INTRODUCTION
Gender equality & women’s empowerment are important inMalaysia as well as globally → gender gap a persistent problem
Many improvements for women since independence in 1957
In education:
Increased enrolment in schools & universitiesFemales outnumbering & outperforming malesHigh numbers of female academics
Women are under-represented in academia
Various obstaclesNeed to study issues, prospects & solutions
THE STATUS OF WOMEN INMALAYSIA: 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-Chancellors68.4
%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 INMALAYSIA: 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 & nursesCurrent 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 INMALAYSIA: CURRENT SCENARIO (2/2)
Women in academia:
Poor representation as academic leaders, e.g. deans, heads ofDepartments & Vice-ChancellorsData & studies concerning their status are scarceOnly 4 female Vice-Chancellors so farLack of succession planning:
→ Can leverage on expertise of AKEPT for guidanceOther 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 yearsAttractiveness of leadership positionsThe “leaking pipeline”:
→ Encouraging women to gain postgraduate qualifications& participate in R&D to promote themselves→ Severe implication on employment opportunities
Other issues:
Gender stereotypingDeeply rooted assumptionsPatriarchal society
ADDRESSING THE ISSUES (1/2)
Linking universities with the GovernmentGuiding universities to create successionplans & reduce gender biasAligning institutional objectives withnational plans
Leadership programmes tailoredfor promising female academics
Encouraging a culture of guiding & coachingNIEW & AKEPT can provide appropriate trainingLeveraging on lead scholars & senior academics (e.g. professors)
ADDRESSING THE ISSUES (1/2)
INDIVIDUAL LEVEL FACULTY LEVELUnderstand 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 facultyLearn to network (national & international levels) Create awareness on gender
equalityObtain endorsement where possible
CONCLUDING REMARKS
Complex academic environment → Difficult for women to attainsenior positions
Many global movements that encourage women’sempowerment & leadership
Cascading Effect:
NATIONAL-LEVELIMPROVEMENTS
ROLE MODELS TOYOUNGER WOMEN
SUPPORT TOWOMEN AS LEADERS
GENDERAWARENESS
Important to:Understand the Malaysian situationMonitor, manage & evaluate Government effortsAcknowledge contribution of women’s organisations like NIEW