General
Committee on Gender Equity presents the report to Mak staff and students for validation
On 4th December 2018, the Vice Chancellor of Makerere University Prof. Barnabas Nawangwe constituted a five Member Select Committee on Gender Equity (SCGE) to review the Makerere University gender mainstreaming policies and practices together with their effectiveness across all units. Chaired by Dr. Rhoda Wanyenze, the Dean School of Public Health the Committee was also responsible for;
- Formulating a gender Equality standard/matrix with the implementation plan applicable across all units so as to actively encourage women’s full and equal participation in university life
- Hold consultative meetings with in the University for review on policy and practice;
- Provide feedback and recommendation to management on gender equity implications of suggested polies, plans and services;
- Formulate a draft policy document with strategic guidelines that will be recommended to Makerere University Council for approval.
Members of the Committee included; Associate Professor Consolata Kabonesa, Dr. Kizito Maria, Dr. Zahara Nampewo. Dr. Gilbert Gumoshabe, Dr. Euzobia Mugisha Baine and the Secretariat; Ms. Frances Nyachwo, Ms. Suzan Mbabazi, and Mr. Eric Tumwesigye.
On 18th May 2018, the Select Committee on Gender Equity presented its report to Administrative and Academic staff and students for validation. The report provided preliminary findings of the Committee on Gender Equity at Makerere University, cited the strengths and gaps in some of the policies that govern the institution and suggested recommendations.
In a presentation she made on the Review of Gender Equity and Participation of Women across various Levels in Makerere University, Professor Rhoda Wanyenze, said that although there is a fair female representation in the lower ranks of academic and non-teaching units, the representation of women at high levels is minimal. The report also indicates a meagre participation of women in the University activities across all units.
This was attributed to the various challenges that women face among which are societal, biological construction of gender, and attitude stood out.
“The biological roles such as motherhood has left women with no option. The society has built women and men differently. women are supposed to be simple, soft and submissive while men are supposed to be aggressive and radical. The society has built a man to rule and head hence dominating the leadership role. This has greatly impacted the leadership development of women in communities,” she said.
According to Professor Rhoda Wanyenze, there are critical competencies that the University Leadership should consider when employing and promoting all categories of its staff.
“Despite the many other traits such as the organization awareness, self-orientation, achievement orientation, trustworthiness, team work and collaboration, change catalyst, and crisis management among others that women exhibit, they are still, gaged on self-confidence, accurate self-assessment, emotional control and adaptability,” she said.
“We do not need any additional points for women but rather we have to redefine the criteria by broadening it to include the other competences because women are gifted people with critical leadership competences. When women are brought on board, they are not being helped, but it is the institution being helped the” she added.
Dr. Rhoda Wanyenze informed staff and students that the Makerere University Gender Equity Policy is fairly comprehensive but lacking in explicit targets and interventions to advance gender equity. The Policy has limited strategic information and tracking of progress.
“To narrow down the current existing Gender Equity gap, there is need for increasing the proportion of women at Makererere University from 29% to 40% over the next 10 years, especially in the Units with the worst ratios. The University should also consider increasing the representation of women at the highest academic ranks (Professor and Associate Professor) from 19% to 40%; in administrative positions; Principals and Deans, from 10% to at least 30% and apply the same percentage to the Top 3 positions in the University over the next 10 years, said Dr. Zahara Nampewo- Member of the Select Committee on Gender Equity.
In its recommendations, the Select Committee on Gender Equity proposed the review of the respective existing policies and adjustment of the systems/structures that support Gender Equity with in Makerere University.
The Committee suggested a thorough revision of the existing Makerere University Gender Equity Policy to include the targets and implementations arrangements.
According to the report, there is need to align the University policies such as the Human Resource Policy to reflect gender equity aspects.
The University should revise its advertisement package for jobs, courses and review the recruitment processes, and promotions.
Other recommendations included;
- Institute gender equitable staff development and mentorship across all Units including GMD
- Institute gender equitable performance incentives and recognition for all categories of staff
- Strengthen and fully document recruitment procedures for administrative positions to enhance objectivity, transparency and confidence among prospective candidates
- Include gender equity targets in key documents such as the University Strategic Plan for 2020-2030
- Strengthen M&E: Development/adaptation of a gender mainstreaming scorecard
- Track progress overall and across Units and periodically highlight progress in key University documents: annual report, mention at events etc.
- Track staff entry, retention and attrition by gender
- Develop and implement a gender focused research agenda
- Enhance funding of the GMD to directly manage allocated funds
- Include gender officer/s to coordinate gender mainstreaming activities across Units
- Strengthen Monitoring and Evaluation Development/adaptation of a gender mainstreaming scorecard
- Track progress overall and across Units and periodically highlight progress in key University documents: annual report, mention at events etc.
- Track staff entry, retention and attrition by gender
- Develop and implement a gender focused research agenda
- Operationalize the GMD staff structure in order to
- Recruit additional Gender Officers to coordinate gender mainstreaming activities across all University Units
The Vice Chancellor of Makerere University Prof. Barnabas Nawangwe, revealed the University’s move to improve the working environment for its female staff. Prof. Nawangwe also said that Makerere University is encouraging women to engage in science based (STEM) disciplines, a space that has for long been dominated by men at Makerere University.
“We are attracting female staff and students to science based disciplines (STEM). we are sensitizing female students on the benefits and importance of pursuing science based subjects. In the same spirit we are supporting our female staff who are teaching and carrying out research in sciences. Makerere University is recognizing the tremendous role of women in this world. We have nurtured some of the prominent and renowned ladies across all sectors of development,” he remarked.
He commended the great work done by the Committee and appreciated the support from the University Management to ensure that the job is thoroughly done.
The Director of Gender Mainstreaming Dr. Euzobia Mugisha Baine thanked Management, staff, students and other stakeholders for supporting the Committee to ensure that it finalizes its work on time. She acknowledged the tremendous role of respondents during the review process. “I appreciate your cooperation and the information you provided that made our work easier,” she said.
The Select Committee on Gender Equity (SCGE) will submit its final Report to the University Management 30th April, 2019, revise the Makerere University Gender Equality Policy on 30th June, 2019 finalize the implementation matrix/plan on July 31st, 2019.
Article by Nabatte Proscovia and Gender Mainstreaming Directorate
General
Stakeholders of Mastercard Foundation Initiatives at Makerere University Convene to Review Progress and Strengthen Collaboration
By Damali Mukhaye
On 9th July 2026, the Mastercard Foundation-supported initiatives at Makerere University convened the 2nd Partnership Development Breakfast meeting at Mestil hotel in Kampala, to review progress, share experiences, and explore opportunities to strengthen collaboration and advance education, research, innovation, and youth empowerment.
The partnership development meeting brought together Makerere University leadership, government officials, Mastercard Foundation representatives, development partners, private sector actors, and other key stakeholders to reflect on ongoing interventions and identify areas for deeper collaboration.
The engagement highlighted the progress and impact of key Mastercard Foundation initiatives at Makerere University, including the Mastercard Foundation Scholars Programme, the Africa Climate Collaborative (ACC), and the e-learning initiative, which are promoting increased access to education, research development, climate resilience, skills enhancement, and preparing young people for future opportunities.
Delivering the opening remarks, the Deputy Vice-Chancellor, Academic Affairs, Makerere University, Prof. Sarah Ssali, stated that stakeholder engagement was vital in building stronger links between the University, students, academic staff, employers, and other parties involved in shaping graduates’ futures.
“You have been chosen for a purpose because it was not just about engaging with the students and stakeholders, but also with those involved in developing knowledge products and those who train and mentor our students,” Prof. Ssali said.
She emphasised the significance of partnerships in widening access to higher education, especially for students from marginalised backgrounds, highlighting that through scholarship programmes and inclusive education initiatives, Makerere University continues to attract and support talented students who might otherwise face obstacles to university access.
Prof. Ssali acknowledged the contribution of the Mastercard Foundation Scholars Program alongside other university initiatives, including the Africa Climate Collaborative, fee waiver schemes, and Council scholarships, which offer opportunities for students—especially those from vulnerable communities and talented female learners.
“Your investment in these young people is not charity, but a shared national development priority,” she said.
She explained that Makerere University’s partnership with the Mastercard Foundation aligns with the University’s strategic aim to enhance human capital development, research, and innovation in support of national development priorities under Uganda Vision 2040 and the Fourth National Development Plan.
Prof. Ssali noted that the University has, over the years, transformed into a research-focused institution, with partnerships enabling it to address critical societal challenges.
She urged stakeholders to continue supporting young people through mentorship and guidance as they prepare for employment and entrepreneurship.
The Permanent Secretary, Ministry of Gender, Labour and Social Development, Mr Aggrey David Kibenge, praised the collaboration between Makerere University, the Mastercard Foundation, and other stakeholders, emphasising that teamwork is vital in tackling Uganda’s youth unemployment problem.
He observed that Uganda’s youthful population presents both an opportunity and a responsibility, with more than 70 per cent of the population under 30 years.
Mr Kibenge said the government alone cannot address youth unemployment and welcomed partnerships that support young people with relevant skills, employment pathways, and opportunities for entrepreneurship.
He highlighted government interventions, including the National Apprenticeship and Graduate Volunteer Programme Management Information System (NAGVPMIS), which links graduates with potential employers via a digital platform.
The platform enables young people to upload their qualifications and skills, while employers can find suitable candidates based on available opportunities.
“By digitising the matching and recruitment process, we are making the system more transparent, efficient, and merit-based,” Kibenge said.
The Permanent Secretary also emphasised the need for education institutions, employers, and the government to work together to address the skills gap affecting many graduates entering the labour market.
He noted that stronger partnerships with initiatives such as those supported by the Mastercard Foundation will help young people acquire skills that respond to changing labour market needs.
He reaffirmed the Ministry’s commitment to collaborating with the Mastercard Foundation and other partners to create more opportunities for young people to access dignified work.
Mastercard Foundation Highlights Young Africa Works Progress
Representing the Mastercard Foundation, Ms Maria Mugerwa, the Finance Lead at the Foundation, provided an update on the Young Africa Works Strategy, which seeks to enable 30 million young people, 70 per cent of them women, across Africa to access dignified and fulfilling work by 2030.
She explained that, in Uganda, the strategy aims to reach 4.3 million young people aged 18 to 35 through initiatives centred on entrepreneurship, enterprise development, education, and skills enhancement.
The strategy supports key areas, including micro, small, and medium enterprises (MSMEs), agriculture, the digital economy, creative industries, and inclusive opportunities for young people.
Ms. Mugerwa noted that the Foundation’s approach is built on partnerships that bring together universities, government, private-sector actors, and communities to create pathways for young people to transition from education to employment.
“Closing this gap will require stronger collaboration among all stakeholders, including linking universities and graduates to opportunities created under the Young Africa Works Strategy.” She said.
She emphasised that ongoing collaboration will be essential in widening access to employment opportunities, finance, markets, and entrepreneurship support for young people.
Highlights of Mastercard Foundation Initiatives at Makerere University
Mastercard Foundation Scholars Program
The Mastercard Foundation Scholars Program at Makerere University continues to transform the lives of academically talented but economically constrained young Africans by expanding access to quality university education and nurturing the next generation of transformative leaders.
In a presentation by Prof. Justine Namaalwa, the Program Director, the initiative was emphasised as a comprehensive support model that extends beyond scholarships to offer academic assistance, leadership growth, psychosocial well-being, community involvement, and pathways to dignified employment, entrepreneurship, and further education.
The Program has supported 971 Scholars and alumni, with many transitioning into formal employment, entrepreneurship, and advanced studies.
Guided by the values of listening, humility, kindness and respect, co-creation, and impact, the program promotes inclusion, belonging, and agency among young people.
Africa Climate Collaborative at Makerere University
The Program Director of the Africa Climate Collaborative, Prof. Gorettie Nabanoga, said that the programme, which kicked off in 2025, is a transformative eight-year university-wide initiative designed to empower young people and strengthen Africa’s capacity to develop inclusive, equitable, and innovative responses to climate change.
Implemented in collaboration with global and regional partners, including the University of Cambridge, the University of Cape Town, the University of Ghana, and the Association of African Universities, the Collaborative focuses on four interconnected pillars: workforce development, entrepreneurship, research and innovation, and networks, policy, and learning.
Through its workforce development pillar, ACC will expand access to quality education by providing comprehensive scholarships to 250 Master’s students and 40 PhD students, while strengthening research capacity through academic mentorship and support.
The entrepreneurship pillar will equip 500 youth not in education, employment, or training with green entrepreneurship skills, provide incubation support, and promote youth-led green innovations.
The Collaborative will also establish a Climate Resilience Support Centre to drive interdisciplinary research and innovation while fostering partnerships, policy dialogues, and knowledge exchange to support climate-resilient communities.
e-Learning Initiative Phase II
In a presentation by Prof. Paul Birevu Muyinda, Director of the Institute of Open, Distance and eLearning (IODeL) at Makerere University, the progress and future direction of the Mastercard Foundation e-Learning Initiative Phase II were highlighted.
Building on the successful completion of Phase I in December 2024, Makerere University secured participation in the second phase, which aims to accelerate digital transformation and strengthen inclusive, learner-centred, and scalable e-learning systems across the institution.
The initiative seeks to enhance access to quality digital education by developing 10 fully online academic programmes and 10 micro-credentials by 2030. It will also establish integrated digital learner support services, strengthen digital infrastructure, and promote digitally empowered leadership and governance within the University.
A key component of the initiative is building institutional capacity in learning design and technology.
Since January 2026, 35 Makerere University staff members have been undertaking graduate-level training at Arizona State University, with 13 pursuing Master’s programmes and 22 enrolled for graduate certificates in Learning Design and Technology.
Through strategic partnerships and innovation, the initiative will position Makerere University as a leader in digital education, expand opportunities for inclusive learning, and strengthen resilience in higher education.
The second stakeholder engagement session concluded with several stakeholders, including DFCU Bank, the Uganda Manufacturers Association (UMA), the Private Sector Foundation Uganda (PSFU), and Finn Church Aid, among others, committing to building stronger pathways that will enable students and graduates to contribute meaningfully to Uganda’s social and economic transformation.
Damali Mukhaye is the Communication, Public Relations, and Branding Officer for Africa Climate Collaborative at Makerere University.
General
Benchmarking Best Practices In Quality Assurance: Official Visit To The University Of Cape Town
By Dr. Irene Rebecca Namatende
1.0 BACKGROUND
A team of four members of staff from the College of Health Sciences (CHS), Makerere University undertook an official benchmarking visit to the University of Cape Town (UCT) from 19th to 26th April, 2026. The four are members of the Quality Assurance, Gender Mainstreaming and ICT Committee-CHS. The delegation comprised two academic and two administrative staff led by the Dean, School of Dentistry, Prof. Annet Kutesa. Other members included;
- Dr. Irene Rebecca Namatende – Quality Assurance Officer-CHS
- Dr. Kalidi Rajab – Lecturer in the Department of Pharmacy
- Mr. Bataamye Herbert – CHS Registrar.
The primary purpose of the visit was to benchmark Quality Assurance (QA) systems in teaching, learning, and governance; strengthen institutional collaboration; and explore opportunities for academic exchange and joint initiatives between Makerere University and the University of Cape Town.
1.1 Purpose of the Visit to UCT was
- To gain an understanding of institutional QA frameworks at UCT across teaching, research and governance, and identify adaptable best practices for Makerere University.
- To explore effective strategies used by UCT to design, monitor, and continuously improve academic programmes, ensuring relevance, consistency, and excellence.
- To learn from UCT’s experiences and approaches to national and international accreditation processes, including preparation, documentation, and stakeholder engagement.
- To examine mechanisms for fostering staff engagement, ownership, and accountability in QA and continuous improvement processes.
2.0 Key Areas Covered During the Visit
2.1 Quality Assurance Systems
The visit explored the institutional quality assurance framework at the University of Cape Town, focusing on its structured approach to academic quality management. Emphasis was placed on clearly defined QA units, robust monitoring and evaluation mechanisms, and the integration of quality assurance processes into routine academic delivery and programme oversight. Discussions also highlighted systematic approaches to curriculum design and periodic review, ensuring alignment with accreditation standards and evolving educational needs.
We found that QA frameworks at UCT cut across teaching, research and governance. Here below are some of the key findings;
- All programmes must be approved by the Council of Higher Education, Quality Regulation Framework.
- All programmes must be accessible to the Council of Higher Education (CHE).
- The Academic Programmes at UCT are reviewed after every 5 years.
- Every programme goes through detailed evaluation before approval.
- Support Staff are also interviewed before appointment into university service.
- Each programme must be accounted for by UCT to the Councils
- Comprehensive information for each programme is required by the Councils before approval is given.
- It is important to have integrity of qualifications and qualification of programmes.
- After O. Level the students sit for a National Benchmark Test.
2.2 Governance and Leadership
The visit provided insights into transparent and participatory governance structures that support effective decision-making. There is a strong emphasis on staff engagement, accountability, and leadership at different institutional levels. A culture of continuous improvement is embedded within governance systems, supported by regular review and feedback mechanisms.
2.3 Teaching and Learning
The discussions further highlighted the institution’s diverse student assessment methods and structured feedback systems, alongside the effective integration of digital technologies to enhance teaching, learning, and student engagement.
Here below are the key outcomes;
- Every Course unit exam should be moderated by an External Moderator.
- The external moderator is appointed at the beginning of the year.
- The external moderator makes recommendations.
- These recommendations are in form of policies.
- Ensure overall examination preparedness for all students
- The template for external moderation is revised regularly.
- The moderators also assess if, the exams are fair or not.
Conclusion:
Key Takeaways
- The promotion ladder at UCT is more on the Competences, individual contributions on supervision, publications, community service and experience.
- QA is embedded in every unit and department.
We thank the Principal, College of Health Sciences and CMT for the support that facilitated this benchmarking visit.
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