The feminist movement supports equity and equality for all. Alongside the feminist struggle for equity is a newly developing social phenomenon known as pseudo-feminism. Principles of pseudo-feminism support the advancement of females ahead of other genders, and the active targeting of males to right the wrongs of the past. These principles stand in direct opposition to the gender equity principles of feminism. This research paper seeks to provide insight into the phenomenon of pseudo-feminism as it appears across genders, explored in the personal and professional contexts of South African citizens. This study used a mixed-methods approach to collect data. Primary data were gathered via the use of anonymous online questionnaires, distributed via the researchers’ professional and social networks. Key findings of the study indicate that there is often a lack of clarity around the intentions of the feminist movement. In addition, a theme of support for the pseudo-feminist strategy of advancing women ahead of other genders emerged, with many respondents considering this to be a necessary step towards correcting gender inequity. In the absence of a clear distinction within society between feminism and pseudo-feminism, feminism may be seen as a movement that has come to support the suppression of non-female genders, undoing decades of progress. These findings add to the body of knowledge and are valuable to gender equity activists, gender studies researchers, and academics.
Developing economies such as South Africa face numerous challenges to achieve sustainability within higher education (HE). This study examined the key challenges facing leaders within HE institutions (HEIs) in South Africa, as they aim to contribute significantly towards the achievement of Sustainable Development Goal 4 related to quality education. Using a qualitative research design, the study surveyed 75 leaders in various South African HEIs using an online survey platform. The findings revealed two overarching challenges across public and private institutions: an absence of strong leadership and a complex sociopolitical context. Within public institutions, additional challenges related to bureaucracy, outdated curricula, resourcing, and values were noted. Within private institutions, bureaucracy was also observed, as well as the digital divide; curricula and foundation; finance and affordability; inequitable access; lack of resourcing, benefits, and support.
Cultural and societal norms constantly assign different family and religious expectations to women as compared to men. Therefore, this research paper seeks to provide insight into the effects of prevalent cultural and societal norms on the progression of lower-level female managers. It examines the impact of these norms on the fulfilment of work-related duties and the resultant implications for the success of a female within their professional role. The research integrated qualitative and quantitative approaches and was carried out within the culturally diverse province of KwaZulu-Natal, in South Africa. Primary data was gathered using a quantitative questionnaire distributed to thirty-five lower-level female managers, typically fulfilling an entry-level supervisory role, within two separate private organisations. The research was independent of race and age. The findings of the study indicate that respondents face societal and cultural norms that adversely affect progression. These include assumptions of weaker and more emotional management styles, lack of support in meeting family and work obligations, and gender biases impacting access to opportunities for progression. The findings also include women from many cultures by virtue of the diverse cultures within the KwaZulu-Natal region. This paper will therefore be of value to female managers from diverse backgrounds in developed and developing countries. Specifically, female managers encountering invisible barriers to breaking through the glass ceiling and progressing to higher levels of management due to their own cultural and societal norms will benefit from insights delivered. The findings will also be of value to mentors of aspiring female managers, male senior managers with female subordinates, and human resources departments. The research paper will commence with a literature review that examines the relevance of cultural and societal norms in the progression of female managers. The research methods and results of the study will then be described, and findings discussed. The paper will conclude with final insights and recommendations for further research.
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