Moving Up or Moving On? Women &amp; Succession Planning

Bataille, Gretchen M.

doi:10.1002/whe.10537

Cited by 1 publication

(1 citation statement)

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“…Succession planning focusses on making the invisible visible at all levels in the higher education institution. Bataille (2013) notes that women in higher education should be considered in the succession planning of an institution to ensure that they can take up leadership positions. Cook (2012) postulates that several institutions are introducing talent management programmes to attract and retain the best academics.…”

Section: Case Study Background: Scenarios In the South African And Au...mentioning

confidence: 99%

Career development for female academics in Australian and South African universities

Kanyumba

Lourens²

2022

IJRBS

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South African and Australian higher education sector is facing challenges of fewer females in leadership positions despite policies in place in both countries. The main purpose of this integrative literature was to analyze and compare journal articles related to career development for female academics in South African and Australian higher education institutions to ascertain the challenges faced by women in both countries. South Africa and Australia were chosen for this study due to the differences in cultural background and legislation. Females are still underrepresented in leadership positions both in Australia and South Africa, hence this study investigated the reasons and provided recommendations to improve female academics representation in higher education institutions. A literature review of 15 research papers and journals articles published from 2010-to 2020 was conducted. The keywords “career development for female academics” were searched in three databases namely, Google Scholar, Ebsco-host and Emerald. The results from the literature showed that female career development in Australia is moving at a faster pace than in South Africa. The results also show that in both countries glass ceiling and limited female representation in leadership positions are rife in both countries. Female-only career development programs are essential to promote female development in higher education. As this study is focusing on two different countries on different continents, both countries have a lot to learn from each other in terms of policy implementations to enhance female career development. This article provides an analysis of the trends of female career development in South Africa and Australia. Therefore, from the existing literature for a period of 10 years, a conceptual career development model was developed.

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Section: Case Study Background: Scenarios In the South African And Au...mentioning

confidence: 99%