Climbing the illusive ladder: Examining female employees’ perceptions of advancement opportunities at a higher education institution

Moosa, Maryam; Coetzee, Mariette

doi:10.1080/14330237.2020.1821308

Cited by 9 publications

(6 citation statements)

References 20 publications

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“…This is similar to previous research findings (Bobat et al, 2012;De Klerk et al, 2012). This optimum balance and maintaining the best of two worlds is something they learned over time (Nina-Gunnerud, 1997;Welch et al, 2008;Wheadon & Duval-Council, 2018), enfolding their confidence, assertiveness, and innovativeness (see also Bobat et al, 2012;Deborah et al, 2015;De Klerk et al, 2012;Kiggundu, 2002;Moosa & Coetzee, 2020).…”

Section: Theme 2 Entrepreneurship-life Balancesupporting

confidence: 86%

“…This denial of access has the effect to demoralise and demotivate women (Herrington et al, 2010). Further, South African women entrepreneurs experience work life imbalances due to work overload (Fatoki, 2018;Moosa & Coetzee, 2020), and role overload or role conflict in being home carers and business leaders (Fielden & Davidson, 2005;Madzivhandila & Dlamini, 2015;Preisendoerfer et al, 2014). Historically, men have been perceived as providers and breadwinners while women do house caring (Fielden & Davidson, 2005).…”

Section: Challenges Faced By Women Entrepreneursmentioning

confidence: 99%

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Experiences of black African women entrepreneurs in the South African male-dominated entrepreneurial environments

Diale

Carrim

2022

Journal of Psychology in Africa

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In the current study, we examined how culture, gendered roles, and societal expectations shape South African black African women's entrepreneurial experiences in male dominated entrepreneurial environments. Utilising a life story technique approach, we interviewed 12 Black African women entrepreneurs regarding their experiences in diverse South African maledominated sectors. Overall, these women perceived three themes to characterise their experiences in a male-dominated entrepreneurial environment: (i) societal identities and challenges; (ii) entrepreneurship-life balance; and (iii) the support mechanisms. The women said to experience slow entry into the male dominated sectors due to patriarchy, culture blockages, and having to continuously upskill. However, the negotiation strategies and support mechanisms were suggested by the participants to benefit their businesses.

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Section: Theme 2 Entrepreneurship-life Balancesupporting

confidence: 86%

Section: Challenges Faced By Women Entrepreneursmentioning

confidence: 99%

Experiences of black African women entrepreneurs in the South African male-dominated entrepreneurial environments

Diale

Carrim

2022

Journal of Psychology in Africa

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“…And do they think these barriers are unique to women? Earlier studies have examined the barriers to career progression for women in STEM [36] but often within the same institution or country (with some exceptions, e.g., [37]), academia in general [38], and in various related aspects such as publication and citations [39] and grant submissions [40]. This study aims to provide a more holistic overview by soliciting the stories, experiences and perspectives of women in STEM from a range of institutions, career stages, and nationalities.…”

Section: Introductionmentioning

confidence: 99%

Perceptions of Barriers to Career Progression for Academic Women in STEM

O’Connell

McKinnon

2021

Societies

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Gender equity in academia is a long-standing struggle. Although common to all disciplines, the impacts of bias and stereotypes are particularly pronounced in science, technology, engineering and mathematics (STEM) disciplines. This paper explores what barriers exist for the career progression of women in academia in STEM disciplines in order to identify key issues and potential solutions. In particular, we were interested in how women perceive the barriers affecting their careers in comparison to their male colleagues. Fourteen focus groups with female-identifying academics showed that there were core barriers to career progression, which spanned countries, disciplines and career stages. Entrenched biases, stereotypes, double standards, bullying and harassment all negatively impact women’s confidence and sense of belonging. Women also face an additional biological burden, often being pushed to choose between having children or a career. Participants felt that their experiences as STEM academics were noticeably different to those of their male colleagues, where many of the commonly occurring barriers for women were simply non-issues for men. The results of this study indicate that some of these barriers can be overcome through networks, mentoring and allies. Addressing these barriers requires a reshaping of the gendered norms that currently limit progress to equity and inclusion.

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“…Recent studies conducted by Gause (2021), Ahmad et al (2020), and Phillips (2020) specified the strategic importance of succession planning in higher education. Moosa and Coetzee (2020) identified factors that impact female's advancement to leadership positions such as a denial of capabilities, work-life balance demands, lack of acceptance by men, barriers to female's advancement, need for organizational support to advance, and success beliefs. Kalhori et al (2020) suggested that higher education succession management should be based on academic environments and their professional dynamics.…”

Section: Methodsmentioning

confidence: 99%

A systematic review of succession planning in higher education

Dahlan¹

2021

Int. j. adv. appl. sci.

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The purpose of this study is to synthesize the corpus of literature relating to succession planning in higher education, in particular, this paper explores the growth of succession planning practices in the higher education sector, which allows equal opportunity for genders to secure leadership positions in a unique fashion. Through the systematic review of 73 studies related to succession planning in higher education published in scholarly journals and dissertations from university repositories, this paper evidences the growth of empirical research on succession planning. Nonetheless, the current work hardly addresses dearth of succession planning for females in academia particularly in unique contexts that depict organizational, cultural, and personal nuances that heterogeneously submerge performances. Through a synthesis of the literature, this paper proposes areas of research to evaluate the hindrance factors in future empirical studies. The results indicate that further robust studies using action research design, quasi-experiment, and pilot interventions may be relevant to address the leadership crisis in higher education.

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Climbing the illusive ladder: Examining female employees’ perceptions of advancement opportunities at a higher education institution

Cited by 9 publications

References 20 publications

Experiences of black African women entrepreneurs in the South African male-dominated entrepreneurial environments

Experiences of black African women entrepreneurs in the South African male-dominated entrepreneurial environments

Perceptions of Barriers to Career Progression for Academic Women in STEM

A systematic review of succession planning in higher education

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