Abstract
This paper examines why Black engineers remain underrepresented in managerial roles, despite the country having been a democracy for over 30 years and having introduced empowerment measures and policies. The existing literature shows that few sources address the underrepresentation of Black engineers in managerial positions within a South African context. This highlights the need for this study to fill the gap in the literature and to identify the key leadership skills required for advancement into managerial roles.
The study adopts a posthumanist perspective to explore the challenges that Black engineers encounter in advancing to management positions within the engineering field. The research identified systemic barriers and skills, referred to as “Potestas,” that hinder the progress of Black engineers into senior positions. These barriers include the historical dominance of a White male-led industry, insufficient developmental initiatives designed to upskill Black engineers, and a lack of mentorship and access to leadership programs.
The primary contribution of this study was a qualitative analysis involving 15 Black engineers who participated in semi-structured interviews. These interviews explored the participants' experiences since entering the engineering field and identified key avenues for empowerment necessary for advancement into managerial roles, which are referred to as “Potentia.” The study highlighted the importance of skill development, including effective communication and emotional intelligence, and emphasised the need for programs tailored to Black engineers.
The feedback from participants and the thematic analysis highlight the importance of accurately identifying the root causes of why more Black engineers are not advancing to managerial positions. It is essential to effectively implement empowerment policies, such as the employment equity act and the broad-based black empowerment initiatives. Additionally, organisations and policymakers must ensure the correct implementation of these policies and foster a transformational organisational culture that promotes diversity at senior management levels.