General
Mak Gender Directorate to Start Women’s Forum Amidst Calls for More Female Representation in Leadership
By Marion Alina and Rachel Kanyi
The Gender Mainstreaming Directorate (GMD) at Makerere University has embarked on an aggressive agenda to train female staff on leadership skills. This agenda is informed by the absence of women in several top leadership positions at Makerere University and other institutions of higher learning.
Makerere University, for instance, has no record of a female Chancellor or Vice Chancellor in its 100+ years of existence. As of 2024, the Vice Chancellor and his two deputies are all male. The female voices are partially comforted by the fact that the current Chairperson of Council is female. Through GMD, a wave is burgeoning to change this trend. To kick start this agenda, the Directorate held a two-day workshop (28th-29th May 2024) that attracted over 70 female staff at Makerere and other universities. The meet-up was part of activities under a Research and Innovations Fund (RIF) project titled; Enhancing Women’s Participation and Visibility in Leadership and decision-making organs of Public Universities in Uganda through Action Research. It ran under the theme: ‘Building and Sustaining a critical mass of potential women leaders at Makerere University’.
According to Ms Susan Mbabazi, a Principal Gender Officer at GMD, the workshop aimed at among other things to generate strategies on how women can position themselves for future leadership.
The project Principal Investigator who also doubles as the Director GMD, Dr. Euzobia Mugisha Baine, called upon women to gain confidence and stand out whenever leadership opportunities arise. “There is need for women to be on the discussion table, making decisions as opposed to keeping at the back. It is high time women gained confidence and took on these leadership opportunities. It all starts right from where you are,” she guided. She tipped women on how to balance work life with other responsibilities. A firm-talking Euzobia rebuked the scenario where women get successful in one aspect of life and fail to handle other aspects. “A woman can be successful both in her career and home. You need to adopt life skills such as excellent time management, multi-tasking and also learn to prioritize what is important. As women, you can be a mother and also a career lady, find a formula to balance life as career worker, mother and wife,” she emphasized.
“Despite all the various efforts at national and international level, the number of women is not growing as fast as needed. Across the board in public and private institutions, women are persistently few in numbers as staff, but more so in leadership and decision making organs,” explained Assoc. Prof. Consolata Kabonesa, the project Co-Principal Investigator. “Females still face a lot of challenges some of which are institutional, personal, social/family related and economic. Under this project, we will conduct a situation analysis of the gender terrain across six public universities. These include Makerere, Kabale, Gulu, Busitema, Muni & Mbarara University of Science & Technology. We intend to obtain baseline information encompassing the composition of governance & leadership organs by gender; the composition of senior staff by gender; needs assessment and profiles of potential mentors and mentees; capacity to conduct gender-responsive research; and exploration of the male staff engagement in gender equality/equity interventions,” she added.
Speaking at the same workshop, Prof. Rhoda Wanyenze shared her experience as Dean, School of Public Health. “All the Heads of Department at the School of Public Health are women. The Deputy Dean is a man. When I was a student at this school, I never saw a female Head of Department or Dean. In my first week as Dean, I heard somebody say; will this woman manage? It is then that I felt that this space had to change. People had to get used to accepting that women can deliver,” she said. “Do not limit your abilities and qualifications to where you are. Do not look at Makerere for your growth, the world is big with many other opportunities. Lay your nets everywhere, it is another way of adding value to Makerere University. Work with people who are better than you. How can you become better if you dislike better? How will money come to you if you talk ill of people with money? I love working with smart people. You are as good as the company you keep,” she added.
The outgoing Principal, College of Humanities and Social Sciences (CHUSS) Prof. Josephine Ahikire called upon women to be more intentional in taking up leadership positions at all levels in the university. “At CHUSS, we have a critical mass of qualifying females. But you need to aspire too. There are new ways through which patriarchy recreates itself and brings women down even when they qualify. You therefore ought to be determined and stand strong in order to take on these leadership spaces,’ she argued. Prof. Ahikire advised women to understand their work environment and policies, since this will help propel them higher. “It is quite helpful to understand the institution, policies, and have them on your fingertips so that you are not looking for favouritism. We need a critical mass in these mid-level and upper positions. We need to be more intentional and have unity among us, fighting against ourselves will not put us anywhere,” she emphasized. As she leaves office, Prof. Ahikire was proud of leaving behind a vibrant CHUSS. “I’ have enjoyed being a leader. CHUSS has five schools and one institute. Four of these schools are led by women. We have three Deans and MISR is headed by a woman too,” she said to a thunderous applause.
Basing on her leadership experience, the Deputy Vice Chancellor Academic Affairs Bunyoro University, Prof. Grace Bantebya Kyomuhendo advised women to strategise and use every opportunity available in leadership by showing up, even when they know they will not win the race. She noted that the act of showing interest is a visibility gate for them to be known and adopt good networks in the world. She tipped women on ways of navigating the maze synonymous with work environments. “Learn the insider system in order to know how things are done. Do not fear failure since it is part of the leadership game,” she counselled.
In her advice to participants about the challenges that manifest with showing interest in leadership, the Manager of the Grants Administration and Management Support Unit (GAMSU) at Makerere University, Prof. Sylvia Nannyonga-Tamusuza cautioned that, “it is when you have shown interest in leadership that people start uttering all sorts of insults just to discourage and intimidate you because they think women break down so fast. Do not allow yourself to be pulled down. Know when to talk, when to engage and when to act. Sometimes give them silence and move on, it is better than fighting or responding back at insults.” Prof. Nannyonga-Tamusuza, who is a professor at the Department of Performing Arts and Film, CHUSS emphasized the value of mentorship. She recommended that women ought to have a mentor for these leadership positions. She praised Prof. Bantebya for having been a good mentor to her.
The Director for Africa 4W Women and Wellbeing Initiative at the School of Human Ecology University of Wisconsin-Madison, USA, Dr. Deborah Kaddu-Serwadda noted that Uganda can leverage the success of Makerere University’s gender mainstreaming policy to build a critical mass of university students, faculty, and staff; able to work together. She mentioned some of the proposed objectives of a 4W Initiative Pilot at Makerere University, Uganda as: piloting an interdisciplinary multigenerational higher education collaboration for the promotion of gender equality and women’s wellbeing. The pilot project would further initiate an academic women leaders’ South to North research-to-action network for gender equality and social transformation. She emphasized the need for self-priority and love and advised women to also think about their lives first before prioritizing other people. “You offer what you have, first build yourself, then extend it to others. This does not mean that you become selfish. I refer you to 1 Corinthians 13: 4-8,” she preached.
The Senior Gender Mainstreaming Officer, Mr Eric Tumwesigye reminded participants that gender constructs are made and maintained by society. “Society has already written a script for every gender and that is how it tends to judge you. Society expects a man to provide for his family and failure to do so could be interpreted as grave on the man’s part. He will be identified with all sorts of names. This can be challenged,” he said.
Ms Caroline Abilat Asio, a Gender Officer at GMD used the Gender River of life concept to inspire women to rise to leadership. Using this analogy, she explained that every river widens and narrows at some point. And that likewise everyone experiences moment of challenges and triumph interchangeably.
With the workshop now ignited, Dr. Euzobia Mugisha Baine took to the stage to propose a women’s forum; a platform she hopes will help to unify the voice of women. “Where is the women’s voice in several of the issues around us? Who articulates our issues? What can we do differently so as to create that space for women? To help answer this question, we intend to launch a Makerere University Women’s Forum. This forum should be our space. We shall have regular meetings,” she said.
In her closing remarks, Ms Phoebe Kamya Lutaaya, the Deputy Coordinator at Mak-RIF encouraged the participants to broaden their network. “Experience has shown me that the higher you go in the ranks, the lonelier you become. To prevent this, learn to survive in the changing political environment at the workplace,” she said.
The Makerere University Vice Chancellor, Prof. Barnabas Nawangwe has today, Friday, 26th June 2026 handed over the CCE (Complex) Hall of Residence Site to National Enterprise Corporation (NEC) Managing Director and CEO, Lieutenant General James Mugira for renovation and overhaul works. The UGX 12billion Government of Uganda-funded works, expected to be completed within a year, are the fourth project to be undertaken by NEC. They were preceded by; construction of the University Perimeter Wall, Renovation of Lumumba Hall, and Renovation of Mary Stuart Hall.
NEC’s Record Lauded
Prof. Nawangwe in his remarks at the handover ceremony lauded these projects. “The quality of work done by NEC makes us proud because we can finally say that we have Ugandans who can do the things, which we previously depended on foreigners to do.” He therefore thanked the Government of Uganda for fully funding the projects and the First Lady and Minister of Education and Sports, Hon. Janet Museveni, whose visit set the renovation projects in motion.
The Vice Chancellor added that as the Alma mater for most members of both the Contractor and Project Management Teams, this was a moment of great pride as their expertise and skills have saved the country billions of taxpayers’ money. “Thank you for being patriotic”, he commended.
Prof. Nawangwe concluded by noting that CCE Hall, by virtue of its location, provides a first impression of Makerere University as a whole. He therefore urged the contractor to ensure that upon renovation, CCE Hall would create a memorable and lasting first impression, exceeding even that of the renovated Mary Stuart Hall.
A Project Fueled by Nostalgia
Speaking of impressions, Lt. Gen. Mugira, with nostalgia recalled that close to 42 years ago, he not only attended his first lectures in Hall 1 of the CCE Complex but also, on a more personal note added, “my wife was a resident, and so I have every motivation to put in a lot of effort and make sure that I deliver more than was done with Mary Stuart and Lumumba.”
He therefore extended heartfelt appreciation to his Alma mater Makerere University for the trust and confidence bestowed in NEC, which underscored their ability to deliver. “Trust is earned through performance, through integrity and consistency, and your decision to engage us motivates us to work even harder to exceed your expectations.”
In his remarks, the Deputy Vice Chancellor (Finance and Administration) Prof. Henry Alinaitwe reechoed the need to ensure that the project is executed with adherence to the cost, quality, specifications and safety related issues as earlier shared by the Acting (Ag.) Chief Engineer of Estates and Works, Eng. Ezra Sekadde.
“NEC has already demonstrated this (with previous projects), and that is why we have all the confidence that you can deliver this project within 12 months” remarked Prof. Alinaitwe. He equally lauded the Project Management Team (PMT) led by Arch. Dr. Kenneth Ssemwogerere whose supervision ensures timely project completion.
Relatedly, Arch. Dr. Semwogerere was on 25th June 2026, the eve of the handover, promoted to the rank of Associate Professor, a milestone Prof. Alinaitwe attributed to his track record as Head of PMT. He therefore, on a light note, urged him to keep up the good work as this could equally contribute to his promotion to the rank of full Professor.
Also present at the handover ceremony was the Principal, College of Education and External Studies (CEES) Prof. Anthony Mugagga, whose unit will be greatly affected by the renovations. He nevertheless welcomed and reiterated his full support for the project, noting that just as renovation of Lumumba and Mary Stuart Halls had resulted in many alumni revisiting, the CCE Complex would upon renovation attract former residents and teaching professionals to give back or forge new partnerships.
Student Welfare at the Forefront
On her part, the Dean of Students Dr. Winifred Kabumbuli lauded the renovations of Halls of Residence as a clear demonstration of Government’s dedication to the improvement of student welfare, and creating an environment conducive for nurturing responsible citizens who can contribute to national development. She pledged her Office’s and the Student Leadership’s readiness to ensure that the renovated facilities used responsibly for the benefit of future generations.
As a resident of the recently renovated Mary Stuart Hall, 92nd Guild President H.E. Kadondi Gracious could not help but appreciate how impactful the renovation of CCE Hall would be to student welfare. “The female students will be very excited (to occupy CCE Hall) but the male students will be left complaining – so we shall be expecting more renovations, not just for the female but also the male students,” she amiably concluded.
General
Makerere University Leads EU-Funded MAGNETISE Project to Strengthen Gender Equality in Higher Education Across Sub-Saharan Africa
A consortium of African and European universities has intensified efforts to mainstream gender equality in higher education through the MAGNETISE project, with Makerere University taking a leading role in hosting a high-level workshop that brought together policymakers, researchers, and gender experts to reflect on institutional progress, persistent gaps, and future strategies.
The initiative, focused on Mainstreaming Gender in Higher Education Institutions in Sub-Saharan Africa (MAGNETISE), is supported by the European Union and implemented through a multi-country partnership involving institutions in Uganda, South Africa, and Europe. It aims to move beyond policy formulation to practical implementation, monitoring, and institutional accountability in gender equality.
At the heart of the discussions was a shared concern: while universities across the region have developed gender policies over the past decades, translating these frameworks into measurable, lived institutional change remains uneven.
A Consortium Approach to Gender Mainstreaming in Academia
Opening the workshop, held at Makerere University recently, the project lead, Professor James Acai Okwee who is also deputy Principal CoVAB, described MAGNETISE as a collaborative effort designed to strengthen institutional capacity for gender equality planning across higher education systems in Sub-Saharan Africa.
He explained that the consortium includes Ugandan partners such as Makerere University and Muni University, alongside South African institutions including University of KwaZulu-Natal, Rhodes University, and Nelson Mandela University. European partners include Katholieke Hoge school VIVES Zuid (VIVES) and KMOP Policy Centre from Belgium, as well as Research Innovation and Development Lab (ReadLab) and University of Peloponnese. The consortium also includes additional European academic collaboration through the University of Applied Sciences and related policy and research networks.
According to Acai, the core objective is not simply to produce policies, but to ensure universities develop functional gender equality plans supported by implementation tools, monitoring frameworks, and institutional accountability systems.
“We have had policies since the early 2000s, but the real question is: where is the implementation plan, and how do we track progress?” he noted. “If a policy says 40 percent representation for women in leadership, we must be able to measure whether that is being achieved.”
He emphasized that MAGNETISE would support training, capacity-building exchanges with European institutions, student engagement programmes, and the development of a digital knowledge hub for gender equality.
Makerere University’s Institutional Position on Gender Equality
Representing university leadership, Dr. Suzan Mbabazi of Makerere University’s Gender Mainstreaming Directorate reaffirmed the institution’s commitment to advancing gender equality across its academic, research, and community engagement mandate. She highlighted significant progress made over more than two decades, citing policies such as the Gender Equality Policy and the Regulations Against Sexual Harassment, alongside governance frameworks that have institutionalized gender equity. Makerere has also established key structures, including the Institute of Gender and Development Studies and the Gender Mainstreaming Directorate, to coordinate initiatives across faculties. Yet, Dr. Mbabazi cautioned that structural achievements do not erase systemic challenges. “Despite progress globally and locally, we must acknowledge persistent gaps, biases, and inequalities within higher education institutions,” she said, stressing the need to bridge policy and practice. She urged participants to prioritize awareness creation, institutional analysis of existing gaps, and deliberate action to dismantle structural barriers. Reaffirming management’s support, she called for continued collaboration among institutions and stakeholders to sustain momentum in gender mainstreaming.
Preliminary Survey Findings Reveal Mixed Progress
Presenting the initial findings of a university-wide survey, Dr. Peace Musiimenta of the School of Women and Gender Studies at Makerere University revealed that responses from 82 participants across various units highlight both progress and persistent challenges in advancing gender equality. While many acknowledged strides in gender mainstreaming, structural and cultural barriers remain entrenched. The study found that although gender policies exist, their implementation is often inconsistent, and initiatives risk being treated as isolated projects rather than integrated institutional practices. Dr. Musiimenta noted that some staff perceive gender programs as overly focused on women, fueling resistance and ideological tensions within academic spaces. She emphasized that the challenge is no longer the absence of policy but the need to ensure visibility, ownership, and effective application of existing frameworks to embed gender equality across the institution.
Gender Audit Highlights Structural Gaps and Progress
Expanding on the institutional audit, Dr. Florence Ebila outlined the methodology and preliminary findings of the gender audit conducted between May and June 2026.She explained that the audit examined institutional policies, governance systems, practices, organizational culture, and perceptions of gender equality.
The study drew data from multiple administrative units including human resources, academic registrars, estates and works departments, and student leadership structures. Ebila reported that Makerere University has made significant institutional progress, including the establishment of gender-focused units and integration of gender considerations into teaching, research, and governance. However, she identified persistent disparities in representation, particularly in science-related disciplines where male staff and students remain dominant.
She also highlighted infrastructural gaps, noting that while newer buildings are increasingly accessible, several older facilities lack adequate support for persons with disabilities and other vulnerable groups.
Another concern raised was limited gender-responsive budgeting, with insufficient allocation of resources to sustain gender mainstreaming activities across all units. “The challenge is not just policy design, but operationalization at all levels of the institution,” she said.
Gender, Identity, and Institutional Culture: A Critical Reflection
A keynote reflection by Dr Josephine Ahikire introduced a deeper theoretical lens to the discussion, situating gender mainstreaming within broader questions of institutional power, identity, and cultural norms.
Ahikire emphasized that gender mainstreaming is not a technical exercise but a structural transformation process that challenges entrenched systems of privilege.
She used the example of Makerere University’s centenary monument, where a male graduate is prominently positioned in front view while a female graduate is placed at the rear, to illustrate how symbolic representations can reflect deeper institutional biases.
“What appears natural often hides embedded inequality,” she argued. “Even symbolic structures matter because they reflect how institutions imagine gender.”
Ahikire acknowledged Makerere University’s progress in policy development and institutional frameworks but cautioned that deeper cultural transformation is still required.
She emphasized the need to interrogate curriculum design, research systems, and informal institutional practices that may perpetuate inequality despite formal commitments to inclusion.
She further argued that gender discourse must retain its political dimension, noting that terms such as feminism should not be avoided but engaged critically in order to address structural inequality.
“Gender equality work is not about comfort,” she said. “It is about questioning established norms and rethinking how power is distributed.”
Institutional Achievements and Remaining Challenges
Across presentations, several common themes emerged.
Participants acknowledged that Makerere University has developed one of the most advanced gender mainstreaming frameworks in the region, including:
- A dedicated gender equality policy framework
- Sexual harassment regulations and safeguarding policies
- Institutional gender mainstreaming structures
- Student engagement programmes and gender clubs
- Scholarships supporting women in science and disadvantaged backgrounds
- Increasing integration of gender into teaching and research
However, speakers consistently highlighted persistent challenges, including:
- Limited implementation of gender policies at departmental level
- Uneven representation of women in senior academic ranks
- Infrastructure gaps affecting accessibility and inclusion
- Weak gender-responsive budgeting mechanisms
- Resistance and misunderstanding of gender equality concepts
- Fragmentation of gender work across isolated units
Towards a Comprehensive Gender Equality Plan
A key outcome of the MAGNETISE project is the development of a comprehensive institutional gender equality plan for Makerere University, supported by monitoring tools and a sustainability framework.
The plan is expected to consolidate existing policies into a coherent implementation strategy, linking institutional commitments to measurable outcomes.
It will also include a handbook for monitoring gender equality initiatives and a digital platform for knowledge sharing among students and staff.
Project leaders emphasized that sustainability will depend on institutional ownership beyond donor funding, particularly through integration into university governance systems.
A Continuing Institutional Journey
The workshop concluded with a shared recognition that gender equality in higher education remains a work in progress, requiring sustained institutional commitment, cultural transformation, and accountability mechanisms.
While Makerere University has made notable progress over the past decades, speakers agreed that the next phase of gender mainstreaming must focus on implementation, visibility, and structural change.
As the MAGNETISE project continues across partner institutions in Africa and Europe, it positions itself not only as a research initiative, but as a long-term institutional reform effort aimed at reshaping how universities understand and operationalize gender equality in higher education.
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