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