Gender Mainstreaming in Institutions of Higher Learning: Negotiating for Gender Justice a case of Ma

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• Gender Mainstreaming in Institutions of Higher
  Learning Negotiating for Gender Justice a case
  of Makerere University
• By
• Grace Bantebya Kyomuhendo
• Women and Gender Studies
• Uganda

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Introduction

• Background and why gender justice
• Current gender mainstreaming status
• Issues and challenges
• Conclusion and recommendations

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Background

• Situation of women institutions of higher
  learning in Africa/Uganda is inseparable from
  womens position in society
• calls for a holistic approach
• demands that we examine the systems, structures,
  norms and values of society that governs and
  defines the universities

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Background (2)

• It is in line within the above context that the
  term gender justice becomes relevant and
  significant in analyzing the situation of women
  and men in institutions of higher learning.

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Background (3)

• Concept of justice has traditionally been used
  and is derived from law as one of its attributes
• Justice in that sense refers to standards of
  rights set or defined by law and enforced by
  specific institutions
• In legal theory, law is defined by its
  attributes. 1) power relations 2) a standard of
  justice 3) social process

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Background (4)

• In this paper gender justice relates to whether
  or not individuals or groups realize de facto
  justice from the institutional framework and
  systems.
• Encompass issues of access, management
  /leadership, rights and entitlements .
• We argue that gender justice is an integral part
  of gender mainstreaming.

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Gender Mainstreaming at MAK

• 1998. A strategic gender awareness workshop for
  top management
• In 1999 the University Senate instituted the
  Senate Standing Committee
• The Gender Mainstreaming Division (GMD) was
  approved by Senate in 2000 and by The University
  Council in 2001,

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Gender Mainstreaming at MAK

• GMD -- two operational sub-units.
• Access, Teaching and Learning and supports
  efforts to engender the learning and teaching
  environment.
• Welfare deals with student and staff welfare and
  other initiatives to create a gender-friendly
  inclusive organizational culture.

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Enrolment women and men at Makerere university
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Enrolment women and men at Makerere university (2)
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Undergraduate Student Population

• The rise in numbers is mainly attributed to
• Private sponsorship scheme
• 1.5 affirmative action points scheme(1990) which
  have provided new avenues for women
• FSI sponsors female students by Carnegie

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Representation of undergraduate students at
faculty level
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Graduate Figures for the Academic Year 2002/3
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Gendering the Curriculum
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Gendering the Curriculum
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Gendering the Curriculum
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Gendering Governance and Administration at
Makerere University
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Distribution of Academic Staff by Sex
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Gender distribution of academic staff within
Faculty Leadership
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Non-Teaching Staff distribution by gender and
salary scales
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Gender distribution by Management Position
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Gender distribution of Members of The University
Council, Senate and Committees
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Gender distribution of Members of The University
Council, Senate and Committees
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Gender mainstreaming contd.

• Despite the above progress , there remains key
  issues to be addressed
• Staff especially academic
• Administration and management
• Policy and structural transformation

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Negotiating for gender justice

• Gender issues have to be renegotiated all time
  and under different contexts because
• No gender policy that binds the university and
  make it accountable
• Gender as a priority in the university
  strategic plan has not been effectively
  operationalised

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Negotiating for gender justice

• Policies governing human resources, research,
  finance and resource allocation, information,
  communication and technology are not gender
  sensitive
• ...... Hence every gender issues has to be
  negotiated ..

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Challenges to Mainstreaming Gender in University
Teaching, Learning and Access

• Limited gender awareness
• Inadequate gender capacities to mainstream
• Disinterest in gender
• Resistance to gender (transformation)
• limited appreciation of gender by some policy
  makers,

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Conclusion

• Progress has been registered
• Student enrolment
• few admin. Position
• BUT
• The policy and structural set up remains intact
  hence gender concerns not integral of the system
  and structures.

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Recommendations

• Engendering the policy regime of Makerere
  University should be a priority
• capacity building for gender skills
• maintain a continuous gender sensitisation
• conduct an in-depth gender analysis of course
  content in all faculties
• institute special programme to support career
  development for women in the university

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• Thank You
• THE STRUGGLE CONTINUES