The impact of attitudes and human resources policies and practices on gender equality: A focus on the university of the Gambia

Abstract

The aim of this paper is to review the attitudes and HR policies and practices of the University of the Gambia (UTG) and to assess how they impact gender equality in the institution. To achieve these objectives, the study used a mixed methods research approach, whereby both quantitative and qualitative data was collected. In terms of the quantitative data, a questionnaire with close-ended questions was designed and distributed to a sample of fifty employees in the administrative department of the University of the Gambia (UTG). A qualitative data approach was also used to collect primary data through interviews, which is helpful in collecting different opinions and views from the study participants. After analysing the data, we find that attitudes and HR policies and practices can negatively impact women’s empowerment, which therefore creates gender inequality in the institution. Based on these findings, the paper makes two key recommendations. First, for the university of the Gambia to develop recruitment policies that will address the issue of gender inequality, especially in senior management, by ensuring the university has clearly described implementable genderequality policies and practices. Second, the university should introduce policies and practices that will create flexible work schedules for women in order for them to be able to have time for their children. This can positively enhance employee devotion, particularly the commitment of female employees to their jobs because they will feel that the University cares about their family life