1.1 INTRODUCTION have focused on factors which lead to the The last half century has brought about an increase progression of women managers (Kirchmeyer, in the number of women in all levels of education 1998, Maxifield, 2005 and & Garavan, O’brien all over the world. Nevertheless, in spite of their of the factors which have O’Hanlon, 2006). Some highest levels of been suggested as leading to education, women’s qualifications women’s career are not translated into options and corresponding advancements include mentoring, training and occupational opportunities for the positions of development, career planning, individual status and authority within the university (Brooks, characteristics, and hard work (Ismail & 1977). Dybe (1989) states that the majority of Arokiasamy, 2007, Burke, Burgess & Fallon, 2006) “in Social Sciences, women were invisible, because among others. their contributions were not recognized or were In Africa and Ghana in particular, researchers have or were not mainly focused on the barriers faced by women in “absent” taken seriously”. This absence or of women must jointly be higher education. This article takes the research “invisibility’ considered with their agenda on career development further by ‘visibility’ as passive beings women’s (Ardener, 1989). focusing in particular on the visibility of women in The barriers to the promotion of women in public universities in Ghana, case study of universities are well known. For example, at the University of Cape Coast. universities, men publish more than women that 1.2 OBJECTIVE OF THE STUDY have to do perhaps with university structure aspects The study sought to assess the visibility of women (Brooks, 1997) or with the fact that women do not in higher education in Ghana with specific offer sufficient time for their professional reference to the University of Cape Coast. development, as their responsibilities are divided 1.3 RESEARCH QUESTION between household and work. Other authors talk What is the extent to which female non-teaching about a the women have to staff (senior members) in the University of Cape “glass ceiling” which face (David & Woodword, 1998). Coast are visible? One major concern of career research has been on 2.1 REVIEW OF LITERATURE the underrepresentation of women in managerial In reviewing the literature, it would be difficult to positions. In this connection, various researchers search for the universal definition of ‘visibility’.
1.1 INTRODUCTION The last half century has brought about an increase in the number of women in all levels of education all over the world. Nevertheless, in spite of their highest levels of education, women’s qualifications are not translated into options and corresponding occupational opportunities for the positions of status and authority within the university (Brooks, 1977). Dybe (1989) states that “in the majority of Social Sciences, women were invisible, because their contributions were not recognized or were “absent” or were not taken seriously”. This absence or “invisibility’ of women must jointly be considered with their ‘visibility’ as passive beings (Ardener, 1989). The barriers to the promotion of women in universities are well known. For example, at the universities, men publish more than women that have to do perhaps with university structure aspects (Brooks, 1997) or with the fact that women do not offer sufficient time for their professional development, as their responsibilities are divided between household and work. Other authors talk about a “glass ceiling” which the women have to face (David & Woodword, 1998). One major concern of career research has been on the underrepresentation of women in managerial positions. In this connection, various researchers have focused on factors which lead to the progression of women managers (Kirchmeyer, 1998, Maxifield, 2005 and Garavan, O’brien & O’Hanlon, 2006). Some of the factors which have been suggested as leading to women’s career advancements include mentoring, training and development, career planning, individual characteristics, and hard work (Ismail & Arokiasamy, 2007, Burke, Burgess & Fallon, 2006) among others. In Africa and Ghana in particular, researchers have mainly focused on the barriers faced by women in higher education. This article takes the research agenda on women’s career development further by focusing in particular on the visibility of women in public universities in Ghana, case study of University of Cape Coast. 1.2 OBJECTIVE OF THE STUDY The study sought to assess the visibility of women in higher education in Ghana with specific reference to the University of Cape Coast. 1.3 RESEARCH QUESTION What is the extent to which female non-teaching staff (senior members) in the University of Cape Coast are visible? 2.1 REVIEW OF LITERATURE In reviewing the literature, it would be difficult to search for the universal definition of ‘visibility’.
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