Women Participation in Leadership at Higher Levels of Learning in East Africa

A Meta-Analysis Reflecting on the Challenges and Way Forward for Female Inclusion

Abstract

This paper examines the various challenges and barriers faced by women in leadership positions within higher education in East Africa. It is significant as it addresses the pervasive issue of male dominance in leadership roles, which greatly limits women's representation and participation in decision-making processes (Mwaikusa, 2017; Trowler, 2020). Furthermore, it discusses how traditional gender roles create a culture that diminishes the value of women's contributions by hindering their ability to take on leadership positions and often reinforcing stereotypes (Acker, 2020; Kabeer, 2016). Despite these formidable challenges, the resilience and determination of female leaders in the region are underscored. Many women have demonstrated remarkable leadership potential and success, particularly when supported by conducive policies and organizational changes (Mugenda, 2018; Okwakol, 2019). Such support can manifest through mentorship programs, gender-sensitive policies, and structural changes that foster an inclusive environment conducive to women's leadership (Gonzalez, 2021).

The review advocates for a nuanced understanding of the socio-cultural and institutional contexts that shape the experiences of women in higher education leadership. It emphasizes the necessity of recognizing the intersectional nature of these barriers, which are influenced by factors such as ethnicity, class, and socio-economic status (Crenshaw, 1989; Nussbaum, 2011).

To promote female inclusion in leadership roles, the document calls for strategic interventions that address both the structural and cultural impediments faced by women. This includes increasing awareness of gender biases within institutional frameworks, empowering women through professional development opportunities, and fostering an institutional culture that champions diversity and equity (Kelley & Pham, 2021; Shain, 2014).