Persistent Gender Inequity in Academic Employment at Makerere University: Is There a Gendered Agenda?

Abstract

The study investigated the persistent gender inequity in academic employment to specifically establish, on one hand, what explains and maintains gender inequity and, on the other hand, what can be done to close the gender inequity gap at Makerere University. Secondary and primary data were used. The results were presented descriptively and analytically, supported by tables and simple statistics. Findings indicated that gender inequity in academic employment was not a gendered agenda but rather, it was influenced by the individual’s social background; the trend and numbers of females and males who graduate; the institutional structures and environment; the mental models and stereotypes staff formulate about themselves and about the profession/titles; and the commitment of the institution to addressing gender inequity in academic employment. It was recommended that individuals, especially women need to prioritize their time for academic advancement by utilizing the existing opportunities at the University and participating in the work of University committees that address gender inequity. The University should regularly monitor and evaluate their committees’ mandates, structures and policies with a view of improving their efficacy. The Uganda Equal Opportunity Commission (EOC) should monitor institutions with a view to address the gender inequities that exist and persist in employment. The Ministry of Education and Sports should address the gender stereotypes early enough in the education cycle.