Presentation is loading. Please wait.

Presentation is loading. Please wait.

W OMEN IN L EADERSHIP R OLE IN A CADEMIA AND E DUCATION M ODERATOR : D ATUK P ROF D R R OZIAH O MAR AND P ROF D R. R AUZAH H ASHIM Group 1 Hibiscus Room.

Similar presentations


Presentation on theme: "W OMEN IN L EADERSHIP R OLE IN A CADEMIA AND E DUCATION M ODERATOR : D ATUK P ROF D R R OZIAH O MAR AND P ROF D R. R AUZAH H ASHIM Group 1 Hibiscus Room."— Presentation transcript:

1 W OMEN IN L EADERSHIP R OLE IN A CADEMIA AND E DUCATION M ODERATOR : D ATUK P ROF D R R OZIAH O MAR AND P ROF D R. R AUZAH H ASHIM Group 1 Hibiscus Room 2 Swiss Garden Hotel, KL

2 A GENDA Policy – is there a policy in place? Current Status -Where are we now? Status of women in leadership position in S&T Strategic Action Plan Mechanism Recommendations

3 POLICY Is there a policy in place? Yes, at the National level. Implementation not fully implemented at institutional level. At UIAM, has no policy, but the VC being a woman, is inclusive KTAR, there is no specific policy. The previous Principal was a female. Women representations are rather equal in senior management posts as well as deans and admin posts. Most Malaysian Universities seem to be gender neutral and gender blind. Selection is based on merit.

4 C URRENT STATUS Search committee for top leaders has no female representation Malaysia already has a national policy to achieve 30% women in decision making in the boardroom by Different promotion practice at the university compared to the government sectors Dual career track in the university while only single track in the government sector. Culture damping factor (female problem): less ambitious, tendency not to project oneself, different priority given to family

5 C URRENT S TATUS Leaders in S&T are judged both on administrative capacity and also on research achievement. What are we lacking? Social networking… lack peers that can promote/support Mobility factor Leadership Training Women are not prepared to take up administrative post Women tend to work alone Women do not strategise to be leaders Support from men Traits of women (shy, modest, not ambitious) Drive for power

6 S TRATEGIC A CTION P LAN Short term Increase no of women VC from 2 to 5 at IPTA (by 2015) To have more women in prominent leadership role at universities. Ex: Registrar, DVC, Deans, HoD To provide provision and have access to high impact leadership training To have female representation in Search Committee for Selection of VCs at MOHE Mentoring and short training Social network Encourage the young women to join politics in order to get more voice

7 S TRATEGIC A CTION P LAN Middle term (within 5 years) More effective family friendly policies The current women leaders must ensure succession planning to promote women leaders Profiling of future women leaders by the universities (through a task force) Training to young female leaders (formal and informal)

8 S TRATEGIC A CTION P LAN Long term (within 10 years) International networking (at ASEAN and global) Share experience and best practices Enhancement of skills (collaborative network and negotiation) To provide opportunity/exposure to enhance macroscopic/world view Getting more women’s voice through political representation Branding and repositioning

9 M ECHANISM Short term Increase number of women VC from 2 to 5 at IPTA Nomination from peer should be taken into account Women representative in Search Committee Recommendation to increase the number should be supported by ASM, AKEPT, professional bodies To have more women in prominent leadership role at universities. Ex: Registrar, DVC, Deans, HoD National policy of 30% women in top management to be cascaded down. To provide provision and have access to high impact leadership training Agencies like AKEPT to take the lead Mentoring and social network. Encourage the young women to join politics in order to get more voice More structured successive plan at the institutional level

10 MECHANISM Middle term (within 5 years) More effective family friendly policies Employers to provide career life balance scheme for female academics The current women leaders must ensure succession planning to promote women leaders To pass this message to the current women leaders Profiling of future women leaders by the universities Universities to set up task force Training to young female leaders (formal and informal) Universities and AKEPT to train young female potential leaders

11 MECHANISM Long term International networking (at ASEAN and global) Join international organization/group/forum/society To share experience and best practices Enhancement of skills To provide opportunity/exposure to enhance macroscopic/world view Getting more women’s voice through political representation Women must be politically savvy Knowing/mixing/attending social functions Branding and repositioning Visibility of iconic women through media

12 RECOMMENDATIONS Have a least 5 VCs by 2015 and eventually 30% female VC by 2020 National policy for women leadership to be cascaded down to institutional level To create larger pool of women in middle management level More training for top leadership for women Mentor mentee system to support the different networkings

13 Thank you for your attention.. “Women who seek to be equal to men lack ambition”


Download ppt "W OMEN IN L EADERSHIP R OLE IN A CADEMIA AND E DUCATION M ODERATOR : D ATUK P ROF D R R OZIAH O MAR AND P ROF D R. R AUZAH H ASHIM Group 1 Hibiscus Room."

Similar presentations


Ads by Google