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Career Growth And Women’s Development In Ugandan Public Universities. A Case Of Mbarara University Of Science And Technology
The study examined the factors influencing career growth and women’s development in Ugandan public universities,with a focus on Mbarara University of Science and Technology. The study specifically investigated the effects of Mentorship and Sponsorship, Training and Skill Development, Work-Life Balance Policies, and Promotion Fairness on the professional advancement of female academic and administrative staff. A mixed-methods approach was employed, combining quantitative data from structured questionnaires administered to 48 female staff members with qualitative insights from in-depth interviews. Multiple linear regression analysis was conducted to determine the
relationship between the independent variables and women’s development. The results revealed that the combined effect of Mentorship and Sponsorship, Training and Skill Development, Work-Life Balance Policies, and Promotion Fairness significantly predicted women’s development, accounting for 67.4% of the variance (R² = 0.674, Adjusted R² = 0.652, p < 0.001). Among the predictors, Promotion Fairness had the strongest positive influence (B = 0.312, p= 0.001), followed by Training and Skill Development (B = 0.285, p = 0.001), Work-Life Balance Policies (B = 0.241,
p = 0.002), and Mentorship and Sponsorship (B = 0.219, p = 0.002). Qualitative findings further supported these results, with respondents indicating that transparent promotion procedures, access to professional development programs, supportive work-life balance measures, and structured mentorship significantly enhanced their career progression and professional confidence. One respondent noted, “Through training and mentorship, I have gained the skills and confidence to pursue leadership positions I previously thought were unreachable.” The study concluded that
women’s development at Mbarara University of Science and Technology was significantly influenced by institutional policies and programs that promote fairness, skill enhancement, work-life support, and mentorship. It was recommended that the university strengthen equitable promotion practices, expand training and skill development opportunities, institutionalize comprehensive work-life balance policies, and establish formal mentorship and sponsorship programs to enhance women’s career growth. These interventions were deemed essential for creating an inclusive and empowering academic environment that fosters professional advancement and leadership opportunities for female staff.