After the success of last year's event, and with the safety of in-person events still uncertain, we are excited to announce the 2021 Women's (Re)Institute will be held virtually from June 1-30.
For the month of June, we are again (re)developing our annual event into a dynamic online professional development event featuring inspiring speakers, job search advice, thought leadership from industry experts, career advising opportunities, and more.
The event will follow last year’s format which included both synchronous and asynchronous content in order to accommodate attendees’ busy schedules and locations around the world. We’ll also be announcing a few new and exciting elements to facilitate camaraderie, connection, and learning.
Dates: June 1-30, 2021
Times: TBD. The event will feature a mix of synchronous and asynchronous content.
Cost: $325/person. Includes access to all content for one month after the conclusion of the event.
Registration: Opens later this spring. All educators (women and allies of women) are welcome. Attendees do not need to be CS&A candidates or school partners.
Please note, this event does not include a hiring component like our other conferences.
Launched in 2017, CS&A's Women's Institute supports women and their allies in the education community by creating a trusted space for personal and professional advancement and mentorship.
The goal of our Women's Institute is to contribute to the overall development and empowerment of women in all stages of their professional journeys, whether that's serving as a teacher, head of school, friend, mentor, or classroom leader, and to provide a safe space for women and their allies to discuss challenges and triumphs in the workplace and in life.
As a leader in placement and search services for independent schools, Carney, Sandoe & Associates pledges itself to increasing the number of women in leadership roles as part of our commitment to diversity, equity, and inclusion.
We believe in the importance of this work because our schools and their students benefit when leadership teams represent a balance in terms of gender. Historically, the percentage of women represented in those teams—especially at the head of school level—has remained at an unacceptably low level (with the exception of schools for girls).
As we work with candidates, trustees, search committees, school leaders, and partner organizations, we will strive to find new ways to increase the number of women candidates and placements in traditionally underrepresented roles.