This June 2023 discussion focused on networking and identifying ways to create a more inclusive and diverse learning environment globally.

Watch the recording here.

View the slides here.

Event Takeaways

Below is a snapshot of key insights that were shared by participants during the event - watch the recording here for the complete discussion and expert perspectives!

Insights around the role higher education institutions (HEIs) play in safeguarding and protecting gender groups/identities:

• HEIs play a crucial role in employing a gender diverse lens in research and knowledge production. HEIs can generate data, insights and evidence that capture the experiences, challenges and aspirations of diverse gender groups and identities. This can then serve as a tool for policymakers to design and implement inclusive policies that address the specific needs and concerns of marginalized gender groups.
• To create safe spaces for youth with different gender identities to be included. For example, gender neutral bathrooms and inclusion in curriculum.
• Addressing gender norms isnt enough. Political buy in is needed for traction in advancing womens’ rights and LGBQTIA+ rights. Participants emphasized that for African universities, it seems inclusivity is not their priority, as they are still struggling to get basic needs met, like infrastructure to accommodate the large numbers of students. And for many African countries, LGBTQIA+ is illegal, and it is dangerous to identify or even associate with the community. Being an ally comes with its associated stigma. Thus, LGBTQIA+ communities in the universities are not even at liberty to just meet in solidarity.
• Gender inequalities are present in every public space including in identities and how societies respond to these identities in often very violent situations.

Insight about the representation of women in leadership positions in higher education and what barriers exist to their advancement:

• On women leadership in the higher education sector, there was a recommendation to divide women leadership in HE into levels as their challenges and recommendations are similar yet different: 1) student representative councils (SRC; 2)  administration/ non-academic staff; 3)  faculty/ academic staff. Women in HE leadership are also held to a higher standard than their men counterparts. The “boys will be boys” mentality permeates the higher education space, and this is seen in how men still continue to hold positions of authority in higher education institutions even after complaints of harassment have been filed against them. People just brush it off as normal behaviour, which it is not. And a woman in leadership will be quick to step down when such allegations come up against her, sometimes even apologising for what they haven’t done.

About the Event

Within higher education globally, there is a critical need to address gender inequalities. Women face significant barriers and experience discriminatory practices as higher education leaders, academics and students. Women are impacted by unequal access to higher education, fewer resources and opportunities, the existence of violence against women affecting students and staff, and sustained underrepresentation of women in leadership positions in higher education institutions.

Increasing evidence indicates that lesbian, gay, bisexual, transgender, intersex, queer and asexual (LGBTIQA+) people suffer lower education outcomes due to discrimination, bullying and violence; higher unemployment rates; and a lack of access to adequate housing and health services and financial services. Anti-LGBTIQA+ laws in some countries also gravely undermine the human rights of LGBTIQA+ persons in particular. More broadly, it contributes to a climate of fear and persecution.

Universities can be powerful institutions for promoting gender equality, diversity, and inclusion. This coffee chat webinar was an opportunity to network with Higher Education Engagement and Transformation CoP and Gender Community of Practice (CoP) members and to engage in an informal discussion on the gender-related challenges in higher education.

Presented by USAID's YouthPower 2: Learning and Evaluation Activity, the Gender and Higher Education Engagement and Transformation (HEET) Communities of Practice (CoPs) serve youth, practitioners in youth-led and youth-serving organizations, students and staff of higher education institutions, and others advocating for gender-responsive and transformative youth work, including and beyond in higher education.

About the Communities of Practice

The YP2LE Learning Network brings together diverse stakeholders who seek to learn more and share about youth development. As two of six communities of practice (CoPs), the Gender and Higher Education Engagement and Transformation (HEET) Communities helps members share and benefit from collective learning. Learn more about the CoPs on YouthPower.org and register to connect with these communities.