Shaping a New Reality

While women make up the majority of undergraduate and master's students, their numbers dwindle as they climb the academic ladder. Prof. Orna Sasson-Levy explains why women in academia still face unique challenges, suggests ways to promote gender equity, and shares her vision for a future where gender equality is no longer a topic of discussion.

The Gender Gap in Academia

Women are excelling academically, earning degrees at higher rates, and demonstrating outstanding achievements. However, despite their success, a persistent gender gap exists in academia. As faculty members progress in their careers, the representation of women in academia significantly declines. This phenomenon, known as the "scissors effect," is evident worldwide: while women comprise approximately 60% of undergraduate and graduate students, they account for only about a third of senior academic faculty. Their representation is even lower in top leadership positions.

"A woman in academia faces unique challenges that many of her male colleagues do not," explains Professor Orna Sasson-Levy, Bar-Ilan University's Commissioner for Diversity and Gender. "There are structural challenges, such as balancing a demanding career with family life, as well as deeper barriers like unconscious bias in hiring, promotion, and leadership selection processes."

Barriers Facing Women in Academia

One of the major hurdles for women in academia is the postdoctoral stage. "A researcher who wants to advance in academia must spend one to five years abroad," explains Sasson-Levy. "This presents a significant challenge, especially for women whose partners are the primary earners, forcing families to relocate without job security."

Another challenge is the internal networking culture in academic institutions. Research shows that men often form professional circles or "boys' clubs" that help them support and promote one another. Women, on the other hand, are less likely to be included in these informal networks, leading to a sense of isolation and fewer opportunities for career advancement.

"There’s also the issue of imposter syndrome," Sasson-Levy adds. "Many highly qualified women in academia doubt their abilities compared to their male peers, which makes them less likely to apply for senior positions or advocate for promotions."

Closing the Gender Gap: Practical Solutions

At Bar-Ilan University, gender disparities in faculty positions mirrored global trends. In 2020, women made up only 33.4% of senior academic faculty, with particularly low representation in STEM fields—12% in exact sciences and 14% in engineering.

When Professor Sasson-Levy was appointed President’s Advisor for Gender Equity, she introduced a transformative strategy. "Encouraging departments to hire more women isn’t enough. We need to change institutional culture and provide women with the tools they need to succeed."

Strategic Initiatives to Empower Women in Academia

To address these issues, Bar-Ilan launched a five-year strategic plan aimed at:

• Increasing the number of women in academia within faculty positions
• Reducing gender disparities at senior academic ranks
• Boosting female leadership in university administration

A groundbreaking initiative within this strategy was the creation of a leadership training program for women in academia. The program equipped 17 senior female researchers from various faculties with essential leadership skills, insights into university governance, and access to mentorship networks.

"The results were beyond our expectations," Sasson-Levy shares. "At the start, there were no female deans at the university. Today, eight out of ten deans are women—a milestone not only in Israel but internationally."

The university also saw improvements in other key areas:

• Women in senior academic positions increased to 35%
• Female representation in the university Senate reached 50%
• Scholarships for women pursuing postdoctoral studies abroad doubled

Tailoring Solutions for Women in Academia in Israel

Recognizing that many Israeli female researchers become mothers during their Ph.D. studies, the university designed family-friendly policies to support women in academia. These include:

• Extending the promotion track by an additional year for parents of children under six
• Reducing teaching hours for new mothers after maternity leave
• Inclusive writing workshops to foster gender-aware academic culture

More than 220 faculty members participated in these workshops, reinforcing the role of inclusive language in shaping institutional culture.

A Model for Other Universities

Bar-Ilan’s success in promoting women in academia has inspired other universities. The Hebrew University, Tel Aviv University, and Ben-Gurion University have adopted Bar-Ilan’s women’s leadership program and now host joint forums for senior female academics.

"This proves that change is achievable," Sasson-Levy emphasizes. "All it takes is genuine leadership commitment, a clear action plan, and investment in resources."

The Future of Women in Academia

Despite these advancements, challenges remain. In STEM disciplines and Jewish Studies, female representation is still low. Furthermore, the university’s highest executive leadership positions (President, CEO, and Rector) remain male-dominated.

"Our ultimate goal is a world where gender equality in academia is a given, not a goal," Sasson-Levy concludes. "We’re not there yet, but we’re certainly on the right path."