Abstract
Abstract Senior academic women in Australian Universities, as elsewhere, continue to experience both direct and indirect discrimination, with the narrow white Anglo‐Celtic male management profile a dominant factor in this discrimination. While higher education remains a hostile work environment for senior academic women their participation rates are unlikely to increase. This article explores the barriers that senior academic women experience. It then examines whether or not diversity management programmes might provide a useful management tool to increase the participation of senior women in higher education. If diversity management can impact on the management culture, more senior women may remain in universities and thereby impact on that culture.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
