Women are shattering glass ceilings and redefining leadership on a global scale, as revealed by a study from the World Economic Forum. However, even in the 21st century, women are still seeking solutions to overcome challenges like discrimination and pay disparities.
In his speech at the UN event on Women’s Participation in Higher Education in Southern Africa in 2023, Minister of Higher Education, Science, and Innovation Dr Blade Nzimande highlighted the under-representation of women in permanent academic positions in South Africa. He noted that women constitute approximately 43% of the academic staff in public higher education institutions. This disparity is even more evident in senior academic positions, where women represent about 18.5% of professors and 29.8% of associate professors, despite many having strong publication records and high qualifications.
With over 19 years of experience in the education field, Head of the Bellville campus at STADIO Higher Education Monette Biggins attributes this underrepresentation to challenges like gender biases and stereotypes that create significant barriers to women in leadership compared to their male counterparts.
“These challenges have shaped my journey positively and negatively and I’ve learned some invaluable lessons,” says Biggins.
Marjorie Tlali, the first black female Head of STADIO’s Centurion campus, says her biggest challenge was the conflict between career growth and family responsibilities.
“One must often choose between the two, and it sometimes becomes an obstacle. I was so afraid of failure and making mistakes that I became extremely indecisive. It was also difficult to integrate myself into male-dominated circles both socially and professionally, which affected my leadership journey. Thankfully these became easier as I matured and progressed in my career.”
In 2024 domestic responsibilities should not be overshadowing women’s leadership accomplishments. Transforming the work environment is key to enabling women to excel professionally and personally and bettering overall organisational performance. A Catalyst study of over 300 Fortune 500 companies shows that organisations prioritising gender equality in the workplace had a 35% higher return than those that didn’t. These organisations also reported happier workplaces, higher employee retention, and more creative output from diverse voices.
“While progress in gender equality has been made, women remain underrepresented in top university roles due to ongoing biases and barriers. To improve this, institutions should implement diversity policies, provide mentorship and leadership training for women, and ensure fair hiring practices. By tackling the glass ceiling and fostering an inclusive culture, higher education can offer equal opportunities for all based on merit,” says Biggins.
Tlali also emphasises the importance of championing diversity to shatter the glass ceiling. “There are growth opportunities for female leaders, and this gives hope to those young women who aspire to be leaders. Institutions must recognise and develop female leaders irrespective of their ethnicity, health, special needs, language, and background. This also means affording them growth opportunities and various seats in top management.”
Beyond these support structures, Tlali shares insights into the personal qualities and lessons that have driven her success in leadership roles. “The easiest way to be a great female leader in Higher Education is to remind yourself of the remarkable service you want to give students,” says Tlali. “Remain grounded and humble, know what you want, and don’t lose focus.”
As we work towards gender equality in the workplace, women still encounter numerous challenges, particularly in leadership roles. Progress will come not from ‘saving’ women but from collectively supporting and empowering one another. By sharing experiences and advocating for meaningful change together, we can drive true transformation.
