The application of gender equity in the human resource management processes of higher education in Uganda: a case study of Mbarara University of Science and Technology

Abstract

The study examined the application of gender equity in the human resource process of higher education using Mbarara University of Science and Technology (MUST) as the case study. To be specific the study; identified the gender disparities in the human resource management processes of higher education; established the causes of gender disparities in the human resource processes of higher education as well as find out the measures put in place to promote gender equity in the human resource processes in higher education. The study employed social relations approach by Naila Kabeer to inform data interpretations. This study employed a mixed research methodology; deductive and inductive approaches were employed using a case study design informed by Howe’s 1988 pragmatism perspective and concurrent triangulation strategy. Three methods of data collection that is questionnaire, key informant interview, and document reviews. SPSS software was used to analyse descriptive statistical data and thematic analysis was used for qualitative data; ethical issues such as confidentiality, anonymity, informed consent and protection from harm; data quality issues such as validity and reliability, as well as issues of trustworthiness were put in considerations. Findings revealed a number of gender equity concern in human resource processes such recruitment and selection, training and development and promotions with a mixed reaction; causes of gender disparities such as social and cultural, lack of a comprehensive gender policy, biological among others constrained women; similarly, adoption of a fair human resource processes policies on recruitment, selection , training and development, affirmative action among others were identified as promotional measures to gender equity. Also, recommendations and areas for further studies were documented.