摘要：Though increasing attention has been paid to the issue of marked pyramid effect, whereby the bulkof female academics are at the lower rungs of the university leadership, there is a dearth of research on howuniversities can implement a gender responsive organizational culture to promote female leadership. With insightsfrom two universities in Zimbabwe, this study, therefore, focused on how a gender responsive organizational culturecould be promoted to enhance female leadership. A case study design was employed and the views of 10 universityemployees in leadership positions, comprising Pro-Vice Chancellors, Registrars, Faculty Deans, Directors ofGender Schools and Senior Administrative Registrars were sought using semi-structured interviews. The study alsoused document analysis. The results of the study indicated that universities were promoting transformationalleadership in a bid to promote the gender agenda. Male hegemony and lack of gender knowledge were identified asplaying key roles in hindering the acknowledgement of females in positions of leadership. The researchersrecommend gender awareness programs and adequate financial and human resources as prerequisites for promotinggender responsive universities and enhancement of female leadership.
