Higher Education Leadership and Gender Gap in Jordan

Open Journal of Leadership

Saudi Arabia is perhaps one of the most controversial countries in terms of its very poor overall gender gap performance, although it has, according to Pew Research, the fastest growing female labour force participation rate of all the G20 countries. Although the education sector is by far the largest employer of Saudi women, the low level of representation of women in leadership positions in Higher Education demonstrates the fact that they have not been effectively empowered. Under the 2030 vision that the government recently announced, many reforms have been introduced, which are expected to have a direct impact on the empowerment of women. Therefore, this paper looks at the factors that might be considered as barriers to women rising to leadership positions in Saudi higher education institutions. Qualitative data was used for this study and semi-structured interviews were employed with Saudi males and females working in Saudi higher education institutions. The data was then thematically analysed. Findings showed that there are still many challenges, or rather barriers, to women leadership. It indicates that the main challenges are organisational barriers, cultural barriers and personal barriers. The participants gave suggestions on how comprehensive reforms could be made which would lead to more effective outcomes in lowering barriers to women's rise to leadership in the country.

A job in the Education sector is considered one of the most suitable jobs for women in Pakistan. This view has strong roots in religion and culture. The number of women becoming teachers has risen and their number in other faculties and departments in universities has been rising as Pakistan has opened new women only universities (HEI) and these HEI have women Vice Chancellors. There are other HEI in Pakistan where men and women study and teach together and none of these have seen a woman as a Vice Chancellor. This question was taken to the female students enrolled in postgraduate programmes of three private and one public sector HEI. Ten students were selected from each university and these were divided into two focus subgroups. The total number of participants in this research was 40. There were 8 focus groups and each group discussed the question " why are there no women in higher leadership positions in HEI in Pakistan in co-education set-ups? " The discussions were moderated by the researcher and recorded and transcribed. Each of the sessions lasted for about 60 minutes. The three main reasons gathered from these group discussions for women not being able to break the glass ceiling are family, culture and religion. The group members believed that they cannot rise to the top position in any higher education institute unless supported by the men in their families and the institutes they are part of.

Education Sciences, 2024

The imperative for an ongoing review and comprehension of the challenges and methodologies for enhancing diversity and inclusion of women in senior leadership within higher education is well-documented. This study aims to illuminate the perspectives of Emirati women regarding their leadership trajectories, evaluating the effectiveness of current policies, the obstacles encountered, and strategies to advance women's leadership in higher education. Utilizing a concurrent mixed-methods approach, we collected and analyzed both quantitative and qualitative data from 103 female Emirati leaders in higher education institutions across the United Arab Emirates (UAE). The findings reveal a prevailing sentiment among participants that policies intended to promote Emirati women's inclusion in senior leadership roles are mostly ineffective. Key challenges identified include barriers to career progression, disparities in institutional support, and pervasive gender biases. However, participants also offered insights into potential strategies to enhance the inclusion of Emirati women in leadership positions, including leadership training programs, robust policy development, and initiatives to improve work-life balance, networking opportunities, and reward systems.

Southern California review of law and women's studies

Purpose: The purposes of this study were to identify barriers hindering Jordanian women’s advancement to higher political and leadership positions and to identify main actions/strategies to facilitate Jordanian women’s advancement to higher political and leadership positions. Methodology: A cross sectional survey was used where both quantitative and qualitative data were collected utilizing a self-administered questionnaire. A convenience sample of 500 Jordanian women was selected from women working in political and leadership positions in various settings including government, Non Government Organizations (NGOs), business, educational and academic institutions. The Study involved a self administered questionnaire with closed and open ended questions that include the demographic and personal questions, barriers hindering Jordanian women’s advancement to higher political and leadership positions and main actions/strategies to facilitate Jordanian women’s advancement to higher politic...

Southern California review of law and women's studies

Purpose: The purposes of this study were to identify barriers hindering Jordanian women’s advancement to higher political and leadership positions and to identify main actions/strategies to facilitate Jordanian women’s advancement to higher political and leadership positions. Methodology: A cross sectional survey was used where both quantitative and qualitative data were collected utilizing a self-administered questionnaire. A convenience sample of 500 Jordanian women was selected from women working in political and leadership positions in various settings including government, Non Government Organizations (NGOs), business, educational and academic institutions. The Study involved a self administered questionnaire with closed and open ended questions that include the demographic and personal questions, barriers hindering Jordanian women’s advancement to higher political and leadership positions and main actions/strategies to facilitate Jordanian women’s advancement to higher politic...

57th Annual Conference of the Comparative International Educational Society (CIES). New Orleans, Louisiana. March 15-19, 2013. ERIC Number: ED613511, 2013

Since the 1970's, national universities in Saudi Arabia have created closed centers for women off their main campuses. Though segregated, women study and work in accordance with the same structure and regulation of "mother" universities. This study investigates women administrators work conditions, their role in decision-making, the hierarchical power structures established between males and females; tensions underpinning the current administrative 'traditions'. In all state universities, male administrators are in control of higher administrative positions, colleges, deanships, and all academic as well as service departments. Women serve as deputies and have a limited role in decision-making. The present study reports results of interviews with 36 female administrators at 12 higher education institutions representing a variety of administrative structures, and locations.

Journal of International Women S Studies, 2012

Purpose: The purposes of this study were to identify barriers hindering Jordanian women's advancement to higher political and leadership positions and to identify main actions/strategies to facilitate Jordanian women's advancement to higher political and leadership positions. Methodology: A cross sectional survey was used where both quantitative and qualitative data were collected utilizing a self-administered questionnaire. A convenience sample of 500 Jordanian women was selected from women working in political and leadership positions in various settings including government, Non Government Organizations (NGOs), business, educational and academic institutions. The Study involved a self administered questionnaire with closed and open ended questions that include the demographic and personal questions, barriers hindering Jordanian women's advancement to higher political and leadership positions and main actions/strategies to facilitate Jordanian women's advancement to higher political and leadership positions. Findings: In their endeavour toward advancement in leadership positions in work and community, women face major obstacles and impediments. These barriers encompass a wide range of obstacles, which include political and legal, personal, family, socio-cultural, and economic barriers. Discrimination against women was a cross cutting issue for all barriers. Political and Legal support, awareness raising and empowerment of women were main issues suggested by women leaders to enhance to higher political and leadership positions. Women should work hard to stick to the heart of the Awakening and fight rather than demand by the name of democracy for their rights in politics and the building of their nation. Recommendations:

Although job opportunities, recruitment criteria, health insurance and social welfare are equally available regardless of sex, academic promotion at higher education institutions has so far been a challenging issue for women more than men. Even though there are not legislative policies or political strategies proscribing gender discrimination, the under-representation of women in high profile positions is thought-provoking as it was found by this study on collecting segregating data at the Faculty of Arts and Human Sciences of Sousse (FAHSS) and to a lesser degree at the National Engineering School of Sousse (ENISO). Given insufficient research in the area under investigation, and despite the shortage of data needed for examination, this study makes use of and analyses the available data collected from Sousse University. Built upon the findings, this paper sets forth to examine impediments as challenges to progress which are encountered by women. Despite the belief that gender parity has been acquired, it is still a challenge to progress to endorse the culture of gender equality at higher education institutions. The study entails the activities of the gender equality committee created at Sousse University in 2018 with the support of the Mediterranean Network of Engineering Schools (RMEI) and under the framework of the EU TARGET project entitled 'Taking a reflexive approach to gender

International Conference on Gender Research, 2024

This research examines factors which may be influencing female academics career advancement at Higher Education Institutions (HEIs) in Syria. The paper conducts situation analysis on academic environment at HEI in Syria, exploring factors which may be impacting female academics experience and career progression and lack of academic representation at senior management levels. The paper examines a private HEIs investigating the environment in Syria highlighting the situation after 2011. The methodology applied in diagnosing the situation, is based on data collected from a capacity building in higher education project (CBHE), funded by Erasmus+. The methodology employs the design of questionnaire survey administered at the research target group. A one-way translation from English to Arabic is performed by expert academics and verified by linguistic experts. The sample design employs nonprobability sampling techniques. The size of the sample is 47 observations for academics. The findings of the analysis are reported across individual, and institutional levels. The research results signify that interest in research is a strong motivator; while career satisfaction still reveals an area of future development. There is still little awareness on gender issues topics, as well as little research works being performed in the scope gender research issues. The concept of gender equality has a high potential for evolution and expansion on the intermediate and long term at the institutional and socio cultural contests in Syria. The future direction of this research emphasizes developing a conceptual framework on the factors which may be affecting female academics experience and career advancement in HEIs in Syria. Furthermore, future research recommends the development of institutional and national policies in the scope of gender equality, which could be reflected at human resources practices, environment of the workplace, infusion of gender at university mission and planning, curriculum, research, and university governance.

Journal of Legal, Ethical and Regulatory Issues, 2021

This study aimed to verify the fairness of the inclusion of female academics in the scientific promotion ladder at some Jordanian public and private universities. To achieve the objectives of the study, the descriptive analytical approach was used, and the questionnaire was used as a tool to collect data from the sample of the study consisting of (10) public and private universities, distributed questionnaire to (142) faculty members in some Jordanian public and private universities, representing the study community. For data analysis purposes to reach results, several statistical methods were used, such as descriptive statistics (mathematical averages and standard deviations), as well as the Regression Multiple Stepwise tests to identify the impact of independent variables on dependent variables, and the Simple Regression test (Regression Simple) to test hypotheses. The study reached many results, most notably the existence of a statistically significant effect at a level of significance (α≤0.05) of the factors of promotion of female academics (administrative support, social support, personal support, the role of the university, gender discrimination) on the phenomenon of slow graduation of female academics in the scientific promotion ladder. The study recommended the enactment of legislation requiring the treatment of academics (males and females) at the same level in the work of the university, and the development of common and unified policies in Jordanian public and private universities, which guarantee academic women all their rights to work and scientific participation at various levels, and the Jordanian Ministry of Higher Education is obliged to establish most public and private universities. Providing the means of comfort and job security for academic women in terms of giving them maternity leave and including her family in health insurance.