Perceptions of Barriers to the Advancement of Women in Management and Leadership Positions in South Africa

Chiloane-Tsoka, Germinah Evelyn

doi:10.4314/gab.v8i2.61928

Cited by 4 publications

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“…The rise of women to leadership positions in South Africa is hampered by a number of barriers ( Bosch, 2017 ; Coetzee, 2017 ; Mokoena, 2018 ). These include a history of institutional racism in South Africa, where the rights of individuals were subject to race and gender, and sociocultural theories that view women as inferior to men ( Chiloane-Tsoka, 2010 ; Hendrickse, 2004 ). This historical patriarchy had a negative influence on the number of management positions offered to women in the South African public sector.…”

Section: Literature Reviewmentioning

confidence: 99%

The significance of mentorship in supporting the career advancement of women in the public sector

Mcilongo

Strydom

2021

Heliyon

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Historically, patriarchy has manifested itself in the workplace and influenced career opportunities afforded to women in the public sector. The slow progress in the transformation of organisations indicates there is a need for a structural developmental approach for women's career advancement. Mentoring has been recognised as a valuable development strategy and an affirmative action tool that can be used to support and promote women and groups that have been viewed as previously disadvantaged. The aim of the study was to highlight the significance of mentorship as a career advancement mechanism for women in the South African public sector. The study identified dimensions of mentorship (female mentors, career support, mentoring policy and leadership development) and tested the proposed hypotheses to determine whether a statistically significant relationship existed between mentorship and career advancement. A quantitative approach was followed to collect data from a sample of 200 women employed in the public sector in the different provinces of South Africa. Statistical methods used to conduct the data analysis included descriptive statistics and inferential statistics. The results indicate that women employees in the public sector view mentorship as an important factor for development; however, the gender of the mentor does not necessarily influence career advancement. Mechanisms to support mentoring have not been established in the public sector, highlighting the urgency for managers in the public sector to ensure that mentorship policies are put in place.

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Section: Literature Reviewmentioning

confidence: 99%

The significance of mentorship in supporting the career advancement of women in the public sector

Mcilongo

Strydom

2021

Heliyon

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“…Women in Africa face numerous barriers in both entrepreneurial endeavors and in their quest for advancement in leadership roles. Women in Africa hold the least amount of positions of authority compared to women in North America and Australia (Chiloane‐Tsoka, 2007). They are underrepresented in high‐ranking positions in corporate and educational organizations, especially in the science and technology fields, and earn considerably less than men.…”

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confidence: 99%

“…Socio‐cultural perspectives and societal values in African countries continue to keep women in subjugated roles. The few women who break through the glass ceiling find themselves isolated at the top with little support or mentorship (Chiloane‐Tsoka, 2007).…”

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confidence: 99%

Building strategic alliances

Kwesiga

2008

Equal Opportunities International

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PurposeThe purpose of this paper is to highlight findings from research presented at the 2007 International Academy of African Business and Development Conference in London, UK.Design/methodology/approachA select group of papers were chosen from the proceedings and presentations made at the conference for this report. The International Academy of African Business and Development Conference draws participants from the USA, Europe, Africa and Asia.FindingsResearch findings from the empirical studies indicated women and people of color face continue to face barriers in employment and the workplace. Women continue to experience gender role stereotypes detrimental to their careers and entrepreneurial endeavors.Originality/valueThe research papers selected give some insight into the issues of gender and diversity from a cross‐cultural perspective.

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Factors influencing the career progression of women in higher education : the case of the Durban University of Technology

Awung¹

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This study aimed to investigate the factors influencing the career progression of women in higher education in general and South Africa in particular, using the case study of the Durban University of Technology. Recent research has shown that even though women have made some progress as compared to where they were twenty years ago, the progress of women has proven to be resistant to change in terms of higher level and rewarding positions (Turner 2012; Hofmeyr and Mzobe 2012; Botool and Sajid 2013; Mouley, 2013). According to Boushey and Farrell (2013:6), this lack of progress results from a lack of flexibility and unpredictable scheduling at the workplace. Others argue that career interruption for childbirth and rearing; domestic responsibilities; gender parities at the work place; organizational structures; and policies that do not meet the needs of female employees affect career progress (Wallace and Smith 2011:3 and Tsoka 2010:6). The purpose of the study was, therefore, to examine the nature of the progress of women in higher education, and to identify factors influencing their progress. The study was conducted at the Durban University of Technology with a sample of 250 women from academic and administrative units the stratified random sampling technique was used, in which the target population at the DUT was grouped into different strata, and then the sample elements were selected from each of the groups. The study used both quantitative and qualitative research designs (mixed method), whereby self-administered questionnaires were used to collect the data. The questionnaire consisted of open-ended and closed ended questions. The closed- ended questions were quantitative, while the open ended questions were qualitative. The closed-ended responses were then analysed using SPSS, while the open ended responses used the inductive approach to highlight the factors influencing the career progression of women in higher education, thereby leading to recommendations on policies which would enhance career progression of women in higher education. The findings of the research revealed that women are still underrepresented in higher. It was recommended that management should improve working conditions for women and ensure that the effective monitoring and evaluation of the various policies in place.

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Perceptions of Barriers to the Advancement of Women in Management and Leadership Positions in South Africa

Cited by 4 publications

References 0 publications

The significance of mentorship in supporting the career advancement of women in the public sector

The significance of mentorship in supporting the career advancement of women in the public sector

Building strategic alliances

Factors influencing the career progression of women in higher education : the case of the Durban University of Technology

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