This presentation was part of the opening session for the “Leadership Development for Women in Higher Education” programme co-funded by the Association of Commonwealth Universities and Fiji National University. It reviews the global experience of women in higher education, before outlining the picture at Fiji National University. It then considers solutions for removing obstacles to the advancement of women academics and ways of positively empowering women to succeed as university teachers, researchers and leaders.

1. Professor Nigel Healey
7 March 2019
1
Advancing Women Academics
at Fiji National University
#BalanceforBetter

2. Overview
The global background
The picture at Fiji National
University
The legislative framework
Possible
solutions:
Removing
obstacles
Empowering
advancement
2

3. Tertiary enrolment rates by gender
3

4. Gender imbalances by discipline
4

5. Female earnings as a % of male earnings by
educational attainment (2016)
5
Below upper
secondary
Upper
secondary
Tertiary
Australia 82% 77% 76%
Canada 70% 69% 72%
France 76% 83% 72%
Germany 75% 84% 74%
Italy 80% 79% 70%
New Zealand 80% 76% 77%
Norway 82% 79% 74%
Sweden 90% 85% 82%
United Kingdom 79% 74% 78%
United States 74% 73% 70%

6. Background: summary
Female
participation in
tertiary education
higher than male
participation
1
Women
overrepresented in
education and
health,
underrepresented
in engineering
2
Tertiary education
is not reducing
gender earnings
inequality
3
6

7. The picture at Fiji National University
(2017 Annual Report)
• 55% female vs 45% male
Equivalent full-
time students:
• 37% female vs 63% male
Academic
staff:
• 50% female vs 50% maleSupport staff:
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8. Graduation gender balance by level
(2017 Annual Report)
% female % male
Certificate 27% 73%
Diploma 45% 55%
Trade Certificate and
Diploma
42% 58%
HE Certificate and Diploma 72% 28%
Bachelor 68% 32%
Postgraduate 53% 47%

9. Academic staff gender balance by college
(2017 Annual Report)
% female % male
CAFF 21% 79%
CBHTS 44% 56%
CEST 16% 84%
CHE 50% 50%
CMNHS 64% 36%
NTPC 22% 78%

10. Gender balance for “senior staff”
% female % male
Pro Vice Chancellors 50% 50%
Deans 17% 83%
Heads of School 38% 62%
Heads of Department 28% 62%
Professors 22% 78%
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11. The legislative framework
(Constitution of the Republic of Fiji)
11

12. Implications
A neutral HR system will result in appointments and
promotions that reflect the composition of the
population – ie, it will not reduce existing imbalances
The Constitution prohibits discrimination on the
grounds of “actual or supposed personal characteristics
and circumstances”
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13. Possible
solutions:
remove
obstacles to
women’s
advancement
Child care centres on campus
Academic promotions criteria that
take into account career breaks and
child care duties…
…and give equal weight to different
career profiles
Ensure unconscious bias is eliminated
in University policies and practices
Listen to what female academics
believe is holding back their career
advancement
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14. Possible
solutions:
empower
women to
advance their
careers
• The importance of role
models
• Adjunct female
professors
• #NoManels
• Inspirational female
industry speakers
• Professional development
for women academics
• Listen to what female
academics believe will
accelerate their career
advancement
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