ATTITUDES OF MALE TEACHERS TOWARDS APPOINTMENT OF FEMALE EDUCATION MANAGERS ON A GENDER POLICY IN ZI

The study looked into male teachers' opinions about the employment of female teachers as education supervisors in Zimbabwean primary schools in the Umguza East-circuit on a gender-bias basis. Biographic data on: Effects of a gender policy on promotion and performance, promotional procedures, effects of female education managers on the performance of male teachers, and attitudes of male teachers toward female education managers were collected using a quantitative and qualitative survey design. The numeric data was precoded and displayed in frequency tables using a Likert scale, while the qualitative data was vetted and classified according to the study's topics for discussion. The majority of male instructors (61.4 percent) were due for promotion and were aware of the existence of a promotion system. The gender policy (56.8%) as a method of advancement in schools, which they rejected (100%) in favour of meritocracy (57.89 percent ). The presence of twenty hopefuls and qualified male instructors with sixteen years of teaching experience (45.4 percent) during the appointment of seven female education managers appears to corroborate the existence of a gender policy. Female education managers, on the other hand, performed similarly to their male colleagues and despised gender-related remarks (71.43 percent) when performing management activities. Interestingly, despite management being a macho area since the dawn of time, male subordinates were sympathetic (71 percent) of females' struggle. If all other factors are equal, senior instructors should be promoted on merit, regardless of gender, to give the position more legitimacy. Such occupants would require if they were to fit in, induction or attachment in their new appointments as soon as possible. Those who have been disadvantaged by previous promotion systems should be given extra notches as a method of encouraging them rather than being promoted to managerial positions that they may not be qualified for.

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