a long-term assignment. Exceptions to this rule can be made if supply teachers are in demand. Seventh: If the need arises, boards will hire teachers from the supply list based upon the individual’s subject expertise and seniority. Gender balance must be respected. It is vital that everyone on the list is made aware of the reason(s) for hiring this teacher. Eighth: Principals may not discriminate against male teachers by stacking the guidance departments and libraries with female teachers. These positions must be openly available to both sexes. Only qualified teachers will be considered. It is recommended that interested parties have a minimum of eight years’ experience in the classroom. Ninth: Boards who fail to undertake these recommendations (which have been put into law) could run afoul of the Ontario Human Rights Commission under its provisions for equal rights and opportunities. Tenth: Boards who do not provide a level playing field (without bias) for all applicants will be subject to an investigation by the Ontario Ministry of Education and could face funding restrictions.

Dennis D’Alessandro lives in Grimsby.

DREAMSTIME Male teachers comprise only 31 per cent of the more than 170,000 teachers who are registered with the Ontario College of Teachers, writes Dennis D’Alessandro.