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Women in Higher Education
Pathways to Leadership
Pamela L. Eddy, Ph.D.The College of William and Mary
Virginia ACE Conference
Introduction
• Definitions
• Portrait of Women in Higher Education• Students• Faculty• Leaders• Staff
• Leadership
• Action
Agency
• The capacity of an agent to act in the world• Ability to make choices• Ability to impose those choices on the
world
• Links to Structure• Limitations on opportunities• Influence on type of opportunities
Waves of Feminism—Empowering Women• First Wave 19th and early 20th centuries
• Suffrage movement• Access
• Second Wave 1960s-1970s• Women’s Liberation Movement
• Reproductive rights• Access and equal right to work
• Women-“second sex”• Third Wave 1990s to the present
• Diversity• “The glass ceiling”• Matrix/Intersections
Changes over Time• Access to higher education
• Shifts from “Mrs.” goals• Opening up of “male” degrees
• Accomplishments• “Firsts”• Capacity
Portrait of Women in Higher Education• Majority of Students
• Majority of Staff Positions
• Variability in Faculty Ranks• More women in lowest positions• More women in community colleges
• Women in Leadership
Students—Attendance Patterns
2-yr public
2-yr private
4-yr public
4-yr private
0
500000
1000000
1500000
2000000
2500000
3000000
3500000
4000000
WomenMen
Students—Diversity
2 yr public
White BlackHispanic Asian
AmAm Ind Intern'l
4 yr publicWhiteBlackHispanicAsian AmAm IndIntern'l
4 yr privateWhiteBlackHispanicAsian AmAm. IndIntern'l
Students/Fields of Study• Female Disciplines=Lower status and lower pay
• Healthcare: 79% women; 21% men• Education: 79% women; 21% men
• Blended Disciplines• Business: 51% men/49% women• Social Science: 51% men/49% women• Biological/Biomedical Science: 41% men/59%
women
• Male disciplines=STEM• Engineering: 83% men; 17% women• Computer Science: 82% men; 18% women
(National Center for Education Statistics, 2009).
Faculty—Institutional Factors Research-Pub-
licWomenMen
Doctoral-Public
WomenMen
Liberal Arts
WomenMen
Community Col-lege
WomenMen
Faculty—Rank
Prof
esso
r
Asso
ciat
e
Assist
ant
Inst
ruct
or
Lect
urer
0%
10%
20%
30%
40%
50%
60%
70%
80%
WomenMen
Faculty—Discipline Education
WomenMen
Humanities
WomenMen
Engineering
WomenMen
Natural Science
WomenMen
Administrative Leadership
2 ye
arBa
cc
Mas
ter's
Docto
ral
0%10%20%30%40%50%60%70%80%90%
100%
WomenMen
Staff• Gendered hierarchy/structure
• Males in top leadership• Women in lower level positions
• Sticky Floors/Glass Ceiling• 63% of non-professional staff • 85% of clerical staff
Ideal Worker/Gendered Organizations• Ideal Worker:
Based on individuals who have a someone at home to take care of home issues while they concentrate on work.
• Gendered Organizations: Organizations that advantage the male norm and power. • Disembodied work• More men in top positions
Leadership Theories• Trait Theories
• Power and Influence Theories
• Behavioral Theories
• Contingency Theories
• Cultural and Symbolic
• Cognitive
“Women’s” Leadership/ Great Man
“Women’s” Leadership• Participatory
• Sharing Power
• Generative
• Judged within gender rules
• Relationships
“Men’s” Leadership• Authoritative
• Top-down power
• Transaction/Compliance
• Direct language
• Gender is invisible/male norms
Collaborative Leadership• Leadership throughout the organization
• Lateral decision making
• Systems oriented
• Learning environment
• Shared power
• Inclusiveness/diversity
Multidimensional Leadership
GenderMale Female
CommunicationTop Down Participatory
Sensemaking & FramingStep-by-Step Visionary Connective
CompetenciesMinding the Bottom Line Inclusivity Framing Meaning Systems Thinking
Leader A Leader BLeader C
Leadership Schema
The White House Project Report:Benchmarking Women’s Leadership (2009) • Work to achieve a critical mass of women in
leadership roles in every sector.
• Use financial resources strategically.
• Collect and analyze the data.
• Amplify women’s voices in the public arena.
• Maintain accountability through setting targets.
• Improve flexibility in workplace structures.
Action for Agency; Action for Change• Students
• Acknowledge diversity• Promote gender awareness• Mentoring for Access
• Staff• Preparation for promotion• College committees• Mentors
• Faculty• Strategic “yes’s” • Avoiding administrative overload• Search committee diversity
• Leaders• Development opportunities• Practice collaborative leadership• Committee appointments• Family friendly policies
Action for Agency; Action for Change
Action Plan for You• Reflection on values
• Planning next step
• Reaching out—collaborating
• Gaining experience
• Testing the waters