Long-term gender mainstreaming at Makerere University now extend into a new arena, as partnership and micro-certifications work to move women from the margins of the intelligence era toward its centre.

Makerere University is a pioneer in promoting Gender Equality embedded in its mission and vision. Women's participation in leadership is enhanced through affirmative action policies, establishment of the Gender Mainstreaming Directorate, enactment of the Makerere Gender Equality Policy and the Policy and Regulations against Sexual Harassment and targeted women in leadership training opportunities.

Key among these is the investment in capacity building of women in leadership skills, introduction of the Vice Chancellor excellence awards to motivate university staff to conduct impactful cutting-edge research. There are opportunities for experience sharing and learning from each other.

Other initiatives include the Male Engagement Strategy and formulating the Makerere University Men's forum. A space for male staff and students to promote gender equality by supporting female colleagues advance in leadership. Toxic narratives are spoken about and challenged.

The university has created a conducive environment through policy implementation. A case in point is the Policy and Regulations against Sexual Harassment, which is at the core of ensuring zero tolerance to sexual harassment.

Participants at a leadership training programme for early-career female staff at Makerere University © Makerere University

Despite the above initiatives, women in Uganda higher education face distinct barriers.

There is persistent male domination for higher leadership positions like vice chancellor and college principals who are picked from a pool of professors and senior lecturers. In the case of Makerere of the 75 professors, only ten are female professors with the 65 being male professors. There are forty-three female associate professors compared to ninety-four male associate professors. Early career females have few role models for inspiration.

Low numbers of women undertaking PHD studies. In 2025 alone, only 9 females and 11 males completed PHDs in the college of Humanities and Social sciences. Yet a PHD is a requirement for entry in to academia and ensures advancement in the career ladder. In the same year there were 444 female and 908 male academic staff, of these only 10 are female professors while 65 are male professors, representing 87% for males and only 13% for females. These low female numbers affect the pool of academic staff to be considered for leadership.

Conditions required for promotion trap women. For one to be promoted to senior lecturer, they need eight recognised publications in their area of specialisation, with at least four new publications in the last three years at the time of application. For directors the requirements include ten years of proven research experience, twelve publications, eight of which must be published in referred journals.

Limited opportunities for individual networking among university women. These personal networks are sources of information on leadership development programs, study opportunities and mentorship. The networks provide a pathway for collaboration. Women are less inclined to join activities with colleagues outside of the family and work. Without access to these networks, women find themselves isolated.

Only 8% of the 24.3 million women are digitally literate, over 90% remain digitally illiterate. In addition, economic inequality affects women's access to digital devices and data on top of these there are entrenched social norms which act to restrict women's access to AI education and use. The current positioning of women as secondary actors and downstream consumers of AI renders them invisible in the AI sector. This creates the impression that AI is a male domain and translates into few women actively participating in development of AI knowledge and championing its use.

Women's limited access to digital devices like laptops, desk top computers and internet connection devices affects their advances in AI literacy. The cost of these devices is too high for an average Ugandan woman, with laptop costs ranging 650-1,300 dollars.

Makerere hopes for long-standing partnerships in gender, leadership and AI literacy. The mobilisation of women to position themselves as the main actors in AI knowledge creation and use. The use of micro certification programmes as vehicles to build women's capacity to use AI.

Opening up spaces for diverse groups of staff and students. The planned symposium will be a means to collaborate and reflect. The universityespecially hopes for continued capacity building and knowledge transfer on mindful AI use, transparency and accountability.