Building Pathways for Women’s Leadership in Cambodian Universities
Our workshop on “Promoting Women’s Leadership in Cambodian Higher Education: Challenges and Future Directions” in October 2025 brought together women academics, senior leaders and stakeholders to turn research into concrete action. The event highlighted both the everyday barriers women face and the practical steps institutions can take to create more equitable leadership pathways.
What the workshop achieved
Participants used the Gender at Work framework to map how informal norms and formal rules shape women’s leadership journeys across Cambodian universities.
University teams drafted action points on mentoring, setting targets for women’s participation in decision‑making spaces, transparent promotion, data collection and supportive workplace cultures to carry back to their institutions.
The workshop strengthened emerging networks of “gender ambassadors” committed to sustaining dialogue and change beyond a single event.
The workshop highlighted the importance of working at multiple levels at once: individual confidence, organisational practices, and wider policy commitments to gender equity, diversity and inclusion (GEDI).
Female leaders’ testimonies
Key themes around women trajectories in Cambodian HE included internalised doubt, the “double shift” of paid work and caregiving, and fear of judgment when speaking up.
“Most women think that leadership is only for men… They are afraid they cannot make decisions or lead teams.” (Mid‑management female academic)
“Emotionally, it’s not easy. For example, I often worry that my child might get sick or need me.” (Mid‑management female academic)
“Sometimes we do not dare to speak. We worry that our opinions are not good, or that we might be criticised.” (Mid‑management female academic)
These insights framed small‑group work on how institutions can reduce self‑silencing and redesign leadership expectations around real lives, not “unconstrained time.”
Signs of change and support
Alongside challenges, participants shared powerful examples of support, role models and cultural shifts that the workshop aims to amplify.
“My supervisor supports me a lot. He sends me to workshops and always encourages me.” (Senior‑management female academic)
“The female dean always leads the meeting, plans for changes… she is good.” (Mid‑management female academic)
“Women can achieve leadership with family support and dedication.” (Senior‑management male stakeholder)These voices show that allies—supervisors, senior women leaders, family members and peers—are already helping build more enabling environments, and that visibility of capable women in leadership roles is transforming what younger academics see as possible.
From discussion to action
Using these findings, the workshop participants identified priority areas for change:
Embedding gender‑responsive leadership in institutional strategies and meeting practices, not just celebrating International Women’s Day.
Expanding mentoring, leadership training and scholarship opportunities, especially for women with caregiving responsibilities and from rural institutions.
Strengthening gender data, monitoring and accountability so policies move from paper to practice.
As one participant put it: “When women study abroad… they bring those good systems into their workplaces.” (Senior‑management female academic)
The workshop outcomes feeds into infographics, policy briefs and a simple report designed for universities, ministries and partners who want to act on these insights.
If you are interested in collaborating, sharing experience from your institution, or accessing the workshop materials, please contact the project team via the discussion space on this website.