DOES THE IMPLEMENTATION OF AFFIRMATIVE ACTION PROMOTE FEMALE ACADEMICS TO POSITIONS OF LEADERSHIP? EVIDENCE FROM TWO STATE UNIVERSITIES IN ZIMBABWE

Abstract

Implementation of affirmative action is critical for establishing those distinctive benefits through laws and policies for redress of inequality suffered by underprivileged individuals. As a result, affirmative action has become an inescapable aspect of the recruitment process and enhancement of females in institutions particularly, in leadership positions. In this article, a qualitative approach was adopted. Semi-structured interviews and document review were used to collect data. Findings showed that affirmative action was an ideal strategy for giving females academics the opportunity to display their capabilities but should not be implemented as tokenism to maintain quality and standard in universities. Moreover, merit, skill and qualities of growth and leadership were identified as imperative. However, lack of transparency and clear lines of communications in implementing this strategy were cited as an obstacle. It was recommended that, transparency and accountability in implementing affirmative action in all university structures was critical. Training that targets gender equality issues should be on-going and be used as a strategy for promoting visibility of females in leadership positions. Merit, skill, qualities of growth and an acumen of leadership should be incorporated to maintain high quality and standard of leadership in universities regardless of gender.