{"id":7856,"date":"2025-12-16T12:45:42","date_gmt":"2025-12-16T12:45:42","guid":{"rendered":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/?p=7856"},"modified":"2025-12-16T12:47:15","modified_gmt":"2025-12-16T12:47:15","slug":"sea-and-uk-gender-equality-diversity-and-inclusion-forum","status":"publish","type":"post","link":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/sea-and-uk-gender-equality-diversity-and-inclusion-forum\/","title":{"rendered":"South East Asia and UK Gender Equality Diversity and Inclusion Forum"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><em>Written by Dr Tariq Umar<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In late October 2025, academic and sector leaders from Southeast Asia and the UK gathered in London for the <strong>SEA\u2013UK GEDI Leadership Forum<\/strong>, supported by the British Council and SEAMEO RIHED. Among those presenting was <a href=\"https:\/\/people.uwe.ac.uk\/Person\/TariqUmar\">Dr Tariq Umar<\/a>, Senior Lecturer at UWE Bristol, showcasing emerging findings from the collaborative research project, <a href=\"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/uwe-academic-recipient-of-southeast-asia-uk-gender-challenge-grant\/\"><em>Building psychological resilience in women leaders: Strengthening support systems in Malaysian and Indonesian universities<\/em><\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Forum brought together senior university leaders, policy partners, government ministries, and researchers to reflect on progress achieved across the GEDI (Gender Equity, Diversity &amp; Inclusivity) programme, share institutional innovations, and plan the next phase of development to advance gender-responsive leadership in higher education.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>A regional challenge with global significance<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Women academics and university leaders across Southeast Asia are achieving notable progress and increasingly contributing to institutional strategy, national development agendas, and the UN Sustainable Development Goals. However, many still face well-recognised pressures, including:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>limited visibility of leadership pathways<\/li>\n\n\n\n<li>conflicting expectations around professional and family roles<\/li>\n\n\n\n<li>implicit gender bias and stereotypes<\/li>\n\n\n\n<li>gaps in institutional support for mental health and work\u2013life balance<\/li>\n\n\n\n<li>lower access to mentoring and structured leadership development<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">To explore this, UWE Bristol partnered with <strong>Universiti Malaya (UM), Malaysia<\/strong> and <strong>Universitas Gadjah Mada (UGM), Indonesia <\/strong>through the funded project titled &#8220;<a href=\"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/uwe-academic-recipient-of-southeast-asia-uk-gender-challenge-grant\/\">Building psychological resilience in women leaders: Strengthening support systems in Malaysian and Indonesian Universities<\/a>&#8221; to examine how women leaders sustain resilience in demanding academic environments. The project gathered survey data, focus group discussions, and leadership insights from academic, administrative, and student participants across both institutions. Earlier in September this year, the project held its <a href=\"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/research-visit-to-university-of-malaya-malaysia\/\">public engagement event in UM, Malaysia<\/a> which included the activities such as awareness sessions, trainings, panel discussion, guest lectures and meeting with the University of Malaya leadership \u2013 to share the results and recommendations arriving from the project.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What the research revealed<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Initial findings from UM and UGM highlight several co-existing realities:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>1. Work-life balance is the most significant barrier<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A large majority of participants across both universities reaffirmed that <strong>balancing family responsibilities and leadership roles remain one of the most persistent constraints<\/strong>. While policies exist, implementation is uneven, and informal expectations often dissuade women from pursuing leadership opportunities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>2. Psychological resilience matters<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many participants described <strong>imposter feelings and self-doubt<\/strong> &#8211; not unusual for emerging women leaders navigating scrutiny, gendered norms, and multi-role pressure. However, mentoring and leadership coaching were found to significantly reduce these experiences, reinforcing the need for structured and consistent support.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>3. Mental health support is growing &#8211; but needs strengthening<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Although peer support was strong, <strong>formal access to psychological support was limited<\/strong>, particularly counselling and professional services. Respondents expressed a need for longer-term, better-communicated, and institution-wide approaches.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>4. GEDI policy exists &#8211; but awareness is uneven<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While staff widely acknowledged that institutional leadership values GEDI principles, <strong>not all community members feel directly connected to these policies in practice<\/strong>. Many reported limited awareness of existing programmes and suggested stronger communication, visibility, and continuity.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>5. Institutional culture shapes aspirations<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The strongest enabling factors identified across the study included:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Mentorship and role models<\/li>\n\n\n\n<li>Supportive supervisors<\/li>\n\n\n\n<li>Peer networks<\/li>\n\n\n\n<li>Inclusive leadership signalling from senior management<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">In campuses where these were present and visible, women were more confident in pursuing promotions and opportunities.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-small-font-size has-custom-font-size wp-element-button\" href=\"https:\/\/uwe-repository.worktribe.com\/output\/15199932\">Read the full report<\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:27px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Learning together: inside the SEA-UK GEDI Forum<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Over three days, the Forum examined how universities in the UK and Southeast Asia can learn from each other to accelerate GEDI implementation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Day one: GEDI in practice \u2013 a UK campus lens<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Participants visited the Institute of Developmental Studies to explore:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Inclusive campus design<\/li>\n\n\n\n<li>EDI-led leadership development programmes<\/li>\n\n\n\n<li>Student engagement strategies<\/li>\n\n\n\n<li>Governance structures for equitable policy delivery<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">A roundtable session allowed staff and students to compare the UK approach to Southeast Asian contexts, identifying replicable practices\u2014from integrated reporting systems to co-designed leadership initiatives.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Day two: Action planning and knowledge exchange<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">During the British Council roundtable, participants discussed challenges and successes from Phase II of the programme, focusing on:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>What meaningful impact has been achieved so far?<\/li>\n\n\n\n<li>Which UK practices have already been adapted locally?<\/li>\n\n\n\n<li>How can Southeast Asian insights inform work in the UK?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Breakout groups co-designed next steps, including clearer monitoring frameworks, shared digital resources, and cross-institutional mentoring models.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Day three: Public forum and policy engagement<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A public dissemination event brought together more than 80 stakeholders. Through panel discussions, rapid-fire project showcases, and dialogue with policymakers, participants reflected on:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>maintaining momentum in higher education reform<\/li>\n\n\n\n<li>the value of comparative learning between the UK and Southeast Asia<\/li>\n\n\n\n<li>opportunities for sustained regional collaboration in Phase III<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Projects, including Dr Umar\u2019s, demonstrated how grounded research can generate actionable solutions that help universities move from commitment to transformation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">UWE Bristol&#8217;s contribution<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Dr Umar presented emerging results from the UM\u2013UGM\u2013UWE Bristol research, including a new modelling approach using <strong>Partial Least Squares Structural Equation Modelling (PLS-SEM)<\/strong>. The analysis showed that:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Strong GEDI systems directly improve leadership access, mental-health wellbeing, and work\u2013life balance among women leaders.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In other words, policies alone are not enough &#8211; <strong>how they are lived institutionally fundamentally shapes whether women feel able to lead<\/strong>. The findings provide practical evidence that universities benefit when:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>leadership development includes psychological resilience<\/li>\n\n\n\n<li>policies are experienced consistently across departments.<\/li>\n\n\n\n<li>women are supported through mentorship and recognition.<\/li>\n\n\n\n<li>mental health is normalised and resourced.<\/li>\n\n\n\n<li>family commitments are not positioned as a leadership disadvantage.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This research also helps institutions benchmark progress and plan future interventions grounded in staff experience.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Looking forward<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Forum made clear that <strong>gender-responsive leadership development in higher education is advancing across the region<\/strong>, but momentum must be maintained. Across UM, UGM, and UWE Bristol, several shared priorities emerged:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Develop structured cross-institution mentoring networks<\/li>\n\n\n\n<li>Increase leadership visibility and pathways for women<\/li>\n\n\n\n<li>Embed psychological resilience training<\/li>\n\n\n\n<li>Strengthen institutionalised support for mental health<\/li>\n\n\n\n<li>Align policy, culture, and practice more closely<\/li>\n\n\n\n<li>Improve programme communication and student involvement<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">As the GEDI programme moves into its next phase, partners aim to scale these solutions across additional universities and ministries in Southeast Asia.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">A shared commitment to lasting change<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The SEA-UK GEDI Forum demonstrated that <strong>transforming leadership ecosystems is not only a question of training women to lead, but of reshaping the conditions that enable leadership to flourish<\/strong>. This includes changing narratives, shifting perceptions, and designing institutions where confidence, aspiration, and wellbeing are supported\u2014not tested.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">With continued collaboration between UK and Southeast Asian partners, the project is well-placed to contribute to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>systemic institutional reform<\/li>\n\n\n\n<li>stronger leadership pipelines<\/li>\n\n\n\n<li>and more resilient, inclusive higher education communities.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The journey is ongoing, but the foundation laid so far marks an important step toward equitable and sustainable leadership in the region.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Written by Dr Tariq Umar In late October 2025, academic and sector leaders from Southeast Asia and the UK gathered in London for the SEA\u2013UK GEDI Leadership Forum, supported by the British Council and SEAMEO RIHED. Among those presenting was Dr Tariq Umar, Senior Lecturer at UWE Bristol, showcasing emerging findings from the collaborative research &hellip; <a href=\"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/sea-and-uk-gender-equality-diversity-and-inclusion-forum\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;South East Asia and UK Gender Equality Diversity and Inclusion Forum&#8221;<\/span><\/a><\/p>\n","protected":false},"author":88,"featured_media":8090,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"wds_primary_category":1385,"footnotes":""},"categories":[1509,1385],"tags":[713,1050,1518,435,1051,644,1517,1516,1521,1520,74,75],"class_list":["post-7856","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-international","category-public-engagements","tag-british-council","tag-diversity","tag-gedi","tag-gender","tag-inclusivity","tag-leadership","tag-seameo-rihed","tag-south-east-asia","tag-universitas-gadjah-mada","tag-university-malaya","tag-uwe","tag-uwe-bristol"],"_links":{"self":[{"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/posts\/7856","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/users\/88"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/comments?post=7856"}],"version-history":[{"count":6,"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/posts\/7856\/revisions"}],"predecessor-version":[{"id":8093,"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/posts\/7856\/revisions\/8093"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/media\/8090"}],"wp:attachment":[{"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/media?parent=7856"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/categories?post=7856"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.uwe.ac.uk\/research-external-engagement\/wp-json\/wp\/v2\/tags?post=7856"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}