Breaking Through the Glass Ceiling in the Ivory Tower

Abstract

The Problem. Universities are patriarchal institutions. More males reach upper levels of the academic hierarchy than females. The authors were concerned that their university had a marginally lower percentage of female professors than others in their country and used a survey and interviews to explore the facts behind the figures. The Solution. Statistics showed that though fewer females applied for promotion, proportionately more female applicants were successful. The authors researched what helped female professors and associate professors gain promotion and explored views on the spillover between work and family/community roles. Promotion enhancement factors included encouragement from department heads and senior colleagues. Family/community roles were seen to spillover positively to work, though work could negatively affect time for family and community involvement. The Stakeholders. These findings could encourage proactive mentoring of female academic staff by managers, and increase HR and HRD support for family-friendly policies and training programs.

Establishing mentoring programs for the advancement of women in the workplace

“…Given this statistic, it seems logical to conclude that formal mentoring programs are what we should strive for. Additionally, Murray et al (2012) conducted a case study at Massey University about women seeking promotion to leadership positions and utilizing formal and informal mentoring groups, as well as employee workshops on self–promotion and networking for women. The case study determined these resources resulted in an increase of women in leadership (Murray et al, 2012).…”

“…Additionally, Murray et al (2012) conducted a case study at Massey University about women seeking promotion to leadership positions and utilizing formal and informal mentoring groups, as well as employee workshops on self-promotion and networking for women. The case study determined these resources resulted in an increase of women in leadership (Murray et al, 2012). Consequently, it demonstrated the positive effect that mentoring programs can have on the advancement of women in the workplace.…”