Thesis (Ph.D.)--Ohio University, June, 2006. / Includes bibliographical references (leaves 197-212)

Dissertation submitted in partial compliance with the requirements for the Masters Degree in Technology: Education (Management) at Technikon Natal / This study focused on the exercise of male power in middle management in technikons in KwaZulu-Natal, with particular reference to verbal communication. The glass ceiling, blocking promotions to senior positions, is a reality for women in technikons and the researcher explored the ways in which exploitation and marginalisation occur when sexism and power is wielded by males through verbal communication. / M

While existing literature shows a considerable increase in the numbers of women in academia research on the experiences of women in universities has noted their continued occupation of lower status academic positions in relation to their male counterparts. As the ladder gets higher, the number of women seems to drop. These studies indicate the marginalization of women in academic settings, highlighting the various forms of subtle and overt discrimination and exclusion women face in academic work environments. In this study I ask how academic women in South Africa narrate their experience of being ‘outside in’ the teaching machine. It has been argued that intertwined sexist, patriarchal and phallocentric knowledges and practices in academic institutions produce various forms of discrimination, inequality, oppression and marginalization. Academic women report feeling invisible and retreating to the margins so as to avoid victimization and discrimination. Others have pointed to the tension between the ‘tenure clock’ and the ‘biological clock’ as a source of anxiety among academic women. Where a masculinised presentation of the self is adopted as a solution to this dilemma, the devaluation of the feminine in the academic space is confirmed. However, experiences of academic women are not identical. In the context of studies showing the importance of existing personal and social resources, prior experience and having mentors and role models in the negotiation of inequality and discrimination, I document the narratives of women academics who are the first in their families to graduate with a university degree. These first-generation academic women are therefore least likely to have access to social and cultural resources and prior experiences that can render the academic space more hospitable for the marginalised. Employing Spivak’s deconstruction of the concept of marginalisation as my primary interpretive lens, I explore the way in which, in their narratives, first-generation academic women negotiate marginality. These narratives depict a marginality that might be described, following Spivak, as ‘outside/in’, that is, as complex and involving moments of accommodation and resistance, losses and gains, pain and pride.

Gendered organizational conditions create the context for persisting differences between men and women in the workplace. Within, higher education, this manifests as a salary gap between male and female faculty members. The academic capitalistic policy environment creates the conditions for increasing competition for external funding, especially in the areas of research and science and engineering. The change in the academic climate may sustain or intensify the gendering of universities as organizations. Universities with the highest level of research activity were chosen for this study and formed the 130 public institution sample. This study used fixed effects panel regression analysis to explore the relationship between the faculty gender salary gap and institutional emphasis on research as well as science and engineering. In addition, the relationship between institutional emphasis and the faculty gender salary gap was explored over time with the inclusion of a time trend and temporal interaction terms. Results showed that the higher the percentage of female faculty members, the greater the faculty gender salary gap for assistant professors. In addition, science and engineering emphasis over time had a significant impact on the professor salary gap with a decreasing effect both at the mean and one standard deviation above the mean, but with an increasing effect on the salary gap for institutions one standard deviation below the mean. When taking action to increase gender equity, it is important for universities to recognize that the faculty gender salary gap occurs in an organizational context impacted by institutional-level conditions.

The study is a gender critical investigation of the implementation of gender policy programs in student admission in Zimbabwe state universities. The study locates itself in the student admissions section of these institutions, acknowledging the potential contributions of the practices and procedures in this section towards achievement of gender equality. The study focused on the nature of the implemented programs, the gender equality model pursued and how the programs are made part of the mainstream. The study employed a multi-pronged theoretical frameworks approach as its theoretical framework to determine feasible strategies in analyzing the research problem, choosing the research approach, deciding on the research methods, formulating the research questions and in drawing the conclusion to the study. A mixed method inquiry used the multiple case study survey, documentary analysis and interviews to gather data in two state universities. The study found that in spite of the state universities implementing gender policy programs as required by the Zimbabwe National Gender Policy (2004), gender inequalities persisted, and in the process the study revealed more barriers than successes encountered on the road to gender equality. This concurred with some of what was predicated from literature on the use of the adopted approaches to gender mainstreaming and models of gender equality pursued. The chief factor responsible for the inequalities was found to be the pervasive, deeply entrenched patriarchal conservatism, cultural stereotypes, biases and discriminations held by some actors in student admissions which marginalized gender equality and consequently, rendered the gender equality agenda elusive. The study identified the need for adoption of a wider conception of gender and gender equality and of a radical transformative approach in order to resuscitate the paralyzed gender equality mandate in student admissions. Apart from generating some new insights regarding theory, the study is also of value at an applied level: serving to support programs and sustainable plans for gender equality implementation in student admissions in universities. The main recommendation of the study is the need for a new shift in policy program implementation, and the study outlined the main cardinal points of this new paradigm. / Educational Studies / D. Ed. (Comparative Education)

Thesis (MA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: My research is motivated by concerns with promoting „transformation‟ in Stellenbosch University, a formerly white Afrikaans University which is still predominantly white in terms of numbers and proportions of students attending the institution. While I argue about the importance of taking measures to promote more „diverse‟ student populations, I am critical of discourses which equate transformation with „improving‟ demographic profiles defined in terms of numbers of black, white, coloured and Indian students. I argue that understandings of transformation and diversity need to engage with the students‟ views and experiences of the university in order to make meaningful change with regard to social cohesion and integration, which goes beyond statistical change. My research does this by exploring how students from particular residences, in Stellenbosch University, construct and experience university and residence life and their own identifications. The students were interviewed in friendship groups, selected by the students themselves, and a key concern of mine was to facilitate conversations with them on broad themes relating to their reasons for coming to Stellenbosch and their interests, aspirations, motivations, identifications and disidentifications as particular students in particular residences in Stellenbosch. I was particularly concerned to pick up on issues which the students raised in these „focus group discussions‟ so that the students, themselves, played a key role in setting the agenda in the discussion and they and their reflections on their experiences and constructions of themselves and others became the topic of discussion. Rather than taking the group interview as an „instrument‟ (as interviews, like questionnaires, are often described in methods texts in the social sciences), I write about it as ethnographic encounter involving them and myself as participants, and I explore insights about the nature of their friendships and relationships derived from first-hand experience, of how they engage with their selected friends and with me in the research group. Furthermore, by engaging with them as authorities about their lives and identifications as particular kinds of students at Stellenbosch, and posing questions which encouraged them to reflect on these. I argue that this kind of research can itself become a model of good pedagogic and „transformative‟ practice. / AFRIKAANSE OPSOMMING: Nie beskikbaar

Thesis (MEd)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The notion of inclusion refers to one of the normative ideals that may be used as a means to promote justice in a democracy. Equally so, the norm of inclusion is capable of exploring the legitimacy of the democratic processes set up for the promotion of equity and redress. The implication thereof is that the notion of inclusion is also an adequate measure for monitoring whether processes practised by polities do embrace the norms of recognition, redistribution, empowerment and justice as we come to understand them within the broader concept of inclusion. Grounded in the theory of inclusion and democracy, this study is set against the backdrop of momentous political changes in South Africa that set the tone for transformation in higher education, amongst other democratic changes. Higher education institutions, alongside all other South African polities, introduced new open policies chock-full of democratic ideals to promote equity so as to ensure that those who previously suffered the injustice of being excluded from gaining entry to higher education are able to access it. Based on this understanding, this study has been conducted from a conceptual point of view to investigate the approach by which two historically advantaged institutions in the Western Cape have conceptualised the inclusion of black students from impoverished schools into their institutions. I have also examined how these institutions articulate their support programmes to keep these students in the higher education system. University policy documents such as admissions policies, financial aid policies, student diversity and equity policies, and student retention and throughput rate provided information for interpretation and data analysis. / AFRIKAANSE OPSOMMING: Die idee van insluiting verwys na een van die normatiewe ideale wat gebruik kan word om geregtigheid in ‟n demokrasie te bevorder. Net so het die norm van insluiting die vermoë om die regmatigheid van die demokratiese prosesse wat ingestel is vir die bevordering van regverdigheid en herstel (redress) te ondersoek. Die implikasie hiervan is dat die idee van insluiting ook ‟n voldoende maatstaf is om te kontroleer of die prosesse wat deur politieke eenhede uitgevoer word, die norme van herkenning, herverdeling, bemagtiging en geregtigheid omhels soos ons hulle binne die breër konsep van insluiting verstaan. Begrond in die teorie van insluiting en demokrasie staan hierdie studie teen die agtergrond van gewigtige politieke verandering in Suid-Afrika wat die toon gestel het vir transformasie in hoër onderwys, onder ander demokratiese veranderinge. Hoëronderwysinstellings, tesame met alle ander Suid-Afrikaanse staatsbestel, het nuwe, oop beleide propvol demokratiese ideale bekend gestel om regverdigheid te bevorder om sodoende te verseker dat die wat voorheen onder die ongeregtigheid van uit hoër onderwys uitgesluit te wees, gelei het, nou toegang daartoe kan kry. Gebaseer op dié verstandhouding is hierdie studie vanuit ‟n konseptuele oogpunt onderneem om ondersoek in te stel na die benadering van twee histories bevoordeelde instellings in die Wes-Kaap tot hulle konseptualisering van die insluiting van swart studente uit arm skole in hulle instellings. Ek het ook ondersoek hoe hierdie instellings hulle ondersteuningsprogramme verwoord om hierdie studente in die hoëronderwysstelsel te behou. Die universiteite se beleidsdokumente, soos toelatingsbeleide, finansiële hulp beleide, studentediversiteits- en regverdigheidsbeleide, en studentebehoud- en deursetkoerse, het inligting verskaf vir die doeleindes van interpretasie en analise.

The study is a gender critical investigation of the implementation of gender policy programs in student admission in Zimbabwe state universities. The study locates itself in the student admissions section of these institutions, acknowledging the potential contributions of the practices and procedures in this section towards achievement of gender equality. The study focused on the nature of the implemented programs, the gender equality model pursued and how the programs are made part of the mainstream. The study employed a multi-pronged theoretical frameworks approach as its theoretical framework to determine feasible strategies in analyzing the research problem, choosing the research approach, deciding on the research methods, formulating the research questions and in drawing the conclusion to the study. A mixed method inquiry used the multiple case study survey, documentary analysis and interviews to gather data in two state universities. The study found that in spite of the state universities implementing gender policy programs as required by the Zimbabwe National Gender Policy (2004), gender inequalities persisted, and in the process the study revealed more barriers than successes encountered on the road to gender equality. This concurred with some of what was predicated from literature on the use of the adopted approaches to gender mainstreaming and models of gender equality pursued. The chief factor responsible for the inequalities was found to be the pervasive, deeply entrenched patriarchal conservatism, cultural stereotypes, biases and discriminations held by some actors in student admissions which marginalized gender equality and consequently, rendered the gender equality agenda elusive. The study identified the need for adoption of a wider conception of gender and gender equality and of a radical transformative approach in order to resuscitate the paralyzed gender equality mandate in student admissions. Apart from generating some new insights regarding theory, the study is also of value at an applied level: serving to support programs and sustainable plans for gender equality implementation in student admissions in universities. The main recommendation of the study is the need for a new shift in policy program implementation, and the study outlined the main cardinal points of this new paradigm. / Educational Studies / D. Ed. (Comparative Education)

MGS / Institute for Gender and Youth Studies / Gender mainstreaming has been adopted as a strategy for promoting gender equality in institutions of higher learning worldwide, and not least in Africa. There are perceptions that most strategic higher positions in institutions of Higher learning are dominated by men while women are marginalized. This study therefore explored Gender Mainstreaming in institutions of higher learning. In particular, the study was based at a rural university in Limpopo, South Africa. The study was based on a Feminist Theoretical Framework, where a mixed method approach was embarked upon. The study involved a population of 840 participants who were sampled to 84. Purposive sampling was used to select 9 participants who were interviewed and stratified sampling was used to select a sample of 75 participants who were given questionnaires. The findings of the study are as follows: Males at the University of Venda continue to occupy higher echelons of power. Women continue to be under-represented in the positions of Deans, HODs, School Administrators and Directors. The university has strategies in place for female staff to acquire equal representation in senior management positions. Factors hindering the implementation of the 50/50 parity on gender stem from the lack of commitment from top management, and the stereotyping of women’s roles. Some respondents indicated that they do not know of the gender policy at the University of Venda. The university uses the Employment Equity Act of 1998, but, it is not clear whether line managers are aware how it should be implemented. Gender mainstreaming policy is feasible. The study recommends that there should be more gender awareness activities such as workshops, conferences, and symposia for workers and staff members in order to sensitize them about gender mainstreaming.

This case study examined women’s identity development in the workplace through the application of storytelling as a learning technique. Study participants included twenty-two women graduates and 2nd year students of diverse backgrounds ranging in ages 25 to 71 from a master’s degree applied theatre program in a Northeastern university. This study describes identity development through ways in which women make meaning of their lived experience and perceived interactions in the workplace. Data collection derived from 22 semi-structured interviews. Deeper data analysis surfaced through dramaturgical coding. Three analytical categories emerged: 1) Generations, 2) Race and 3) Sexual Orientation. The findings exposed power and positionality barriers as obstacles and challenges that undermine women’s careers. Three conclusions emerged: 1) Women continue to struggle with barriers that pose as obstacles and challenges to their learning and identity development in the workplace, 2) Women of color experience the double bind barriers of racism and sexism and 3) Women learn through storytelling and sharing workplace stories. This study privileges storytelling, a form of presentational knowing, as a legitimate way of knowing and has been shown to be conducive to learning and identity development. Women’s perspectives changed through theatre techniques using critical reflection and action; they engaged in communities of practice that offered supportive structures. Also, there continues to be resistance to hard conversations around race and inequality. Diversity programs that build upon Paulo Freire’s praxis of reflection and action hold leaders who espouse diversity initiatives to account. To avoid the paradox of diversity, human resources diversity training, organizational learning, professional development and community based social programs can leverage the power of storytelling. Affective empathy as an embodied component of storytelling establishes empathic connections between dominant culture and the marginalized. Critical and constructive development theories need to be embedded into curriculum to address systemic racism. Presentational knowing is an effective tool for social action and social justice by broadening learning beyond adult education to encourage empathy between people whose views are different. This qualitative study is grounded in critical theory, John Heron’s (1992) Presentational knowing, theories of identity and constructive development.