The Role of the Workplace Environment in the Creation and Sustenance of the Glass Ceiling in Tertiary Institutions in Uganda

Muhama Gladys^1, and Mshilla Maghanga²

¹Lecturer, Uganda Management Institute School of Business and Management

²Snr Lecturer, Gulu University, Faculty of Business & Development Studies

Cite this paper:
Muhama Gladys and Mshilla Maghanga. The Role of the Workplace Environment in the Creation and Sustenance of the Glass Ceiling in Tertiary Institutions in Uganda. American Journal of Educational Research. 2025; 13(2):57-66. doi: 10.12691/education-13-2-3

Abstract

The existence of the metaphorical glass ceiling prevents women from attaining top academic leadership positions. Micro-gender drivers, at individual and societal levels, have contributed to the creation and sustenance of this ceiling. The work environment in Ugandan tertiary institutions is characterized by male-dominated structures and norms that make women uncompetitive and unambitious. Further, female leadership is undermined and termed feminine and simplistic. This study aimed at unveiling the role of the work environment in the creation and sustenance of the glass ceiling syndrome in Ugandan universities. A multiple case study design was adopted in this qualitative study and the study sample comprised of purposively selected Vice Chancellors, Deputy Vice Chancellors and Deans from Busitema, Islamic, Makerere, Uganda Christian and Uganda Martyrs universities. Data were collected using document review, questionnaires and interviews. Content and thematic analyses were conducted, and the results presented as narratives and quotations. The work environment, in the form of policies, recruitment and selection practices, and culture, has hindered female staff from ascending to top echelons in university leadership. Work factors that operationalize the glass ceiling in Uganda include: male-dominated structures, unfavorable policies and practices, failure to implement, or selective implementation of, gender-related policies, a taint of favoritism, and male cronyism. Others are limited office space, inadequate provision of sanitary facilities, unfavourable teaching load, and inaccessibility to scholarships. The existing glass ceiling is bound to persist unless discriminative structures are eliminated; clear women-friendly appointment and support systems are instituted; and fair, transparent and equal opportunities policies are instituted.

Keywords:
Glass ceiling tertiary level women leadership working environment

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