Representation of women in management positions in the University of Cape Coast and Central University College
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University of Cape Coast
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xi, 135p. : ill.
The study sought to explore factors influencing the low representation of women in management positions in University of Cape Coast and Central University College. An exploratory qualitative research design was employed to undertake the study. A survey questionnaire was completed through interviews with forty-eight workers in management positions in both universities. Among the respondents, the majority were males, married, aged 30 - 34 and held at least a post-graduate degree. Generally, the respondents were of the view that women are not well represented in management positions. Notable reasons they gave included lack of requisite qualifications on the side of women and institutions not being gender sensitive. The problems women in management positions face were stressful career workload and domestic/family responsibilities and these keep them from climbing the managerial ladder. The respondents were of the view that women need more opportunities to excel and aspire for management position. The findings of the study indicate that the women who participated in the study experienced little or no challenges and constraints before they advanced to management positions, at least not to the same extent as after they were already in management. The situation can be improved if institutions formulate policies geared at helping women with leadership potentials and implement employment equity policies so as not to advantage one group over another.
The study sought to explore factors influencing the low representation of women in management positions in University of Cape Coast and Central University College. An exploratory qualitative research design was employed to undertake the study. A survey questionnaire was completed through interviews with forty-eight workers in management positions in both universities. Among the respondents, the majority were males, married, aged 30 - 34 and held at least a post-graduate degree. Generally, the respondents were of the view that women are not well represented in management positions. Notable reasons they gave included lack of requisite qualifications on the side of women and institutions not being gender sensitive. The problems women in management positions face were stressful career workload and domestic/family responsibilities and these keep them from climbing the managerial ladder. The respondents were of the view that women need more opportunities to excel and aspire for management position. The findings of the study indicate that the women who participated in the study experienced little or no challenges and constraints before they advanced to management positions, at least not to the same extent as after they were already in management. The situation can be improved if institutions formulate policies geared at helping women with leadership potentials and implement employment equity policies so as not to advantage one group over another.
Keywords
Women in management, women in leadership, Women leaders, Central University College