1: UCWbackpack: How has the role of women in academia changed over the past few decades?​ ​ ​​​Dr. Atsena Abogo: Representation of women in academia has evolved significantly since the rise of women and feminist activisms in the 1970s and over the 80s, when universities started implementing gender parity policies in Canada, and especially with the initiatives to promote Women as Faculty members and in Academic leadership in the 90s. I remember when I started my Bachelors degree in Communication in 2001 at The University of Ottawa: there were few results of these implemented policies. Only one woman who was full professor in the Department of communication for ie: Dr Lise Boily, who was my professor in the course Women and Media, introduced me to the Book "Backlash: The Undeclared War Against American Women" (1991) of Susan Faludi, an American journalist and feminist author. The book was about the advances women made during the feminist movement of the 1970s and the powerful and insidious counterattack of the media in the 1980s, one that sought to reverse progress by blaming feminism for women’s unhappiness and societal problems. I remembered her (Dr Boily's) narrative about being a married woman and a mother and how it was hard for a woman to choose a career in Academics (ie defend a PhD thesis, travel for conferences, and accept a permanent position as a Professor). She encouraged me to pursue my graduate studies with so much determination and grace, telling me it was not impossible for me. This was my first eye opener in a modern society such as Canada, as I thought I escaped from gender discrimination in my home country, Cameroon. The same awareness happened when I transferred to Laval University as a Master Student in Communication in 2004. I recall having two female professors. One of them was my Professor in the graduate course "Rhetoriques Visuelles et Persuasion", a course about images, representation, and meaning making. She was also my thesis Supervisor. Dr Estelle Lebel was her name (she passed away last year, may her soul rest in peace).  Dr Lebel was one of the first divorced woman of her generation, very progressist and had worked in Haiti for a long time. In her research lab, we were students from Quebec. Haiti, Black African and Arab ethnicities that she had agreed to train and expose to  research,  conferences and publications. She was a strong feminist and introduced me to Cultural Studies and Stuart Hall. I firstly saw the Academic world through the eyes of Dr Boily and Dr Lebel, both White Quebecer women, with two different trajectories, but in the same -then-Male dominated field. ​ I came back to the Academic world to complete a PhD in anthropology in 2010 at Laval University. Dr Marie-Andree Couillard was the head of Anthropology department at that time. Together with my PhD supervisor in anthropology Dr Isabelle Henrion-Dourcy, they mentored and empowered me through teaching techniques, conferences registration, grants application, and publications. I was very fortunate to have them as mentors. During my doctoral studies, I encountered an African PhD candidate, who then became the first female assistant professor from Laval University: Dr Olga El-Bongo. She was appointed in 2012, if I recall correctly, and her appointment marked a significant breakthrough for the African community, including the female African community in academia. 15 years after I came to Canada, we began to see more women in academic ranks, but they were still the minority. Greater representation of women,  across academic ranks, particularly at the assistant professors were visible across Canada. ​ When I moved to Vancouver in 2012, I noticed that while there were more women in academic positions across British Columbia, they were primarily concentrated in the Humanities and Social Sciences. After defending my PhD in 2016 from a Canadian University, there were still no academic openings for me in BC, probably due to an intersectionality of marginal identities. l just became a mother, I was not secured in English, French being my first language, I was Black and African, I was Young: I was therefore a young, Black African French speaking Woman who just became a mom. I accepted an international position in Senegal, and I returned to Vancouver two years later and, in 2018. This is when I was appointed as a sessional instructor in anthropology at Kwantlen Polytechnic University (KPU). That was also the time when I began to see more women stepping into leadership roles, serving as department chairs and deans. It felt like a turning point—a momentum that signaled the possibility of my own breakthrough in academia. I had the privilege of working under Dr. Diane Purvey, who was Dean at KPU in 2020, and Dr. Carla Hotel, Dean at Douglas College in 2022. Both served as inspiring role models for me. Now, at UCW, we have Dr. Sandra Song as Dean—a South Korean woman whose leadership represents, to me, the ongoing progress in recognizing and elevating women from diverse backgrounds. As an immigrant woman myself, I see this as part of a broader evolution in the status of women in academia.  ​ Though the numbers still lag behind those of men at the highest levels, the culture is definitely changing after 25 years of my extensive presence in the Canadian field of academia. In 2022, women held 42% of full-time faculty positions in Canadian universities, a substantial increase from 12% in 1970, as pointed out by Statistics Canada. But Black women for example represent less than 1% of those women in academia with tenured positions, when the Black group experienced the highest unemployment rate among faculty groups (less than 2% ), with a population that seems to be the most educated in postsecondary institutions. Nevertheless, there is a broader recognition of women of color (Black, Asian, South American, Indigenous) and linguistic minorities (Eastern Europeans, etc) in hiring, promotion, peer review, and classroom settings...etc, than before.  ​ ​ ​ 2: UCWbackpack: What impact do strong female role models have on students and younger academics? ​ Dr. Atsena Abogo:  A recent study from Canadian Professional Path entitled "Gender diversity among Canadian professors" shows that  gender-diverse teams tend to produce more impactful perspectives. Similarly, the study states that "Female role models in academic positions encourage and motivate students of all genders to pursue academic careers", fostering a more inclusive academic environment. But those kinds of studies then to ignore the intersectionnalities of domination and resistance that female academics face. Recently, I was reading a Masters thesis about The Experiences of Black Women in Leadership Positions at Predominantly White Institutions, by Dionne Lipscomb (2023). This African American researcher from the University of Illinois highlights the unique challenges these women face due to the intersectionality of their racial and gender identities. One of the key findings in this study was the Stereotyping and Microaggressions faced by them (participants reported being subjected to stereotypes such as the "angry Black woman" leading to feelings of isolation and marginalization). ​ As a Black female professor in Academia, I believe female role models can inspire perseverance in challenging and male-dominated spaces because most of the time we act as pioneers in these spaces and we do not quit. I am one among other Female professors (from a visible minority) that had to overcome multiple obstacles and challenges such as displacement, language, work-life balance including with a child, on top of others micro and severe aggressions, and I was still able to be trusted. Also, female figures can serve as mentors and advocates and help to guide younger generations through their learning experience with practical advice and emotional support; and even through though and challenging career trajectories. ​ 3: How can universities create more supportive environments for women in teaching, research, and leadership roles? ​​​ According to me, there should be more impact to the implemented institutional Policies. We know for example  about National Mechanisms for Gender equality implemented by the Canadian Council of Women Status, and the former Ministry of Gender Eqaulity. But we know less about BC Human Rights anti-racism strategy to eliminate racial bias in public policies, programs, and service. In Universities' settings, those policies, strategies and programs can help support women professionals from diverse ethnicities in: transparent processes of Hiring and Promotion in order to insure criteria are clear, objective, and consistently applied to reduce bias. We can also have more of these Equity Audits that regularly review pay, promotion, funding, and workload disparities by gender and act on findings. Finally I recommend to create more Leadership  structured paths that actively identify and mentor female faculty for advancement. There should also be generous, gender-neutral family leave and clear tenure clock extension policies. When possible, on-site Childcare and Family Support Services: These practical supports significantly affect retention and productivity. And finally, Flexible Work Arrangements: Encourage remote work, flexible teaching schedules, and part-time options without penalty. 4: UCWBackPack: What are some common stereotypes or assumptions about women in academia, and how can we challenge them?​​​​ Dr. Atsena Abogo: There is a false assumption that women in academia lack authority and leadership qualities. This assumption can undermine their reputation and limit their opportunities, and can also affect how they are perceived by others (their peers, their students, and their leadership). I have always been more comfortable in research settings, but that doesn't mean I am better suited for research than teaching, and vice-versa. As a researcher, I also try to advocate for women in research and in leadership positions when they have demonstrated those skills. We should also pay attention to the fact that women can be funneled into heavy teaching or service loads, because of the other false assumption that women are better at teaching positions. This is limiting their time for research and promotion.  I believe it is important to track and balance workload distribution among female and male colleagues. That is a better way to overcome these problems. ​ 5: UCWBackPack: How can men in academia be better allies in supporting gender equity? ​​​​ I was sometimes challenged by some of my male colleagues because they couldn't see the systemic inequities and inequalities women were facing in academia, from the hiring process to the service loads, etc. In fact women can be taken for granted when it comes to behaviors such as accepting or volunteering for administrative tasks, speaking in meetings, teaching in classrooms, managing projects, organizing events, leading research initiatives, especially in male dominated areas. It is important that male colleagues learn more about gender bias and privilege in academia to avoid injustice. It is also important that they read research, attend workshops, and engage with feminist and equity-focused scholarship. I should also pay tribute to those male mentors -  I recall Dr Charles Moumouni of Laval University, Dr Handel Wright of UBC, and George Drazenovic of UCW- who were sharp in their judgments and guidance and helped me to understand the “hidden curriculum” of academia: how funding works, how to publish strategically, and what truly matters in promotion and tenure decisions. There are many others who have encouraged me to persevere, who supported me and continue to do so. And I am very thankful for their presence in my life.  ​ 6- UCWBackPack: What advice would you give to young women who are thinking about pursuing a career in academia? ​​​​​​ Dr. Atsena Abogo:  Everybody is unique, and so is every woman’s journey. If I were to offer advice to young women aspiring to a career in academia, I would emphasize the importance of recognizing their worth early on and believing in their voice and ideas. They should not wait for permission to take up space or to share their perspectives. I would also encourage them to actively seek out supportive mentors—both women and men—who can help them navigate academic milestones and institutional politics. Personally, I didn’t have to seek out a particular mentor, but I was fortunate to be noticed by senior colleagues who became excellent mentors. ​ 7- UCWBackPack:  How have women contributed to the academic, professional, and cultural life of University Canada West (UCW)? ​​​​​​​ There are a lot of service and academic activities and cultural activities already being conducted at UCW. But I believe female UCW colleagues can add up to them by leading more of those community projects, volunteer efforts, or social innovation initiatives that connect the university with local and global communities. Of course they can also continue to promote UCW integrated Leadership through publications, media appearances, and conferences. Finally, women academics can represent UCW’s values and intellectual contributions on a broader stage by advocating for gender equity, accessibility, or anti-discrimination policies. ​ 8- UCWBackPack: What steps or initiatives has UCW taken to support women’s presence and success in academia?​​​​​ ​ Some of them are : 1-The Women in Leadership MBA Award: In 2020, UCW introduced this scholarship to empower women demonstrating exceptional leadership potential. The university allocated $585,000 to provide full and half scholarships, enabling 45 women to pursue their MBA degrees. This initiative aims to equip women with industry-relevant skills for leadership roles in the evolving business landscape.  ​ 2-Recognition of Female Leaders: Since I joined UCW, I am happy to see that we celebrate the achievements of the female community members. For instance, Vice-President Herneet Dhillon and MBA student Arshpreet Kaur Saran were named among Vancouver's Top 50 Women Leaders in 2024 ​ 3-Moose Hide Campaign Participation: I recently saw that UCW has joined the Moose Hide Campaign as an Ambassador Campus, committing to end gender-based violence. This partnership emphasizes the university's dedication to creating a safe and respectful environment for all. ​ 4-International Women's Day Celebrations: UCW hosts events to honor International Women's Day, featuring panels and discussions with female leaders from various sectors. These events provide networking opportunities and inspire the university community by showcasing diverse success stories. ​ 9- UCWBackPack: Have you personally been involved in any of these efforts—or do you have any plans to take part in future initiatives? ​​​​​​​ Yes, I have organized two online panel discussions for the ACSS departments in order to recognize the International Women's Day Celebrations in 2024 and 2025. I am working in future projects related to Women Peace and Security involving Canada's presence in global settings. ​ 10- UCWBackPack: Is there anything in particular you'd like to share about your experiences or any suggestions or thoughts you have on supporting women in academia? ​​​​​​ My 20+ years of experience as a Woman in Academia can help me suggest some key insights suggestions that consistently emerge across disciplines and institutions: ​ -Make Mentorship Intentional and Equitable: Create formal mentorship networks that support women across ranks and roles, especially during transitions (e.g., graduate to faculty, tenure track). In fact, Mentorship changes everything: Having a mentor who understands the gendered experience of academia can be transformative, especially in early-career stages -Track and Reward All Forms of Labor: Include teaching, mentoring, service, and outreach in promotion criteria—not just publications or grants. In fact We need to be seen for our work, not our gender: In other words, we our Recognition should be based on merit and contributions, with a conscious effort to correct historical underrepresentation. -Ensure Pay Equity and Transparency: Conduct regular audits and make salary data accessible. Women should be empowered and encouraged to negotiate fairly.We carry invisible labor: Many women report being overburdened with service, mentoring, and emotional support roles. These tasks matter, but often go unrewarded in promotions or evaluations. -“I still get called ‘Miss’ instead of ‘Doctor.: Titles, authority, and respect are still unequally applied—especially in male-dominated fields. We need to be respected for our title and applied the right rank. ​ And here are my references and recommendations for further readings when it comes to solutions to reduce gender disparities and gender bias in academia: 1- Nathalia Kurcikova & Loleta Fahad (2023) Inspirational women in Academia: supporting careers and improving minority. Routledge publications. (description: this edited book provides an interdisciplinary look at the challenges faced by women in academia, focusing on intersectional inequalities and offering practical strategies for career advancement) 2- Jana Carlisle (2024) Women navigating educational leadership: innovative, critical, and interdisciplinary perspectives. Bloomsbury publishing. (description: the book provides a critical and grounded perspective from interviews with 37 women leaders, discussing their experiences with bias and resilience) 3- Barbara Cozza & Cecilia Parnther (2022). Voices from women leaders on success in higher education: pipelines, pathways and promotions. Routledge publications (this edited book compiles case studies and personal narratives - including from Black women, to address gender disparities in educational leadership)