Abstract
Despite South Africa’s progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progressing into top management at a South African bank. The study used a qualitative research approach in the form of a case study at one of the largest South African banks. The population for the study included women in top and senior management of the case study bank. Fifteen semi-structured interviews were conducted. Data were analysed through Atlast T. I. Findings indicate that poor career progression prospects exist, mainly hampered by organisational structure, lack of sponsorship and a hostile working environment. The study adds to the existing body of knowledge by providing insights into barriers to women's progression in the financial services sector and providing practical implementation measures to promote career progression for women.
Highlights
South Africa’s history, marred by periods of segregation along racial lines, discrimination along gender lines was rampant, for women, and women of colour, who were systematically excluded from meaningfully participating in the economy [1]
The Employment Equity Act (EEA) promotes equity in the workplace and has resulted in more women meaningfully participating in the labour force [3, 4]
This study aims to fill this void by exploring women’s career progression into top management positions in a South African bank from the perspective of women who are already top managers and senior managers
Summary
South Africa’s history, marred by periods of segregation along racial lines, discrimination along gender lines was rampant, for women, and women of colour, who were systematically excluded from meaningfully participating in the economy [1]. Since the start of democracy in 1994, the government has made concerted efforts to repeal legislation that encouraged discrimination and introduced legislation that promotes equality in the workplace [2]. These laws include the Labour Relations Act of 1995, Employment Equity Act, No 55 of 1998, and the Basic Conditions of Employment Act, No 75. The Employment Equity Act (EEA) promotes equity in the workplace and has resulted in more women meaningfully participating in the labour force [3, 4]. Despite the implementation of progressive legislation, women continue to face gender inequality in the workplace, mainly by being less likely to secure employment,
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