Nikki Henry is the Chief Communications Officer for Fresno Unified School District, leading public engagement for over 70,000 students and 10,000 employees. A strategic leader, she has transformed the district’s communications from reactive to proactive, fostering transparency and trust. Nikki played a key role in guiding Fresno Unified’s strategic planning and is passionate about humanizing the district—what she calls ‘The Fresno Unified Family.’ Her work focuses on building community pride, confidence, and authentic connections. Beyond her professional role, Nikki is a devoted mom to her toddler, Betty Mae, and wife to her Fresno firefighter husband. She is a passionate advocate for equitable leadership, ensuring diverse voices are heard and valued. Committed to mentorship and empowerment, she believes the best leaders lift others as they climb.
In a recent interview with K12 Digest, Nikki Henry discussed her experience with Leadership Development and women in leadership. She shared her views on advancements in change in education, Equity in education, women in school leadership, and many more.
Can you share your journey into leadership? What inspired you to drive impactful change in education and champion women in leadership?
I was fortunate to step into leadership early in my career as the first program manager for the Fresno Bridge Academy, a CalFresh Employment and Training program. I was young, ambitious, and determined—but like many first-time leaders, I had no formal training and battled imposter syndrome. Rather than asking for help, I sought knowledge relentlessly—reading leadership books, earning my master’s in public administration, and building a network of mentors who helped shape my growth.
My career has always been about service—supporting survivors, workforce, and economic development, and philanthropy. Through it all, I’ve seen that education is the most powerful tool for breaking cycles of poverty and creating opportunity. That belief fuels my passion for driving change in education.
Championing women in leadership is personal. My mother, a survivor who fought through immense challenges, made sure I had every opportunity. I saw the barriers she faced simply for being a woman and knew I had to create change—not just for myself, but for others. I am committed to ensuring more women have the mentorship, opportunities, and confidence to lead.
For me, leadership is about impact. I lead to build pathways for others, to increase representation, and to create a future where more women step into their power without hesitation. I am grateful for every mentor, challenge, and opportunity that has shaped my journey—and I will continue to pay it forward.
What were some of the key challenges you faced as a woman in educational leadership, and how did you navigate them?
As a young woman in leadership, I’ve been underestimated, dismissed, and had my hard work credited to others. Instead of reacting, I let my results speak for themselves—proving my value through excellence, persistence, and integrity.
I’ve made it a priority to lift other women as I climb, ensuring they are seen, valued, and credited for their contributions. Leadership isn’t just about personal success—it’s about creating space for others to thrive.
Beyond mentorship, I’ve also committed to challenging biases in the systems I work within. It takes courage to call out inequities, but real change demands it.
These challenges have shaped me, but they have never defined me. I am grateful for the lessons they’ve taught me and for the opportunity to build a more inclusive path forward.
What are the biggest challenges women face in leadership today, and how can organizations better support female leaders?
One of the greatest challenges women in leadership face today is the outdated expectation of the “ideal worker”—someone who is always available, wholly dedicated to work, and never lets personal life interfere with professional success. This model was built for a different era—one where men dominated the workforce, a single income could support a family, and a stay-at-home spouse handled everything else. That world no longer exists, yet the workplace has not evolved to reflect this reality.
Women continue to bear the brunt of this imbalance. They are still paid less, given more work, promoted less often, and penalized for motherhood while men are rewarded for fatherhood. This isn’t just unfair—it’s unsustainable. If we want a thriving workforce and economy, we must rethink how we structure work itself.
Organizations must shift from valuing visibility to valuing results, allowing more flexibility for working parents—especially mothers. Business and government leaders must recognize that investing in childcare isn’t just a benefit—it’s a strategic imperative. When we support working parents, we strengthen families, communities, and the economy as a whole.
It’s time for workplaces to adjust to the world we live in now. The future of leadership depends on it.
With the rapidly evolving job market, how can educational institutions better prepare students for a future that aligns with their needs and aspirations?
With the job market evolving faster than ever, education must partner closely with industry to stay ahead—preparing students not just for today’s careers, but for those yet to be imagined. Curriculum must be more agile, adapting quickly to workforce needs rather than being slowed by rigid regulations and outdated standardized testing.
A strong foundation in early literacy is critical, but from fourth grade onward, we must accelerate learning through real-world experiences, project-based learning, and entrepreneurial education. Students need to develop creativity, adaptability, and problem-solving skills that will serve them in any career path.
Equally important, we must give teachers the flexibility and resources to stay on the cutting edge of AI, technology, and customer service—the very skills shaping the future workforce. Educators should have ongoing professional learning opportunities to integrate these advancements into the classroom, ensuring students are prepared for a rapidly shifting world.
To truly prepare students for the future, we need less focus on test scores and more on equipping them with the skills, confidence, and knowledge to thrive in an unpredictable world. The future of education must be dynamic, responsive, and deeply connected to the realities of the workforce.
Equity in education is a growing conversation. How do you ensure inclusivity and fairness in your school’s policies and practices?
To build truly equitable schools, we must acknowledge that our education system was never designed for all students. It was originally created for white, privileged young men, excluding women and students of color until relatively recent history. For example, Ruby Bridges, the first African American child to integrate an elementary school, is only 70 years old today. The structures, testing, and rigid frameworks of our system remain outdated, never built for equity or individuality.
True inclusivity requires building strong relationships with every student, personalizing learning, and valuing parents and caregivers as partners in education. Schools must evolve beyond one-size-fits-all models to uplift diverse learners.
We must also have the courage to rethink classroom structures, challenge outdated norms, and create systems that celebrate individuality. When we focus on student-centered learning rather than forcing students to conform to an old model, we create an education system that is truly fair, inclusive, and built for the future.
How can schools create learning environments that truly empower students—especially young girls—to become future leaders?
To create learning environments that truly empower students, especially young girls, we must start by seeing them as individuals—recognizing their unique strengths, talents, and potential. When we nurture their individuality and give them ownership over their learning, we create space for creativity, innovation, and confidence to grow.
Educators must also challenge unconscious biases and actively encourage girls in areas where they are often underrepresented, such as STEM, leadership, and entrepreneurship. Representation matters, and our words and encouragement shape a child’s belief in themselves. When we tell a young girl she is a leader, she starts to believe it.
Empowering students isn’t about fitting them into predefined roles—it’s about helping them discover their own path, equipping them with the skills, confidence, and opportunities to lead in whatever way feels authentic to them. When we do this, we don’t just create strong students—we build the next generation of changemakers.
How do you see the role of women in school leadership evolving in the coming years?
The future of school leadership—especially for women—requires boldness to challenge the status quo. Leaders must be willing to rethink outdated structures, embrace innovation, and individualize education to better serve students. Success will not come from maintaining tradition, but from building stronger relationships—with students, staff, and, most importantly, the parents and caregivers who play a vital role in a child’s education.
Additionally, women in leadership must model work-life integration, self-care, and sustainable leadership. The long-standing culture of overwork in education—where dedication is measured by visibility and long hours—is not sustainable. While educators are deeply committed to students, burnout diminishes effectiveness, creativity, and energy. When leaders set boundaries and prioritize well-being, they give others permission to do the same, ensuring schools remain places of passion, innovation, and excellence.
The role of women in school leadership is not just about representation—it’s about reshaping leadership itself. By leading with courage, connection, and sustainability, women will continue to drive transformative change in education.
What role does mentorship play in shaping the next generation of leaders, and how do you encourage mentorship within your work?
Mentorship is critical—both in the classroom and in the workplace. Too often, we expect people to figure things out on their own, when in reality, everyone needs someone to believe in them, invest in them, and help them build confidence. Mentorship isn’t just about guidance; it’s about reflection—having someone who sees our strengths and reminds us of what we’re capable of, even when we doubt ourselves.
The most important job of a leader is not just to lead—it’s to develop others. Within my work, I actively encourage mentorship by creating opportunities for connection, growth, and leadership at all levels. I believe in lifting others as I climb, ensuring that those around me feel supported, empowered, and seen.
When mentorship is woven into the fabric of an organization, we don’t just create stronger individuals—we build a pipeline of future leaders who are confident, capable, and ready to make an impact. That’s how real change happens.
What advice would you give to young women aspiring to leadership roles in education and beyond?
Lean into what some call “feminine” leadership—building relationships, developing others, fostering open communication, and leading with empathy. These are not “soft skills”—they are proven drivers of success that create stronger workplaces and, in education, transform students’ futures.
Don’t be afraid to challenge the status quo. The best leaders don’t simply follow tradition; they innovate, disrupt, and reimagine while staying kind, supportive, authentic, and transparent. Leadership isn’t about being the loudest voice in the room—it’s about elevating others and creating space for diverse perspectives.
Most importantly, surround yourself with talented, ambitious people—and never feel threatened by them. The strongest leaders build teams full of rockstars, knowing that their own success grows as they uplift and empower others.
Be bold, be compassionate, and know your worth. Leadership isn’t about fitting into a mold—it’s about bringing your full, authentic self to the table and making an impact in a way only you can.