Challenge

Female students in Malawi’s Technical, Entrepreneurial and Vocational Education and Training (TEVET) sector continue to face many of the same challenges experienced across the wider education system. Physical barriers, discriminatory attitudes, restrictive gender norms and entrenched stereotypes all contribute to unequal access, participation and outcomes for women in TEVET, as well as limiting their progression into employment within traditionally male-dominated sectors.

Most TEVET programmes are concentrated in areas such as construction, engineering and information and communications technology (ICT), where female participation remains comparatively low. Between 2013 and 2018, women accounted for fewer than 35% of TEVET learners, prompting national policy targets to increase participation to 40%. Despite these ambitions, women remain significantly underrepresented in senior leadership and decision-making positions across the sector, reducing their influence on policy development and institutional change.

The 2021 policy brief, An Analysis of Women’s Leadership and Participation in Malawi, highlights how deeply embedded gender norms continue to shape unequal power relations between men and women. Structural and societal barriers, including the unequal distribution of unpaid care responsibilities, gender pay disparities, limited access to finance, gender-based violence and workplace sexual harassment, all restrict women’s opportunities to participate fully in economic and public life. The report further notes that women leaders are often judged against gendered stereotypes that perceive empathetic and collaborative leadership styles as less effective, creating additional obstacles to advancement. Nevertheless, the brief emphasises that inclusive and diverse feminist leadership is essential to sustainable development and social progress.

In response to these challenges, the partnership sought to strengthen the capacity, confidence and influence of women leaders within Malawi’s TEVET sector. The initiative aimed to equip participants with the skills and knowledge required to champion a more modern, inclusive and gender-responsive TEVET system that expands opportunities for women in both training and employment. A key objective was to empower participants to become role models, advocates and agents of change within their institutions and across the wider sector.

To achieve this, the South Eastern Regional College (SERC) team worked closely with the Ministry of Labour and the TEVET Authority to design and deliver a leadership development programme for ten women in leadership positions across the TEVET sector. Participants included government officials, principals, managers and instructors. The programme focused on developing core leadership competencies, including strategic thinking, influencing and stakeholder engagement, outcome-based accountability, governance and organisational management. Participants also undertook a study visit to the United Kingdom, where they shadowed senior leaders and explored examples of effective leadership practice.

Building on the success of the programme, an advanced partnership project was subsequently secured to support the continued development of participants’ leadership initiatives. This included tailored mentoring and coaching, complemented by a practical self-guided leadership toolkit designed to encourage ongoing professional growth, strengthen networks and enhance participants’ ability to influence policy and drive systemic change within Malawi’s TEVET sector.

Solution

To address the underrepresentation of women in leadership positions across Malawi’s Technical, Entrepreneurial and Vocational Education and Training (TEVET) sector, South Eastern Regional College (SERC) designed and delivered a comprehensive leadership development programme tailored specifically to the needs of female leaders. The programme was developed in partnership with the Ministry of Labour, the TEVET Authority and six participating institutions across Malawi, following a detailed Training Needs Analysis which identified confidence building, leadership capability, reflective practice and personal development as priority areas.

SERC’s solution combined leadership training, mentoring, international exchange and practical action research. Ten female participants, including government officials, college principals, managers and lecturers, took part in an eleven-module programme delivered between April and September 2024. The programme covered key leadership competencies including personal and professional development, strategic leadership, enterprise and innovation, change management, coaching and mentoring, leadership practice, project management and personal development planning. Sessions were highly interactive, encouraging participants to reflect on barriers facing women in leadership and explore practical solutions applicable within their own institutions.

A distinctive feature of the programme was the requirement for each participant to develop and implement a workplace-based leadership project addressing a gender-related challenge within the TEVET sector. These projects focused on issues such as increasing female enrolment in technical trades, improving retention of female learners, supporting women’s progression into leadership positions, and connecting female students with successful women entrepreneurs. Participants were coached by SERC staff in project planning, research methods, stakeholder engagement and evidence-based decision making to ensure their projects could deliver measurable and sustainable outcomes.

To broaden perspectives and expose participants to international best practice, SERC hosted an inbound study visit to Northern Ireland, where delegates engaged with senior leaders and explored leadership approaches within the UK further education sector. This was complemented by an outbound visit to Malawi, where participants presented their projects to senior stakeholders, including representatives from the British Council, the Ministry of Labour and TEVET institutions. All participants successfully completed the programme and graduated in October 2024.

Recognising the need for sustained support, SERC secured a follow-on partnership project to extend the impact of the programme. During this phase, participants received individual coaching and mentoring to further develop their leadership projects and strengthen their capacity to influence institutional and policy change. SERC also designed a practical leadership toolkit containing guidance on leadership development, influencing skills, policy engagement, mentoring and personal growth. The toolkit was created as a sustainable resource that can continue to support current and future female leaders across the Malawian TEVET sector.
Through this multi-faceted approach, SERC not only strengthened the leadership capabilities and confidence of individual participants but also helped establish the foundations for a stronger network of women leaders capable of driving gender equality, institutional improvement and long-term reform within Malawi’s TEVET system.