Abstract:
While significant progress has been made in achieving gender equality in the workplace, women continue to encounter persistent challenges that impede their professional advancement. This study investigates these challenges within the context of Lebanese private universities, focusing on HR policies concerning flexible work hours, remote work opportunities, maternity leave provisions, and wage equality. Utilizing a feminist theoretical framework, the research aims to uncover the complexities that impact the career advancement and work-life balance of non-academic working mothers in these institutions.
The study emphasizes the intersectionality of gender and parenthood, recognizing that mothers face distinct and compounded challenges in balancing their professional aspirations with family responsibilities. By analyzing Human Resource (HR) policies at four universities—Lebanese American University (LAU), American University of Beirut (AUB), Université Saint Joseph (USJ), and Beirut Arab University (BAU)—through document analysis and a questionnaire, the research reveals a disconnect between the policies on paper and their actual implementation. Many working mothers report insufficient institutional support, which makes it hard to manage work and family responsibilities, ultimately hindering their career progression.
Despite the existence of formal HR policies, inconsistencies in their application result in negative consequences for employee satisfaction and retention. The study is limited by the lack of access to internal HR policies from some universities and the potential biases of self-reported data. Additionally, the focus on non-academic working mothers limits the generalizability of the findings to other groups within the university workforce
