ABSTRACT
This chapter investigates the prevalence of gender inequality in senior positions within universities in Tanzania. It draws upon four case study sites, two private institutions and two public institutions, to examine locally situated and developed strategies for promoting gender diversity and inclusivity. It shares insights from qualitative data obtained through in-depth interviews and focus group discussions with 48 senior university administrators, faculty members, and female leaders. Four regions in Tanzania are encompassed in this research, recognizing the importance of contextual factors and institutional nuances. Secondary data were collected through a documentary review of institutional records, policies, guidelines, and procedures. The findings reveal that the status of the institution as private or public has little influence on gender dynamics and the distribution of senior positions. However, the intersection of religious identity and gender was found to influence progression outcomes. The findings also reveal agent-based and cultural factors that influence applications to and distribution of senior positions with traditional gender roles, societal expectations, institutional ethos, and harmful gender stereotypes influencing outcomes. Furthermore, the study highlights the impact of institutional policies that may inadvertently perpetuate existing inequalities. To address these complexities, the chapter proposes a comprehensive and intersectional framework for promoting gender diversity and inclusivity in academia from recruitment to progression.
