Transforming Leadership through Women Empowerment in Higher Education (H.E. Professor Hassan Diab - March 7, 2024)

Semi-Annual IAUP Meeting

Confetti London, Nottingham Trent University, London, UK

March 7-9, 2024

https://www.iaup.org/2024-iaup-semi-annual-meeting-in-the-uk/#program

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Abstract

Empowering women in leadership roles is crucial for fostering diversity, innovation, and equity in all sectors of society, including academia. By enabling women to assume leadership positions, institutions can benefit from a broader range of perspectives and talents, ultimately leading to improved decision-making and organizational performance. Strategies such as mentorship programs, leadership development initiatives, and flexible policies can support women in achieving their leadership aspirations, promoting gender equality, and addressing systemic barriers. This presentation offers some statistics and examples highlighting the importance and impact of women empowerment.

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Statistics on Women in Leadership Roles

The following include some statistics on women leadership roles at higher education institutions in the US, Europe as well as globally:

• In the United States, as of 2020, women held approximately 30% of college and university presidencies, with recent trends indicating a rise to about 36%.
• In Europe, women accounted for around 23% of university leadership positions in 2018, varying significantly by country. Some countries, such as Sweden and Norway, have made significant strides in gender equality in university leadership.
• Globally, as of 2018, women held about 19% of university leadership positions, with recent data suggesting an increase to around 25%.

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Accordingly, while this represents progress compared to previous years, women remain underrepresented in top leadership positions in higher education. Furthermore, LinkedIn data shows that despite decades of progress for women at work, they are still underrepresented at the highest levels of companies. Women may hold 42% of jobs globally, but they occupy less than a third of leadership positions.

https://www.dhirubhai.net/posts/linkedin-news-middle-east_linkedinnewsmiddleeast-iwd24-internationalwomensday-activity-7171363030788771841-y9C7?utm_source=share&utm_medium=member_ios

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In the Middle East, women remain largely underrepresented in leadership positions. The trend for women in leadership in the UAE, for example, is 22%, lagging behind the global average. Since 2016, however, there has been progress in the country, with an increase of two percentage points. Globally, there has also been progress, with more women being appointed to senior roles, accounting for 37% of all leadership hires in 2023, up from 33% in 2016.

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Examples of Women Empowerment Initiatives

During my 33-year academic, and later, 4-year political career, I was able to support women by insisting on empowering them. Here are a few examples over the past decade:

• In June 2014, I established an NGO called RTF after the name of my late mother, Rifca Taji?(www.rtf-ngo.org ). Rifca Taji Foundation (RTF) included three pillars: education, social service, and women empowerment. As for the latter, the many events held for high school students was an eye opener for them to reaffirm that women can excel and succeed not only as mothers but simultaneously in any professional sector they choose to lead in.
• Formation of my cabinet in Lebanon on 21 January 2020 with 30% women ministers, including the first female deputy prime minister and ministers in key portfolios (Defense, Justice, Labor, Information, Youth & Sports, and the Displaced), setting a milestone in the MENA region, which includes 22 Arab countries, for the first time in its history. This was due to my?insistence on a framework that includes a significant percentage of women ministers in my cabinet. Accordingly, my cabinet during 2020-2021 turned out to be the closest to the specifications of a technocrat cabinet in the history of Lebanon, as they were all technocrat ministers that were not part of any political party, and in turn, that worked for the benefit of the country rather than a political party.
• During my term as Prime Minister, I also appointed women in senior positions in June 2020, including the head of the Banking Control Commission within the Lebanese Central Bank, and Chairwoman of the Civil Service Council which has the pivotal role of hiring employees in the public sector.

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There are many other examples from my time as minister of education and higher education (June 2011 - February 2014) as well as university president (back in 2004). This goes to prove when there is a will, there is a way for men in power to empower women, however, they have to ‘walk the talk’.

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Women Empowerment in Higher Education Leadership

This panel is about transforming universities and transforming leadership through women empowerment in higher education. Empowering women in higher education leadership is not just about gender equality; it is also about harnessing diverse perspectives and talents to drive innovation and excellence in academia. The importance of women empowerment in higher education leadership includes:

• Diversity of perspectives: Women bring unique viewpoints and experiences to leadership roles, enriching decision-making processes and fostering innovation.
• Role Modeling: Female leaders in academia serve as role models for students, demonstrating that gender should not be a barrier to success and encouraging the next generation of women leaders.
• Equity and Inclusion: Empowering women in leadership positions promotes equity and inclusion, creating a more supportive and welcoming environment for all members of the academic community.
• Addressing Gender Disparities: Higher representation of women in leadership helps address gender disparities in academia, such as pay gaps and under-representation in certain fields.

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Strategies for Women Empowerment in Higher Education Leadership

This includes:

• Mentorship and Networking Programs: Establishing mentorship and networking opportunities for aspiring female leaders can provide support, guidance, and access to valuable resources.
• Leadership Development Initiatives Tailored to Women Needs: Implementing leadership development programs tailored to the needs of women can help build confidence, skills, and readiness for senior roles.
• Flexible Policies and Practices Supporting Work-Life Balance: Instituting flexible work arrangements, parental leave policies, and childcare support can help alleviate the challenges women face in balancing career and family responsibilities.
• Diversity and Inclusion Policies: Creating and enforcing policies that promote diversity, equity, and inclusion at all levels of the institution fosters an environment where women can thrive.

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Benefits of Women Empowerment in Higher Education Leadership

This includes:

• Enhanced Organizational Performance: Diverse leadership teams are associated with better organizational performance, including improved decision-making, problem-solving, and innovation.
• Talent Retention and Recruitment: Institutions that prioritize gender equality in leadership positions are more attractive to talented individuals seeking inclusive and supportive work environments.
• Positive Social Impact: Empowering women in higher education leadership contributes to broader societal goals of gender equality, economic empowerment, and social justice.

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Conclusion

Women empowerment in higher education leadership is essential for creating vibrant, innovative, and inclusive academic communities. By implementing supportive strategies and promoting gender equality, institutions can reap numerous benefits and contribute to positive social change.?