| Abstrakt: |
Regardless of changes throughout the last couple of decades, women's involvement in higher education is normally little, and their contribution in higher education leadership is noticeably squat in numerous states of the world. The key rationale of this paper was to discover the factors hindering women from participating in higher-level academic leadership in Ethiopia. The Data was gathered from three governmental universities in the country specifically Addis Ababa University, Adama University, and Debire Birhan University via interview guides, questionnaires, and manuscript analysis. The respondents incorporated were twenty women admin staff leaders, twenty-five men admin wing staff leaders, and one hundred twenty academic staff members that are seventy male and fifty female. These accounted to a sum of one hundred sixty-five respondents seventy are women and ninety-five are men. The participants were chosen by utilizing stratified random sampling and judgmental sampling methods for both the female and male administrators. The result from this research indicates that women are certainly inadequately presented in the leadership of selected universities in Ethiopia. There are numerous influences on the individual, organizational and communal aspects hindering women from mounting to leadership areas in Ethiopian universities. The data exposed that staffing and promotion policies; relatives and household commitments, low-level motivation, absence of good self-belief and ambition, and bad cultural beliefs such as prejudice not in favor of women; absence of help from husbands and relatives were included as the central rationales of women imperfect admittance to higher education institutions leadership. Male admin staff leaders were instituted to be more subjective. These subjectivities and prejudices may be the key reason of gender cavity in higher education institutions' leadership as they conquered in facts and power. Women widen access to schooling, education, and research chance and disappointing the typecasts and policy and lawmaking help and assist supplementary women to approach leadership in higher education and thus thrive their attributes to provide valuable work to the country. The researcher asserts that for women to involve in university leadership successfully several of these challenges must be detached, and recommends directions supportive to improve women's involvement. This study consequently comes to the conclusion that women accept discrepancy exposures and difficulties due to the effect of their miscellaneous representation in the community and gender-based typecast which came from the traditional traditions common inside the university environment. [ABSTRACT FROM AUTHOR] |
