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Socio-Cultural Factors to Breaking through the Glass Ceiling: A Case Study of University of Ghana, Legon

Received: 16 October 2014     Accepted: 29 October 2014     Published: 20 November 2014
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Abstract

The study looked at socio-cultural factors that impede women faculty career progress. A total of 142 faculties made up of 33 females and 109 males were sampled for the study using a stratified sampling strategy from the faculties, schools and institutes. Using a mixed method, the study compared male and female faculty of the University of Ghana, Legon using a proxy of roles and responsibilities both at home to find out which gender has more responsibilities in taking care of family and home. The findings in the study show the prevalence of subtle gender discrimination mechanisms that hinder women’s opportunities for career advancement and other career opportunities. The study shows that the university does not effectively create the necessary conditions to support mothers with children under two years. The invisibility of female faculty is as a result of their roles as wives and mothers, which invariably leaves them with little or no time to participate in informal networks. The study found that many women than men experience conflict regarding their ability to simultaneously play the role of wife, mother and worker. The study recommends that in order for the University of Ghana, Legon to retain those women who are already in the system, it is necessary to give them responsibilities that would increase their skills in leadership positions. Structural changes, such as "family friendly" policies in the form of flexible faculty meeting time may also be helpful so that female faculty with children can participate effectively in the university.

Published in Social Sciences (Volume 3, Issue 5)
DOI 10.11648/j.ss.20140305.14
Page(s) 170-176
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2014. Published by Science Publishing Group

Keywords

Glass Ceiling, Socio-Cultural Barriers, Gender, childcare

References
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[3] Prah M. (2002) “Gender Issues in Ghanaian Tertiary Institutions.” In Ghana Studies 5, Pages 83, 122
[4] de la Rey. (1998) South African Women in Higher Education.A Review of their Experiences. Penguin Fastprint. Pgs.5-20
[5] Forster N. (2001). A case study of women academics' views on equal opportunities, career prospects and work-family conflicts in a UK University Career Development International 28 - 38
[6] Hochschild, A. (1989). The second shift. New York: Viking.
[7] Headlee, S.(1996), the cost of being female. Fraeger Publishers 88 Post Road West, West Post
[8] Currie, J. et.al (2002), Gendered Universities in Globalized Economies: Powers, Careers and Sacrifices, Lexington Books, New York.
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[13] Cole, J. R., & Zuckerman, H. (1991). Marriage, motherhood, and research performance in science. In H. Zuckerman, J. R. Cole, &J. T. Bruer (Eds.), The Outer Circle: Women in the Scientific Community (pp. 157-170). New York: W. W. Norton and Company.
[14] Taylor, H. B. (2007). The nature of glass ceiling in Ghanaian Universities: A case study of University of Ghana, Legon. An unpublished M.Phil dissertation. University of Ghana, Legon. Pg 95 – 105
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[20] Brush, E. G., Merrill-Sands, D., Gapasin, D. P., & Mabesa, V. L. (1995). Women Scientists and Managers in Amicuhural Research in the PhiIinnines (ISNAR Research Report No. 7). The Hague: International Service for Agricultural Research.
[21] Fox, M. F. (1991). Gender, environmental milieu, and productivity in science. In Zuckerman, H. Cole, J. R. &. Bruer J. T (Eds.). The Outer Circle: Women in the Scientific Community (Pg. 171- 204). New York: W. W. Norton and Company.
[22] Ferreira, V. (1997) Affirmative action and employment segregation in Portugal. Paper presented at the 3rd European Feminist Research Conference, Coimbra.
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[24] Newman, M.A. (1993). Career advancement: Does gender make a difference? Federal civil service. Public Administration Review, 54(6), 507-514
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Cite This Article
  • APA Style

    Hannah Benedicta Taylor-Abdulai, Lipsey Samuel Appiah-Kwapong, Grace Sintim-Adasi, Emelia Sarpong, Akosua Darkwa. (2014). Socio-Cultural Factors to Breaking through the Glass Ceiling: A Case Study of University of Ghana, Legon. Social Sciences, 3(5), 170-176. https://doi.org/10.11648/j.ss.20140305.14

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    ACS Style

    Hannah Benedicta Taylor-Abdulai; Lipsey Samuel Appiah-Kwapong; Grace Sintim-Adasi; Emelia Sarpong; Akosua Darkwa. Socio-Cultural Factors to Breaking through the Glass Ceiling: A Case Study of University of Ghana, Legon. Soc. Sci. 2014, 3(5), 170-176. doi: 10.11648/j.ss.20140305.14

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    AMA Style

    Hannah Benedicta Taylor-Abdulai, Lipsey Samuel Appiah-Kwapong, Grace Sintim-Adasi, Emelia Sarpong, Akosua Darkwa. Socio-Cultural Factors to Breaking through the Glass Ceiling: A Case Study of University of Ghana, Legon. Soc Sci. 2014;3(5):170-176. doi: 10.11648/j.ss.20140305.14

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  • @article{10.11648/j.ss.20140305.14,
      author = {Hannah Benedicta Taylor-Abdulai and Lipsey Samuel Appiah-Kwapong and Grace Sintim-Adasi and Emelia Sarpong and Akosua Darkwa},
      title = {Socio-Cultural Factors to Breaking through the Glass Ceiling: A Case Study of University of Ghana, Legon},
      journal = {Social Sciences},
      volume = {3},
      number = {5},
      pages = {170-176},
      doi = {10.11648/j.ss.20140305.14},
      url = {https://doi.org/10.11648/j.ss.20140305.14},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ss.20140305.14},
      abstract = {The study looked at socio-cultural factors that impede women faculty career progress. A total of 142 faculties made up of 33 females and 109 males were sampled for the study using a stratified sampling strategy from the faculties, schools and institutes. Using a mixed method, the study compared male and female faculty of the University of Ghana, Legon using a proxy of roles and responsibilities both at home to find out which gender has more responsibilities in taking care of family and home. The findings in the study show the prevalence of subtle gender discrimination mechanisms that hinder women’s opportunities for career advancement and other career opportunities. The study shows that the university does not effectively create the necessary conditions to support mothers with children under two years. The invisibility of female faculty is as a result of their roles as wives and mothers, which invariably leaves them with little or no time to participate in informal networks. The study found that many women than men experience conflict regarding their ability to simultaneously play the role of wife, mother and worker. The study recommends that in order for the University of Ghana, Legon to retain those women who are already in the system, it is necessary to give them responsibilities that would increase their skills in leadership positions. Structural changes, such as "family friendly" policies in the form of flexible faculty meeting time may also be helpful so that female faculty with children can participate effectively in the university.},
     year = {2014}
    }
    

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  • TY  - JOUR
    T1  - Socio-Cultural Factors to Breaking through the Glass Ceiling: A Case Study of University of Ghana, Legon
    AU  - Hannah Benedicta Taylor-Abdulai
    AU  - Lipsey Samuel Appiah-Kwapong
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    DO  - 10.11648/j.ss.20140305.14
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    JO  - Social Sciences
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    UR  - https://doi.org/10.11648/j.ss.20140305.14
    AB  - The study looked at socio-cultural factors that impede women faculty career progress. A total of 142 faculties made up of 33 females and 109 males were sampled for the study using a stratified sampling strategy from the faculties, schools and institutes. Using a mixed method, the study compared male and female faculty of the University of Ghana, Legon using a proxy of roles and responsibilities both at home to find out which gender has more responsibilities in taking care of family and home. The findings in the study show the prevalence of subtle gender discrimination mechanisms that hinder women’s opportunities for career advancement and other career opportunities. The study shows that the university does not effectively create the necessary conditions to support mothers with children under two years. The invisibility of female faculty is as a result of their roles as wives and mothers, which invariably leaves them with little or no time to participate in informal networks. The study found that many women than men experience conflict regarding their ability to simultaneously play the role of wife, mother and worker. The study recommends that in order for the University of Ghana, Legon to retain those women who are already in the system, it is necessary to give them responsibilities that would increase their skills in leadership positions. Structural changes, such as "family friendly" policies in the form of flexible faculty meeting time may also be helpful so that female faculty with children can participate effectively in the university.
    VL  - 3
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Author Information
  • Accra Polytechnic, Accra, Ghana

  • Accra Polytechnic, Accra, Ghana

  • Accra Polytechnic, Accra, Ghana

  • Accra Polytechnic, Accra, Ghana

  • Department of Sociology, University of Ghana, Legon, Ghana

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