Determinants of women’s progress to academic leadership positions in public universities: a case of Makerere University

Abstract

The study focused on factors that determine women's progress to academic leadership positions at Makerere University. The objectives of the study were: to determine the influence of personal level factors on women’s progress to academic leadership positions, establish the influence of organisational factors and women’s progress to academic leadership positions, examine the influence of social factors and women’s progress to academic leadership positions at Makerere University. The study was guided by liberal feminist theory which contends that gender inequality is created by denying women access to decision making positions. The study used cross-sectional research design on a sample of 280 respondents. Questionnaires and interview guides were used for data collection. Data were analysed using both quantitative and qualitative methods. Descriptive and multiple regression analysis were employed. The findings revealed that personal level factors (β = 0.283, p = 0.009 < 0.05) and organisational factors (β = 0.445, p = 0.000< 0.05) had positive and significant influence. However, social factors (β = -0.143, p = 0.140< 0.05) had a negative and insignificant influence on women’s progress to academic leadership positions. It was concluded that personal level factors are significant for women’s progress to academic leadership positions in public universities, and organisational factors are also significant for women’s progress to academic leadership positions in public universities. However, social factors hinder women’s progress to academic leadership positions in public universities. Thus, the study recommended that female academic staff should endeavor to develop strong personalities that help them to be resilient and assertive, and university management should establish organisational factors that can facilitate women’s progress to academic leadership positions. In addition, university management should establish structures that mediate social factors that hinder women’s progress to academic leadership positions and spearhead programmes for promoting gender equality at the workplace.