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Tribune News Network
Doha
The Women’s Faculty Forum (WFF) at Texas A&M University at Qatar (Tamuq) recently brought together four female deans in Education City for the first time to share their experiences and advice for other women aspiring to be leaders, particularly in academia.
The virtual discussion featured Selma Limam Mansar, senior associate dean of education at Carnegie Mellon University in Qatar (CMUQ); Annette Vincent, associate dean of diversity and climate of CMUQ; Anne Nebel, associate dean for teaching, learning and assessment at Georgetown University in Qatar (GU-Q); and Rosalie Nickles, assistant dean for finance and administrative services at Tamuq. Professors Sara Hillman and Mary Queen of Tamuq’s Liberal Arts Programme chaired and moderated the panel.
A common theme running through the stories that brought these remarkable women to leadership positions in Doha was their support networks. All of these women are in their current positions because someone else encouraged them to be there — whether it was a colleague who supported them to go further, other deans or even childhood encouragement to pursue their leadership talents without male comparison.
Vincent said she credited “excellent mentorship, which helped [her] to grow into [her] position and speak confidently,” while Nebel said she is “grateful to have worked with wonderful colleagues” who have made the process rewarding.
However, societal norms still hold women back from leadership positions across the world, the panellists noted. As Limam Mansar described, perceptions of what is acceptable for a woman become “unconscious barriers against women”. When women are raised to believe their role in life is to be the primary caregiver, it is difficult to accept leadership positions and overcome feelings of guilt about the perceptions of abandoning the family.
Nickles, part of the first generation of women able to receive a college degree in the US, encouraged the next generation.
“We are the people right now breaking those barriers and moving forward. We need to make sure we’re taking those opportunities afforded to us.” Family and spousal support and agreement upon shared caregiver responsibilities are critical.
Academic administrations should consider many avenues to recruit and retain more women faculty and the panellists offered several. First, data on the subject is lacking and needs to be gathered and assessed. Next, it is critical for female faculty to feel respected by their colleagues and supported by their administration. If a female faculty member is in the life stage of having younger children, academic assignments sensitive of home life, childcare assistance at the pre-school level, and relieving promotional clock pressure would show tangible encouragement.
This is a temporary stage that falls more heavily on women who many times choose family over a career. But with institutional support from colleagues and programmes, women can thrive to achieve leadership positions as they balance work and home life.
Additionally, spousal positions need to be available when relocating female faculty members to Doha. The panellists encouraged Qatar Foundation (QF) to open Education City universities for potential spousal hires to recruit more women. Universities can also promote professional development through leadership academies to help women to become more comfortable in these positions and ultimately to grow into admirable leaders.
The panellists encouraged women at all markers on this journey to leadership. Limam Mansar suggested to take it one step at a time: “We can be leaders, but we don’t have to be deans right away. Don’t look at the end of the journey; look at what you’re doing now.”
Nebel added, “The journey starts with self-awareness. You can be a leader in any role. People once they embrace that within themselves can move forward in their own leadership paths.”
Doha
The Women’s Faculty Forum (WFF) at Texas A&M University at Qatar (Tamuq) recently brought together four female deans in Education City for the first time to share their experiences and advice for other women aspiring to be leaders, particularly in academia.
The virtual discussion featured Selma Limam Mansar, senior associate dean of education at Carnegie Mellon University in Qatar (CMUQ); Annette Vincent, associate dean of diversity and climate of CMUQ; Anne Nebel, associate dean for teaching, learning and assessment at Georgetown University in Qatar (GU-Q); and Rosalie Nickles, assistant dean for finance and administrative services at Tamuq. Professors Sara Hillman and Mary Queen of Tamuq’s Liberal Arts Programme chaired and moderated the panel.
A common theme running through the stories that brought these remarkable women to leadership positions in Doha was their support networks. All of these women are in their current positions because someone else encouraged them to be there — whether it was a colleague who supported them to go further, other deans or even childhood encouragement to pursue their leadership talents without male comparison.
Vincent said she credited “excellent mentorship, which helped [her] to grow into [her] position and speak confidently,” while Nebel said she is “grateful to have worked with wonderful colleagues” who have made the process rewarding.
However, societal norms still hold women back from leadership positions across the world, the panellists noted. As Limam Mansar described, perceptions of what is acceptable for a woman become “unconscious barriers against women”. When women are raised to believe their role in life is to be the primary caregiver, it is difficult to accept leadership positions and overcome feelings of guilt about the perceptions of abandoning the family.
Nickles, part of the first generation of women able to receive a college degree in the US, encouraged the next generation.
“We are the people right now breaking those barriers and moving forward. We need to make sure we’re taking those opportunities afforded to us.” Family and spousal support and agreement upon shared caregiver responsibilities are critical.
Academic administrations should consider many avenues to recruit and retain more women faculty and the panellists offered several. First, data on the subject is lacking and needs to be gathered and assessed. Next, it is critical for female faculty to feel respected by their colleagues and supported by their administration. If a female faculty member is in the life stage of having younger children, academic assignments sensitive of home life, childcare assistance at the pre-school level, and relieving promotional clock pressure would show tangible encouragement.
This is a temporary stage that falls more heavily on women who many times choose family over a career. But with institutional support from colleagues and programmes, women can thrive to achieve leadership positions as they balance work and home life.
Additionally, spousal positions need to be available when relocating female faculty members to Doha. The panellists encouraged Qatar Foundation (QF) to open Education City universities for potential spousal hires to recruit more women. Universities can also promote professional development through leadership academies to help women to become more comfortable in these positions and ultimately to grow into admirable leaders.
The panellists encouraged women at all markers on this journey to leadership. Limam Mansar suggested to take it one step at a time: “We can be leaders, but we don’t have to be deans right away. Don’t look at the end of the journey; look at what you’re doing now.”
Nebel added, “The journey starts with self-awareness. You can be a leader in any role. People once they embrace that within themselves can move forward in their own leadership paths.”
