Abstract
This exploration of the glass ceiling effect as well as its impact on women's career advancement and leadership in South Africa and globally highlights the persistent structural, cultural, and personal barriers that women face in their professional journeys. Despite significant legislative efforts and initiatives aimed at promoting women, gender equality, particularly in male-dominated industries and leadership roles, continue to be under-represented. The challenges are multifaceted, ranging from deeply entrenched societal norms and stereotypes to organisational practices that often unconsciously favour male leadership styles. The primary objective of this study was to examine how women in senior leadership positions have managed to overcome the barriers posed by the glass ceiling in advancing their careers. This study explores the factors that contribute to the glass ceiling both globally and within the South African context, drawing comparisons with similar factors in other developing nations. It also examines strategies to overcome the barriers, intending to offer a thorough grasp of these obstacles and possible solutions for promoting gender equality in leadership.
A generic qualitative approach was chosen as the suitable research strategy to achieve the objectives. The sample consisted of fifteen women in senior management or executive roles, selected through non-probability purposive sampling. Data were gathered through semi-structured interviews and analysed using Braun and Clarke’s (2012) six-step process for thematic analysis. Six themes were identified: Organisational Culture and Practices, Leadership Presence, Role of Mentorship and Sponsorship, Work-Life Integration, Success Strategies, and Barriers.
The findings suggest that organisational practices must evolve to actively support women’s career progression, including implementing gender-sensitive policies, sponsorship programmes and mentorship. Additionally, creating robust support systems and flexible work arrangements is essential in order to facilitate work-life integration, enabling women to balance personal and professional demands effectively.
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The study's sample was limited to women leaders in Gauteng and the Western Cape, which may not fully capture experiences of women in other regions of South Africa. Future research should expand on the geographical scope and consider a longitudinal approach to explore the evolving experiences of women in leadership roles over time.