Factors Contributing To Inequality in Leadership Positions: Evidence from Some Selected Higher Learning Institutions in Tanzania, 2020.

Abstract

The role of women in the development of nations has continued to gain attention all over the world. That is why; issues concerning inequality and all forms of discriminations against women are often addressed. In Tanzania, Gender inequality especially the dominance of men is well reflected in leadership positions in higher learning institutions. Generally, this study seeks to investigate factors contributing to inequalities in leadership and managerial positions in the selected higher learning institutions in Tanzania. Specifically, the study aims at finding out the gender composition of academic and non-academic staff on leadership positions, examine factors responsible for women’s low participation in senior management positions, and to assess institutional measures taken to address the problem of inequalities in a senior and managerial position in the selected higher learning institutions. The study employed a mixed-methods design utilizing both qualitative and quantitative techniques. The sample for the study consisted of 80 participants composed of 7 human resource officers from each institution and 73 participants from lower management levels. Purposive sampling was used to select participants from top management and simple random sampling was used to select participants from lower-level management. Data were collected through a Likert scale questionnaire and documentary review. Quantitative data were analyzed through descriptive statistics while qualitative data were analysed through thematic analysis. The study revealed that institutional factors, personal factors and social factors limit women towards climbing the leadership ladder. The institutional measures taken to address the situation include encouragement, the establishment of the gender desk, capacity building, establishment of the quota system, and various empowerment programs. The study is significant to women because it addresses the factors that are pushing them back from holding positions and their solutions. Also to policymakers because it will direct towards making policies that touch gender inclusion in all levels.