Electronic Theses and Dissertations (Masters/MBA)

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Antecedents of online shopping behaviour: the moderating role of gender in Gauteng
(2022) Sikhalela, Khanyisa
Online shopping is a growing phenomenon, and, with the COVID19 pandemic, it has been exacerbated. This study sought to assess the antecedents of online shopping behaviour and the moderating role of gender. Driven by the need to expand the knowledge of digital marketing and consumer behaviour, research on consumer behaviour and gender was imperative. This study was motivated by the lack of studies in the South African context that have investigated the online shopping antecedents and how the relationship between these antecedents and online shopping is influenced by gender. To achieve the aim of the study, this study utilised a selfadministered questionnaire to collect data from 200 online shoppers from Gauteng province, South Africa. Correlation and regression analyses were used to evaluate the objectives of the study. Thus, a causal-comparative research design was employed to investigate the effect of perceived benefit, online consumer attitude, perceived risk and trust on online shopping, and how gender influences these relationships. The study revealed that perceived benefit, trust, and online consumer attitude positively affect online shopping. Perceived risk was found to have a negative effect on online shopping. Further results revealed that gender influences the relationships between online shopping behaviour and its antecedents. The study concluded that gender matters regarding online shopping behaviours in Gauteng province. It was recommended that online businesses implement gender-sensitive marketing strategies to attract more online buyers. The results imply that online businesses should pay attention to the four antecedents of online shopping to increase their online sales. Building trust and reducing the perceived risks would enhance online business growth. This suggests that gender-specific or gender-sensitive marketing strategies should be implemented to increase online shopping.
Barriers to accessing funding for women entrepreneurship technology start-ups in South Africa
(University of the Witwatersrand, Johannesburg, 2022) Mogotsi, Claire Kagiso Mmamodumedi; Urban, Boris
Orientation- High growth ventures (HGVs) which comprise young firms known as gazelles or super start firms have been known to be the biggest contributors towards economic growth. However, these types of firms are rare in developing economies, compared to developed economies. Even though Africa boasts some of the highest numbers of female entrepreneurs in the world at 27%, most of these ventures have little opportunity to grow, and numbers are even lower in high growth ventures as women entrepreneurs are in short supply. Motivation for the study- There is an observation that the rates of women entrepreneurship is low compared to men in South Africa, the rates are even fewer in the high growth start- up space. It has also been argued that because women start-ups are underfunded or struggle to access adequate funding, this has contributed to the low rates. Research purpose- The purpose of the study is to investigate the perceived barriers to accessing funding for women-led technology startups in South Africa. This is due to the fact that funding is a significant factor when it comes to the growth and success of a business. Design/Methodology/Approach- The study was cross sectional and quantitative in nature. A self-administered survey was sent to founders and leaders of women-led tech startups in South Africa. An aggregate of 53 women technology start-up owners or partners of male technology start-ups working in different fields of the technology industry collectively took part in the survey. Validity, reliability, correlation and multiple regression were performed to test the relationship between the variables. Main findings- Aspects that were investigated for the study included networks, bias(investor bias and stereotypes), confidence and access to funding. The results show that although women face these barriers when it comes to accessing funding for their businesses in terms of networks, investor bias and gender stereo types, their influence on access tofunding is however not as strong, nor it is as significant.
Cultural values and consumer choice of motor vehicle brands: the case of women in SA
(2021) Majola, Jonia
Culture is one of the accepted determiners used by marketing researchers as an influencer of consumer behaviour. This research seeks to determine how cultural values impact women’s vehicle brand choice in South Africa. The study also seeks to determine effect of vehicle purchasing factors on vehicle brand choice particularly for women and compared with men. The methodology used for this study entailed an online quantitative survey. A total of 7 cultural values hypotheses were tested and two were accepted and 5 were rejected. A total of 6 vehicle purchasing factors were tested and 3 were accepted and 3 were rejected. The findings revealed that brand choice is influenced by two cultural values: affective cultural value and mastery cultural values. Moreover, vehicle purchasing factors that influence vehicle brand choice are styling, pricing and image. The study also confirmed that there are significant differences between male and female consumers within the cultural values of intellectual autonomy cultural value and hierarchy cultural values. Furthermore, male and female buyers embody a significant difference in one vehicle purchasing factor: styling. The theoretical findings contribute to the limited and existing research, literature and knowledge on the effect of cultural values on vehicle brand choice and the effect of vehicle purchasing factors on vehicle brand choice. The study broadens knowledge on the vehicle purchasing factors; it extends our understanding on the differences between women and men in terms of vehicle purchasing factors and cultural values. The managerial implications reveal the importance of understanding customers. Two cultural values influence vehicle brand choice; these are: affective autonomy and mastery cultural values. Therefore, automotive marketers should ensure that their marketing strategies speak to these cultural values. For mastery cultural value communication strategies should embrace the spirit of goal-oriented people and success. For affective autonomy cultural value, it is therefore important for marketers to verify that their marketing strategies focus on ensuring that customers will use their vehicles to enjoy life. Vehicles should be portrayed as a tool that enables customers to enjoy life when embarking on new experiences such as visiting markets and Page | 3 adventurous experiences and excursions. Marketing strategies should also include three vehicle purchasing factors pillars: styling, pricing and image.
Digitalisation and gender inclusion in financial services in South Africa
(University of the Witwatersrand, Johannesburg, 2023) Smith, Talicia Lucia; Magida, Ayanda
Digital transformation and increased digitalisation have been identified as significant opportunities for women’s participation and gender inclusion in the workforce to support substantial economic growth. This study explores the perceived role of gender inclusion during the rapid digitalisation of the world of work during the pandemic. This study further seeks to understand the experience of women leaders in the formal sector from 2019 to 2021 in South Africa (SA). An interpretive phenomenological approach was adopted for this study, using semi-structured interviews. The snowballing sampling method was used to reach women leaders across the financial services industry. The data was analysed using thematic analysis and a hybrid analytical approach to developing the code book and subsequent themes. The research findings indicated a delicate and complex relationship between digitalisation and gender inclusion influenced by the internal gender inclusion strategy, the digital workplace design, digitalenablers, social implications, culture and well-being of women leaders as they worked virtually. While women leaders experienced the rapid surge of digitalisation during the virtual working phenomenon as positive, there were pros and cons identified for women leaders working almost, ultimately impacting their ability to stay with organisations. While organisations offer world-class digital transformation strategies, invest in the best technologies, or leverage increased digitalisation to change how people work. The key takeaway is that with the complexities of human behaviour and the entrenched gender stereotypes in financial services, digitalisation may not be enough to keep women as active and contributing members of the future workforce
Diversity And Inclusion In The Workplace Of Civil Engineering Firms In South Africa
(University of the Witwatersrand, Johannesburg, 2021) Ramone, Ntsitile; Woytela, Kambidima
The narrative of engineering as a masculine profession has replicated the observation that engineering is incongruous for women. Although efforts to encourage females to get into the engineering field have been made, a number of them have failed. At the same time, it has been argued that the way gender is ‘done’ in work can help diminish or increase inequality between the sexes. Diversity symbolises the synchronicity of employees with an extensive variation of socio-cultural, socio-economic as well as demographic characteristics. Inclusion designates the optimal employment of a blended workforce for the development and success of an organisation by providing a sense of connection, empowerment, acknowledgement, respect to the diverse workforce as well as integration. Gender inequality can also be viewed as the cultural and social situation in which gender determines different rights and self-worth for women and men, which are echoed in their imbalanced access to rights, as well as the hypothesis of pigeonholed social and cultural roles Using case study research exploring diversity and inclusion in the workplace of South African civil engineering firms in Gauteng, this study aims to explore the relationship between diversity and inclusion attributes such as gender inequality, pay disparities, gender based discrimination, skills as well as unfavourable work conditions and how they affect job performance and in turn inhibit growth in the industry. A case study approach was used through conducting semi-structured interviews that enabled in-depth insights from participants to get a thorough understanding of the concepts under review
Experiences of positive psychology coaching for women’s success in workplace
(University of the Witwatersrand, Johannesburg, 2018) Mokwele, Mapaseka
The findings of the study revealed that positive psychology coaching assists the coachees in their ability to develop positive thinking; it helps to improve confidence and resilience, enhances self-awareness and interpersonal skills, enhances learning and knowledge and also enhances decision making skills. Despite this, there were challenges that were highlighted during the use of positive psychology coaching. There were three core challenges that were revealed by the findings, which were the personal coachee challenges, environmental challenges, as well as the PPC tools and methodology challenges. The findings show there were overall benefits which entailed higher level of self-awareness and control where the coachees were able to tap into their strengths, increased their energy, eliminated negative thoughts and felt empowered in so far as being able to achieve all their desires. It is evident that positive psychology coaching is a vital tool for women in leadership as it enhances their ability to go for what they want and believe in themselves, thereby reaching their optimum psychological aspects resulting in success in the workplace
Exploring Challenges Faced by Women in Executive Leadership in the Non-Profit Sector in South Africa
(niversity of the Witwatersrand, Johannesburg, 2023) Nsibande, Nondumiso; Alovokpinhou, Sedjro
Women continue to face challenges in executive leadership positions within non-profit organisations in South Africa which negatively affects their performance. Limited progress has been made on women’s representation in decision-making in the last few years, however, those who make it to these positions tend to vacate them because of obstacles that exist while holding these positions. This study used a phenomenological qualitative research design to explore the experiences of women in senior management positions in the non-profit sector. The study used in-depth interviews to collect qualitative data from 20 participants: 16 women leaders, and four men leaders in the non-profit sector. Feminist theory was used to understand the different challenges and discriminations faced by women in senior management based on race, gender, and other forms of stereotype. The study found that the main challenges faced by participants which affected their ability to thrive in their role as leaders in the organisations was the reinforcement of patriarchal ideologies, including gender norms in the workplace, lack of resources, lack of mentorship and investment in leadership training, gender wage inequality, discrimination based on the intersections between race and gender, and a lack of a family work-life balance. Participants also identified factors that could contribute to sustaining women in leadership positions such as positive organisational culture, and being intentional in challenging toxic gender norms and overall gender inequality; promoting work-life balance policies; investing in mentorship and networking opportunities, networking and leadership training
Factors contributing to the success of female leaders in South African Independent Power Producers
(University of the Witwatersrand, Johannesburg, 2023) Madali, Lusani Jacqueeline
Globally, there is a transition towards low-carbon energy sources, and countries, including South Africa, are including renewable energy power generation into their energy mix to reduce carbon emissions and meet gender mainstreaming and equality objectives. The energy sector remains one of the most minor gender-diverse sectors in the economy. Studies have indicated that there are barriers and enabling factors that contribute to the success of female leaders. The study aimed to explore and analyse factors (barriers and enablers) contributing to the success of female leaders in South African Independent Power Producers. The research adopted a generic qualitative approach using a non-random sampling technique (self-selection) followed by thematic data analysis and interpretation to derive the narrative towards the study objectives. Data was collected from nine female participants from leading renewable energy IPP companies through semi-structured interview questions undertaken via an online platform. The study's key finding was how the feminist theory came into play when the COVID-19 pandemic interrupted the social norms, which shifted stereotype, patriarchal and discrimination views about females. In summary, the study also indicated that contributing factors could be both negative extrinsic (generational disadvantages, unconscious bias, discrimination, patriarchy, and stereotype) and intrinsic (lack of self-confidence) and positive extrinsic (support system, mentoring and training) and intrinsic (self-confidence), which can be a barrier or an enabler towards females attaining leadership roles within the renewable energy IPPs
Factors influencing entrepreneurial intentions of women in the South African digital ecosystem
(2021) Danisa, Nombulelo
In line with Sustainable Development Goals (SDGs), there have been increasing calls in support of female entrepreneurship in Sub Saharan Africa. The entrepreneurial gender disparity against women in South Africa is a cause for concern considering the important role of female entrepreneurs in the economy. Potential female entrepreneurs face challenges and hostile environments that discourage entrepreneurial spirit. However, with the advent of the digital ecosystem, it is hoped that these institutional barriers would be overcome. Thus, an investigation on the influence of institutional factors and the digital environment on entrepreneurial intentions of women is imperative. Utilising the Theory of Planned Behaviour within an institutional embedded perspective, a model for the digital economy was inferred to analyse factors affecting female entrepreneurial intention in the South African digital ecosystem. This quantitative study utilised cross sectional data collected for a final sample of 302 females across South Africa. Results reflected that entrepreneurial intentions of women are positively influenced by favourable perceptions of the cognitive and normative institutional dimensions. However, the regulatory dimension had a positive but insignificant influence with no evidence that the digital environment interacts with the institutional environment to influence entrepreneurial intentions. Therefore, it is recommended that government and policy makers play a leading role in promoting a culture that values female entrepreneurship. This would assist in creating favourable perceptions of the institutional environment and in turn encourage aspiring female entrepreneurs to start their own business.
Gendered perspectives of the enablers and constraints for female energy leaders in South Africa
(University of the Witwatersrand, Johannesburg, 2023) Msimanga, Xolile; Carmichael, Terri
This exploratory research study provides gendered perspectives on female leadership characteristics and how increased diversity may contribute positively to energy sector performance. This study also explored the enablers and constraints for women in the energy sector in South Africa to progress to senior positions. A qualitative research approach was used for the research method. Semi-structured interviews were conducted with eight female and seven male energy sector leaders. Thematic analysis was used to analyse the interview data using MAXQDA coding software. The research findings showed that the characteristics are being people-centric – inclusive and collaborative; 'soft traits' like empathy; developing and empowering others; being visionary and performance-driven. Both genders highlighted that although these characteristics were more pronounced in women, they were also observed in good male leaders. The best leaders can balance their gender-related traits with the traits of good leaders. The leaders highlighted that increased diversity results in better problem-solving and superior solutions. Therefore, an increase in diversity leads to better performingorganisations. The research findings showed that the main enablers were transformation processes; networking and exposure; organisational environment; coaching, mentorship, sponsorship; development and training opportunities; mindset and internal beliefs; senior and managerial support; career ownership; and family support. Self-determination was recognised as vital, and autonomous motivation drove the female leaders to succeed. The research findings showed that the main constraints were gender stereotyping; mindset and internal beliefs; male-dominated sector and culture; old boys’ clubs; lack of female pipelines and representation; lack of accommodative structures in operations; and the dual role of women. Male leaders can play a crucial role in male-dominated environments to ally with women and work on changing the systems. Although gender stereotyping was recognised as the biggest challenge, their mindset and perspectives about the sector were also a significant constraint as it could impact their willingness to pursue leadership roles in energy or even consider careers in the sector.
Leadership and gender in a financial institution in South Africa
(University of the Witwatersrand, Johannesburg, 2023) Bhana, Meera; Matshabaphala, Manamela
For many years, the comprehension of leadership has been a crucial aspect in organisations and continues to be a pressing concern for businesses. Despite the efforts made by organisations to develop leaders, leadership has often been characterised by the failure to achieve desired outcomes. As such, there is a requirement to understand leadership from a gender perspective. This study is aimed at investigating the experiences of women in leadership. The focus is on comprehending the concept of leadership and how women have progressed in financial institutions in South Africa. A qualitative research design was employed to gain an in-depth understanding of women in leadership and their experiences as women in a male-dominated corporate environment. The data collection method involved semi-structured interviews with eight female participants and four male participants, in order to gather their perspectives. The findings indicated that the participants did face challenges in obtaining leadership roles and found it difficult to break the glass ceiling. However, there was a consensus that the older generation believed that women are only capable of being housewives and prioritising family responsibilities due to historical legacies and social norms. In contrast, the younger generation found it easier to assume leadership roles with the support of their organisation and male colleagues. The study revealed three main themes that emerged, namely, Leadership, Gender, and Diversity. These themes were further broken down into sub-themes. Although some of the participants exhibited a positive outlook based on the progress made by women in recent years, many still believe that the older generation needs to shift iv their mindset and embrace change. As more women are being recognised in leadership roles, it is recommended that women should also assert themselves, be empowered and encouraged to face challenges and confidently assume leadership positions.
Representation of women in the South African military
(2021) Prins, Ammerenthia Petronella
Although the breakthrough came in 1998 for women to join the combat corps, twenty years later, the SANDF is still facing the challenge of not being able to increase the number of women, and to meet the national target of a 50:50 male versus female ratio in the combat environment. The purpose of this research was to explore the reasons why the SANDF had not been able to achieve a 50:50 male to female ratio in the combat environment and to consider possible implications for the gender transformation mandate of the SANDF. Patriarchy stood out to be the biggest challenge women face in the military. Some of the symptoms of patriarchy visible in the SANDF is that the leadership of the SANDF is predominantly male, policies are not gender neutral and the continuous sexual harassment of women to the extent where the MOD & MV had to intervene. The perception that women must behave like men to achieve military objectives must end however, the military remains a “man’s world” and as Heinecken (2016) claims, “..the only way to ‘regender’ the military is to stop privileging masculinity over femininity”
Social media’s influence on public policy in gender based violence
(2022) Naidoo, Nalianee
Constitutional transformation is the cornerstone of our new democracy and has entrenched Constitutional supremacy in South Africa. However, regardless of our twenty-six years into a new democracy, we are still challenged with social injustice around gender-based violence in our country. These historical challenges are rooted in the legacy of apartheid, colonialism, and a patriarchal society. Although our Constitution and Bill of Rights protects the rights of women, and there has been progressive interventions around policy changes, we are still not effectively addressing the scourge of gender- based violence. Policy changes require active public participation to ensure social justice and the protection of the rights of women in our society. Today, with the advancements in technology the use of social media has become a popular tool in social movements and their mobilization strategies. This component of social media in advocacy has broadened the scope and reach of social movements and has in many ways created wider terrain for which public policy can be influenced. To enhance democracy public participation has become a critical component and has contributed to changes in public policy, as it signals the ability of citizens to engage in democratic processes and to make contestations where necessary. The primary purpose of this research is to investigate, using qualitative methodology and a case study analysis, how the #TotalShutDown: 24Demands campaign leveraged social media in influencing public policy on Gender - Based violence in South Africa. Individual semi structured interviews were used for the collection of primary data from national and provincial members of the coordinating committees, while document analysis was used for the collection of secondary data which was collected and analysed. The research study revealed that through the leveraging of social media the #TotalShutDown:24Demands campaign was able to influence the policy environment. In addition, the study revealed that social media, as a strategic mobilization tool, allows for movements to broaden the terrain in which they can engage with women, thus providing wider reach for advocacy objectives to be reached. In the study, this was evidenced by the movement as they were able to effectively create networks across the country (nationally and provincially) to achieve its mission as described in the 24 Demands. Finally, the study will also show how integrated methods of mobilization (making use of traditional mobilization strategies while leveraging digital forms of engagement) strengthen advocacy efforts and often results in multiple forms of movement building and advocacy. The main recommendations made were, for a more inclusive approach to the Gender Based Violence space on the issue of intersectionality that needs to be addressed. A deeper 3 engagement with what constitutes a feminist approach needs to be analysed as there were different interpretations to this concept. Finally, for meaningful changes in the policy environment of the GBV space a more holistic approach needs to be adopted in the economic, social, and cultural spheres.
Sponsorship, executive coaching and the career progression of black women in the banking sector in Gauteng
(University of the Witwatersrand, Johannesburg, 2023) Legote, Tebogo
The banking sector transformation journey is not vastly different from other industries that are male dominated. With the increasing number of women joining the workforce, there is great demand for institutions to diversify and improve upon the representation of women in senior, decision making roles. Not only is this a legislative requirement, transformation is enshrined in the charter. Black women continue to be a marginalised group, as evident in a number of studies that highlight the challenges experienced by black women. The study sought to understand how sponsorship and executive coaching alleviates such challenges, and the effect of the sponsorship in the coaching process. Using an interpretive inductive approach to the study, a qualitative research methodology was applied to collect data from ten senior and executive managers, using semi-structured interviews as a tool. The phenomenological study enabled the collection of informative insights, shedding light on experiences of black women, of sponsorship and executive coaching. Information obtained from the interviews was analysed employing thematic analysis and fourteen themes and several sub-themes surfaced. The findings illustrated positively career advancement as a result of sponsorship, however, no evidence showed sponsorship influence on the coaching process. The study concludes that sponsorship and executive coaching can enable career progression for black women in the banking sector. The study recommends that in order to understand the plight of women in the workplace, unconscious biases should be dispelled. The recommendation also draws attention to the significant role that sponsors can play in advocating for gender equity in general not limited to managing the careers of a few
The role of executive coaching in enabling social capital amongst female senior managers in Corporate Investment Banking
(2020) Mashinini, Keitumetse (Zani)
Organisations across the globe are looking to improve their diversity and inclusion efforts. This is in recognition that, despite many efforts such as designing women leadership development programmes to aid the advancement of women, women remain underrepresented in the corporate pipeline. It is thus of great importance to embark on a study to investigate the role that leadership development interventions such as coaching can play in enabling women to make use of social capital. Qualitative data was collected by means of interviews with senior female managers that have participated in a women’s leadership development programme that incorporated coaching and that appreciates concepts such as social capital. Patterns of meaning were identified using a thematic analysis method. The findings showed that women’s preferences and values and their abilities and behaviours limited their career advancement. Other variables emerged as contributors to the lack of or the slow advancement of women. It was only after they had attended a leadership programme that included coaching to implement the learnings, that they started to adopt behaviours associated with social capital. The study recommends that, in order to facilitate the coaching experience and outcomes pertaining to career advancement, coaches need to understand the competencies that women need to adopt to make use of social capital. Further, human resources practitioners can make use of the findings to design leadership development programmes differently. The conclusion drawn from the study is that coaching as a leadership development intervention can enable the use of social capital and make a contribution to the career advancement of women particularly at senior management level.
Women’s Career Advancement in the South African Mining Sector
(University of the Witwatersrand, Johannesburg, 2020) Lestoalo, Jelane; Ahwireng-Obeng , Asabea
The number of women working in South Africa’s mining industry has increased dramatically over the last 15 years or so, with women now accounting for 12% of the industry's workforce. Although mining companies have improved in general, they continue to struggle to attract, advance, and retain women at all levels of employment, more especially in core positions. Mining companies, government and several organizations in South Africa made some efforts to increase the number of women working in the mining industry with the goal of attracting more women to the mining industry and keeping those who are already there to achieve a gender inclusive industry. The efforts made yielded minimal results mainly due to insufficient data on challenges that prevent women from advancing their careers in the industry. Such efforts are guided by data, therefore a survey was conducted to understand what interventions are required from the mining companies and government to assist in advancing women careers in this sector. The survey sought to uncover the strategies that are effective and sustainable in advancing women careers in the South African mining sector within the context of support systems opportunities at individual, companies and government perspectives. The study adopted qualitative research design with open ended questionnaires administered through online platforms. The responses were analysed qualitatively using thematic analysis. A total of 23 respondents were obtained with 13 females and 10 males. Results showed that effective and sustainable strategies to advance women’s careers in the South African mining sector are categorized into personal, corporate and governmental. Themes developed are: individual initiatives, education, support systems, experience, attitude, cultural management, acceptance in workplace, policies, regulations and rewards. Furthermore, effective support systems opportunities are training, mentorship, succession planning, women representation, audits and equity strategy. To ensure that effective support systems opportunities are implemented and sustained, sub-themes that emerged are education and training The study revealed that it is a collaborative effort, amongst individual, companies and government to advance women’s careers in the South African mining sector.However, personal initiatives (self-development, qualifications and awareness) were the main strategy that worked for many women to advance their careers in the South African mining sector.
Women’s Career Advancement in the South African Mining Sector
(University of the Witwatersrand, Johannesburg, 2023) Letsoalo, Jelane; Ahwireng-Obeng, Asabea
The number of women working in South Africa’s mining industry has increased dramatically over the last 15 years or so, with women now accounting for 12% of the industry's workforce. Although mining companies have improved in general, they continue to struggle to attract, advance, and retain women at all levels of employment, more especially in core positions. Mining companies, government and several organizations in South Africa made some efforts to increase the number of women working in the mining industry with the goal of attracting more women to the mining industry and keeping those who are already there to achieve a gender inclusive industry. The efforts made yielded minimal results mainly due to insufficient data on challenges that prevent women from advancing their careers in the industry. Such efforts are guided by data, therefore a survey was conducted to understand what interventions are required from the mining companies and government to assist in advancing women careers in this sector. The survey sought to uncover the strategies that are effective and sustainable in advancing women careers in the South African mining sector within the context of support systems opportunities at individual, companies and government perspectives. The study adopted qualitative research design with open ended questionnaires administered through online platforms. The responses were analysed qualitatively using thematic analysis. A total of 23 respondents were obtained with 13 females and 10 males. Results showed that effective and sustainable strategies to advance women’s careers in the South African mining sector are categorized into personal, corporate and governmental. Themes developed are: individual initiatives, education, support systems, experience, attitude, cultural management, acceptance in workplace, policies, regulations and rewards. Furthermore, effective support systems opportunities are training, mentorship, succession planning, women representation, audits and equity strategy. To ensure that effective support systems opportunities are implemented and sustained, sub-themes that emerged are education and training. 2 The study revealed that it is a collaborative effort, amongst individual, companies and government to advance women’s careers in the South African mining sector. However, personal initiatives (self-development, qualifications and awareness) were the main strategy that worked for many women to advance their careers in the South African mining sector.

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