Special Issue "Women and Leadership in Higher Education"
Deadline for manuscript submissions: closed (28 February 2019)
This Special Issue will examine the continuing under-representation of women in higher education (HE) leadership globally. The main emphasis in the gender and HE literature has been on identifying the barriers—internal, interactional, structural and cultural—that impede women’s progress in academic organisations and their promotion to leadership positions. However, Morley (2013, p.126) notes: “There is scant coverage of success stories of women accessing authority and facilitating feminist change”.
Similarly, much emphasis has been placed on the deficit model which positions women as lacking for top jobs, and institutions therefore needing to ‘fix the women’. Rather, as joint editors, we are interested in ‘fixing the organisations’ (Burkinshaw and White, 2017) so that women and other underrepresented people feel welcome, supported and comfortable in aspiring to leadership roles. Otherwise institutions will perpetuate hegemonic masculine leadership models, with younger women resisting promotion and focusing their ambitions elsewhere.
How HE prepares and develops people for leadership also deserves scrutiny. Invariably leadership development programmes fail to affect significant change in inter-generational leadership teams despite much energy and resources being dedicated to addressing this lack of diversity.
Hence the Special Issue invites contributions from researchers working broadly in the area of women and leadership in public universities. These contributions might explore:
- Current barriers to women moving into HE leadership, including recruitment, promotion and retention
- Commentaries on the impact of feminism on higher education leadership
- Disciplinary differences in women accessing HE leadership
- Evaluations of leadership development initiatives which make a difference such as women’s only leadership programs, sponsorship and mentoring
- Case studies of institutions where change is occurring, and women are thriving
- The impact of diversity measures, such as Athena SWAN
- Comparative studies on generational similarities and differences
- Women’s resistance to leadership and their alternative ambitions
- Reflections from women about their careers and leadership contributions
- Theoretical or conceptual frameworks which explore the ongoing challenges
Dr. Kate White
Dr. Paula Burkinshaw
Manuscript Submission Information
Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All papers will be peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.
Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Social Sciences is an international peer-reviewed open access monthly journal published by MDPI.
Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charges (APCs) of 350 CHF (Swiss Francs) per published paper are partially funded by institutions through Knowledge Unlatched for a limited number of papers per year. Please contact the editorial office before submission to check whether KU waivers, or discounts are still available. Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.
- masculine models
- leadership development