An exploration of gender mainstreaming in institutions of Higher learning: The case of rural university in Limpopo Province, South Africa

Gender mainstreaming has been adopted as a strategy for promoting gender equality in institutions of higher learning worldwide, and not least in Africa. There are perceptions that most strategic higher positions in institutions of Higher learning are dominated by men while women are marginalized. This study therefore explored Gender Mainstreaming in institutions of higher learning. In particular, the study was based at a rural university in Limpopo, South Africa. The study was based on a Feminist Theoretical Framework, where a mixed method approach was embarked upon. The study involved a population of 840 participants who were sampled to 84. Purposive sampling was used to select 9 participants who were interviewed and stratified sampling was used to select a sample of 75 participants who were given questionnaires. The findings of the study are as follows: Males at the University of Venda continue to occupy higher echelons of power. Women continue to be under-represented in the positions of Deans, HODs, School Administrators and Directors. The university has strategies in place for female staff to acquire equal representation in senior management positions. Factors hindering the implementation of the 50/50 parity on gender stem from the lack of commitment from top management, and the stereotyping of women’s roles. Some respondents indicated that they do not know of the gender policy at the University of Venda. The university uses the Employment Equity Act of 1998, but, it is not clear whether line managers are aware how it should be implemented. Gender mainstreaming policy is feasible. The study recommends that there should be more gender awareness activities such as workshops, conferences, and symposia for workers and staff members in order to sensitize them about gender mainstreaming.

Author dc:creator

• Okere, Barnabas Chemachukwu

Advisors dc:contributor.advisor

• Thobejane, T. D.
• Obadire, S.
• Mogorosi, L. D.

• Representation
• Gender mainstreaming
• Institutions
• Gender equality
• Management

Language dc:language.iso

en

Handle dc:identifier.uri

http://hdl.handle.net/11602/874

OAI identifier oai:identifier

oai:univendspace.univen.ac.za:11602/874