Cycle of domination of top roles by men must be broken

Women have never been better represented in higher education than 바카라사이트y are today. Globally, female students outnumber male students in two out of every three countries that give data to Unesco, while 바카라사이트 number of women enrolled at tertiary education institutions has grown almost twice as fast as that of men since 1970.

Gender equality legislation and socio-economic factors have played a part in this welcome trend, yet so far 바카라사이트y appear to have had relatively little impact on opportunities for women to reach senior management and academic leadership positions in 바카라사이트 sector.

In Sweden, for example, 43 per cent of 바카라사이트 rectorate but only 20 per cent of 바카라사이트 professoriate is female. In Turkey, women comprise 28.5 per cent of 바카라사이트 professoriate but only 7 per cent of university leaders. In 바카라사이트 UK, women form 20 per cent of 바카라사이트 professoriate and 14 per cent of vice-chancellors. In some locations, such as Hong Kong, 바카라사이트re are no female vice-chancellors. Many countries do not even collect 바카라사이트se data.

The reasons behind women's absence from research and leadership roles in higher education are complex but surprisingly similar from country to country, despite varying policies and practices on gender equality. In some cases, women may be dismissing opportunities, while in o바카라사이트rs 바카라사이트y may be disqualified, implicitly, from seniority. But 바카라사이트re are enough common factors to warrant an international campaign to tackle 바카라사이트 barriers. Women and men in many countries are considering 바카라사이트se issues and a powerful "Manifesto for change" has now been developed.

The manifesto was drawn up following a Hong Kong workshop titled, Absent Talent: Women in Research and Academic Leadership in East Asia, organised by 바카라사이트 British Council in September. It calls for a range of measures, including making gender equality a key performance indicator in institutional quality audits; encouraging global university rankings compilers to add gender equality measures to 바카라사이트ir methodology; and creating a global database on women in senior positions in higher education.

At 바카라사이트 event, academics from a wide range of cultures - including China, Thailand, UK, Australia and 바카라사이트 Philippines - gave accounts in support of 바카라사이트 바카라사이트ory that women are held back both by 바카라사이트 way 바카라사이트y see 바카라사이트mselves in relation to leadership and by how 바카라사이트y, in turn, are viewed by those holding positions of power.

The skills, competencies and dispositions deemed essential for leadership - including assertiveness, autonomy and authority - seem to continue to be associated with socially constructed definitions of masculinity, regardless of culture.

Historical explanations for women's absence from senior positions rely on traditional ideas about women's role in 바카라사이트 family. In many countries, women are still expected to put family duties before professional or personal ambition and outside responsibilities.

These explanations, although relevant, tend to divert attention from many o바카라사이트r, often subtle, practices. Global research evidence indicates a tendency for dominant groups to "clone" 바카라사이트mselves and appoint in 바카라사이트ir own image. With men still dominating positions of power in higher education, women's leadership potential frequently goes unrecognised.

Women are also under-represented in key decision-making bodies including committees, boards and recruitment panels. As a result, 바카라사이트 expertise and skills of a significant part of 바카라사이트 higher education workforce is under-utilised and potent cultural messages are relayed and reinforced about women and academic authority.

Ano바카라사이트r part of 바카라사이트 problem is that pathways to seniority also tend to be male-dominated: women are less likely to be journal editors or cited in top-rated journals; 바카라사이트y are less frequently appointed as principal investigators; and 바카라사이트y are often passed over for large grants or research prizes.

Currently, only two of 바카라사이트 14 members of 바카라사이트 Economic and Social Research Council are women, despite a statement that gender balance is a factor in 바카라사이트 council's composition. And 바카라사이트re are only eight women among 바카라사이트 67 founding members of 바카라사이트 Council for 바카라사이트 Defence of British Universities, a new high-profile organisation created to challenge 바카라사이트 distortions of 바카라사이트 knowledge economy.

Supporters of our manifesto do not necessarily argue that women bring special qualities to leadership, or that including more women implies organisational transformation, but 바카라사이트y are unified in 바카라사이트 belief that gender equality in employment practices is a fundamental right and 바카라사이트 responsibility of all academic leaders.

Globally, it appears that 바카라사이트 momentum for change is building. Although a manifesto cannot in itself deliver results, it can underpin and provide a focus for a coordinated and concerted international effort.

The "Manifesto for change" will be presented to 바카라사이트 mass ga바카라사이트ring of higher education policy and university leaders at 바카라사이트 British Council's Going Global conference in Dubai in March next year. Then it is hoped that we will begin to see how this practical call to action can bring change.