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• be motivated
• have the support of family and spouse
• possess the required skills.
Strategies for overcoming the
barriers of racism, sexism and ethnicity which various
researchers have suggested for black women in leadership and management are to:
• learn about the culture of the organisation [in which you work] (Green 1997:156
Miller & Vaughn 1997:187)
• build external support outside [your] unit or department to embrace the wider
campus/other campuses or organisations (Green 1997:156).
• keep strong ties with family, church and community; affiliations with these help
relieve stress by providing creative outlets and sources of renewal; family
provides continuity of identity and a reality base as it is supportive, nurturing and
corrective (Reid Wolfman 1997); family and community
serve as havens for
emotional support, protection and stability as one transcends the challenges and
meets the opportunities of the workplace culture (Miller & Vaughn 1997:182).
• obtain formal preparation in administration and leadership
• make use of advice and counsel of mentors; mentor others
• develop strong personal and professional networks
• acquire appropriate skills and competences necessary for administrative positions
(Miller & Vaughn 1997:182)
• be aware that sexism and racism
can affect your career,
don’t lose your balance over sexist comments (Powney 1997:53)
• serve on key university committees to get opportunity to interact and be
recognised by top university administrators
• develop a track record that attracts the attention of others
• develop collegial, non-threatening relationships
with staff and faculty
• excel at the lower step on the ladder before giving consideration to the next step
• give the same attention to your current appointment as you would the presidency
or vice presidency [vice chancellorship/deputy vice chancellorship]
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• (Dawson 1997:199).
Some environmental strategies are:
• the university or college community must examine the practices in which it
traditionally engages and assesses the degree of stereotyping and
misinformed
assumptions which are being perpetrated (Trotman Reid 1990:158)
• building a local university network of ethnic minorities at various levels
throughout the campus to establish a supportive environment (Trotman Reid
1990:151)
• joining groups on the university campus that are influential in changing
university policies and practices to prevent discrimination and oppression
• participation on permanent committees formed to explore and report on
professional climate issues and to make campus-wide recommendations (Daniel
1997:176)
• institutional policies and practice to support those individual
women striving
against sexism to become managers (Powney 1997:55)
• proper staff recruitment, appointment and promotion procedures should be
implemented and backed up by effective appraisal schemes and a coherent staff
development programme (Powney 1997: 56).
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