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This study employs a qualitative systematic literature review to examine the barriers and opportunities for women’s leadership in academia, with a particular focus on South African higher education. Secondary data were sourced from peer-reviewed journal articles, books, dissertations, and opinion pieces, ensuring a comprehensive analysis of existing research. A total of 130 studies were reviewed, with data collected and analysed using qualitative content and thematic analysis methods. The findings highlight persistent structural, cultural, and institutional barriers that hinder women's advancement in academic leadership. These include gender bias in recruitment and promotion, the absence of mentorship and support networks, challenges in achieving work-life balance, and the intersectionality of race and gender, which disproportionately affects Black women. Despite the progress made through gender equity policies, the slow pace of transformation within male-dominated academic institutions remains a significant obstacle. However, the study also identifies key opportunities for women in leadership, such as the implementation of gender equity initiatives, the strengthening of mentorship programmes, and the increasing recognition of diverse and inclusive leadership styles within universities. Institutional commitment to gender transformation, alongside global frameworks such as the United Nations Sustainable Development Goals (SDGs), presents a pathway for women to attain leadership positions. The study stresses the need for continued institutional reforms that challenge traditional gender norms, foster mentorship, and promote work-life balance policies to achieve sustainable gender equity in academic leadership.

This research examines the ongoing under-representation of women in leadership positions within South African higher education institutions (HEIs). Despite a considerable increase in the number of women entering academia, their advancement to top leadership roles remained markedly constrained. This study analysed secondary data from forty scholarly articles published between 2010 and 2023 to investigate the intricate impediments obstructing women's advancement, the wider consequences of these challenges, and viable measures for enhancing gender parity in academic leadership. The results indicated that deep-rooted systemic and cultural obstacles, along with an absence of supportive legislation, sustained gender disparities within institutional hierarchies. Proposals for modification encompassed the establishment of explicit trajectories for women's professional advancement, gender-sensitive leadership training initiatives, mentorship programs to assist aspiring female leaders, and revisions to institutional regulations to foster diversity. The study emphasised the necessity for ongoing evaluation of gender equality policies and enhanced accountability mechanisms to guarantee continued advancement towards equitable representation in leadership.