As we celebrate Women's Month, we also reflect on the progress made towards gender equality in different spheres of society. Academia is one of them. By ensuring equal access to educational opportunities and promoting a culture of inclusivity, universities can help shape a generation that values and practices gender equality. This is the view of Profs Hester Klopper (Deputy-Vice Chancellor: Strategy, Global and Corporate Affairs) and Sibusiso Moyo (Deputy Vice-Chancellor: Research, Innovation and Postgraduate Studies) in an article for University World News.
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Hester Klopper and Sibusiso Moyo*
As we celebrate Women's Month, we also reflect on the progress made towards gender equality in different spheres of society. Academia is one of them. The landscape for women has changed dramatically over the past few decades, with more women than before accessing higher education and stepping into leadership roles. These accomplishments demonstrate a collective effort to dismantle barriers and create new pathways for women's empowerment. Yet, as we acknowledge these achievements, it is crucial to remain mindful of the challenges that persist and to continue striving for a more equitable future.
The advancements in women's rights and opportunities are a testament to the resilience and determination of countless women and allies who have fought for change. Within the South African context, for example, we see increasing numbers of women pursuing higher education, excelling in their fields, and ascending to senior positions. However, it is evident that we have not yet reached full equality. Women still face significant obstacles, including gender-based violence, discrimination, and wage disparities. The reality is that, on average, women earn less than their male counterparts and often encounter barriers to accessing the same educational and career opportunities. A recent Harvard Business Review article on "How to Close the Gender Gap" describes gender discrimination that can occur in seven areas of talent management, including attracting and hiring new staff, integrating new staff into the institution, staff development, performance assessment, managing compensation, promotions, and staff retention
Higher education institutions have a pivotal role in addressing these disparities. They are not only centers of learning and knowledge production but also powerful agents of social change. By ensuring equal access to educational opportunities and promoting a culture of inclusivity, universities can help shape a generation that values and practices gender equality. Moreover, through their research and public engagement, these institutions can highlight inequalities and advocate for necessary policy reforms.
At Stellenbosch University (SU), we are committed to fostering an inclusive environment where our diverse personnel inclusive of women can thrive. Our initiatives include coaching services, mentorship, and leadership development designed to support women's advancement in academia. These efforts are about more than just increasing numbers; they are about creating a supportive culture that encourages all individuals to reach their full potential. By championing the inclusion of women in all aspects of university life, SU is setting a powerful example for other institutions, and these initiatives should be promoted and celebrated.
While we celebrate the progress made, it is also important to recognise the gaps that remain. The share of Fortune 500 companies led by women CEOs has stagnated at a mere 10.4%. In academia, recent data from the Times Higher Education World University Rankings 2024 reveal a more positive trend, with 50 of the top 200 institutions currently led by women – a percentage of 25% and an increase from previous years. What is troubling however, is that, only 2.5% of these female-led institutions are helmed by women of colour, highlighting the intersectional barriers that persist.
In South Africa, the representation of women in academic leadership remains concerning. As of 2023, women account for approximately 18.5% of professors and 29.8% of associate professors. At the lecturer and junior lecturer levels, women constitute the majority, but this does not translate into proportional representation in senior leadership roles. Efforts must be made to ensure women are attracted and retained at the highest levels of academia and in disciplines where there is under representation.
The challenges women face in ascending to leadership positions are multifaceted. Structural impediments, a narrow pipeline of female candidates, and societal biases all contribute to the underrepresentation of women in leadership roles. Family responsibilities often disproportionately affect women, limiting their ability to engage in the extensive research and publication activities required for career advancement. Moreover, gender stereotypes and cultural expectations continue to hinder women's progress in academia and beyond.
Addressing these challenges in academia requires a concerted effort by higher education institutions and alliances. Initiatives such as the African Women in Higher Education Network and the Association of African Universities emphasise the need for strategic measures to close the leadership gap between men and women. These include promoting gender-sensitive policies, supporting women academics with childcare responsibilities, and addressing issues related to funding for research. Additionally, tackling gender stereotypes and biases, providing mentorship and role-modelling opportunities, and advocating for equal pay are crucial steps towards creating an inclusive and equitable academic environment.
The presence of women in all levels of leadership roles is not only a matter of equality but also of effectiveness. Women leaders bring diverse perspectives enhancing decision-making, fostering innovation, and creating more inclusive environments. Their experiences can lead to policies and practices that better support all members of the academic community, addressing issues such as work-life balance and combating gender-based discrimination.
Moreover, having more women in leadership roles serves as a powerful source of inspiration for young women and girls. It demonstrates that leadership is not bound by gender and that anyone can aspire to the highest levels of academic and professional achievement. This visibility is crucial for breaking down stereotypes and encouraging more women to pursue their ambitions.
As we look to the future, there is much to be hopeful about. The progress made so far demonstrates that change is possible in academia and that when we work together, we can advance women in leadership and, by doing so, create a more equitable and just society. However, this progress must not lead to complacency. It should motivate us to continue pushing forward, to support policies and initiatives that promote gender equality, and to challenge the structures that perpetuate inequality. We must also acknowledge within the same token those men that contribute to creating enabling environments and advance gender equality. Leadership roles must not only be seen as occupying administrative roles but also enabling women to advance in their scholarship and academic ranking. At Stellenbosch University we have been privileged, for instance, to celebrate the achievements of Prof Pumla Gobodo Madikizela who is the 2024 Templeton Prize winner.
In celebrating Women's Month, let us commit to being part of the solution. Let us support the women around us, and strive to create environments where everyone, regardless of their gender, race, disability can thrive. The journey towards full gender equality is ongoing, but with determination and collective effort, we can make significant strides. Together, we can build a future where gender does not limit one's potential, and where everyone has the opportunity to succeed and lead.
*Prof Hester Klopper is Deputy-Vice Chancellor: Strategy, Global and Corporate Affairs at Stellenbosch University, South Africa. Prof Sibusiso Moyo is the Deputy Vice-Chancellor: Research, Innovation and Postgraduate Studies at Stellenbosch University.
