Search results

The purpose of this paper is to present reasons for the mobility of women in senior management positions in South African higher education. Against the backdrop of women underrepresentation and retention challenges in institution of higher learning in this country, it is pertinent to share the experiences of senior women, with the aim of understanding institutional structures and cultures that make it difficult for women to survive in senior positions.

The paper used a qualitative approach. The focus of this paper was on the women who had held or were still holding senior management positions in higher education in South Africa. The requirement for this paper was that these women should have moved out or across institutions while at a senior management position. This paper drew from five women from different institutions and involved them in in-depth interviews. The women who fitted the category of senior management in this paper included deputy vice chancellor, deans and heads of departments.

The findings indicated that the decisions to opt out of senior management positions for the women ranged from personal to institutional. The personal reasons that emerged from this paper pointed mainly to issues of salaries. The women opted to move out of their positions for better salaries which they believed they would get in the private sectors or in other institutions. Professional development also led women to move to more promising spaces that could afford them an opportunity to grow. Apart from these personal reasons, hostile institutional cultures were cited by all women as the most serious contributory factor to their turnover. Of these, they cited patriarchal practices that led to oppression and dominance, which made it difficult for them to cope in the senior positions they held.

This paper aimed to respond to a gap in research on senior management women’s mobility in higher education, specifically in South Africa. According to Samuel and Chipunza (2013), there is a serious concern that pertains to retention of senior management within African higher education. However, most studies do not provide a focused attention on women but offer a general interpretation of senior management turnover. There seems to be lack of research that aims at understanding the contextual reasons that lead to turnover of women senior management in South African higher education. Against the backdrop of low representation of women in senior positions in specifically South African higher education and calls for equity, the study looked at the reasons why higher education institutions at times fail to retain this most sought after group (women) in these positions of power. Understanding issues around this matter has the potential to contribute towards improved practices while adding a voice to discourses around gender equity and equality.