1. WOMEN IN LEADERSHIP ROLE
IN ACADEMIA & EDUCATION:
Enhancing Malaysian Female Participation
Prof Emeritus Tan Sri Anuwar Ali
President/Vice-Chancellor
Open University Malaysia

2. INTRODUCTION Gender equality & women’s empowerment are important in
Malaysia as well as globally → gender gap a persistent problem
Many improvements for women since independence in 1957
In education:
Increased enrolment in schools & universities
Females outnumbering & outperforming males
High numbers of female academics
Women are under-represented in academia
Various obstacles
Need to study issues, prospects & solutions

3. THE STATUS OF WOMEN IN MALAYSIA: FACTS & FIGURES
96.6%
Enrolment of girls in schools
*Boys: 95.9%
97 of
135
Malaysia’s rank in the Global Gender Gap Index
*The Philippines: 8 of 135
60.1%
Representation of female undergraduate enrolment
48.8%
Female labour force participation rate
*Males: 80.5%
33.4%
Female students in Engineering, Manufacturing & Construction
35.8%
Representation of female academics with PhD qualification 4
Female Vice-Chancellors
68.4%
Female students in Education
30.0%
Target of representation of women in decision-making positions (By 2015)
*Currently: 7.0%
78.5%
Female students in Health & Welfare

4. THE STATUS OF WOMEN IN MALAYSIA: CURRENT SCENARIO (1/2)
Government’s focus:
Launch of National Policy for Women (1989)
Agreement to the UN Beijing Platform of Action (1995)
Ratification of the UN CEDAW (1995)
Amendment of the Constitution (2001)
Establishment of MWFCD (2001)
Concentration of female students in Education, Health & Welfare
& Social Sciences relates to:
“Female-friendly” jobs, e.g. teachers & nurses
Current labour force: 70.5% of women in services sector
Women’s empowerment a key agenda in:
10th Malaysia Plan ( ) & New Economic Model

5. THE STATUS OF WOMEN IN MALAYSIA: CURRENT SCENARIO (2/2)
Women in academia:
Poor representation as academic leaders, e.g. deans, heads of
Departments & Vice-Chancellors
Data & studies concerning their status are scarce
Only 4 female Vice-Chancellors so far
Lack of succession planning:
→ Can leverage on expertise of AKEPT for guidance
Other issues related to working women in general

6. ISSUES FOR WOMEN IN ACADEMIA
Issues pertinent to Malaysia:
Gender-based obstacles:
→ Leading to lower salaries, lower ranks & slow promotion
Coincidence of tenure with childbearing years
Attractiveness of leadership positions
The “leaking pipeline”:
→ Encouraging women to gain postgraduate qualifications
& participate in R&D to promote themselves
→ Severe implication on employment opportunities
Other issues:
Gender stereotyping
Deeply rooted assumptions
Patriarchal society

7. ADDRESSING THE ISSUES (1/2)
Linking universities with the Government
Guiding universities to create succession
plans & reduce gender bias
Aligning institutional objectives with
national plans
AWARENESS CREATION
Leadership programmes tailored
for promising female academics
MENTORING PROGRAMMES
Encouraging a culture of guiding & coaching
NIEW & AKEPT can provide appropriate training
Leveraging on lead scholars & senior academics (e.g. professors)

8. ADDRESSING THE ISSUES (1/2)
INITIATIVES AT INDIVIDUAL & FACULTY LEVELS
INDIVIDUAL LEVEL
FACULTY LEVEL
Understand the institution, its vision, missions, objectives & policies
Establish processes for staff development, promotion & tenure
Be familiar with research backgrounds of senior faculty
Provide training on mentoring
Seek mentorship
Provide clear information & criteria for promotion
Keep records of activities & research
Review leadership trends within the faculty
Learn to network (national & international levels)
Create awareness on gender equality
Obtain endorsement where possible

9. CONCLUDING REMARKS
Complex academic environment → Difficult for women to attain
senior positions
Many global movements that encourage women’s
empowerment & leadership
Cascading Effect:
NATIONAL-LEVEL
IMPROVEMENTS
ROLE MODELS TO
YOUNGER WOMEN
SUPPORT TO
WOMEN AS LEADERS
GENDER
AWARENESS
Important to:
Understand the Malaysian situation
Monitor, manage & evaluate Government efforts
Acknowledge contribution of women’s organisations like NIEW

10. THANK YOU