Beyond changing attitudes: Tackling systemic gender inequity
- Pascalia Munyewende
Continuing the gender equity conversation sparked at Wits in 2023, a follow-up Gender Equity Webinar took place in September.
Wits University's Transformation and Employment Equity Office (TEEO) and Gender Equity Office hosted the webinar.
Building on the work initiated by Professor Sue Rigby during her visit last year, the 2024 webinar aimed to develop a sustainable gender equity framework for Wits University. Drawing together university stakeholders, academics, and gender equity advocates, the webinar marked a crucial moment for mapping out a strategy to tackle gender inequities in the University's complex academic landscape.
Opening the session, Dr Bernadette Johnson and Maria Wanyane of the TEEO emphasised the collaborative nature of the gender equity effort. “Sustainable gender equity requires cooperation across departments and stakeholders,” they noted, underscoring the importance of partnership in institutionalising gender equity at Wits.
The challenges facing Wits were laid out by Professor Garth Stevens, Deputy Vice-Chancellor of People, Development, and Culture, framing the discussion with critical questions: “What constitutes a coherent gender equity framework in a large and complex institution like Wits University?” With more than 40,000 students and 10,000 staff members, Stevens highlighted the unique difficulties Wits faces in ensuring its policies are inclusive and actionable. He pointed to ongoing initiatives like the Female Academic Leadership Fellowship, Sexual Orientation and Gender Identity Expression programmes, and work on Residence Life and Culture as examples of Wits’ commitment to gender equity.
However, Stevens was clear about the obstacles. "Women academics, for instance, take longer to reach the apex of their careers than their male counterparts," he said, pointing to internal barriers women face in career advancement. He also acknowledged the complex intersection of gender with race, class, and other hierarchies, saying, “Addressing gender inequities requires a nuanced approach that accounts for the multifaceted experiences of different groups.”
The opening session left the audience with a critical question: “Where does the centre of gravity for gender equity lie?" Stevens asked. Should it be in policies, activism, research, or programme interventions? He suggested that sustainable change would likely need a combination of all these approaches, supported by institutional commitment and political will.
Challenges in academic leadership and gender equity
The webinar featured three distinguished speakers, each offering insights into the challenges of gender equity within higher education. Associate Professor Thandi Lewin from the University of Johannesburg, Lisa Vetten, a gender violence and governance expert, and Dr Melissa Zulu from Wits University’s School of Business Sciences, provided compelling perspectives on the complexities of advancing gender equity in academic institutions.
Zulu, whose research focuses on gender disparities in South African higher education, highlighted a troubling statistic: “Despite increasing female enrollment in universities, women remain significantly underrepresented in leadership roles.” Her research, a collaboration between Wits University and the University of Lincoln, revealed persistent gender disparities in academia and identified the challenges women face in navigating their careers. “The number of female vice-chancellors has only increased from four in 2017 to seven in 2024," Zulu said, emphasising that while progress is being made, the pace of change remains agonisingly slow.
Zulu’s findings underscored a frequent disconnect between the gender equity policies that many institutions adopt and their actual implementation. "Many policies fail to include detailed plans for monitoring and enforcement, leading to ineffective outcomes,” she noted, stressing the need for proactive leadership. The entrenchment of patriarchal cultures within institutions, she argued, continues to marginalise women, and without a cultural shift, progress will remain elusive. "Institutional resistance rooted in these patriarchal cultures impedes genuine progress," Zulu said, calling for structural changes to support a more inclusive academic environment.
The broader picture of gender equity
Professor Thandi Lewin expanded on the discussion by focusing on the personal and professional struggles of black women in academia. Lewin spoke candidly about the pressures on black women to conform to institutional norms that undermine their true selves. "I only know how to be myself," she declared, capturing the essence of her message: that authentic self-expression is critical, but often difficult, for black women in academic spaces. She also critiqued the "leaderism" culture, a term coined by British Professor Louise Morley, which describes a tendency to emphasise individual leadership traits over institutional support, thereby perpetuating gender disparities.
Lewin referenced the Ministerial Task Team’s recommendations on institutional racism and sexism, urging universities to move beyond symbolic gestures and embrace concrete changes. “Universities must move from hoping diversity will happen naturally to implementing concrete measures," she argued. This message aligned closely with Wits’ ongoing efforts to address entrenched institutional cultures and gender-based challenges.
Addressing gender-based violence and corruption
Vetten’s presentation took a sobering look at gendered violence and governance failures within academic institutions. She drew attention to how corruption in universities, including the sale of degrees and favouritism, exacerbates gender inequity. "Violence and gender inequity are not just issues of individual behaviour; they are systemic failures that we need to address collectively," Vetten said, calling for a transformative approach to governance and institutional practice.
Vetten highlighted how power imbalances in universities create environments ripe for misconduct, particularly in relationships between staff and students. She advocated for robust frameworks that address gender-based violence and integrate intersectional identities such as race, disability, and sexual orientation. "Policies must incorporate intersectional approaches to address the diverse needs of all members of the academic community," she urged, emphasising that only through comprehensive and inclusive strategies can universities truly tackle gender inequity.
A call for continuous engagement
The webinar closed with reflections from Stevens and Wanyane, who reiterated the importance of continuous engagement with these issues. “We need to look beyond just changing attitudes,” she said. “We must address the systemic issues and engage with all aspects of identity that shape behaviour.” Stevens echoed her noting, “This is a dynamic, moving target. Our conversations should not end here. We need to keep engaging, refining, and pushing for change.”
As Wits University continues to explore the complexities of gender equity, the path forward requires not only addressing immediate challenges but fostering a culture of ongoing dialogue and transformation. By embracing these discussions and implementing the proposed solutions, Wits and other institutions like it can lead the way in creating more equitable and inclusive academic environments.