Microsoft Word doctoral thesis final[1]. doc

6.6     CONCLUSION 
 
While it is encouraging to note that the Employment Equity Policy in South Africa, and 
its UK equivalent Equal Opportunities Policy, advocate the removal of obstacles to the 
advancement of women and encourage their full participation and contribution to higher 
education, especially at senior levels (3.3.2.1 iii), numerous barriers still exist. 
 
Although it is generally assumed that women’s particular style of leadership is better 
suited to ‘today’s ‘flatter team-based organisations’(Daft 2005), there are still insufficient 
women beyond the level of HoD in universities. However, more women seem eager to 
advance themselves despite the odds against them. More effort is required, then, to ensure 
that the female style of leadership is encouraged and promoted.