Gender Equality in the Staff Composition of Higher Learning Institutions in Uganda: Gaps and Possibilities with Specific Reference to Uganda Martyrs University

Abstract

This paper analyses gender equality in the composition of Uganda Martyrs University (UMU) staff—as of the close of 2008. The analysis focuses on the University’s policy and its implications for gender equality; the composition of the University’s staff by gender; and explanation of the possible reasons underlying the gender setting in the University. The paper employs Turner (1986)’s typology of equality in analysing equality. This is backed by social interactions approaches, which serve as the theoretical framework. Data were collected through informal interviews with staff of the University; observation; and analysis of the UMU Personnel Handbook 2008/2009 and the UMU Staff List as of 2008. The findings were that contrary to stereotypical exemptions of women from high positions in society, women occupy key positions in the University’s structure. Notwithstanding, representation of women in top management is far less than that of men and the composition of some job categories in the University’s establishment is indicative of the gender stereotyping typical of the Ugandan society. Like many institutions of higher education in Uganda, the University has no gender policy but mainly runs on an equal opportunities policy. Recommendations towards the resolution of these gaps are made.