| Date |
|---|
| 11th March 2025 |
Ahead of International Women’s Day 2025, SUMS Group gathered a distinguished panel of female leaders to share to their experiences, reflect on the progress made, and address the persistent challenges that remain for women in the workplace. Their insights illuminate a path forward—one defined by bold leadership, institutional accountability, and collective empowerment.
Progress and persistent gaps
Throughout their careers, our panellists have witnessed meaningful strides in gender equity. More women are stepping into senior roles, and institutions are increasingly aware of the need for inclusivity. However, the data tells us that while women account for 55% of the workforce in higher education [1], they remain underrepresented at only 32.7% in the most senior positions [2]. Strengthening the leadership pipeline is crucial, ensuring that women are not just present but fully empowered at every level.
So, how do we achieve this?
The key to real progress lies in dismantling systemic barriers that prevent women from advancing into leadership. This requires investing in mentorship programmes, creating sponsorship opportunities, and holding institutions accountable for gender representation at every level. Recruitment and promotion processes must be free from bias, ensuring that talented women are recognised and elevated based on merit, and not discounted in favour of familiarity or convenience.
Another piece to this puzzle is implementing effective equality, diversity and inclusion (EDI) policies. However, policies are only as strong as the actions behind them. Institutions must go beyond performative gestures and establish clear, measurable outcomes for gender equity in leadership. This involves embedding inclusive hiring practices, ensuring diverse panels in selection processes and developing leadership programmes that actively prepare women for senior roles. Diversity must be treated as a strategic priority, not an afterthought.
The role of senior leadership in lifting others up
Leadership plays a pivotal role in driving change. Senior leaders must model inclusive behaviours—whether its normalising flexible work arrangements, openly discussing challenges faced by working parents, or advocating for women’s voices in decision-making spaces. Their influence can either reinforce the status quo or serve as a catalyst for transformation.
Resistance to gender equity is an unhelpful obstacle that we may encounter, but the solution lies in persistence and education. By showcasing diversity as a driver of innovation and institutional success, leaders can shift mindsets. Engaging allies—both men and women —and fostering an environment of accountability will help break down entrenched biases.
To maintain momentum, institutions must integrate diversity goals into their core strategies. This means continuous data tracking, transparent reporting, and embedding equity into performance metrics. Recognising and rewarding progress will ensure that gender equality is not just an aspiration, but a lived reality.
Championing gender equality—A personal commitment
Each leader on the panel shared a common mission: to lift others up. Whether through mentoring emerging female leaders, sharing their own experiences with imposter syndrome, or advocating for systemic change, they are committed to reshaping the leadership landscape for future generations. As Aya Ferguson, Head of Consulting at SUMS Group powerfully stated, “Be the person who lifts others up… because that’s the bit that’s going to shift the dial.”
Gender equality in higher education leadership is not just a goal—it is a necessity. Through collective action, strategic policies, and courageous leadership, institutions can create a future where women are not just part of the conversation but leading it. The time to accelerate action is now.
SUMS Group would like to give a special thanks to our panellists for this thought-provoking session as we celebrate this year’s theme of ‘Accelerate Action’ for International Women’s Day 2025:
- Aya Ferguson, Head of Consulting, SUMS Group
- Gemma Payne, Head of SUPC, SUMS Group
- Karen Omisore, Executive Director, Student Administration and Academic Affairs, University of Southampton
- Beth Beasant, Executive Director, Faculty Operations, UCL
- Dr Monika Nangia, Academic Registrar and Director of Student & Academic Services, Durham University
- Alice Chilver, Founder and CEO, WHEN
If you would like to catch up on this session, you can…
Watch it on YouTube here
Watch it on Spotify here
Don’t have time to listen to the full episode? Find our topical snippets playlist on YouTube here
References:
[1] Advance HE (2024) Equality in higher education staff statistical report 2024. Available at: https://documents.advance-he.ac.uk/download/file/document/10796 (Accessed: 5 March 2025).
[2] Advance HE (2024) Equality in higher education staff statistical report 2024. Available at: https://documents.advance-he.ac.uk/download/file/document/10796 (Accessed: 5 March 2025).