Career Pathways Of Indian Women In Senior Leadership Roles In Higher Education

Abstract

Indian women in higher education have complex paths to senior leadership roles. Barriers include gender bias, limited support, inequitable access to networks and work-family conflict. These challenges stall progress and restrict visibility in leadership spaces. Despite high qualification and experience many women experience blocked promotion paths or are displaced in roles with limited decision power. Some institutions these days provide support for women in careers. Mentorship, leadership training and peer groups develop skills and confidence. Clear promotion rules and gender audits also enhance access to leadership tracks. Role models - women leaders in top roles motivate others to reach for the stars and stay in the field longer. Digital platforms have opened learning, research and collaboration to build stronger profiles of women. Nevertheless, social norms and uneven workload distribution remain major obstacles. Some women carry on more domestic work and lack time for research or administration. Institutions need to act on three fronts to increase female leaders. First, they must create fair systems that encourage growth without bias. Second, they should invest in long term development via support and coaching. Third, they must encourage flexible work structures that place output above time. The road to leadership for Indian women in higher education is guided by each support and system. Institutions can develop more balanced teams with the appropriate programs and adjustments and allow for diverse, skilled leadership at the top.