Using a platform of substantial theories and applications, this book explores approaches taken to university leadership, how leadership is formed, and challenges that leadership of universities experiences within the context of Europe.

While leadership is an over-used term today, how it is defined for women and the contexts in which it emerges remains elusive. Moreover, women are exhorted to exercise leadership, but occupying leadership positions has its challenges. Issues of access, acceptable behaviour and the development of skills to be successful leaders are just some of them. Diversity in Leadership: Australian women, past and presentprovides a new understanding of the historical and contemporary aspects of Indigenous and non-Indigenous women’s leadership in a range of local, national and international contexts. It brings interdisciplinary expertise to the topic from leading scholars in a range of fields and diverse backgrounds. The aims of the essays in the collection document the extent and diverse nature of women’s social and political leadership across various pursuits and endeavours within democratic political structures.

Leadership in universities is physically, intellectually and emotionally demanding work. It involves multiple and complex tasks and responsibilities such as staff management, strategic management, operational planning, financial and resources management, policy development, quality assurance processes, improving student outcomes, and engaging with community and the professions/industry. Leadership is not simply the act of being a leader, it is the act of leadership that projects ‘success’ and ‘desirable’ attributes. Leadership has the capacity to be deeply seductive yet it is not an immediately attractive option for women, particularly for those who carry the burden of family and domestic responsibilities, for whom finding a space for leading is no easy task. Yet despite the almost pessimistic research evidence, women are in senior leadership positions in higher education, however precarious their numbers. There can be little doubt that universities benefit from diversity in their student and staff population This book addresses the central questions; Who are the women who survive and occupy elite leadership roles in universities? How might their leadership be shaped by and a consequence of institutional climate? What strategies do they learn and adopt and how do they lead and manage their female colleagues? What about those women who do not ‘fit’ the gender script? The chapters overview the changing policy landscape in higher education; provide a critical commentary on the interplay between gender, leadership, higher education, and organisational diversity, and draw on education and critical management literatures in order to offer a broader understanding of gender and elite leadership; This book will be essential reading for anyone involved or interested in higher education policy and management, academic leadership, organisational diversity and gender studies.

This book is based on a really important, timely and relevant idea to bring together sources on the self-management of leadership development. The book is important because almost all leadership development relies to a great degree on the leader s capability to manage his or her personal development. It is timely because there is currently no single volume that covers the topic; and it is relevant because leadership is such an extremely important issue for the success of our organizations, countries and society in general. The editors have done a thoroughly professional job in identifying top quality authors and combining their contributions into a very worthwhile volume. Ivan Robertson, University of Leeds, UK Self-Management and Leadership Development offers a unique perspective on how leaders and aspiring leaders can and should take personal responsibility for their own development. This distinguished book is differentiated from other books on this topic with its view on the instrumental role played by individuals in managing their own development, rather than depending on others, such as their organization, to guide them. Expert scholars in the area of leadership emphasize the importance of self-awareness as the critical starting point in the process. Explicit recommendations are provided on how individuals can manage their own self-assessment as a starting point to their development. The contributors present insights and practical recommendations on how individuals can actively self-manage through a number of typical leadership challenges. Business school faculty teaching electives in leadership, and managers who engage in leadership development for themselves or others, should not be without this important resource. Consulting firms and training institutions offering leadership development programs and participants in MBA and executive development programs will also find it invaluable.

Even as Canadian universities suggest their gender issues have largely been resolved, many women in academia tell a different story. Systemic discrimination, the underrepresentation of women in more senior and lucrative roles, and the belief that gender-related concerns will simply self-correct with greater representation add up to a serious gender problem. Although these issues are widely acknowledged, reliable data is elusive. Glass Ceilings and Ivory Towers fills this research gap with a cross-disciplinary, data-driven investigation of gender inequality in Canadian universities. Research presented in this book reveals, for example, that women are more likely to hold sessional teaching positions and to face difficulties obtaining funding. They are also poorly represented at the upper echelons of the professoriate and must contend with a gender pay gap that widens as they move up the ranks. Contributors consider the daily grind of academic life, social, structural, and systemic challenges, and the gendered dynamics of university leadership, all with an eye to laying the groundwork for practical and meaningful institutional change.

Women are now part of senior management in higher education (HE) to varying degrees in most countries and actively contribute to the vision and strategic direction of universities. This book attempts to analyse their impact and potential impact on both organisational growth and culture

Drawing on data from Australia, England and New Zealand, this book addresses how neo liberal policies of successive governments have decreased autonomy of academics and increased regimes of surveillance, radically altering how academics think about and engage in their intellectual work.

The nature of academic institutions is inherently gendered. This is because higher education institutions (HEIs) do not operate in a void but, rather, are part and parcel of patriarchal social structures. This book offers a comprehensive presentation of the gendered and gendering academic career development. It explores various scholarly roles that academics face throughout their careers and how they are gendered in their nature. The book connects relevant literature on the topic with novel empirical studies to increase the understanding of how gender is played in academia across different roles and different career stages. The empirical context is conducted in Central and Eastern Europe and sheds new light on the gendered and gendering nature in academia in the region. The book also offers propositions on how to undo gendered academia to make it a more inclusive workplace for all. Dedicated to the academic reader employed in HEIs, particularly among those who are involved in the management of such institutions, this volume will be of great interest to researchers, academics, and advanced students in the fields of human resource management, organizational studies, higher education, and gender studies.

This book investigates the gendered dimensions of academic life in the contemporary Australian university. It examines key discourses – most notably academic performativity and identity – through a feminist lens, and scrutinises how discourses of neoliberalism and feminism are entangled in the structure, systems, operations and cultures of the university. Drawing on in-depth qualitative interviews with academic women in Australia, the author uses a mix of experimental methods to emphasise the performative and discursive decisions women make with regard to their academic careers. In doing so, this book reveals how women themselves generate neoliberal and feminist shifts, how they manage the contradictions they produce, and how they carve spaces of influence and authority. Moving towards a re-evaluation of existing discourses, this book offers new insights into gender inequality in the Australian university in neoliberal times.

Supervision in teacher education is entering an exciting time. In the last decade, national reports calling for the transformation of teacher preparation have advocated for greater school-university collaboration and increased clinical preparation of teachers (AACTE, 2018; NCATE, 2010). Thus, institutions with teacher preparation should be increasingly concerned with the clinical component of their teacher certification programs (AACTE, 2010; 2018; NCATE, 2001; NEA, 2014). However, supervision in teacher preparation has historically been held in low regard, (Beck & Kosnik, 2002; Feiman-Nemser, 2001; The Holmes Group, 1986; Hoover, O’Shea, & Carroll, 1988; Soder & Sirotnik, 1990) even though research has shown that high-quality supervision promotes teacher candidate learning (Bates, Drits, & Ramirez, 2011; Burns, Jacobs, & Yendol-Hoppey, 2016; Darling-Hammond, 2014; Gimbert & Nolan, 2003; Lee, 2011). In fact, university supervisors “may be the most undervalued actors in the entire teacher preparation equation when one considers the knowledge, skills, and dispositions they must have to teach about teaching in the field” (Burns & Badiali, 2016, p. 156). Despite this research, the function of supervision has often been relegated to adjunct faculty or even removed the university-based supervisor altogether in some colleges/schools of education (McIntyre & McIntyre, 2020; NCATE, 2010; Slick, 1998; Zeichner, 1992, 2005). These practices are incredibly problematic for actualizing clinically based teacher education. Thus, the road to transforming teacher education must involve addressing such long standing misperceptions about what supervision is, what purpose it serves, and how it can be renewed from an afterthought to become the driving engine of high quality teacher preparation. Advancing Supervision in Clinically Based Teacher Education: Advances, Opportunities, and Explorations aims to elevate supervision and supervisors, as undervalued actors, by disseminating high-quality manuscripts on this critical area of study. The chapters in this book tackle the persistent issue of devaluing and marginalizing supervision in some institutions of higher education by sharing current research, illuminating challenges of supervising in the current high stakes accountability climate, and offering innovative ideas that can improve supervision in clinically based teacher education.