Women of Color Leading in Japanese Higher Education

2021 ◽  
pp. 247-260
Author(s):  
Jennifer Yphantides
2021 ◽  

This Handbook tells the story in 25 chapters of how Japan’s HE system has become what it is now, ending with a very tentative glimpse into the rest of the 21st century. A variety of themes are covered by scholars—both established, senior figures and younger researchers with their own fresh look at current circumstances. Chapters that concentrate on governance look at the distinction between "national," "public," and "private" institutions; others consider important topics such as internationalization, student recruitment, faculty mobility. More innovative topics include "Women of Color Leading in Japanese Higher Education." All provide copious references to other authorities, but rather than just toe the conventional line they include opinions and proposals that may be contentious or even revolutionary. The editor provides an overview of the subject and its treatment in an Introduction. -- Rights Statement: Amsterdam University Press has exclusive rights to sell the print Handbook in all territories excluding Japan, Taiwan and Korea. --


2018 ◽  
pp. 24
Author(s):  
Annette Bradford ◽  
Howard Brown

As English-medium instruction expands in the higher education sector in Japan, stakeholders are experiencing frustration. However, these are not new problems; we have seen these roadblocks before in the implementation of information technology in the 1990s.


2021 ◽  
pp. 153448432110407
Author(s):  
Ague Mae Manongsong ◽  
Rajashi Ghosh

Minoritized women remain underrepresented in leadership positions, especially within higher education (HE). A key barrier to advancement for women of color is their susceptibility to impostor phenomenon (IP). A developmental network where the minoritized woman receives developmental support from multiple individuals is a potentially powerful intervention that can help them advance their careers, but there is a general lack of research on IP in the context of minoritized women’s leadership development and the role of developmental support, especially with regards to multiple diversified developmental relationships. Therefore, this paper integrates various literature streams (leader development for minoritized women in higher education, IP, mentoring) and offers a conceptual framework that utilizes a developmental network perspective. The propositions offered explain how multiple developers can help minoritized women address IP and develop positive leader identities, as well as how both parties can better anticipate and handle challenges related to diversified developmental relationships in HE.


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