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Introduction

Gender Mainstreaming in Institutions of Higher Learning: Negotiating for Gender Justice a case of Makerere University By Grace Bantebya Kyomuhendo Women and Gender Studies Uganda. Introduction. Background and why gender justice Current gender mainstreaming status

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Introduction

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  1. Gender Mainstreaming in Institutions of Higher Learning: Negotiating for Gender Justice a case of Makerere University By Grace Bantebya Kyomuhendo Women and Gender Studies Uganda

  2. Introduction • Background and why gender justice • Current gender mainstreaming status • Issues and challenges • Conclusion and recommendations

  3. Background • Situation of women institutions of higher learning in Africa/Uganda is inseparable from women’s position in society • calls for a holistic approach • demands that we examine the systems, structures, norms and values of society that governs and defines the universities

  4. Background (2) • It is in line within the above context that the term” gender justice “becomes relevant and significant in analyzing the situation of women and men in institutions of higher learning.

  5. Background (3) • Concept of justice has traditionally been used and is derived from law as one of its attributes • Justice in that sense refers to standards of rights set or defined by law and enforced by specific institutions • In legal theory, law is defined by its attributes. 1) power relations 2) a standard of justice 3) social process

  6. Background (4) • In this paper gender justice relates to whether or not individuals or groups realize de facto justice from the institutional framework and systems. • Encompass issues of access, management /leadership, rights and entitlements . • We argue that gender justice is an integral part of gender mainstreaming.

  7. Gender Mainstreaming at MAK • 1998. A strategic gender awareness workshop for top management • In 1999 the University Senate instituted the Senate Standing Committee • The Gender Mainstreaming Division (GMD) was approved by Senate in 2000 and by The University Council in 2001,

  8. Gender Mainstreaming at MAK GMD -- two operational sub-units. • Access, Teaching and Learning and supports efforts to engender the learning and teaching environment. • Welfare deals with student and staff welfare and other initiatives to create a gender-friendly inclusive organizational culture.

  9. Enrolment women and men at Makerere university

  10. Enrolment women and men at Makerere university (2)

  11. Undergraduate Student Population • The rise in numbers is mainly attributed to • Private sponsorship scheme • 1.5 affirmative action point’s scheme(1990) which have provided new avenues for women • FSI sponsors female students by Carnegie

  12. Representation of undergraduate students at faculty level

  13. Graduate Figures for the Academic Year 2002/3

  14. Gendering the Curriculum

  15. Gendering the Curriculum

  16. Gendering the Curriculum

  17. Gendering Governance and Administration at Makerere University

  18. Distribution of Academic Staff by Sex

  19. Gender distribution of academic staff within Faculty Leadership

  20. Non-Teaching Staff distribution by gender and salary scales

  21. Gender distribution by Management Position

  22. Gender distribution of Members of The University Council, Senate and Committees

  23. Gender distribution of Members of The University Council, Senate and Committees

  24. Gender mainstreaming contd. • Despite the above progress , there remains key issues to be addressed • Staff especially academic • Administration and management • Policy and structural transformation

  25. Negotiating for gender justice • Gender issues have to be renegotiated all time and under different contexts because • No gender policy that binds the university and make it accountable • Gender as a priority in the university strategic plan has not been effectively operationalised

  26. Negotiating for gender justice • Policies governing human resources, research, finance and resource allocation, information, communication and technology are not gender sensitive • ...... Hence every gender issues has to be negotiated …..

  27. Challenges to Mainstreaming Gender in University Teaching, Learning and Access • Limited gender awareness: • Inadequate gender capacitiesto mainstream • Disinterest in gender • Resistance to gender (transformation) • limited appreciation of gender by some policy makers,

  28. Conclusion • Progress has been registered • Student enrolment • few admin. Position • BUT • The policy and structural set up remains intact… hence gender concerns not integral of the system and structures.

  29. Recommendations • Engendering the policy regime of Makerere University should be a priority • capacity building for gender skills • maintain a continuous gender sensitisation • conduct an in-depth gender analysis of course content in all faculties • institute special programme to support career development for women in the university

  30. Thank You THE STRUGGLE CONTINUES

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