Career Advancement Research Articles

Fast Forward to Freedom: Unveiling the Realities of Early Retirement of Teachers

Early retirement among teachers is on the rise, creating a shortage of experienced educators and potentially hindering the quality of education. This trend requires investigation into the reasons behind it and the development of effective strategies to retain teachers in the workforce. This qualitative study aims to explore the phenomenon of early retirement among teachers in primary schools, employing a case study approach and drawing upon theories such as Conservation of Resources (COR) theory, Social Identity Theory (SIT), and the Beehr Retirement Model. Through purposive selection of a resourceful participant and qualitative data synthesis, the study uncovers the multifaceted nature of factors influencing teachers' decisions to retire early. Key findings reveal that organizational challenges, including administrative burdens, workload, and dissatisfaction with school management, significantly impact teachers' retirement intentions. Personal considerations such as health concerns, work-life balance, and career satisfaction also play pivotal roles in shaping early retirement decisions. Proposed interventions to address these challenges include fostering a positive organizational culture, providing career advancement opportunities, and prioritizing health and safety measures to mitigate the adverse effects of early retirement on the education field. The study advocates for collaborative approaches involving policymakers, educational stakeholders, and teachers to formulate and implement policies that value teacher perspectives and expertise, ultimately improving educational outcomes. In conclusion, this study provides valuable insights into the complexities of early retirement among primary school teachers, emphasizing the necessity for comprehensive strategies to address organizational, personal, and systemic factors influencing early retirement intentions. Recommendations for further research suggest involving participants from diverse backgrounds to generate a more comprehensive understanding of teacher early retirement dynamics.

Assessment of Worker Satisfaction with Special Emphasis on Gig Economy: Workers, Work and Platform Perspective

The gig economy has revolutionized the modern workforce, offering them a flexible work arrangement but also raising concerns about worker satisfaction. This study explores the satisfaction levels of gig workers, examining the factors that influence their satisfaction and comparing them to traditional employees. A mixed-methods approach was employed, combining survey of 200 platform workers aimed at collecting information to fill gaps in rights and renumeration, for the benefit of platform workers. Data collection was made by using online survey and face to face interviews methods. Results indicate that these workers experience unique satisfaction challenges, including income instability, lack of benefits, and limited career advancement opportunities. The gig economy is a quickly growing phenomenon in which people work in a variety of full-time, part-time, freelance, and temporary capacities using online platforms. The study identifies key predictors of worker satisfaction, including job control, social support, and perceived fairness. The findings have implications for organizations, policymakers, and gig workers themselves, highlighting the need for tailored support systems and regulations to enhance satisfaction and well-being in the gig economy

Gender gap among plastic surgery residents: the Italian experience

Aim: Despite the significant increase in the proportion of graduating female physicians in recent decades, gender representation in surgical training remains imbalanced. The initial rise in female interest in plastic surgery has reached a plateau. Gender bias, affecting women’s confidence and opportunities, negatively impacts training and career prospects. This study aims to quantify and analyze disparities in surgical training opportunities, workplace treatment, and career advancement among male and female plastic surgery residents in Italy. Methods: Our study involved all Italian plastic surgery residents contacted between February and March 2024. A 21-item survey assessed professional, surgical, and personal aspects, focusing on gender gap differences. Responses were expressed in percentages and compared utilizing the Fisher Exact test. Results: A total of 551 surveys were distributed to Italian plastic surgery residents, with 46 responses each among women and men. Gender disparities persisted in workplace treatment, with more women reporting discrimination. Significant differences were identified in treatment inequality by hospital personnel and patients, the occurrence of inappropriate comments in the workplace, inquiries regarding work-life balance and career advancement opportunities, an augmented gender gap in surgical vs . clinical programs, and the perception of a negative impact of gender on surgical training. Conclusion: In conclusion, our study emphasizes the pervasive gender inequality in plastic surgery training, urging action against systemic biases hindering female surgeons’ progress. Gender equity efforts should combat discrimination, promote work-life balance, and foster inclusive training environments. Addressing these issues can create a field that empowers all surgeons to thrive.

An analysis of high school students perceptions of school culture under the new general education program with emphasis on academic achievement, extracurricular participation, and career guidance: A case in Ho Chi Minh City, Vietnam

This study examines the viewpoints of public high school students in Ho Chi Minh City regarding the culture of their school under the implementation of the new General Education Program (the 2018 General Education Program) with a specific focus on several aspects of their educational surroundings. The participants consist of students from diverse backgrounds, including different schools and exhibiting varying degrees of academic and extracurricular engagement. The study revealed that 59.8% of pupils obtained remarkable academic outcomes, whereas 33.5% received exemplary achievements. Just 6.5% were considered to be qualified, while a slight 0.1% were considered to be unqualified. The training results revealed that 75.7% of pupils were categorized as distinguished, 20.4% as good, and 3.9% as qualified. With regards to extracurricular involvement, 13.7% of students assumed the role of class officials, 20.5% were club members, 8.3% held the post of youth union secretary, and 8.1% held numerous roles. Nevertheless, 49.4% of individuals were not involved in any official roles. The evaluation of students' learning culture indicated favourable perceptions, namely in regard to the esteem of educators and classmates, as well as the mindset towards independent study and continuous learning. Several aspects, such as the process of selecting a suitable profession and making decisions regarding elective topics, received a lower score of 2.23, suggesting that there is a need for enhancing career advising. The results emphasize both the positive and negative aspects of the school culture in public high schools in Ho Chi Minh City, Vietnam. They stress the importance of constantly improving educational strategies, career guidance, and the fair allocation of resources in order to enhance the learning environment and promote student development, specifically in the 2018 General Education Program.

Why continuing education and professional development trainings for Black and Minority Ethnic groups (BAME) is not translating into career progression, economic growths and bridging the employment gap in the national workforce in UK

The research objective of this study is to understand why continuing education and professional development (Lifelong Learning) the UK has not delivered the expected career advancement, economic returns and closing on the employment gap for Black and Minority Ethnic (BAME) population. Nevertheless, much funding has been put into such educational programs to improve the condition of the BAME community for career mobility and economic prospects, they remain prejudiced nevertheless. The purpose of this research will be to establish the causes of these disparities with particular emphasis on the system influences as well as the efficiency of the established CPD programmers. The research method of this study is of mixed nature, while qualitative study is followed by the quantitative one. The data was generated through Q<|reserved_special_token_266|> energy questionnaire survey and interviews conducted with BAME professional participants of CPD programs. Second, secondary data were collected from the governmental and organizational reports on diversity in the workforce and career advancement. in qualitative data were coded and categorized to explore the experiences of BAME people as well as measures of central tendency and dispersion were used on quantitative data in order to understand trends and co-relations. The study reveals several key outcomes: Fixed preconceptions arising out of race, scant opportunity to interact professionally, and lack of BAME personnel in dominant organizational positions ensure that BAME learners cannot advance further in their careers despite enrolling in CPD programmers. It has been established that the CPD programs are not very effective, the BAME candidates complained that the training does not make them earn a better position or get a salary increment like the white counterparts. Further, the study reveals that culture and organizations barriers and gates are among the barriers to complete inclusion and effectiveness of CPD BAME employees in their workplaces. The results have various implications for the policy-makers, educators and employers. Therefore, the current study’s findings are particularly important for policymakers to support more effective and sensitive policy measures to help BAME populations in the workplace. The authors recommend that educational institutions need to carry out changes in the content and the delivery of the CPD programs, such that they are appropriate for the BAME participants. Companies are encouraged to come up with better policies on how best to mainstream employees’ ethnicity, and how the promotion policies can be made fair and inclusive. The Authors therefore argue that while the acquisition of continuing, education and professional development are most important in career advancement, they are not in themselves adequate to either close the employment division or foster economic opportunity for BAME people in the UK. There is, therefore, a need for reforms at the system level to remove the social factors that act as hurdles to the actualization of these learning programs by BAME workers. Based on the study, the following policies, collaborative professional development, and organizational development solutions are proposed.

Whispers of dedication; unraveling motivational narratives among midwives in reproductive healthcare: a qualitative exploration

Background: Family planning is an important component of reproductive health care. Midwives play a key role in bridging the gap between community and essential reproductive health services. However, our focus extends beyond their service and deeper into what motivates them in this important area of ​​healthcare. We seek to understand the motivations for their commitment, and the challenges they face in meeting the needs of their patients and communities. Methods: A qualitative study was conducted involving ten midwives with structured guide in a focus group discussion. The interviews were recorded, transcribed, coded and thematic analysis was done. Results: Four themes were derived. The theme “Pinnacle Aspirations" essentially presented the motivation for training as an expression of passionate desire for career advancement and self-interest. “Navigating the Terrain” derived the challenges faced by midwives and their expectations which were limited resources, strong beliefs, and misinformation within the community as well as family resistance hindered contraception intake. “Dismal work realities” portrays midwives’ expectations to be acknowledged in terms of higher salary, position and status in health care system. “Women Empowered” explored midwives’ readiness to raise awareness among women about their rights to choose spacing and appropriate methods available. Conclusions: The study revealed the motivations of midwives and explored the various challenges faced by them and their desire to be acknowledged and rewarded for their invaluable service either through formal recognition of position of authority, monetary incentive or financial support, to aid them in their professional endeavors.

Analysis of the Influence of Seafarers' Competencies on Salaries in the Indonesian Shipping Industry

The international shipping industry is the backbone of global trade, with around 90% of international trade carried out by sea. As an integral part of the global transportation system, this industry plays an important role in facilitating the exchange of goods and services between countries. In this context, the quality and competence of seafarers is a crucial factor in ensuring the safety and efficiency of ship operations. This research explores the influence of Certificate of Competency (COC) and Certificate of Proficiency (COP) diplomas on seafarers' salaries in Indonesia, a developing country with unique maritime industry characteristics. Using a quantitative approach, this research analyzed data from 49 seafarers, and found that COC had a significant positive influence on wages, while COP did not show a statistically significant influence. These findings emphasize the importance of COC certification in increasing seafarers' earning potential, and suggest that the focus of seafarers' career development be directed at achieving higher COC levels for career advancement in the maritime industry.

Metaphors Describing the Gendered Organization in the Career Advancement of Women: An Integrative Review

Worldwide, gender equality remains a barrier for women seeking career advancement in corporations. Despite the globalization of corporate social responsibility programs, women have not achieved positional parity with men within the managerial hierarchy. The purpose of this integrative review was to investigate the breadth of the gendered organization literature, summarize the evidence, and inform future research about the career advancement of women in privately owned and publicly traded corporations. Twelve databases were searched between January 1990 and December 2023 for published evidence. Of the 1914 documents screened, 55 articles were included in this review. The gendered organization literature is slowly evolving as a critical area for management research even though fully developed substantive and formal theories are lacking. However, gendered organizations can be conceptualized for theoretical development as a constellation of metaphors embedded in the corporate culture. These metaphors include firewalls, glass ceilings, glass cliffs, glass escalators, labyrinths, queen bees and beehives, and sticky floors. Notably, few intervention studies were reported in the literature. Corporate social responsibility programs had a surprisingly limited impact on eliminating deep-seated structural attributes contributing to gendered organizations. Therefore, management scholars need to engage in theoretical development and research to advance a comprehensive theory of the gendered organization, and studies should investigate why the identified metaphors continue to adversely impact the career advancement of women despite the presence of corporate social responsibility programs. Finally, existing evidence needs to be translated into intervention recommendations for policymakers and corporate leaders.

Navigating 'Waithood': The Socioeconomic Impact on Highly Skilled Chinese Emigrants in the Silicon Valley

This paper investigates the socioeconomic impacts of waithood on highly skilled Chinese emigrants in Silicon Valley. Waithood is primarily characterized by underemployment and delayed career progression which leads to extended adulthood. In this regard, it was found that systematic barriers such as visa restrictions, along with discrimination and market competition, contribute to this global youth iss ue. The study uses a theoretical approach to examine the factors that influence waithood. In Silicon Valley, waithood manifests as prolonged periods of underemployment and financial instability. It also leads to delays in achieving life milestones that include buying a house, getting married, and forming a family. The findings also reveal that waithood hinders career advancement. It enhances economic instability and causes long-term psychological and social effects. It is therefore imperative for policymakers and industry leaders to formulate policies that enhance the integration and utilization of the talented Chinese workforce. Simultaneously, it is also essential to promote a more inclusive and equitable environment in Silicon Valley.

Management of individual human capital in the career of employees of organizations

The article presents the author's graphical representation of the system of career management methods based on the concept of human capital of the organization. The authors propose an algorithm for using instruments for diagnosing motivation in the selection of employees for the formation of vectors of career advancement. The main substantive aspects of the human capital accounting and assessment tools are highlighted.

Barriers to postgraduate education in primary dental care: a qualitative study

ObjectivesPostgraduate education for primary care dentists offers numerous benefits in terms of advancing clinical skills and career opportunities, culminating in improved treatment and patient outcomes. There is a strong desire amongst primary care dentists to enhance skills and provide contemporaneous evidence-based dentistry, accredited by higher educational qualifications. However, significant barriers hinder their pursuit of further training and career advancement. The aim of this study is to explore the barriers to undertaking formal postgraduate education for dental practitioners working in primary dental care. Exploration of these perceptions should help to identify further areas of study to help alleviate some of these obstacles, enabling more primary care dentists to access postgraduate education and improve patient care. MethodA qualitative study was undertaken through individual narrative interviews with primary care dental practitioners (n = 20) with varying levels of experience and located across the UK. All interviews were conducted using a study guide, transcribed and analysed thematically. ResultsThe participants indicated that there is a strong desire to undertake postgraduate study amongst primary care dental practitioners. Significant barriers were identified, with three major themes emerging:1.Personal Cost: Time constraints and accessibility, Financial Burden, Family Commitments.2.Business Viability: Business time constraints, Inability to use Enhanced Skills, Remuneration systems.3.Business Culture and Team Dynamics: Stage of Career, Current Practice Business Model, Leadership and Vision.These barriers appear to be multifaceted and interconnected, however participants also identified significant opportunities to address them. ConclusionStudy participants identified a range of personal and professional barriers to undertaking postgraduate dental education whilst working in primary dental care. Practitioners working within predominately NHS orientated practices perceived more professional barriers than those in private practice. The majority of participants indicated their preference for hybrid models of education which would work around clinical commitments. Further research and engagement with stakeholders should be undertaken to help reduce these barriers.

Institutional and personal determinants of nursing educators’ job satisfaction and turnover intention: a cross-sectional study

BackgroundNursing educators play a critical role in training future nurses, and high turnover can disrupt the training quality and process. This study identified the institutional and personal factors influencing Canadian nursing educators’ job satisfaction and turnover intention.MethodsThis cross-sectional study used an online survey to obtain the levels of job satisfaction, turnover intention, role description, and institutional and personal/demographic characteristics of nursing faculty across Canadian institutions. Data were analysed using descriptive statistics, chi-square, bivariate linear regression, and hierarchical linear regression.ResultsA total of 645 participants, with a mean ± SD age of 48.82 ± 10.11 years, returned a completed questionnaire. The average/maximum job satisfaction and turnover intention scores were 12.59/20 ± 3.96 and 6.50/15 ± 3.05, respectively. Higher job satisfaction was significantly associated with lower turnover intention (β=-0.559, p < 0.001). The multivariate analysis showed that having a partner or being married (β = 0.086, p = 0.031), working ≤ 40 h weekly (β=-0.235, p < 0.001), teaching ≤ 4 courses annually (β=-0.115, p = 0.007), and having higher than bachelor’s degree qualification (β=-0.091, p = 0.042) predicted high job satisfaction, while high turnover intention was associated with faculty in the Prairie region (β = 0.135, p = 0.006) and working ≥ 41 h weekly (β = 0.151, p = 0.001).ConclusionHaving a partner, manageable workload, and advanced qualifications positively influenced job satisfaction, while high turnover intention was associated with high workloads. Institutions may benefit from ensuring proportionate faculty workloads, fostering career advancement, and providing robust support systems that can stabilise the workforce and preserve the quality of nursing education.

Postmodernity Fears and Transformations of Teachers’ Identities

Postmodernity affected educational systems and teaching practices in several ways, such as deconstructing knowledge and changing the power dynamics in class, as well as putting emphasis on diversity, inclusivity, interdisciplinary approaches, critical pedagogy, and reflexivity. These changes led to the alterations and fluidity of teachers’ professional identities. The purpose of this small-scale qualitative research is to depict teachers’ fears in association with changes in their profession caused by postmodernity. Two distinct tools were used: a priority list and an explanation-justification template for each respondent to indicate the reasons behind their priority choices. Thematic analysis was used to indicate major themes and subthemes in the participants’ verbatim answers. Findings indicated that teachers at different stages of their careers are worried about continuous educational and environmental changes. Younger teachers with less experience are especially worried about systemic changes and abruptions that affect not only their profession but their lives as a whole. The findings of this study verify previous research concerning teachers’ professional identity determinants with an emphasis on contextual factors and career advancement. Postmodernity as a factor underpinning professional alterations indicates that the dominance of various factors depends on variations between contexts, cultures, and structures of educational systems, as well as on the psychological mechanisms employed by individuals in forming the perception of their self.

Teachers’ Knowledge, Behavior, Attitude and Practices on Pillars of Financial Literacy Across Opol East District

The study examines the financial literacy of teachers in the Opol East District, focusing on their knowledge, behavior, attitude, and practices related to financial management. The research involved 262 respondents, using an adapted questionnaire and universal sampling technique. The study aimed to assess the respondents' level of financial literacy across key pillars like spending, earning, saving, budgeting, donating, investing, and protecting. It also sought to identify significant relationships between their knowledge, behavior, and practices, and to explore differences based on demographic factors such as age and civil status. The findings revealed that the respondents generally possess a very high level of financial knowledge, behavior, attitude, and practices. There was a significant relationship between the respondents' knowledge, behavior, and attitude, and their financial practices. However, differences in knowledge were observed based on age and civil status, while behavior and attitude showed no significant differences when grouped by these factors. The study recommends that teachers pursue advanced degrees and certifications to enhance their career prospects and remain competitive in the evolving educational landscape. These qualifications can help them improve their financial literacy and, in turn, their financial stability and career advancement.

Baby Bumps in the Road: The Impact of Parenthood on Job Performance, Human Capital, and Career Advancement

Abstract This paper explores whether and why a maternal “child penalty” to earnings would emerge even without changes in employment and hours worked. Using a matched event study de-sign, we trace monthly changes in determinants of wages (job performance, human capital accumulation, and promotions). Data come from a usefully unusual setting with required multiyear employment and detailed personnel data: the United States Marine Corps. Mothers' job performance initially declines, and gaps in promotion grow through 24 months postbirth. Fathers' physical fitness performance drops somewhat but recovers. These patterns lead mothers to earn relatively lower wages, even absent changes in employment postbirth.

Impact of Gender Stereotypes on Career Advancement in STEM Fields in Tanzania

Purpose: The aim of the study was to analyze the impact of gender stereotypes on career advancement in STEM fields in Tanzania. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: In Tanzania, gender stereotypes significantly impede career advancement for women in STEM fields, creating barriers to their professional growth and development. Research reveals that societal expectations and cultural biases often undervalue women’s contributions and limit their opportunities for advancement. Women face challenges such as unequal access to resources, mentorship, and networking opportunities compared to their male counterparts. These stereotypes contribute to lower representation of women in leadership positions within STEM sectors, further perpetuating gender disparities. Unique Contribution to Theory, Practice and Policy: Social role theory, stereotype threat theory &amp; expectancy-value theory may be used to anchor future studies on impact of gender stereotypes on career advancement in STEM fields in Tanzania. Establish mentorship programs that pair LGBTQ+ individuals with supportive mentors who can provide guidance and advocacy. Implement and enforce policies that promote diversity and inclusion in hiring and promotion practices within STEM fields.

Barriers to female leadership in intensive care medicine: insights from an ESICM NEXT & Diversity Monitoring Group Survey

BackgroundThe underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women’s leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women.MethodsThis multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023.ResultsOut of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women’s assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent’s experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women’s leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women’s career growth.ConclusionsThe urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey’s comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential.

Influence of Workplace Mentorship Programs on Gender Diversity in Leadership in Kenya

Purpose: The aim of the study was to analyze influence of workplace mentorship programs on gender diversity in leadership in Kenya. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Research on the influence of workplace mentorship programs on gender diversity in leadership in Kenya highlights several key findings. Studies indicate that mentorship programs significantly enhance the representation of women in leadership roles by providing guidance, networking opportunities, and skill development tailored to address gender-specific barriers. These programs foster a supportive environment where women can gain confidence and visibility, which translates into increased career advancement. The effectiveness of such programs is often amplified by their focus on addressing systemic biases and promoting inclusive practices within organizations. Unique Contribution to Theory, Practice and Policy: Social learning theory, role congruity theory &amp; transformational leadership theory may be used to anchor future studies on the influence of workplace mentorship programs on gender diversity in leadership in Kenya. Organizations should implement mentorship programs tailored to the specific needs of women in different sectors and career stages. Policymakers and organizations should develop and enforce structured mentorship policies that include regular evaluations, clear objectives, and accountability measures.

Beyond guides, protocols and acronyms: Adoption of good modelling practices depends on challenging academia's status quo in ecology

Implementing good modelling practices (GMP) in ecological sciences is key to improving scientific reliability. Despite the increased availability of guidelines and protocols detailing how principles such as FAIR and PERFICT can be implemented to improve good modelling practices, the sharing of code which can reproduce results and workflows remains remarkably low. In this work, we explore potential root causes of this discrepancy. We identify three key factors inherent to the current academic structure that, in our experience, might play a role in hindering a wider adoption of GMP: (1) acknowledgment of the time required to implement GMP in projects, (2) the lack of GMP and software development training among ecologists, and (3) perception of GMP as unrewarding in the short-term. We argue that there is an urgent need for systemic changes. Such changes include (1) a cultural shift to value the incorporation of GMP across projects, emphasising the need for explicit budget allocation and careful scheduling of its implementation, (2) redesigning academic curricula to explicitly include GMP and software development as fundamental disciplines in ecology, and (3) an increase in recognition of open and functional code and workflows for career advancement. We call for concerted efforts for bridging this gap, and propose a hopeful outlook emphasising the role of a new generation of scientists and tools committed to good science. Proposing concrete actions, we aim to start a discussion on challenging academia's status quo in ecology and support scientists in bringing a significant paradigm shift to ecological modelling.

Intent vs Reality: Dehumanization in the South African Corporate Landscape

Thirty years after apartheid’s abolition and the ascension of a new democratic leadership, South Africa continues to grapple with the discriminatory legacy of apartheid. Measures introduced by the post-apartheid government to combat historical marginalization, including legislative initiatives like affirmative action laws and diversity management policies, encounter inherent structural barriers within South African organizations shaped by prevailing cultural norms. Despite the legal framework in place, black employees often endure dehumanizing treatment, finding themselves sidelined from decision-making channels and lacking access to avenues for career advancement and professional development. This essay aims to better understand the lived experiences of South African workplace employees through the lens of organizational dehumanization. This work underscores the urgent need to reimagine transformation efforts in South Africa, moving beyond numerical representation toward a more inclusive work environment that promotes genuine empowerment. It emphasizes the importance of developing holistic diversity management strategies, implementing effective mentorship and sponsorship programs, and providing opportunities for meaningful participation and decision-making by black employees. Such an approach will ensure that legislative intentions are translated into practical workplace realities, ultimately fostering true equality and empowerment.