Last Sunday afternoon, as I waited in line at the pink zone designated for female passengers at the Tun Razak Exchange MRT Station, a conversation between a young couple caught my attention. “We cannot get into this coach. It’s only for ladies lah,” the woman remarked. In response, the gentleman retorted cynically, “Huh, I don’t understand why we need to have this women-only coach when the train is so crowded. Aren’t women always advocating for gender equality and gender balance?  Why should they receive special treatment if equality is what they want?”

I have encountered this sentiment many times throughout my journey in academia. It is a sentiment that, while perhaps rationalised on the outset, overlooks the nuanced challenges women face in many spaces and facets of life.

Reflecting on my own experiences, one particular moment stands out —the day I received the L’Oreal-UNESCO for Women in Science Award in 2018. While many offered sincere congratulations, some of my male colleagues questioned the need for gender-specific recognition. “Why is it only for women? We need more men in science,” they’d jest. These remarks underscore two prevailing issues in Malaysian academia and the larger society: misconception of what gender equality means and how gender inequality manifests itself.

Despite the growing number of female students enrolled in university, gender disparities persist in both academia and the workforce. While it is encouraging to see more women enrolled in Malaysian public higher institutions—according to a Statista report in 2022, female students outnumbered male students by a significant margin in 2020—the transition into the workforce remains particularly more challenging for women. Female graduates face a disproportionately higher unemployment rate compared to their male counterparts, as reported by the Department of Statistics Malaysia (DoSM).

Within academia, the metaphorical “leaky pipeline” phenomenon epitomises the uphill battle women face in advancing their careers while balancing familial/societal expectations and well-established ‘old boys’ networks. While women make up a significant proportion of academicians, their representation diminishes at higher academic ranks. Reports from the Ministry of Higher Education reveal this stark contrast: only 34% of professors are women, despite women comprising 56.5% of all academicians. Additionally, women are underrepresented in prestigious awards in certain STEM fields, face challenges in manuscript review processes, and encounter barriers to becoming independent principal investigators. This phenomenon is not unique to Malaysia, in fact perhaps more critical in the most STEM-advanced nations.

Addressing systemic biases in academia requires a comprehensive approach from all stakeholders, with universities playing a pivotal role. Integrating Sustainable Development Goals (SDGs) into the core mission and values of institutions is essential, ensuring alignment with broader sustainability objectives. Alongside setting clear, specific, and realistic goals, universities must establish robust monitoring and evaluation mechanisms to track progress and refine strategies accordingly. Furthermore, prioritising interdisciplinary research collaborations and funding initiatives can provide comprehensive insights into the complex intersections of gender, culture, and academia to inform more effective policy and strategy development. Additionally, investing in comprehensive diversity and inclusion training for faculty, staff, and students goes beyond awareness-creating programmes. These mandatory training programmes must equip individuals with the tools and resources needed to foster inclusive environments and address unconscious biases. Through these concerted efforts, universities can create equitable and inclusive academic environments where all individuals have equal opportunities to thrive and contribute to meaningful change.

As we mark International Women’s Day, let’s not only celebrate the achievements of women across all walks of life but also recognise the work that lies ahead. Empowering women is not about conferring special treatment. However, just like the need for pink coaches, we need to create safe and secure spaces for everyone on this journey called life.  It is about recognising the invisible hazards that exist and respecting the rights of those who are more vulnerable. It is about creating an environment where everyone can thrive and contribute their talents without barriers. By addressing the leaky pipeline and promoting inclusivity, we can pave the way for a future where every individual, regardless of gender, has equal opportunities to succeed.

As I disembark the train, I am grateful that my own trajectory has been paved by mentors and peers from both genders who believed in me and championed my progress. The journey toward gender equality in academia is a collective endeavour—one that requires us to challenge existing norms and advocate for change. Let’s stand together, break down barriers, and build a future where everyone, regardless of gender, is celebrated for their contributions and empowered to reach their fullest potential. May this future be one where gender ceases to be a limiting factor, allowing every individual to thrive and succeed based on merit and sheer determination.

Professor Chai Lay Ching
Pro Vice-Chancellor (Education)
Email: @email

This article was first published in Business Today on 6 March, 2024.