Gender in higher education: the contribution of governance
As a guest post on this blog recently explored, and as I’ve also noted previously, the higher education scene is not necessarily one of good practice in relation to gender equality. Women make up an increasingly large proportion of the academic community overall, but are still seriously under-represented in senior positions.
However it is not just employment practices in universities that deserve scrutiny, but also governance. In the review of Scottish higher education governance that I chaired in 2011-12, we found that women were not well represented on governing bodies, and as a result we made the following recommendation:
‘The panel therefore recommends that each governing body should be required to ensure (over a specified transition period) that at least 40 per cent of the membership is female. Each governing body should also ensure that the membership reflects the principles of equality and diversity more generally, reflecting the diversity of the wider society.’
This was picked up in the Code of Good Governance issued by the Committee of Scottish Chairs in July 2013, which included a wider principle of respect for equality and diversity, and a specific reference to equality goals for the independent membership of governing bodies:
‘The governing body, having due regard to applicable law, shall establish appropriate goals and policies in regard to the balance of its independent members in terms of equality and diversity.’
The chairs have now extended this commitment in a policy statement issued this month, with the following commitment:
‘[The chairs of governing bodies] will aim to achieve, on a timescale which may vary according to the circumstances of each Institution, a minimum of 40 percent of each gender among the independent members of the governing body; and will measure success by the extent to which this has been achieved for the sector by 2018.’
The commitment does not cover members elected by staff or students or nominated by external stakeholders, though these are encouraged to address the diversity commitment also.
How significant is this as an issue? I am pleased to say that since we assessed Scottish governing bodies in 2011 there has been some improvement. Most university governing bodies now have 30 per cent or more women members. The best in class is the University of Edinburgh, 51 per cent of whose Court members are women. A number of governing bodies (including my own) now have women chairs (of whom there were none previously). Scotland may be fact be out-performing other systems in these islands. A significant number of English universities score below 25 per cent, and most of the better performers are in the 30-35 per cent range. The same is true of Ireland, with Trinity College Dublin however managing 41 per cent (in what is largely an internal membership). The National University of Ireland Galway (NUIG), which recently has been in the spotlight for gender equality reasons, has a governing body 36 per cent of whose members are women.
Of course gender (and indeed diversity more generally) is not the only criterion to apply, but it is important, if we want to say with any credibility that universities are representative of the wider population and its aspirations, that governing bodies reflect this understanding. There is still some way to go, but there has been progress.
Furthermore, notwithstanding the criticism that the university establishments have tended to direct at my governance review, it is gratifying to see that we have had a perceptible impact.