Gender in Academic Leadership:
challenges and perspectives
Dr. Liudvika Leisyte
Chair FFNT
VISION
FEMALE FACULTY NETWORK TWENTE aims to
embrace diversity and promote female
WHY?
Because DIVERSITY of TALENT is not only RIGHT but it is SMART thing to do for an organization to boost its performance!
Advantages of gender balance in
leadership
•Leadership needs to manage global challenges and change
•Gender diversity at the top creates the competitive edge and improves performance
•Organisational performance 9 leadership behaviours (McKinsey 2008)
9 leadership behaviours that improve
organizational performance ( McKinsey 2008)
Leadership behaviours Organisational performance dimensions
“Participative decision making” work environment & values F “Role model” leadership team F “Inspiration” direction, motivation F “Expectations and rewards” accountability F “People development” leadership team, work env & val F “Intellectual stimulation” innovation = “Efficient communication” direction =
“Individualistic decision making” external orientation M “Control and corrective action” coordination & control M
Where are universities today?
• New Public Management: efficiency, performance and accountability
• Competition and university rankings • Budget cuts require smart HR policies
• Increasingly managerial rather than collegial style of leadership
Questions for today
What constitutes academic leadership?
How to ensure that universities benefit from a smart mix of leadership styles?
What best practices can be identified in facilitating gender balanced academic leadership?
How to nurture, recruit and retain female academic leaders?
