WOMEN IN LEADERSHIP ROLE IN ACADEMIA & EDUCATION: Enhancing Malaysian Female Participation Prof Emeritus Tan Sri Anuwar Ali President/Vice-Chancellor Open University Malaysia

INTRODUCTION Gender equality & women’s empowerment are important in Malaysia as well as globally → gender gap a persistent problem Many improvements for women since independence in 1957 In education: Increased enrolment in schools & universities Females outnumbering & outperforming males High numbers of female academics Women are under-represented in academia Various obstacles Need to study issues, prospects & solutions

THE STATUS OF WOMEN IN MALAYSIA: FACTS & FIGURES 96.6% Enrolment of girls in schools *Boys: 95.9% 97 of 135 Malaysia’s rank in the Global Gender Gap Index *The Philippines: 8 of 135 60.1% Representation of female undergraduate enrolment 48.8% Female labour force participation rate *Males: 80.5% 33.4% Female students in Engineering, Manufacturing & Construction 35.8% Representation of female academics with PhD qualification 4 Female Vice-Chancellors 68.4% Female students in Education 30.0% Target of representation of women in decision-making positions (By 2015) *Currently: 7.0% 78.5% Female students in Health & Welfare

THE STATUS OF WOMEN IN MALAYSIA: CURRENT SCENARIO (1/2) Government’s focus: Launch of National Policy for Women (1989) Agreement to the UN Beijing Platform of Action (1995) Ratification of the UN CEDAW (1995) Amendment of the Constitution (2001) Establishment of MWFCD (2001) Concentration of female students in Education, Health & Welfare & Social Sciences relates to: “Female-friendly” jobs, e.g. teachers & nurses Current labour force: 70.5% of women in services sector Women’s empowerment a key agenda in: 10th Malaysia Plan (2011-2015) & New Economic Model

THE STATUS OF WOMEN IN MALAYSIA: CURRENT SCENARIO (2/2) Women in academia: Poor representation as academic leaders, e.g. deans, heads of Departments & Vice-Chancellors Data & studies concerning their status are scarce Only 4 female Vice-Chancellors so far Lack of succession planning: → Can leverage on expertise of AKEPT for guidance Other issues related to working women in general

ISSUES FOR WOMEN IN ACADEMIA Issues pertinent to Malaysia: Gender-based obstacles: → Leading to lower salaries, lower ranks & slow promotion Coincidence of tenure with childbearing years Attractiveness of leadership positions The “leaking pipeline”: → Encouraging women to gain postgraduate qualifications & participate in R&D to promote themselves → Severe implication on employment opportunities Other issues: Gender stereotyping Deeply rooted assumptions Patriarchal society

ADDRESSING THE ISSUES (1/2) Linking universities with the Government Guiding universities to create succession plans & reduce gender bias Aligning institutional objectives with national plans AWARENESS CREATION Leadership programmes tailored for promising female academics MENTORING PROGRAMMES Encouraging a culture of guiding & coaching NIEW & AKEPT can provide appropriate training Leveraging on lead scholars & senior academics (e.g. professors)

ADDRESSING THE ISSUES (1/2) INITIATIVES AT INDIVIDUAL & FACULTY LEVELS INDIVIDUAL LEVEL FACULTY LEVEL Understand the institution, its vision, missions, objectives & policies Establish processes for staff development, promotion & tenure Be familiar with research backgrounds of senior faculty Provide training on mentoring Seek mentorship Provide clear information & criteria for promotion Keep records of activities & research Review leadership trends within the faculty Learn to network (national & international levels) Create awareness on gender equality Obtain endorsement where possible

CONCLUDING REMARKS Complex academic environment → Difficult for women to attain senior positions Many global movements that encourage women’s empowerment & leadership Cascading Effect: NATIONAL-LEVEL IMPROVEMENTS ROLE MODELS TO YOUNGER WOMEN SUPPORT TO WOMEN AS LEADERS GENDER AWARENESS Important to: Understand the Malaysian situation Monitor, manage & evaluate Government efforts Acknowledge contribution of women’s organisations like NIEW

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