Abstract

Women remain underrepresented in leadership positions in higher education institutions (HEIs) across the Gulf region despite sustained policy efforts to advance gender equity. This study examined how stakeholders perceive the relationship between gender diversity and inclusion policies and women’s leadership advancement at the University of Sharjah, UAE. Specifically, it investigated the association between perceived policy adequacy and leadership opportunities, explored how policies supported or hindered progression, and identified persistent barriers. A concurrent mixed-method cross-sectional design was employed. The study population comprised academic and administrative staff at the University of Sharjah, from whom 40 survey participants (29 women, 72.5%; 11 men, 27.5%) were invited, with all 40 completing the form, and eight were purposively selected for qualitative interviews (seven women and one man, spanning administrative, faculty, and leadership roles). Quantitative findings revealed a very strong positive correlation between perceived gender diversity policies and women’s leadership (r = 0.95, p < 0.001), with policies explaining 89.8% of the variance in leadership perceptions. However, qualitative data highlighted gaps between formal policy commitments and practice, linked to structural, managerial, and cultural constraints. The study recommends adopting gender-responsive, enforceable policies supported by accountability mechanisms, transparent promotion systems, and targeted leadership development initiatives to achieve sustainable and substantive progress.

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