Women’s leadership in business and higher education: a focus on organisational experiences in South Africa and Kenya

Abstract

abstractThe article problematises the conceptualising of women’s organisational leadership in African contexts, firstly in the absence of sufficient data, secondly due to constraints experienced within organisational environments. Focusing on decision making as a key indicator of women leaders’ meaningful participation, the article highlights organisational facilitators and obstacles that respectively enable or constrict women’s contributions at senior levels, to leadership praxis and knowledge. Data shared is from strategic interviews and focus group discussions with women in senior and leadership positions in business organisations and higher education institutions in South Africa and Kenya. Noting persistent restraints within organisational environments, research findings further present strategies – clustered as: behaviour, communication, information, planning, situational leadership – that women in leadership positions utilise for negotiating organisational contexts, to overcome barriers and optimise their positioning and impacts. In reflecting on what women’s leadership means in theory and practice, and on effective leadership characteristics for women in African contexts, findings discussed contribute to discourse on women’s contributions to leadership. The article underscores that research conceptualising women’s leadership in organisations is de facto limited by the extent to which women are constrained or supported in senior and leadership positions.Recommendations suggest mechanisms and approaches to ameliorate/strengthen organisational obstacles/facilitators, to create conducive contexts for women's leadership, allowing emergence of diverse knowledge and organisational leadership praxis. Helpful institutional and policy support structures and initiatives are presented, including data accumulation, mentoring and capacity building, networks and communities of practice, gender and diversity policies and effective implementation frameworks.